United States Department Of Labor - Office Of The Solicitor

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U N IT EDS TAT ESDEPA RT M EN TO FLAB O ROFFICE OF THE SOLICITOR OF LABOR

OFFICE OF THE SOLICITOR OF LABORFor more than one hundred years, the U.S. Department of Labor (DOL) has advanced thenation’s economic vitality by safeguarding the rights of America’s workforce. The Officeof the Solicitor (SOL) plays a pivotal role in supporting this mission by providing a widerange of essential legal services to the Secretary of Labor and the Department’s componentagencies. In providing these legal services, SOL diligently works to ensure that federallabor laws are fairly enforced to protect over 150 million workers.UNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR

OFFICE OF THE SOLICITOROF LABORSOL is unique among the federal government’s legaloffices because it has independent litigating authorityunder numerous federal statutes. As a result, SOLattorneys regularly appear in courts throughout theUnited States pursuing enforcement actions againstemployers and others who violate labor laws. Thesestatutes, and the work of SOL, have a significantimpact on the health, safety, and financial security ofAmerica’s workers. For example, SOL helps enforceemployers’ obligations to pay workers their earnedwages and benefits, treat workers equitably in hiringand employment, provide safe working conditions,and protect the financial security of retired workers.SOL also seeks to enforce democratic standardsapplicable to union officer elections and fiscalresponsibility in labor unions, supports employmentand training programs, advises on benefits to certainworkers who sustain injuries because of theiremployment (as well as benefits to survivors ifsuch a worker were to die due to such injury), andhelps establish international labor standards.THE SOLICITOR OF LABORThe Solicitor of Labor, a Presidential appointee confirmed by the Senate, serves as legal advisor to the Secretaryand other Department of Labor (DOL) officials. Based in Washington, D.C., the Solicitor is the Department’s thirdhighest-ranking official and chief legal officer. All attorneys in the Office of the Solicitor of Labor (SOL) report to theSolicitor, rather than to client program agency heads, as is the practice in many executive branch departments. Thisindependence gives SOL lawyers a uniquely strong voice in the handling of legal matters.SOL’S FRONT OFFICEThe SOL Front Office directly supports the Solicitor and provides centralized legal services within the Department.Three Deputy Solicitors, two of whom are career civil servants, assist the Solicitor by providing advice and overseeinglegal work in the National Office and Regional Offices, including coordinating enforcement efforts in the RegionalOffices, making recommendations on appellate and amicus briefs in appeals courts and the Supreme Court, andreviewing rulemakings and briefs provided to the Solicitor General for all Supreme Court cases in which DOL is aparty or has an interest. Front Office attorneys also act as a resource on appellate matters and other legal issues forthe Solicitor’s Office, perform special assignments and legal analyses for the Solicitor, and comment on appeal andamicus recommendations generated by the National Office.SOL has approximately 500 attorneys nationwide,who support the administration and enforcementof over 180 federal statutes and their implementingregulations. Half of SOL’s attorneys are located inRegional Offices across the country and are primarilyengaged in trial litigation in federal court and federaladministrative tribunals. The remaining SOL attorneysare located in the Washington, D.C. National Office,where they provide advice on varied and complexlegal issues, review and guide the development ofregulations and interpretative materials, representthe Secretary in appellate litigation, and, in somecases, litigate enforcement cases in district court andadministrative tribunals.UNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR1

