What are the responsibilities and job description for the Legal Counsel position at MPTN Government?
Under the direction of the General Counsel, the incumbent assists in providing legal advice and services to the Mashantucket Pequot Tribal Nation, including its departments, arms (including the Mashantucket Pequot Gaming Enterprise), subdivisions, regulatory bodies, committees, entities and business enterprises ("MPTN") concerning legal rights, responsibilities and obligations. Juris Doctorate required from an ABA-accredited / approved law school. Three to five years of experience practicing law in a government, private or corporate setting with some experience or exposure to the field of federal Indian law. Must be admitted to practice law in a state or federal jurisdiction at time of appointment to position, preferably in the state and federal courts of Connecticut. Must be admitted to practice law in Connecticut and in the Mashantucket Pequot Tribal Court within one year of appointment. Well-developed communication, interpersonal, negotiation, organizational and problem-solving skills required. Demonstrated excellent ability to research and analyze (both orally and in written form) legal issues, concerns or problems is required. Excellent ability to communicate legal concepts and analysis to MPTN (including its elected officials, officers, employees and representatives), to patrons, vendors or any other person necessary to resolve a matter is required. Excellent ability to work cooperatively with other attorneys and paralegals and take direction from General Counsel and Associate General Counsel, as required.
Please note that we have designated this position as a "key" position pursuant to 33 M.P.T.L., the Mashantucket Pequot Tribal and Native American Preference Law.
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)
