Vedder Price is seeking a 3L student (graduating Spring 2023) to join its Labor & Employment group in the Los Angeles office. This is a post-graduate associate position with a Fall 2023 start date.
All Vedder Price associates are expected to provide high-quality legal service to the firm’s clients, track all chargeable and non-chargeable time in keeping with the firm’s policies and standards, and participate in business development, seminars, trainings and meetings in keeping with their practice area and the firm’s policies and standards.
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Skills & Competencies:- Strong oral and written communication skills
- The ability to work effectively as part of a team and independently
Qualifications & Required Experience:
- Must be a 3L student (graduating Spring 2023)
- Must have a solid academic background
- Must become admitted in California after earning your JD degree
- Past internships or work experience in the practice area for which you are applying is preferred
- Position also requires the ability to work under pressure to meet strict deadlines
Computer Skills:
To perform this job successfully, an individual must be proficient in the following software:
- Microsoft Office Suite
Equal Employment Opportunity:
Vedder Price P.C. is an equal opportunity employer. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability (where applicant is qualified to perform the essential functions of the job with or without reasonable accommodations), medical condition, protected veteran status, gender identity, genetic information, or any other characteristic protected by federal, state, or local law. We participate in E-verify.
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)