SOL’S MISSION STATEMENTSOL’s mission is to meet the legal service demandsof the entire Department of Labor. As the Secretaryof Labor and other Department officials seek toaccomplish the Department’s overall mission and tofurther specific priorities, the Office of the Solicitor(SOL) provides legal advice regarding how to achievethose goals. In doing so, SOL ensures that the Nation’slabor laws are forcefully and fairly applied to protectthe Nation’s workers.SOL fulfills its mission by representing the Secretaryand the client agencies in all necessary litigation,including both enforcement actions and defensivelitigation, and in alternative dispute resolutionactivities; by assisting in the development ofregulations, standards and legislative proposals; andby providing legal opinions and advice concerning allthe Department’s activities.COMMITMENT TO DIVERSITY ANDINCLUSIONSOL is committed to achieving and sustaining adiverse and inclusive workplace environment. Infurtherance of this goal, SOL works tirelessly tocultivate a working environment which promotesthe inclusion of every employee, regardless ofindividual differences. Throughout SOL, our diversityand inclusion initiatives are evident in all aspectsof business operations, to include recruitment,placement, promotion, development, and strategicand succession planning.SOL’S DIVERSITY AND INCLUSIONPOLICYThe Department of Labor’s mission is to promote thewelfare of wage earners, job seekers, and retirees, toimprove working conditions, to advance opportunitiesfor profitable employment, and to ensure workrelated benefits and rights. The Office of the Solicitor(SOL) plays a crucial role in enabling the Departmentto carry out its mission. SOL is more effective whenits workforce embraces and includes individualswhose backgrounds reflect the rich diversity of thecommunities it serves.For that reason, the Office of the Solicitor recognizesour employees are our most valuable asset. SOLstrives to recruit, hire, compensate, promote,train, and retain diverse employees. SOL considersdiversity as the unique experiences, characteristics,capabilities, and perspectives of its employees,including, but not limited to, age, religion, disability,race, color, ethnicity, national origin, gender, genderidentity, sexual orientation, veteran status, politicalaffiliation, language, family structure, marital status,socio-economic status, geographical background,education, and professional experience.Additionally, SOL’s ongoing commitment to diversityand inclusion is reflected in our agency’s affinitygroups, flexible work schedules, Diversity and InclusionCommittee and trainings, and other endeavors—agency-specific and Department-wide—aimed atfostering, enhancing, and celebrating a diverse andinclusive workplace environment.UNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR2FRANCES PERKINSFirst and longest-serving U.S. Secretary of Labor,1933-1945

THE WORK OF SOL’SDIVISIONSThe Office of the Solicitor (SOL) National Officeincludes ten Divisions that provide varied legalservices to the Department of Labor’s (DOL)client agencies and the Front Office. AssociateSolicitors and Deputy Associate Solicitors head theNational Office Divisions. Legal services includedrafting and reviewing regulations and legislativeproposals; providing legal advice; representing theSecretary in appellate litigation in circuit courts andadministrative tribunals, briefing and arguing amicusbriefs on behalf of the Secretary; assisting the U.S.Solicitor General in cases before the Supreme Court;assisting the Department of Justice (DOJ) in criminaland civil cases; and, for certain divisions, conductingenforcement litigation before Administrative LawJudges (ALJs) and in district court.SOL’s National Office Divisions: Division of Black Lung and Longshore LegalServices Division of Civil Rights and Labor-Management Division of Employment and Training Legal Services Division of Fair Labor Standards Division of Federal Employees’ and EnergyWorkers’ Compensation Division of Management and Administrative LegalServices Division of Mine Safety and Health Division of Occupational Safety and Health Division of Plan Benefits Security Office of Legal CounselDIVISION OF BLACK LUNG AND LONGSHORE LEGAL SERVICES (BLLLS)BLLLS provides legal representation and advice under the Black Lung Benefits Act and the Longshore and HarborWorkers’ Compensation Act to its client agency, the Office of Workers’ Compensation Programs. BLLLS attorneysbrief and argue cases before U.S. Courts of Appeals and a departmental appeals board. They