Our civil rights work is designed to uphold the civil and constitutional rights of all persons in the District, particularly some of the most vulnerable members of our society. Our civil rights work enforces federal statutes prohibiting discrimination on the basis of race, color, sex (including pregnancy, sexual orientation, and gender identity), disability, religion, familial status, national origin, military service, and citizenship status.
This position would be responsible for enforcing civil federal civil rights statutes, such as the Fair Housing Act, the Americans with Disabilities Act, the Equal Credit Opportunity Act; the Equal Educational Opportunity Act, Titles II, VI & VII of the Civil Rights Act; laws that protect voting rights, servicemembers’ rights (USERRA), and religious freedom (RLUIPA); laws that protect institutionalized persons (CRIPA); laws that prohibit patterns or practices of police misconduct; and other federal anti-discrimination laws enforced by the Department of Justice. https://www.justice.gov/usao-wdwa/civil-rights
The AUSAs with this type of practice conduct community outreach by convening and/or participating in meetings with community groups, non-profits, and other governmental agencies to provide information about federal civil rights requirements and the enforcement activities of our office. AUSAs also evaluate complaints submitted by members of the community. AUSAs make case-selection decisions and then handle the matters from start to finish, including investigation, pre-litigation demands, settlement negotiations, and compliance monitoring. Although a significant amount of the practice is conducted in a pre-litigation posture, it may also involve litigation of federal civil rights suits at the trial and/or appellate level. AUSAs in this position work in partnership with other federal agency partners and with attorneys at the Civil Rights Division of the Department of Justice.
Due to COVID-19, if selected, you may be expected to telework for an undefined period under the Department’s evacuation authority, even if your home is located outside the local commuting area. Employees in this status may be notified of a requirement to report in person to the component workplace with an advance notice of not less than 30 days. Prior to a requirement to report to the workplace, employees may be eligible to request to continue to telework one or more days a pay period depending upon the terms of the component’s telework policy.