About the Agency
Earth Day is every day at EPA! Our diverse workforce connects to more than just a career—we share a common passion to promote a cleaner, healthier environment. We consistently rank as one of the top Federal agencies in which to work, with great benefits and work flexibilities. Find yourself at EPA.
This position is located in the Office of General (OGC), General Law Office (GLO), Employment Law Practice Group (ELPG), Washington, DC. For more information on this office, visit their website: http://www2.epa.gov/aboutepa/about-office-general-counsel-ogc
GLO is one of eight law offices that comprise OGC and consists of three practice groups, one of which is the ELPG. This group provides a broad range of employment and labor law-related services to EPA managers. Issues/statutes covered include: Federal employee anti-discrimination and whistleblower protection statutes; Agency representation before the EEOC, FLRA, MSPB, U.S. Department of Labor, U.S. Courts, and arbitrations; employee discipline and performance matters; and Federal personnel law issues. Together with attorneys from the Department of Justice, OGC lawyers also defend EPA in employment litigation in Federal court.
This position is in the excepted service. Selection under this appointment authority does not confer civil service competitive status. However, this position is covered for the purpose of federal retirement and benefits.
Under the administrative supervision of the Associate General Counsel, you will provide legal advice to Agency managers and supervisors on employment, personnel, and labor law matters, including issues arising under:
-the Civil Service Reform Act of 1978, as amended;
-the Age Discrimination in Employment Act of 1967, as amended;
-the Equal Pay Act of 1963;
-the Rehabilitation Act of 1973, as amended; the Americans with Disabilities Act of 1990;
-the Whistleblower Protection Act of 1989; the Whistleblower Protection Enhancement Act of 2012; the whistleblower protection provisions of a wide range of environmental statutes;
- the Federal Service Labor-Management Relations Statute, as amended;
- the Labor Management Relations Act of 1947, as amended and;
- other relevant statutes, Executive Orders, regulations, policies, and procedures.
If you are selected, you will be expected to report to work as soon as practical but no later than thirty (30) days from the date you receive a final job offer. Extension of this reporting requirement may be granted only under extraordinary circumstances.