also draft regulations,enforce benefits awards, and represent the government’s interests in employer bankruptcies.DIVISION OF CIVIL RIGHTS AND LABOR-MANAGEMENT (CRLM)CRLM provides legal services, including advice, rulemaking, and litigation, to numerous client agencies. CRLMprovides legal services to the Office of Federal Contract Compliance Programs, Civil Rights Center, Office ofApprenticeship, Job Corps and Center for Faith-Based & Neighborhood Partnerships in administering and enforcing avariety of civil rights laws that ensure equal opportunity in employment and in DOL-funded and conducted programs.CRLM provides legal services to the Office of Labor-Management Standards, which enforces labor laws that governthe internal operations of unions such as the conduct of union officer elections and financial reporting. CRLM alsoprovides advice to the Office of Disability Employment Policy and the Women’s Bureau.DIVISION OF EMPLOYMENT AND TRAINING LEGAL SERVICES (ETLS)ETLS provides legal services to the Employment and Training Administration in the administration of the FederalState unemployment compensation program; foreign labor certification programs; Job Corps; apprenticeshipprograms; and the national workforce investment and employment service programs. ETLS also provides legalservices to the Veterans’ Employment and Training Service’s programs in its administration of employment andtraining programs for veterans and the Uniformed Services Employment and Reemployment Rights Act, and to theBureau of International Labor Affairs related to all of the Department’s international labor activities.DIVISION OF FAIR LABOR STANDARDS (FLS)FLS provides legal services—including handling appellate cases before U.S. Courts of Appeals and an administrativeappellate board, assisting with the promulgation of regulations, and providing legal advice—to the Wage and HourDivision (WHD). WHD administers and enforces a broad range of Federal labor standards, including the minimumwage, overtime pay, and child labor provisions of the Fair Labor Standards Act; leave entitlement and job protectionsunder the Family and Medical Leave Act; prevailing wages for workers on federal contracts under the Service ContractAct and Davis-Bacon and Related Acts; various worker protections afforded to temporary foreign workers, includingworkers with H-1B, H-2B, and H-2A visas; and wage and working condition protections for farm workers under theMigrant and Seasonal Agricultural Workers Protection Act. FLS also provides legal services to the Directorate ofWhistleblower Protection Programs within the Occupational Safety and Health Administration (OSHA) to assistwith the administration and enforcement of the whistleblower protection provisions of various statutes.UNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR3

DIVISION OF FEDERAL EMPLOYEES’ AND ENERGY WORKERS’ COMPENSATION (FEEWC)FEEWC provides legal services to the Office of Workers’ Compensation Programs. FEEWCprovides legal advice, review of legislative and regulatory proposals, and legal assistanceto DOJ in representing the Department before the courts in connection with the FederalEmployees’ Compensation Act (FECA) and the Energy Employees Occupational IllnessCompensation Program Act. FEEWC protects the subrogation interest of the United Statesin judgments and settlements obtained by beneficiaries of the FECA as well as adjudicatesclaims under the Federal Tort Claims Act.DIVISION OF MANAGEMENT AND ADMINISTRATIVE LEGAL SERVICES (MALS)MALS is a combined legal and administrative office within SOL. On the legal side, MALSrepresents and advises the Department on varied legal issues, including appropriations law;delegations of authority; employment law and labor relations; Freedom of Information Act andPrivacy Act; procurement law and government contracts; the Department’s Suspension andDebarment program; and third party subpoenas. On the administrative side, MALS managesand administers services SOL provides to its Divisions and liaises with the Department’scentral business offices. MALS also handles SOL’s internal systems for budgeting andfinancial management, human resources and labor relations, information technology, andlitigation support.DIVISION OF MINE SAFETY AND HEALTH (MSH)MSH assists the Mine Safety and Health