Our lawyers are a breed apart.
What makes Howard & Howard distinctive? The difference is in our people—and their talent, drive, values and differences.
In an increasingly competitive global market, the most important resource for any organization is the staff it hires. Over the years, Howard & Howard has developed a work environment conducive to the professional development and advancement of our attorneys and staff. Through creativity, results, practicality and solutions, Howard & Howard has been able to take nontraditional values and create an extraordinary organization.
At Howard & Howard, we believe that our success is due to our diverse group of attorneys with varying backgrounds, perspectives and experiences. Their common thread? A professional excellence and the desire to practice law in an environment that fosters creativity, collaboration and achievement.
Sound familiar? If you think you fit the bill, we want to hear from you. Peruse our list of available positions, and then send your qualifications to email@example.com for consideration.
The Firm believes in and supports
a policy of nondiscrimination in all aspects of employment. The Firm is an equal opportunity employer and
will not unlawfully discriminate on the basis of race, religion, color, sex
(including pregnancy, gender identity, and sexual orientation), parental
status, national origin, age, marital or veteran status, height, weight,
disability, or any other protected status. Any employee with concerns about discrimination in the workplace is
encouraged to bring these issues to the attention of the Firm's Director of
Human Resources, Firm Counsel, or Chief Executive Officer. Employees can raise and make reports of discrimination
without fear of retaliation. Discriminatory activity by any employee may result in disciplinary
action of the employee, up to and including termination of employment.
State and federal law require employers to make accommodations to
employees with disabilities who can be reasonably accommodated to enable them
to perform the essential functions of their job. Employees with disabilities may request an
accommodation of their disability by notifying the Firm in writing, to the
attention of the Firm's Director of Human Resources, of the need for
accommodation within 182 days of the date the employee knows or should know
that an accommodation is needed.
properly notify the Firm will preclude any claim under federal, Michigan, Illinois, Nevada or California law that the Firm
failed to accommodate the employee.
Remember when "benefits" actually meant something? Ours still do.