What are the responsibilities and job description for the Staff Attorney position at Burr and Forman LLP?
Burr & Forman has an immediate opening in our Birmingham, AL or Mobile, AL office for a staff attorney within our Creditors' Rights and Bankruptcy group. This position would be responsible for handling all aspects of our practice in Alabama inclusive of consumer bankruptcy and state courts (i.e. replevins and misc. state court work). One to three years of creditors' rights experience and an Alabama bar license are required; Florida bar license is a plus. Successful candidates should possess excellent academic credentials, as well as strong research, writing, organizational and analytical skills. For more than a century, Burr & Forman LLP's experienced legal team has served clients at the intersection of business and government. With 340 attorneys and 20 offices across Alabama, Delaware, Florida, Georgia, Mississippi, North Carolina, South Carolina and Tennessee, Burr & Forman draws from a diverse range of industry experience and practice knowledge to help clients address their legal needs and achieve their goals. We are committed to providing a workplace that is constantly emerging in the market and driven by providing value to our clients.
EOE / M / F / Vet / Disabled
Burr & Forman is an equal opportunity employer and is committed to recruiting, hiring, developing, and promoting lawyers and staff without regard to age, race, color, religion, sex, national origin, military and protected veteran status, sexual orientation, gender identity or expression, transgender status, sex stereotyping, or disability.
Please view Equal Employment Opportunity, E-Verify, and other related posters at www.burr.com / careers / working-at-burr.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