Administration in enforcing the Federal Mine Safetyand Health Act of 1977 to protect the safety and health of coal, ore, and other miners whooften work in dangerous conditions and are subject to lung and other diseases. MSH attorneysprovide legal advice, help MSHA promulgate rules, and defend these rule promulgations inthe U.S. Circuit Courts of Appeals. When mine operators violate MSHA’s laws and rules,MSH attorneys litigate at the trial and appellate levels, refer potential criminal cases to DOJ,and assist DOJ in criminal prosecutions.DIVISION OF OCCUPATIONAL SAFETY AND HEALTH (OSH)OSH provides legal services to the Occupational Safety and Health Administration.OSH attorneys represent OSHA in enforcement cases at the appellate level, and defendagency rules in the U.S. Courts of Appeals when they are challenged after promulgation.OSH attorneys also advise OSHA on rulemakings and enforcement policy, and provideadvice on novel, significant, and complex cases, including potential cases consideredfor referral to DOJ for criminal prosecution. In addition, OSH attorneys assist OSHA inadministering the whistleblower protection provisions in the Occupational Safety andHealth Act of 1970, and several other worker protection statutes.DIVISION OF PLAN BENEFITS SECURITY (PBS)PBS provides legal services to the Employee Benefit Security Administration (EBSA),which protects the rights of America’s workers and retirees to their pension, health, andother employment-related benefits under the Employee Retirement Income SecurityAct of 1974 (ERISA). PBS attorneys have three major practice areas: (1) District CourtLitigation: enforcement actions throughout the nation and legal support of DOJ in legalchallenges to the Department’s ERISA regulations; (2) Appellate and Amicus Litigation:all appeals in ERISA enforcement actions in the U.S. Courts of Appeals, briefing andarguing amicus briefs, and provision of legal support to the Solicitor General in ERISAcases before the Supreme Court; and (3) Regulations, Advice, and Opinions: legalsupport for all EBSA rulemaking and sub-regulatory guidance and legal advice andopinions concerning ERISA and the Federal Employee Retirement Income Security Act,which applies to the Thrift Savings Plan.OFFICE OF LEGAL COUNSEL (OLC)OLC analyzes and prepares official views on legislation and Executive Orders that mayaffect the Department; drafts and clears testimony to be presented by Departmentalofficials appearing at congressional committee hearings; drafts legislation to accomplishAdministration and Department objectives; advises and provides training to allDepartment employees on ethics laws and regulations; administers the Department’sfinancial disclosure program; and advises on administrative law and regulatory procedure.UNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR4

EXAMPLES OF HOWSOL DIVISIONS ADVOCATEFOR U.S. WORKERSFEEWC ASSISTS IN DEVELOPMENT OF REAL-TIMESOLUTIONS TO THE OPIOID EPIDEMICWorking closely with the Office of Workers’Compensation Programs (OWCP), FEEWC developeda pre-authorization process applied to newly-injuredfederal employees who are prescribed opioids for anemployment injury. FEEWC also continues to workwith OWCP to develop policies and procedures toaddress the prescribing of opioids to existing FECAclaimants, to remove barriers to treatment for opioiddependence, and to reduce the use of opioid drugs.PBS PRESERVES THE INTEGRITY OF EMPLOYEEBENEFIT PLANSEBSA, the Securities and Exchange Commission, andDOJ investigated a major bank in which pension planfiduciaries held assets. The investigation revealedthat the bank applied marked up and undisclosedvaluations of overseas trading prices, resulting ina loss to employee benefit plans. The bank’s failureto accurately and candidly disclose how it pricedits foreign exchange practices to its pension planclients violated ERISA. PBS negotiated a settlementagreement that recovered tens of millions of dollarsfor the pension plans.FLS SECURES A WRIT OF MANDAMUS TO PROTECT GOVERNMENT INFORMANTSAfter Heart II Heart LLC was charged with failing to pay the minimum wage and overtime premiums to approximately42 employees, it filed a motion to compel production of interview statements, which had been redacted pursuant tothe government informer’s privilege. When a district