Assistant City Attorney

City of Lansing, Michigan; Lansing (MI); On-site; USD 75,000 - 110,000; Full time

Job summary

The City of Lansing, Michigan is seeking an Assistant City Attorney. This role requires knowledge of civil, criminal, constitutional and administrative law, plus trial practice, court rules, and evidence. J.D. from an accredited school and Michigan Bar in good standing are required.

The attorney will represent the City in court, review claims, draft opinions, and handle legislative drafting. Office-based with opportunities to handle complex litigation and provide legal guidance to City staff.

Qualifications

• J.D. from an accredited law school and active membership in the State Bar of Michigan.
• Experience in civil, criminal, constitutional and administrative law and trial practice.

Responsibilities

• Represent the City in state and federal courts for jury and non-jury trials, hearings, motions and appeals.
• Directly conduct investigations, gather information, and prepare evidence for trials and appeals.
• Serve as an ombudsman for warrants, enforcement information, and neighborhood inquiries.
• Represent the City in complex civil litigation across various courts and tribunals.
• Draft legal opinions for Council Members, Department Heads, the Mayor and staff; review claims against the City.

Skills

Civil law

Criminal law

Constitutional law

Administrative law

Trial experience

Education

J.D. degree

Michigan Bar admission

Job description

EQUAL OPPORTUNITY EMPLOYER

Job Advertisement
The City of Lansing's Office of City Attorney's Office is seeking an Assistant City Attorney. Candidates will have knowledge of legal principles and practices including civil, criminal, constitutional and administrative law and procedures; additionally, knowledge and/or experience in trial practice procedures, court rules, and the rules of evidence.

Education & Experience Requirements

• J.D. Degree from an accredited school of law, admission to and maintenance of membership in good standing with the State Bar of Michigan

Physical Capacity Requirements
This position requires the individual through assistance or on their own to sit, speak, hear, listen, finger dexterity &/or feeling, reaching, near vision and far vision. Possess a valid license and be able to drive a motor vehicle.

ENVIRONMENTAL CONDITIONS: Office and court environment, public and elected officials' meetings.

Essential Position Functions
The essential position functions listed below do not include all functions, which may be found in this position as duties, and responsibilities may be added, deleted, or modified at any time.

• Represents the City in the State and Federal courts for jury trials, non-jury trials, formal hearings, motions and any attendant appeals.
• Directs, conducts, analyzes, organizes and obtains information, statements, witnesses, and evidence for the ongoing conducts of trials, defenses and appeals in all judicial and administrative bodies.
• Acts as an ombudsman screening complaints for individuals seeking warrants, letters, enforcement information, resolution of neighborhood complaints or general information about the City of Lansing or other law related information.
• Represents the City in complex civil litigation in various courts and tribunals.
• Investigates, researches, and drafts legal opinions in response to requests from Council Members, Department Heads, the Mayor and other City staff
• Reviews claims filed against the City and makes recommendations to appropriate City personnel and committees.
• Freedom of Information Act (FOIA)
• Contract review
• Legislative drafting

The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.
The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at [phone]. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

The City of Lansing is a an Equal Opportunity Employer and does not discriminate in its policies or practices on the basis of religion, race, color, national origin, gender, sexual orientation, age, marital status, height, weight, or disability of any individual.

City of Lansing’s Anti-Religious Discrimination and Religious Accommodation Policy

City of Lansing Anti-Retaliation Policy

Teamsters Local 214 Fringe Benefits

Health Insurance: The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are:

• Base - includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay.
• Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/ family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay.
• Option 2 - includes a $20.00 co-pay for office visits. Prescription drug co-pays are $10/$20/$40 or $15/$25/$50 for Physician's Health Plan. This plan includes emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services.

The Base Plan is as provided above. If the employee chooses to "buy up" to an optional plan (either Option 1 or Option 2) the employee will be responsible for any cost differential between the Base Plan premium and the premium of the selected optional plan chosen. Benefit summaries and rate sheets are available in the Department of Human Resources.

Opt out: Members of the bargaining unit will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. Any employee who opts out of the City's health care plan will be eligible to receive $1 ,800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments.

Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City; coverage includes the employee and family members. Coverage includes 100% coverage for cleaning: 50% coverage for treatment costs with an $1 ,200 maxmum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.

Vision Plan: Employees are eligible for the BCBS VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses, and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.

Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule:

Spouse

Unmarried child, age

$25,000

14 days to 6 months

$ 500

6 months to 23 years

$ 2,000

Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.

Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $3,050 per plan year.

Bereavement: At the time of the death of a spouse, child, stepchild, parent, stepparent and parent, an employee will be entitled to use a maximum of the next five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave, sick or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend the funeral for aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild. Time must be taken within 30 days of the death of the family member unless prior approval is granted by Department Head or on-site Supervisor.

Holidays

• New Year's Day
• Martin Luther King Birthday
• Good Friday
• Memorial Day
• Juneteenth
• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving Day
• Friday After Thanksgiving Day
• Day Before Christmas
• Christmas Day
• Day Before New Year's Day

Lonqevity

Longevity bonuses shall be paid to employees as follows:

5 but less than 10 years of service 2%

10 but less than 15 years of service 4%

15 but less than 20 years of service 6% 20 but less than 25 years of service 8%

25 or more years

Following completion of five (5) years of continuous full-time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.

