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Years of Experience
Date Last Verified
ProfileGeneral Attorney The candidate researches, consults, advises, and represents the Corporation as a specialist in legal matters falling within its jurisdiction, with an emphasis on labor and employment matters. Provides sound, timely, quality, and comprehensive legal advice timely regarding all related aspects of assigned areas as they relate. Prepares papers and legal memorandum and briefs, consults, supervises, provides legal advice, conducts legal research, prepares and provides training and seminars, and represents the Corporation in a variety of legal matters within its jurisdiction. Position works with other Corporation lawyers to assure the highest level of legal protection is afforded the Corporation and its subsidiaries. Monitors the rapidly developing law in its area of responsibility and renders opinions to other departments as to the legal implications of present or proposed practices. Interacts with other departments' managers at increasingly higher levels of responsibility to ensure development of the necessary legal expertise to support the opinions of law which must be given. Monitors and is aware of new developments and trends in the law, including in the labor and employment field, and recommends policy changes and assists managers in formulating business strategy. Identifies ways to position Norfolk Southern for favorable outcomes. Supports internal customers, including HR/EEO, Health Services, Labor Relations, Audit and Compliance and Operations with little oversight. Other duties as assigned.
Qualification and Experience
The candidate should preferably have JD degree. Should have 10+ years of experience practicing in the labor and employment area, including before agencies such as the EEOC, DOL, and OFCCP. 12 – 15 years of experience in labor and employment, including litigation experience and experience before agencies such as the EEOC, DOL, and OFCCP is preferred. Licensed Lawyer (and Member Of The Bar) is essential. Must be knowledgeable about labor and employment matters (e.g. discrimination, harassment, retaliation, disparate impact and treatment) and applicable statutes, including, but not limited to: Title VII, ADEA, ADA, FMLA, USERRA, Rehabilitation Act, GINA, HIPAA, and the Railway Labor Act). Must be knowledgeable about collective bargaining and labor disputes under the Railway Labor Act, including major and minor disputes. Must be able to analyze and discern employee and labor relations issues and provide and communicate timely advice in order to prevent liability to the Corporation.