court granted the company’s motion, FLS filed an emergencymotion to stay the district court’s order and a petition for writ of mandamus with the Third Circuit Court of Appeals.The Court of Appeals granted FLS’s motion and directed the district court to “immediately” and “without unreasonabledelay” vacate its order compelling the Secretary to produce unredacted employee interview statements.BLLS SUCCESSFULLY DEFENDS ALJS’ USE OF THE 2000 BLACK LUNG BENEFITS ACT (BLBA) REGULATORYPREAMBLE IN SIX COURTS OF APPEALSDOL updated the BLBA regulations in 2000 to ensure they reflected current medical knowledge regarding the effectsof coal dust on the lungs. The medical and scientific premises upon which DOL relied are set forth in the preamble tothe regulations. ALJs adjudicating black lung claims have used the preamble as a guide to assess physicians’ opinionsand credibility. When coal mine operators have opposed this practice, BLLS has successfully defended use of thepreamble in all six courts of appeals in which it has been challenged.MSH HELPS PROTECT MINERS FROM UNDERGROUND ROOF FALLSMSH attorneys won an important mine safety victory in the D.C. Circuit Court of Appeals, overturning a Federal MineSafety and Health Review Commission judge’s finding that a roof control plan violation in an underground coal mine(which increased the likelihood of a roof fall) was not likely to result in a serious injury. Recognizing that the Mine Actand roof control plans contain redundant safety measures directed toward preventing hazards like roof falls, the Courtof Appeals ruled that the judge should not have considered those other measures in determining the significance ofthe roof control plan violation. The ruling makes mines safer by helping to ensure that mine operators take all neededsteps to avoid crushing miners through roof falls.UNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR5

THE WORK OF SOL’S REGIONSThe Office of the Solicitor’s (SOL) seven Regional Offices and seven Branch Offices are trial litigation centers. Regional Solicitors and Deputy Regional Solicitors head theRegional Offices. Associate Regional Solicitors head the Branch Offices. These offices provide trial litigation and general legal services to the Department, recommend andprosecute litigation at the administrative and district trial levels, prepare legal interpretations and opinions, advise the client agencies on issues that arise during investigations,and assist the United States Attorney in the prosecution of criminal cases.UNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR6

EXAMPLES OF HOWSOL REGIONS ADVOCATEFOR U.S. WORKERSBOSTON PROTECTS WORKERS FROMRETALIATION FOR RAISING SAFETY CONCERNSOn January 2019, Boston RSOL secured a consentjudgment in the U.S. District Court for the District ofConnecticut permanently enjoining Eastern AwningSystems, Inc. and its owner/president from violatingthe anti-retaliation provision of the OSH Act andobtaining 160,000 for two employees who had beendischarged from the company. The employees wereterminated after complaining both to managementand to OSHA about hazardous working conditions thatled them to seek medical attention and miss work. TheCourt also ordered defendants to post the judgmentand information about workplace rights at defendants’place of business.NEW YORK RECOVERS BACK WAGES ANDLIQUIDATED DAMAGES ON BEHALF OFRESTAURANT WORKERS IN MANHATTANIn October 2017, after a trial in the Southern Districtof New York, the New York RSOL obtained a judgmentthat four defendant companies and an individualemployer, collectively doing business as the Italianrestaurant Gina La Fornarina, willfully violated theFLSA. To evade the FLSA’s overtime requirements,defendants assigned their employees to work atmultiple restaurant locations throughout the sameworkweek and paid them from each location withoutregard to their total hours worked. Given defendants’awareness of the requirement to pay overtime andtheir failure to take any reasonable steps to determinethe legality of their practices, the court found thatdefendants willfully violated the FLSA. The courtawarded a total judgment of 363,284 in unpaidovertime wages and liquidated damages for over 100employees, and enjoined defendants from furtherviolating the FLSA.PHILADELPHIA OBTAINS CONSENT