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Employment & Labor Attorney | Litigation + Labor Relations | Remote
We are seeking an Employment & Labor Attorney to join our legal team. This role combines employment litigation with traditional labor relations work, offering the opportunity to handle a broad range of legal matters in a dynamic, multi-state environment.
You will manage employment-related litigation and agency charges while also advising on union matters, collective bargaining, labor-related risk, and labor relations. This is an excellent opportunity for an attorney who enjoys both litigation and practical, business-focused legal work.
What's in it for You

• Competitive Salary: $125,000.00 / year
• Work Site Location: This position is remote.
• Comprehensive Benefits: Medical, dental, and vision insurance plans, 401(k) with employer matching contributions, paid time off (PTO) policy, paid holidays, disability coverage, and life insurance options.
• Career Growth: Career growth opportunities at GardaWorld
• Travel: As required for business demands.

• Manage employment litigation in state and federal courts
• Respond to EEOC and state agency charges
• Partner with internal stakeholders to develop case strategy
• Work with outside counsel and oversee case progress
• Perform other duties as assigned by supervising counsel

• Advise on union-related issues and labor law compliance
• Support collective bargaining efforts, including preparation, strategy, and negotiations
• Assist with grievance and arbitration matters
• Help assess and mitigate labor risk across different locations and business operations
• Coordinate and assist with Unfair Labor Practice claims
• Perform other duties as assigned by supervising counsel

• Provide practical legal guidance to HR and operations teams
• Help evaluate labor and employment risks tied to new business opportunities
• Translate legal issues into clear, actionable advice

• Contribute to improving how labor and employment matters are tracked and managed
• Support consistent, efficient approaches across the organization
• Perform other duties as assigned.

• Authorized to work in the United States
• J.D. from an accredited U.S. law school
• Active bar membership in good standing
• 3-5+ years of litigation experience (employment and/or labor preferred)
• Experience handling state and federal litigation, including discovery and depositions
• Experience with labor relations matters, including collective bargaining agreements, grievance processes, or union-related issues, preferred
• Familiarity with EEOC or state agency matters; NLRB experience is a plus
• Ability to manage multiple matters independently
• Strong judgment and ability to provide practical, business-oriented advice
• A valid driver's license and maintain a driving record that meets company vehicle and insurance eligibility standards.

GardaWorld: Make the World a Safer Place
In the United States, GardaWorld Security remains the only guarding security company to be Certified by Great Place to Work.  This could be more than a job - 26% of our corporate employees started as frontline workers.
GardaWorld Security is a global champion in sophisticated and tailored security solutions, employing and training highly skilled and dedicated professionals across the globe, offering a wealth of opportunities to individuals looking to gain experience and develop professionally in a growing industry.
It is the policy of GardaWorld Security Services to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, veteran status, or disability in accordance with applicable federal laws. In addition, GardaWorld Security Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, assignment, promotion, termination, layoffs, recalls, transfers, leaves of absence, compensation, and training. It is also the policy of GardaWorld Security Services not to honor requests that employees be assigned on the basis of sex or any other classification protected by law, unless such request is based on a bona fide occupational qualification for that assignment.