Paralegal 4 | Labor and Industries Division | Multiple Locations Statewide
State of Washington
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Job summary
The Washington State Office Of The Attorney General is hiring two permanent full-time Paralegal 4s in the Labor and Industries Division. These positions may be located in Tumwater, Tacoma, Seattle, or Spokane and are represented by WFSE.
You will supervise mediation paralegals statewide and help set strategic goals for mediation across the division. The role requires paralegal certification or equivalent, with several paths listed, and offers a robust benefits package and various stipends,
Qualifications
- Paralegal certification required or equivalent.
- Two-year paralegal degree or higher preferred.
- Paralegal plus (or nine-month paralegal, post BA) certification desirable.
Responsibilities
- Supervise mediation paralegals and statewide team.
- Develop statewide mediation strategy and training.
- Lead workload balancing and complex mediation matters.
- Coordinate with stakeholders to implement best practices.
- Occasionally handle mediations as needed.
- Design and implement training for the statewide team.
Skills
Education
Job description
Persons requiring reasonable accommodation in the application process or requiring information in an alternative format may contact the recruitment team at HREmployment@atg.wa.gov. Those with a hearing impairment in need of accommodation are encouraged to contact the Washington Relay Service at 1-800-676-3777 or www.washingtonrelay.com.
The Attorney General’s Office is recruiting for two permanent full time Paralegal 4s in the Labor and Industries Division. These positions may be located in Tumwater, Tacoma, Seattle, or Spokane, Washington, and are represented by the Washington Federation of State Employees (WFSE).
$74,748 - $100,488/annually
The base pay offered will take into account internal equity and may vary depending on the preferred candidate’s job-related knowledge, skills, and experience.
- Incumbents assigned to our Seattle office location receive an additional 5% King County Location Pay stipend.
- Paralegal 3s assigned to work within King County receive Group C Assignment Pay in addition to their base pay. The Group C pay percentage received at this classification is a limited premium and applies at the Paralegal 2 classification.
- King County Paralegal 3s – 5% Group C Assignment Pay
- Incumbents assigned to a position designated as requiring dual language skills will receive a 5% Dual Language Requirement Pay stipend.
Washington State offers one of the most competitive benefits packages in the nation, including Medical/Dental/Vision for employees & dependent(s); Vacation, Sick, and Other Leave; 11 Paid Holidays per year; Public Employees Retirement System (PERS) plans; and Life Insurance. Beyond these traditional benefits, we offer Dependent Care Assistance, Flexible Spending Accounts, Public Service Loan Forgiveness, Tuition Waiver, Deferred Compensation, Employee Recognition Leave, and more. With the goal of employee health and wellness, we also offer:
- Flexible schedules and part-time/hybrid telework options;
- A Wellness Program, an Infants in the Workplace Program, and the Employee Assistance Program, which provides counseling, webinar, and other cost-free support resources;
- Numerous employee-driven affinity groups to foster community and connection, including Bereavement, Elder Care, Parenting, POC, LGBTQ+, Veterans and more. The AGO is a place to belong and make a difference!
The LNI Division is a dynamic, diverse, inclusive, and collegial division. All of the LNI Division's 120+ staff are respected for their individual contributions and attributes, and all share the same commitment to serving the public by providing excellent legal services in support of their client's mission to protect workers, preserve the industrial insurance accident fund, and help injured workers heal and return to work.
The LNI Division works with partner divisions across the state to handle all aspects of workers’ compensation litigation and appeals, starting with the foundational work of our team of mediation paralegals. Mediation paralegals appear as representatives of the Division and Department of Labor and Industries (Department) to seek early, effective, ethical, creative, and practical resolutions to workers’ compensation appeals before the Board of Industrial Insurance Appeals, helping the Division and Department serve their mission to keep Washington safe and working.
Join an agency whose work impacts the lives of every resident of Washington State.
The Attorney General’s Office (AGO) Touches The Lives Of Every Resident In This State. We Serve More Than 230 State Agencies, Boards, Commissions, Colleges And Universities, As Well As The Legislature And The Governor. The Office Is Comprised Of Nearly 700 Attorneys And 800 Professional Staff, All Working Together To Deliver The Highest Quality Professional Legal Services To Washington State Officials, Agencies, And Entities. This Includes
- Economic justice and consumer protections (safeguarding consumers, protecting youth, seniors, and other vulnerable populations)
- Social justice and civil rights (addressing discrimination, environmental protection, and veteran and military resources)
- Criminal justice and public safety (investigative and prosecutorial support, financial crimes)
- And much more!
Our agency also has national reach, representing the State of Washington before the Supreme Court, the Court of Appeals and trial courts in all cases that involve the state’s interest. If you want to make a difference, we may be the perfect fit for you! Learn more about the AGO here.
Mediation Paralegal 4s will be responsible for supervising a team of Paralegal 3s, both mediation paralegals and supervisors, across the state. They are also responsible for developing and implementing strategic goals, processes, and trainings for mediation for the LNI statewide team.
LNI’s mediation paralegals are an invaluable resource in finding early resolutions to cases that would otherwise go through the mediation process. When parties appeal Department orders, mediation paralegals may be assigned to preliminarily assess the case, suggest or review resolution options, and represent the Department in both mediation conferences and in direct negotiations, before a case moves on to formal litigation. They are responsible for assessing the legal and factual strengths of cases and understanding the laws, policies, and goals of the client Department in order to craft and assess possible resolutions. Mediation paralegals use knowledge, creativity, and an understanding of the Department’s priorities to identify, craft, and recommend novel solutions and strategies to the Department. If cases do not resolve, they also provide their assessments and any other strategically useful information they have prepared to the later-assigned Assistant Attorneys General, who rely on the mediation paralegals’ reports to prepare for the later phases of strategy and litigation in appeals.