JUDGMENTREQUIRING RESTAURANT TO PAY NEARLY 830,000 TO RESOLVE FAIR LABOR STANDARDSACT VIOLATIONSIn March 2017, Philadelphia RSOL filed a complaintin U.S. District Court for the Eastern Districtof Pennsylvania alleging that two Philadelphiarestaurants, Mixto and Tierra Columbiana, hadcommitted FLSA violations. Servers, bartenders,barbacks, runners, hostesses, kitchen chefs, anddishwashers regularly worked more than 40 hoursa week, but were not paid overtime. During theUNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR7course of the litigation, the employer agreed to settlethe matter, and on November 30, 2017, the courtapproved and entered a consent judgment requiringMixto, Tierra Columbiana, and Jorge and MercyMosequera (individually liable employers) to payemployees 414,765 in back wages and an equalamount in liquidated damages for committing FLSAviolations. The consent judgment included injunctiverelief requiring all defendants to comply with theminimum wage, overtime, recordkeeping, and antiretaliation provisions of the FLSA, and requiringpayment of a 10,000 civil money penalty due to thewillful nature of the violations.ATLANTA LITIGATES AND WINS OSHA CASEINVOLVING FATALITY OF EMPLOYEE IN THEFILM INDUSTRY AND ELEVENTH CIRCUITUPHOLDS ALJ’S OPINIONIn February 2014, Film Allman, a movie company,knowingly trespassed onto a private train trestleto film a movie scene and intentionally misled itsemployees into believing it was safe to film on thetrestle. The company directed the crew to set upfilming equipment on the trestle and to set up a bedacross the railroad tracks. During filming, a train camethrough and killed one employee and injured others.OSHA cited Film Allman for a willful violation of theOSH Act’s general duty clause. After a multi-day trial,an ALJ upheld the willful violation and assessed themaximum 70,000 penalty. The company appealedthe decision to the Eleventh Circuit Court of Appeals,which upheld the ALJ’s opinion and affirmed both thewillful violation and the 70,000 penalty.

CHICAGO RECOVERS 11 MILLION IN PLAN ASSETS FROM OFFSHOREACCOUNTS TO HELP REPAY UNPAID MEDICAL CLAIMSIn November 2017, Chicago RSOL secured a restraining order through an ex partemotion in federal district court against AEU Benefits, LLC, AEU Holdings, LLC,and Black Wolf Consulting, Inc., removing the companies as fiduciaries, freezingbank accounts containing plan assets, and appointing an independent fiduciary tomanage the plans. Chicago RSOL argued that the companies had failed to pay 50million in medical claims, causing up to 14,000 participants irreparable harms, andthat the losses occurred because the companies charged excessive fees and heldplan assets in offshore Bermuda accounts. As a result of Chicago RSOL’s efforts, thecompanies transferred 11 million in plan assets to the court-appointed independentfiduciary to solely benefit participants and pay medical claims. Chicago RSOL alsoworked with EBSA to stop any sub-brokers and aggregators from marketing theplan and accepting new applications for enrollment.the production hiring process, implement recommendations at all 56 of their beef,pork, and chicken processing plants in the United States, and work with OFCCP tomonitor implementation progress for five years.SAN FRANCISCO PROTECTS FARMWORKERS IN TRANSIT BY ENFORCINGMSPA AGAINST FARM LABOR CONTRACTORSIn April 2018, the San Francisco RSOL secured a consent judgment with Valley Garlic,Inc., one of California’s largest growers. The consent judgment ended litigationinitiated after four farmworkers, including a sixteen-year-old girl on her first day ofwork, died while returning home from the fields. The farmworkers were passengersin an unsafe vehicle whose driver had no driver’s license and which was operated byX-Treme Ag, Valley Garlic’s farm labor contractor (FLC). The consent judgment wasthe nation’s first restraining order enforcing the Migrant and Seasonal AgriculturalWorker Protection Act’s transportation safety provisions. In granting this firstever injunction, the court found that the grower and the FLC jointly employed thefarmworkers and that the grower caused the workers’ transportation to the fields.In the consent judgment, Valley Garlic agreed to sweeping requirements regardingall employee transportation to its farms, including the