A non-litigation attorney position that requires strong writing, research, and oral communication skills. Candidates with prior legal experience advising, consulting with, and representing clients in cases involving some or all of the laws incorporated by the Congressional Accountability Act (CAA), as amended by the CAA of 1995 Reform Act of 2018, and who have broad general knowledge of labor, employment, civil service, constitutional and administrative law, are encouraged to apply.Learn more about this agency
The incumbent reports directly to the Deputy Executive Director for the House of Representatives and performs the following duties:
- Is an important point of contact for individuals seeking information on the CAA and the Office of Congressional Workplace Rights (OCWR). Thus, the Confidential Advisor is knowledgeable of the substantive provisions of the CAA, OCWR's Procedural Rules, and its roles, responsibilities, and authority.
- Maintains current knowledge of laws and policies affecting OCWR's mission. Monitors legislation, reports, and studies of interest to OCWR.
- Effectively communicates and conveys complex ideas and applies problem-solving techniques. Responsible, on a privileged and confidential basis, for consulting with claimants to obtain pertinent information on their concerns, analyzing facts and situations to advise whether claimants' allegations are matters within the CAA's purview, and providing relevant substantive and procedural information (e.g., explaining the significance and relative merits of the procedural options available to claimants before and after claim is filed).
- Discusses with claimants the relative merits of securing different types of representation before OCWR.
- Communicates ideas effectively, prepares written notes, conducts research, and drafts complex claims within strict deadlines. Assists and consults with the claimants about drafting claim.
- Assists with certain labor relations matters (e.g., representation elections).
- May participate in meetings with stakeholders-- attorneys, unions, covered employees, and employing offices -- to discuss CAA provisions, ADR procedures, reports, outreach initiatives, and OCWR programs.
- May review relevant regulations; prepare draft rules and notices of proposed rulemaking, review comments provided; and prepare and finalize such regulations.
- Skilled in using computer software applications and preparing electronic documents and correspondence.
- May conduct training for the covered community on substantive and procedural matters.
- Performs all duties in a timely and competent manner, taking initiative without specific instruction, acting independently when appropriate, and maintaining constructive relationships with colleagues and stakeholders.
- Is impartial and neutral in handling all matters and maintains strict confidentiality.
- Assumes other responsibilities as delegated by Executive Director or Deputy Executive Director.
Job family (Series)
Conditions Of Employment
Must be a U.S. Citizen
Must be able to obtain and maintain a security clearance. If you possess a security clearance, please indicate the level and termination date in your resume.
QualificationsMust be an attorney licensed under the laws of any State, territory of the United States or the District of Columbia, be an active member of the bar in good standing, and have:
(a) At least 1 year of experience representing clients in cases involving some or all of the laws incorporated by the Congressional Accountability Act, as amended by the Congressional Accountability Act of 1995 Reform Act of 2018; and
(b) At least 1 year of experience advising and consulting clients on labor, employment, or federal civil service law. Experience working in the legislative branch is desired but not required.
Must possess a professional law degree (LL.D. or J.D.) and be duly licensed and authorized to practice as an attorney under the laws of any State, territory of the United States or the District of Columbia, and be an active member of the bar in good standing.
The successful candidate may participate in the Federal Employees Health Benefits (FEHB) program, with costs shared with your employer. Life Insurance coverage is also provided. New federal government employees are automatically covered by the Federal Employees Retirement System. If you are transferring from another agency and covered by the Civil Service Retirement System, you may continue in this program. You will earn annual vacation leave and sick leave. You will be paid for federal holidays that fall within your regularly scheduled tour of duty. If you use public transportation, part of your transportation cost may be subsidized. You can use Health Care Flexible Spending Accounts for expenses that are tax-deductible, but not reimbursed by any other source, including out-of-pocket expenses and non-covered benefits under their FEHB plans.
How You Will Be Evaluated
Upon review of the résumés, the Office will determine which candidates will be asked to interview. Candidates will be notified and scheduled for interviews, if selected.
Background checks and security clearance
Drug test required
You must submit the following additional documents specific for this vacancy:
- Most recent Annual Performance Appraisal. If the performance appraisal is not dated within the last year or if you are unable to provide a performance appraisal, an explanation why must be provided.
- Notification of Personnel Action (SF-50). Submit a copy of your most recent SF-50, Notification of Personnel Action, that demonstrates your eligibility for consideration, i.e., the length of time you have been in your current/highest grade, your current promotion potential, proof of permanent appointment if applying based on an interchange agreement, etc. Examples of appropriate SF-50s include those documenting promotions or within grade pay increases.
- Writing Sample: Two legal writing samples.
- Content of Résumé. Your résumé will be used to verify your qualifications. Therefore, it is important that the information contained in the résumé be specific, detailed, and complete. Your résumé must contain hours worked per week and the dates of employment (i.e., hours per week and month/year to month/year or month/year to present). If your résumé does not contain this information, your application may be considered incomplete and you may not receive consideration for this position.
If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education.
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
How to Apply
Send cover letter, résumé, and other required documents to: Jennifer.McCuiston@compliance.gov, or mail to: Office of Congressional Workplace Rights, 110 Second Street SE, Room LA-200, Washington, DC 20540. Attn: Jennifer McCuiston. Please be advised that mail to the offices on Capitol Hill may be delayed (up to 2 weeks) due to inspection processes.
Agency contact information
AddressOffice of Congressional Workplace Rights
110 Second Street, SE (LA-200)
Washington, DC 20540
The Office of Congressional Workplace Rights (formerly the Office of Compliance) is an independent nonpartisan Office responsible for the implementation and enforcement of the Congressional Accountability Act of 1995 (CAA). The CAA generally extends the rights and protections of thirteen employment and labor laws to covered employees in the legislative branch of the federal government, including Congress. These laws include the Civil Rights Act of 1964, the Rehabilitation Act of 1973, the Family and Medical Leave Act, the Fair Labor Standards Act, the Age Discrimination in Employment Act, the Worker Adjustment and Retraining Act, the Employee Polygraph Protection Act, the Uniformed Services Employment and Reemployment Act, the Veterans Employment Opportunities Act, the Genetic Information Nondiscrimination Act, the unfair labor practice provisions of the Federal Service Labor Management Relations Statute, the Occupational Safety and Health Act of 1970, and the public services and accommodations provisions of the Americans with Disabilities Act of 1990.
Upon review of the required documents, the Office will determine which candidates will be asked to interview. Candidates will be notified and scheduled for interviews, if selected.
You must be able to obtain and maintain a security clearance and a criminal background check will be performed on the selected candidate.
Fair & Transparent
The Federal hiring process is setup to be fair and transparent. Please read the following guidance.
Equal Employment Opportunity Policy
The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy And gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
Reasonable Accommodation Policy
Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits.
Under the Rehabilitation Act of 1973, federal agencies must provide reasonable accommodations when:
- An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job.
- An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace.
- An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.
You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis.
Legal and regulatory guidance
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/531125600. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.