In addition to supervising mediation paralegals, the mediation P4s are charged with developing overarching statewide strategy for mediation practices, including assignment, training, organization, and interaction with litigation and litigation support. This position is expected to set statewide strategy to balance the highest quality outcomes for the client and customers with maximizing mediation effectiveness and resolution rates.
- Strategic management of paralegal-led mediation practice.
- This position will help develop establish and maintain standards for mediation across all of the LNI statewide team.
- The successful P4 will identify and develop reporting on mediation outcomes and other substantive aspects of mediation and will analyze mediation practices, data, services, and outcomes for the Division and client.
- Coordinating with stakeholders involved in LNI mediation practice to assess and improve mediation practice.
- This position will work with the statewide mediation team, Assistant Attorneys General, program advisors, the client agency, and tribunals to assess, identify, and recommend best practices for mediation statewide.
- Work on mediation cases.
- The successful P4 will occasionally handle mediations as the primary paralegal including in cases that can be used for training or learning opportunities, matters that would allow for workload balancing for the team, particularly complex mediation matters, and working with mediation paralegals to discuss and strategize on difficult cases, novel legal issues, and ways to improve processes and outcomes.
- Lead and manage a team of mediation paralegals and supervisors as part of the Division’s management teams.
- Design and implement training for the statewide team of mediation paralegals and supervisors.
A successful P4 will embrace and benefit from LNI’s growth-oriented culture that encourages learning and giving and receiving feedback, asking for and offering help in a supportive and collegial environment, and problem solving with creativity, inclusiveness, and the highest ethical standards.
Research suggests that women and people of color are less likely to apply unless they are confident they meet 100% of the listed qualifications. We strongly encourage all interested individuals to apply, and allow us to evaluate your combination of knowledge, skills, and abilities demonstrated using an intentional equity lens.
- Paralegal certification
- Two-year paralegal degree
- Paralegal plus (or nine-month paralegal, post BA) certification
OR
- Paraprofessional experience in support of an attorney
OR
- One year experience as a Paralegal 3 in Washington State Service.
- Equivalent experience.
Examples of paraprofessional experience in support of an attorney:
- Preparing legal pleadings and legal correspondence
- Ensuring and verifying timely and proper service of legal documents
- Calculating, verifying, and calendaring critical events and other dates
- Managing case documents, files and exhibits
- Tracking and organizing discovery documents
- Researching legal issues and verifying legal citations and references for accuracy
- Knowledge of and/or ability to build skill in paralegal practices, policies and procedures
- Familiarity with and successful application of management principles and practices, including training and supervision
- Ability to develop and implement long and short-term strategic planning
- Gainful participation in organizational development
- Ability to develop and implement internal operating procedures
- Effectively supervise and provide appropriate direction to lower-level supervisors
- Conduct effective meetings
- Organize, prioritize and manage a large number of projects and diverse work groups
- Effectively communicate both orally and in writing
- Work independently
- Proficiency in computerized litigation or legal work support systems and familiarity with administrative, state, and federal court rules with a thorough understanding of applicable rules.
- Knowledge of and teaching capacity in a variety of litigation or legal work support software systems.
Diversity is critical to the success of the mission of the AGO and we are committed to building an anti-racist and equitable agency. It is our goal to identify, discuss, and challenge racial inequity in the workplace and the impact it has on our employees, and, within our authority, combat racism that impacts the people of the State of Washington. This means recognizing, respecting, and appreciating all cultures and backgrounds - and fostering the inclusion of differences between people. Appreciating, valuing and implementing principles of diversity permits AGO employees to achieve their fullest potential in a professional, inclusive, respectful environment.
Our commitment to employee wellness is reflected in earning the 2025 "Zo8 Washington Wellness Award".
The AGO is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, sex, marital status, sexual orientation/gender identity, age, disability, honorably discharged veteran or military status, retaliation or the use of a trained dog guide or service animal by a person with a disability. Persons requiring reasonable accommodation in the application process or requiring information in an alternative format may contact the recruitment team at HREmployment@atg.wa.gov. Those with a hearing impairment in need of accommodation are encouraged to contact the Washington Relay Service at 1-800-676-3777 or www.washingtonrelay.com.
For questions regarding this recruitment or assistance with the application process, please contact the recruitment team at HREmployment@atg.wa.gov. If you are having technical difficulties creating, accessing or completing your application, please call NEOGOV toll-free at (855) 524-5627 or support@neogov.com.
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre‑tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro‑rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part‑time employees will be proportionate to the number of hours in pay status, in the month to that required for full‑time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Full‑time employees accrue vacation leave at the rates specified in WAC 357‑31‑165(1) or the applicable collective bargaining agreement (CBA). Full‑time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part‑time employees accrue vacation leave hours in accordance with WAC 357‑31‑165(1) or the applicable collective bargaining agreement (CBA) on a pro‑rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full‑time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in WAC 357‑58‑175, an employer may authorize a lump‑sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357‑31‑165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Washington State supports members of the armed forces with 21 days paid military leave per year.
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
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