first-ever agreement by agrower to only use FLCs authorized by DOL to transport workers.DALLAS RESOLVES SYSTEMIC HIRING DISCRIMINATION CASE FORMONETARY RELIEF AND CORPORATE-WIDE EVALUATION AND REVISIONOF HIRING PRACTICES FOR THE AFFECTED POSITIONSOn November 14, 2018, an ALJ approved the entry of a consent decree consolidatingand resolving two systemic hiring discrimination cases against JBS USA, a nationwide processor of beef and pork. In December 2014, Denver and Dallas attorneysfiled a complaint alleging that JBS USA’s Hyrum, Utah beef processing plantdiscriminated against female, white, black, and Native American applicants infavor of Asian and Hispanic applicants for production jobs. In December 2016,Dallas attorneys filed a complaint alleging JBS USA’s Cactus, Texas beef processingplant discriminated against Native American, black, Hispanic, and white applicantsin favor of Asian applicants for production jobs. When resolved, Denver and Dallasattorneys had completed six weeks of an anticipated 8-week trial in the Hyrum caseand Dallas attorneys were taking discovery depositions in the Cactus case. Theconsent decree required JBS USA to pay 4 million in back pay to 12,625 affectedapplicants and to hire 1,664 affected applicants into production jobs. The consentdecree further provided corporate-wide relief with an enhanced complianceagreement. JBS USA agreed to join its subsidiary, Pilgrim’s Pride Corporation, andto hire a human resources consultant to evaluate policies and procedures related toUNITED STATES DEPARTMENT OF LABOR OFFICE OF THE SOLICITOR OF LABOR8

OPPORTUNITIES @ LABORThe Office of the Solicitor (SOL) seeks to hireattorneys and other professionals with a commitmentto SOL’s mission and experience relevant to our work.SOL welcomes applications for open positions froma diverse range of candidates. SOL welcomes andencourages applications from persons with physicaland mental disabilities (including disabled veterans—see below) and will reasonably accommodate theneeds of individuals with disabilities upon request. It isthe policy of the government not to deny employmentsimply because an individual has been unemployed orhas had financial difficulties that have arisen through nofault of the individual. Information about an individual’semployment experience will be used only to determinethe person’s qualifications and to assess relativelevels of knowledge, skills, and abilities. Althoughan individual’s personal conduct may be relevant inany employment decision, including conduct duringperiods of unemployment or evidence of dishonesty inhandling financial matters, financial difficulty that hasarisen through no fault of the individual will generallynot itself be the basis of an unfavorable suitability orfitness determination.OPPORTUNITIES FOR EXPERIENCED ATTORNEYSSOL regularly seeks experienced attorneys to work in our National Office and Regional Offices. To learn aboutopenings in the SOL National Office, please visit https://www.usajobs.gov/ and conduct an agency search for“Department of Labor - Office of the Solicitor.”OPPORTUNITIES FOR THIRD-YEAR LAW STUDENTS AND GRADUATE CLERKSThe SOL Honors Program gives recent law school graduates or individuals completing post-graduate clerkships orfellowships a unique opportunity. Honors Program attorneys in the National Office spend their first two years in SOLhandling a variety of assignments from the National Office Divisions. Honors attorneys in the Regional Offices focus ondeveloping trial litigation skills. After two years, Honors attorneys are permanently placed in a National Office Divisionor a Regional Office. Applications are available online at https://www.dol.gov/sol/honorsprogram/. The applicationperiod generally opens in the summer and closes in the fall.OPPORTUNITIES FOR CURRENT LAW SCHOOL STUDENTSSOL’s National Office Divisions and Regional Offices often accept current law students to intern on an unpaid foracademic credit basis. Legal interns perform legal research and writing related to advice, lit

Apprenticeship, Job Corps and Center for Faith-Based & Neighborhood Partnerships in administering and enforcing a variety of civil rights laws that ensure equal opportunity in employment and in DOL-funded and conducted programs. CRLM provides legal services to the Office of Labor-Ma