Labor and Employment Associate (OSHA)

Snell & Wilmer is seeking to hire an attorney at the third-year associate level or higher, with at least two years of OSHA experience, to join its Labor & Employment practice group in either Arizona, California, Colorado, Nevada, Oregon, or Utah. Depending on the experience level, more senior candidates may be considered for a counsel or partner role. The ideal candidate will have significant experience in handling California, Arizona and/or Nevada state plan OSHA litigation matters and/or Federal OSHA litigation matters, including understanding the OSHA inspection procedures, the citation contest procedural rules, handling discovery and a knowledge of the OSHA standards. The candidate must have previous OSHA litigation experience, strong academic credentials, and excellent writing skills. State Bar membership is required in the jurisdiction in which the attorney will be practicing.

This is a full-time, partnership-track position that is eligible to participate in the firm’s benefit plans, including our 401K Profit Sharing and Savings Plan with discretionary employer contribution, and is eligible for consideration for annual discretionary bonuses.

The annual compensation range for candidates placed in California is $225,000-$300,000, depending on experience.

The annual compensation range for candidates placed in Colorado is $202,000-$258,000, depending on experience.

The annual compensation range for candidates placed in Nevada is $187,000-$243,000, depending on experience.

We are not currently accepting recruiter submissions for this role.

Snell & Wilmer L.L.P. believes that embracing inclusion and belonging brings out the best of what each individual has to offer and inspires us to build strong and lasting connections with each other, our clients, and our communities. We are committed to creating and cultivating an inclusive environment where every employee has the right to work in surroundings that are free from all forms of unlawful discrimination. It is our policy to conduct all employment-related activities without regard to an employee’s sex, race, color, ancestry, sexual orientation, gender, gender identity, gender expression, national origin, religious creed, age, marital status, physical or mental disability, genetic information, medical condition, military condition, military or veteran status or any other basis prohibited by applicable local, state, or federal laws.