No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.

Vacation: A new full-time employee shall be credited with forty (40) hours vacation time credited to their leave bank following 6 months of service. After the first year of service the regular full-time employee will receive an additional forty (40) hours of vacation time credited to their leave bank. In subsequent years two (2) years through five (5) years of service, employees receive 10 days' vacation. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 workdays.

Personal Leave: Employees receive two (2) personal leave days annually on January 1 or at time of hire and another two (2) personal leave days on July 1 of each year. The sixteen hours in each six-month period may not be combined or carried over. Personal days must be used by December 31, or they shall be forfeited.

Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending. (Approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence.

An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first five unused sick leave days accrued that year over 60 days.

Compensatory Time

Employees Subject to Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall be cumulative up to a maximum total of eighty (80) hours.

Employees Exempt from the Fair Labor Standards Act: In lieu of receiving pay for overtime, which is worked, an employee may elect to receive compensatory time off earned at the rate of one and one-half (1 1/2) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall not be limited in its accrual during the fiscal year, provided that any amount in excess of one hundred twenty (120) hours shall be forfeited if not used by the end of the fiscal year.

Education Reimbursement: The City shall reimburse for tuition and lab fees for approved college level course work or other departmentally approved training or education programs which are taken off-duty. Costs shall be reimbursed at a rate not to exceed $400.00. Proof of attendance and successful completion of the course and proof of cost are required.

Parkinq/Transportation Subsidy: An employee shall be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy.

Deferred Compensation: Employees shall be eligible to participate in the City's deferred compensation plans as may be offered by the City. Currently those plans include VOYA and T. Rowe Price. The employee may contribute up to a maximum allowable annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.

Employees hired after October 29, 1990, Defined Benefit Retirement System: Employees will belong to the City of Lansing General Employees Retirement System (ERS). Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing December 8, 2008, the retirement multiplier for full time members that retire after that date will be one and eight tenths' percent (1.80%). Employee contributions for retirement will be six and five-tenths percent (6.50%) and deducted on a pretax basis.

As provided by ordinance; for service after September 30, 2003, the annual retirement amount is calculated at 1.8 times the final average compensation for the first 35 years of credited service and for service. The maximum pension allowance will be equal to 100% of an employee's final average compensation. Eligibility, for regular retirement, will be age 50 with 25 or more years of service or age 58 with 8 or more years of service.

Employees hired after September 1, 2012, Retirement: Employees will belong to the City of Lansing General Employees Retirement System (ERS) and the Defined Contribution Plan. Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing September 1, 2012, the retirement multiplier for full time members that retire after that date will be one and two- and one-half tenths percent (1.25%). Employee contributions for retirement will be five percent (5.00%) and deducted on a pretax basis.

In Addition, The City Of Lansing And The Employee Will Each Contribute Three (3) Percent Of The Employee's Gross Pay On a Bi-weekly Basis To The Defined Contribution Plan. The Plan Will Be Administered By Wells Fargo Bank. Employees Will Enroll And Self Direct Their Investment Options. Failure To Enroll Shall Result In The City Transferring Monies Into The Plan Which Shall Default To The Target Date Fund. At The End Of Eight Full Years Of Service Members Will Be Vested For All City Contributions. Should The Member Leave At The End Of Eight Full Years The Member Will Have The Following Options

Lump sum payment subject to applicable taxes.

Rollover monies into another tax deferred investment option; or

Leave monies in the plan and continue to be invested tax deferred.

Retirement Healthcare

All employees hired after January 1 , 2015, will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee's wages per year. The account will be established to allow for portability if the employee separates from the City after a three (3) year vesting period.

NOTE: The benefits listed above summarizes the current benefits for Teamster 214 bargaining unit members, the actual benefits are governed by the Collective Bargaining Agreement, with Teamsters Local 214, which controls any conflict with this summary. These benefits are subject to change depending on the terms and conditions that are negotiated in future collective bargaining agreements between the City of Lansing and Teamsters Local 214.

Department of Human Resources, 4th Floor City Hall, 124 West Michigan Avenue, Lansing Ml 48933. Phone: [phone]

EQUAL OPPORTUNITY EMPLOYER

Do you possess an earned JD Degree from an accredited school of Law?

• Yes
• No

Identify your highest level of education

• None
• Highschool/GED
• Associate Degree
• Bachelor Degree
• Master Degree
• PhD
• Juris Doctorate

Do you have membership with the State Bar of Michigan

• Yes
• no

Is your membership in good standing?

• Yes
• No

Do you have experience as a practicing attorney?

• Yes
• No

Do you have experience practicing in District Court?

• Yes
• No

Do you have experience practicing in Circuit Court

• Yes
• No

How many years of experience do you have as a practicing attorney?

• Less than one year
• 1 but less than 2 years
• 2 but less than 3 years
• 3 but less than 4 years
• 4 but less than 5 years
• 5 plus years

If applicable, provide your bar number. If not applicable please enter NA.

• Required Question