Law clerk Jobs in Saint Paul, MN

Description

Stinson LLP seeks a highly motivated attorney with at least four years of traditional labor law experience to join our Minneapolis office.

We prefer candidates with at least four years of management-side experience (or experience at the NLRB) with demonstrated skills in handling NLRB proceedings, union elections, representation hearings, arbitrations, grievances, positive employee relations, collective bargaining and related contract negotiations. Excellent writing, oral advocacy skills, and academics are required. Active law license in the applicable jurisdiction, or eligibility to become admitted to the applicable bar, is required.

Please apply online. Applicants should provide a resume, cover letter, unofficial law school transcript and a writing sample. For questions, contact the Attorney Recruiting Team at [email protected] .

At Stinson LLP, we are committed to the success of our attorneys. We are equally committed to providing competitive, affordable health and wellness benefits to help take care of yourself and your family, including :

• Medical, dental, and vision health plans
• Medical savings accounts
• Firm-provided Employee Assistance Program (EAP) and Wellness Program
• Employer-paid life insurance and AD&D
• Short- and long-term disability benefits
• Generous paid time off for holidays, vacation, bereavement, jury duty, and attorney leave for various reasons, including birth or adoption of a child and personal and / or family health; generous paid military leave
• Paid bar dues, approved bar association memberships and CLE expenses
• Excellent work-life programs, including service bonuses, back-up child and elder care, and employee discount program

Our attorney compensation structure has two components : (1) a base salary and (2) a discretionary merit bonus based on performance. The salary range for this role is $190,000- $235,000. The salary range for this position is based on a variety of factors, including experience, skills, qualifications, and location. The range is provided as an initial approximation at the time of posting and may vary based on the individual's unique qualifications, and experience.

Stinson is an EEO employer. We encourage qualified minority, female, veteran and disabled candidates to apply to be considered for open positions. We offer a competitive compensation and benefits package. We conduct criminal background checks of all individuals offered employment.

For more information about Stinson, visit us at http : / / www.stinson.com and the NALP Directory of Legal Employers, https : / / www.nalpdirectory.com .

Stinson LLP is a federal contractor. Information gathered through applicant Voluntary Self-Identification will be used periodically with various government agencies for statistical reporting and to measure the effectiveness of our Affirmative Action and EEO outreach efforts. All information is requested on a voluntary basis and will be kept confidential. We will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

Applicants with a disability that are in need of an accommodation to complete the Stinson LLP application process should contact Human Resources at 316.268.7962 or email [email protected] .

By submitting an application, you certify the information provided is true to the best of your knowledge and belief. You understand that being untruthful in response to any of the answers provided within an application or any of the attached documents may lead to your termination in the event you are employed. If employed, you will be required to provide documentation showing you are legally authorized to work in the United States. We conduct criminal background checks of all individuals offered employment.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)