Trial Attorney

About the role

The White Collar and Corporate Enforcement (formerly Fraud) Section plays a unique and essential role in the Department's fight against sophisticated economic crime, foreign bribery, and other forms of complex misconduct that endanger public health and safety.

The Section investigates and prosecutes cases across the country and leads the Department's corporate enforcement efforts. The Section is seeking qualified, experienced attorneys for Trial Attorney positions in each of its five units.

What you will do

• In collaboration with managers, carries out and fosters effective investigations and prosecutions, including advising on strategy and legal complexities, and developing litigation priorities, policy, and legislative recommendations.
• Recommends charging decisions and proposes dispositions with regard to assigned cases.
• Partners with Assistant U.S. Attorneys and attorneys in other federal law enforcement agencies in the development, management, and trial of complex, white-collar and corporate investigations and prosecutions.
• Engages in all phases of investigation and litigation, including, but not limited to, using the grand jury, using federal investigative tools and handling electronic evidence, advising federal law enforcement agents, preparing appropriate pleadings, appearing for hearings at all phases of criminal proceedings, and litigating motions and trials before U.S. District Courts across the country.
• Evaluates reports of potential violations of financial fraud laws, the FDCA, the CPSA, FCPA, FEPA and other statutes related to economic crimes (relevant laws) from both internal and outside sources to determine whether investigation is warranted.
• Advises and instructs Assistant U.S. Attorneys on complicated questions of law and Departmental policy with respect to relevant laws.
• Represents the U.S. in direct negotiations and discussions with corporate counsel and high-level officials.
• Participates in discussions with opposing counsel for defendants and in the formulation of resolutions often having far-reaching legal consequences.
• Devise structural, monetary, and compliance components of corporate resolutions, evaluate corporate compliance programs, and oversee post-resolution matters.
• Advises and consults with Division and Section leadership, reporting on the status of all cases and matters related to criminal remedies.
• Additional for FSP: Supervises review of potentially protected and privileged materials to ensure that attorneys comply with their ethical obligations regarding legal privilege.
• Supervises and manages team of attorneys engaged in the review of potentially privileged materials.
• Works directly with agents/prosecutors to ensure they are not exposed to potentially privileged materials.
• Engages in all phases of litigation of privilege matters.
• Helps ensure that all attorneys comply with their ethical obligations related to legal privilege.

Education

A J.D., or equivalent, degree. Applicants who possess an equivalent degree rather than a J.D. may be subject to additional review by the Office of Attorney Recruitment and Management.

How you will be evaluated

BASIS OF RATING: Once the announcement closes, your application will be automatically evaluated and rated by the system and a Human Resources Specialist. To determine if you are qualified for this job, a review of your application and supporting documentation will be made and compared against your responses to the assessment questionnaire.

Please follow all instructions carefully. Errors or omissions may affect your rating. If you would like to preview the application questionnaire, please see: ***

There is no formal rating system for applying veterans' preference to attorney appointments in the excepted service; however, the Department of Justice considers veterans' preference eligibility as a positive factor in attorney hiring.

Applicants eligible for veterans' preference must include that information in their cover letter or resume and attach supporting documentation (e.g., the DD 214, Certificate of Release or Discharge from Active Duty and other supporting documentation) to their submissions.

Although the "point" system is not used, per se, applicants eligible to claim 10-point preference must submit Standard Form (SF) 15, Application for 10-Point Veteran Preference, and submit the supporting documentation required for the specific type of preference claimed (visit the OPM website, *** for a copy of SF 15, which lists the types of 10-point preferences and the required supporting document(s)).

Applicants should note that SF 15 requires supporting documentation associated with service-connected disabilities or receipt of nonservice-connected disability pensions to be dated 1991 or later except in the case of service members submitting official statements or retirement orders from a branch of the Armed Forces showing that his or her retirement was due to a permanent service-connected disability or that he/she was transferred to the permanent disability retired list (the statement or retirement orders must indicate that the disability is 10% or more).

What to expect next

We will notify you of your status as a candidate after each step of the recruitment process (receipt of application, determination of basic qualifications, notice of forward to selecting official, and final selection).

After extending a tentative job offer and receiving acceptance by the selectee, we will conduct an employment suitability/security background investigation to confirm that the selectee meets all requirements to fill the position. We expect to make a final job offer once all such reviews have been completed.

Additional information

Additional selections may be made from this vacancy announcement to fill vacancies that occur subsequent to this announcement. The Criminal Division participates in the Electronic Employment Eligibility Verification Program (E-Verify). E-Verify helps employers to confirm the employment eligibility of all newly hired employees.

The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, 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.

Additional information on DOJ's EEO policy can be found on our website. It is the policy of the Department to achieve a drug-free workplace and persons selected for employment will be required to pass a drug test which screens for illegal drug use prior to final appointment.

Employment is also contingent upon the completion and satisfactory adjudication of a background investigation. Only U.S. citizens are eligible for employment with the Executive Office for Immigration Review and the United States Attorneys' Offices.

Unless otherwise indicated in a particular job advertisement, non-U.S. Citizens may apply for employment with other organizations, but should be advised that appointments of non-U.S. Citizens are extremely rare; such appointments would be possible only if necessary to accomplish the Department's mission and would be subject to strict security requirements.

Applicants who hold dual citizenship in the U.S. and another country will be considered on a case-by-case basis. The Department of Justice cannot control further dissemination and/or posting of information contained in this vacancy announcement.

Such posting and/or dissemination is not an endorsement by the Department of the organization or group disseminating and/or posting the information. If you are unable to apply online or need to fax a document you do not have in electronic form, please reach out to *** or *** for alternative application procedures.

Reasonable Accommodation Statement: Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the Human Resources team at ***. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

Fair Chance to Compete: The Fair Chance Act prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment.

If you believe a DOJ employee or Federal contractor acting on its behalf has violated your rights under this Act, you may submit a written complaint within 30 days of the date of the alleged non-compliance directly to ***.

Note: In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201(b) certain positions are exempt from the provisions of the Fair Chance Act.