Summary See below for important information regarding this job. The duty location will be in the Office of General Counsel at Ft. Belvoir, VA. Responsibilities Specializes in Labor and Employment Law advice and litigation and Alternative Dispute Resolution (ADR). Serves as trial attorney and litigates before the Equal Opportunity Commission (EEOC), Merit Systems Protection Board (MSPB), Federal Labor Relations Authority (FLRA), and arbitrators and engages in ADR when appropriate. Coordinates and assists the Department of Justice and U.S. Attorney's in the preparation and presentation of cases in Federal court. Represents the Agency before the Office of Special Counsel (OSC). Conducts all activities related to litigation to include completion of litigation reports; processing requests for Government witnesses and documents needed in litigation; reviews/ drafts pleadings, agency responses, motions, briefs, etc. Negotiates/drafts settlement agreements; conducts discovery including taking and defending depositions, requesting documents, and drafting interrogatories. As needed, obtains representation for Gov't officials sued in their individual capacities. Consults with the Chief, Labor and Employment Law on matters of major importance and keeps the Chief informed of significant issues and developments. Reviews disciplinary and performance-based actions for legal sufficiency. Advises on legal matters related to collective bargaining, the application and interpretation of collective bargaining agreements, and negotiability. Advises on responding to and filing unfair labor practice charges. Conducts legal review of grievance responses, and responses to other employee complaints, claims, and allegations. Serves as the Agency's ADR Program Manager. As ADR Program Manager, provides third party neutral services throughout DLA using DLA ADR specialists and DLA mediators, ensures ADR specialists and mediators are trained, chairs the DLA Office of General Counsel ADR practice group, and prepares required ADR reports. Requirements Conditions of Employment Qualifications 1) The first professional law degree (LL.B. or J.D.). 2) Proof that you are licensed and a member in good standing with the bar of the highest court of a State, U.S. commonwealth, U.S. territory, or the District of Columbia. Annual bar certification cards issued from your state of licensure are not considered acceptable. Proof is a "certificate of good standing" issued by your state of licensure dated within 6 months of the closing date of this announcement or a screenshot of your bar status taken from your state of licensure website that is dated within 6 months of the closing date of this announcement or sworn statement to that effect. If there is not a date on the screen shot, you must provide a statement signed by you on the date that the screen shot was created. The successful applicant selected for employment must provide a "certificate of good standing" issued by their respective bar showing they are in good status and in active status prior to appointment. 3) In addition to 1 and 2 (listed above), each grade level has the following qualification requirements: To Qualify at the GS-15 Level: You must possess professional legal experience in excess of 3 years commensurate with the duties and responsibilities of the position. The hiring team will evaluate the legal experience described in your application package or resume and screened for competencies required to perform the duties of the position as described in the Major Duties section of this announcement. The hiring team will evaluate the QUALITY of experience and will screen to determine how closely or to what extent your experience, education, and training are relevant to the duties and responsibilities of this position. Your application package or resume must demonstrate you have the competencies and quality of experience necessary to successfully perform the work of the position at the GS-15 level. PRINCIPAL SELECTION FACTORS: KSA Narrative Statements: Providing Knowledge, Skills, and Ability (KSA) narrative statements addressing the following principal selection factors or addressing them in your resume is optional. Labor and Employment Law experience. At least one year of relevant experience at the next lower federal grade is mandatory. Equivalent military, state or private law experience may be substituted for Federal service. Demonstrated expert knowledge and experience in the following areas: (1) EEO, MSPB, FLRA, arbitration, Federal court litigation and ADR (2) providing authoritative legal expertise on a broad range of complex litigation management issues and problems. OTHER SELECTION FACTORS: Excellent analytical ability, including issue identification, legal research, analysis of options, risk analysis, and creative problem solving. Excellent communication skills (oral and written). Excellent legal and business judgment. Excellent interpersonal skills and client relationships, and the ability to interact well with senior officials on controversial and sensitive issues. Security Clearance: This position is designated Non-Critical Sensitive. If selected, you must obtain and maintain a Secret security clearance. If you are unable to obtain this level of security clearance (as a result of undisclosed or disclosed background issues), within a reasonable period of time (as defined by the agency), the employment offer may be withdrawn. In addition, incumbent is subject to periodic re-investigation to maintain security eligibility in accordance with DoD 5200.2-R. Education You MUST provide transcripts or other documentation to support your educational claims. Unless otherwise stated: Unofficial transcripts are acceptable at time of application.FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show that the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. Additional Information Excepted Service Position: This job is being filled by an alternative hiring process and is not in the competitive civil service. Veterans Information: There is no formal rating system for applying veteran's preference to attorney appointments in the excepted service; however, the Department of Defense considers veterans' preference eligibility a positive factor for attorney hiring. Applicants eligible for veterans' preference must include that information in their cover letter or resume and attach supporting documentation (e.g., DD Form 214, Certificate of Release or Discharge from Active Duty) to their submissions. Although the point-preference system is not used, applicants eligible to claim a 10-point preference must submit a Standard Form (SF) 15, Application for 10-Point Veteran Preference, and supporting documentation required for the specific type of preference claimed. (SF-15, which lists the types of 10-point preference and the required supporting documents, is available from the Office of Personnel Management Website at www.opm.gov). As of 23 December 2016, Military retirees seeking to enter federal service in the Department of Defense now require a waiver if they would be appointed within 180 days following their official date of retirement. Reemployed Annuitants: This position does not meet criteria for appointment of Reemployed Annuitants. The DoD criteria for hiring Reemployed Annuitants can be found at: http://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Drug-Free Workplace: The Defense Logistics Agency (DLA) has established a Drug-Free Federal Workplace Policy. All applicants tentatively selected for DLA employment in a testing designated position are subject to urinalysis to screen for illegal drug use prior to appointment. Applicants who refuse to be tested will be denied employment with DLA for a period of six months. This policy extends to random testing for the use of illegal drugs by employees who occupy testing designated positions defined as sensitive in Section 7(d) of Executive Order 12564. The Defense Logistics Agency's Drug Free Workplace Plan's drug testing panel includes testing for the following illegal substances: marijuana, cocaine, opiates (codeine/morphine), 6-Acetylmorphine (heroin), phencyclidine, amphetamines (amphetamine/methamphetamine), methylenedioxymethamphetamine (MDMA), methylenedioxyamphetamine (MDA), oxycodone, oxymorphone, hydrocodone, and hydromorphone. ADVISORY: By using cannabidiol (CBD) products you are risking a positive drug test result for marijuana.