Senior Attorney, Assistant Attorney 2, 3 (NY HELPS)

Responsibilities

• Provide the Division of Child Care Services (DCCS) legal support in enforcement activities brought against non‑compliant child day care providers.
• Review requests from DCCS to initiate enforcement action against non‑compliant child day care providers.
• Analyze enforcement requests for sufficiency of evidence to proceed; draft the required documents to impose sanctions as appropriate.
• Represent OCFS at administrative hearings.
• Be responsible for an average caseload of over 200 enforcement referrals per year.
• Assist in reviewing DCCS Criminal History Safety Assessments.
• Act as a resource for staff in the regional DCCS offices regarding statutory and regulatory interpretations.
• Assist the Attorney General’s office in defending the Office in various types of proceedings: Article 78 appeals involving challenges to administrative hearing decisions, Section 1983 Federal Civil Rights litigation, and NYS Court of Claims matters.
• The senior attorney position may require occasional travel to the regional offices.
• Additional duties will be discussed in detail during the interview.

Qualifications

Transfer eligibility: One year of permanent competitive or 55b/c service in this title or in a title eligible for 70.1 or 52.6 transfer. For transfers, a list of approved titles is available through Civil Service GOT‑IT at https://careermobilityoffice.cs.ny.gov/cmo/gotit/. The GOT‑IT site will inform you if your title is transferable.

Open to the public (NY HELPS): This title is part of the New York Hiring for Emergency Limited Placement Statewide program (NY HELPS). Minimum qualifications through NY HELPS are:

• Assistant Attorney 2 (Grade 20): Admission to the NYS Bar.
• Assistant Attorney 3 (Grade 22): 12 months as an Assistant Attorney 2, or admission to the NYS Bar and 12 months of subsequent satisfactory legal experience.
• Senior Attorney (Grade 25): 12 months as an Assistant Attorney 3, or admission to the NYS Bar and 24 months of subsequent satisfactory legal experience.

Admission to the New York State Bar and current registration to practice law in New York State is required for continued employment. Disbarment or loss of registration shall result in termination or suspension of employment. This position may be designated 55 b/c and is subject to verification of applicant eligibility.

Travel: This position has a possibility of 5% travel.

Application note: Please specify in your cover letter and/or resume how you meet the minimum qualifications (as described above) when responding to this posting. Vagueness will not be interpreted in your favor and may disqualify you from further consideration if the information you provide does not meet the minimum qualifications.

For the duration of the NY HELPS Program, this title may be filled via a non‑competitive appointment, which means no examination is required but all candidates must meet the minimum qualifications of the title for which they apply. At a future date, it is expected employees hired under NY HELPS will have their non‑competitive employment status converted to competitive status, without having to compete in an examination. Employees will then be afforded with all the same rights and privileges of competitive class employees of New York State. While serving permanently in a NY HELPS title, employees may take part in any promotion examination for which they are qualified. Candidates who took and passed the Legal Specialties Examination are encouraged to apply.

Background Investigation Requirements

• All prospective employees will be investigated through a Criminal Background Check (CBC), which includes State and federal Criminal History Record Checks.
• All convictions must be reported; conviction of a felony or misdemeanor, or any falsified or omitted information on the prospective appointee’s employment application, may bar appointment or result in removal after appointment.
• Each case will be determined on its own merits, consistent with the applicable provisions of State and federal laws, rules, and regulations.
• Prospective employees will be fingerprinted in order to obtain a record of their criminal history information and may be required to pay any necessary fees.
• All prospective employees will