DHS - Legal Technician I or II

POSITION SUMMARY -------------------- LEGAL TECHNICIAN I: Under direct supervision, applies rules, regulations, and procedures focused on locating parents, establishing paternity for children, and creating orders for child support and medical support. Key responsibilities include modifying existing support orders, ensuring compliance with these orders, and collecting child support payments for both non\-public assistance and public assistance customers. A Legal Technician I within the Child Support Services Division of the Department of Human Services is responsible for applying federal, state, and local laws, regulations, and court procedures under appropriate oversight. The Legal Technician I manages a significant caseload, ensures compliance, and provides support to all parties involved. LEGAL TECHNICIAN II: Under minimal supervision, applies rules, regulations, and procedures focused on locating parents, establishing paternity for children, and creating orders for child support and medical support. Key responsibilities include modifying existing support orders, ensuring compliance with these orders, and collecting child support payments for both non\-public\-assistance and public\-assistance customers. A Legal Technician II within the Child Support Services Division of the Department of Human Services is responsible for applying federal, state, and local laws, regulations, and court procedures with appropriate oversight. The Legal Technician II independently manages a significant caseload while ensuring compliance and providing support to all parties involved. COMPENSATION: LEGAL TECHNICIAN I: $19\.31 \- $28\.96 Per Hour LEGAL TECHNICIAN II: $21\.25 \- $31\.86 Per Hour \\\ This vacancy announcement may be used to fill multiple positions at either level, depending upon qualifications and experience This posting will close at midnight on 06/07/2026 OR once we receive 30 applications, whichever occurs first WHAT YOU WILL DO -------------------- LEGAL TECHNICIAN I: Under direct supervision, reviews case information to determine the necessary administrative and legal actions for locating parents. This includes establishing paternity, setting up child support and medical support orders, modifying existing child support and medical support orders, and enforcing both types of orders. Monitors child support payments, conducts necessary follow\-ups, adjusts funds based on established financial obligations, and refers any unidentified payments or issues to the supervisor for further review. Maintains a chronological record of comprehensive case management, including work performed, contacts made, interactions, decisions, calculations, and legal or administrative actions taken. Conducts client interviews and holds negotiation meetings to collect general information about both parents, including their identity, residence, legal status, legal history, and assets. Performs legal and court\-related research within judicial systems and state databases. Travels independently to accompany the attorney to court hearings and testifies as needed. Under direct supervision, applies appropriate legal enforcement and specialized judgment to determine case actions and accurately applies suitable legal enforcement remedies. Under direct supervision, prepares legal documents and correspondence, and travels to accompany the attorney to hearings, providing testimony in court as needed. Performs basic math calculations, including preparing arrears calculations, analyzing financial data, and negotiating payment agreements and settlements. Communicates with attorneys, court personnel, employers, parents, and the public to promote participation in the department's overall goals. Collects DNA samples for paternity testing and establishes tissue type DNA testing procedures, ensuring compliance with legal requirements. Works provided reports to ensure that cases are addressed with the appropriate level of attention and in a timely manner. Issues income withholding orders and collaborates with employers to ensure proper withholding and compliance. Under direct supervision, issues administrative orders that have the same validity as those signed by a judge. Performs additional tasks as assigned, including filling in for other staff as necessary and/or required. LEGAL TECHNICIAN II: Independently evaluates case information to determine the necessary administrative and legal actions for locating parents. This includes establishing paternity, setting up child support and medical support orders, modifying existing child support and medical support orders, and enforcing both types of orders. Conducts comprehensive legal and court\-related research within judicial systems and state databases while collaborating with other jurisdictions and partner agencies. Accompanies the attorney to court hearings and testifies as needed. With minimal supervision, monitors child support payments, conducts necessary follow\-ups, adjusts funds based on established financial obligations, and refers any unidentified payments or issues to the supervisor for further assessment. With minimal supervision, monitors child support payments, conducts necessary follow\-ups, adjusts funds based on established financial obligations, and refers any unidentified payments or issues to the supervisor for further assessment. Independently drafts and reviews legal documents, pleadings, and correspondence. Travels independently to accompany the attorney to hearings and provides testimony in court as needed. Conducts client interviews and holds negotiation meetings to collect general information about both parents, including their identity, residence, legal status, legal history, and assets. Independently applies appropriate legal enforcement and specialized judgment to determine case actions and accurately applies suitable legal enforcement remedies. Independently generates, tracks, and maintains reports to ensure that cases are addressed with the appropriate level of attention and in a timely manner. Performs accounting tasks, including preparing arrears calculations, analyzing financial data, and negotiating payment agreements and settlements. Communicates with attorneys, court personnel, employers, parents, and the public to promote participation in the department's overall goals. Collects DNA samples for paternity testing and establishes tissue type DNA testing procedures, ensuring compliance with legal requirements. Issues income withholding orders and collaborates with employers to ensure proper withholding and compliance. Independently issues administrative orders that have the same validity as those signed by a judge. Performs additional tasks as assigned, including filling in for other staff as necessary and/or required. WHAT YOU HAVE ----------------- LEGAL TECHNICIAN I EDUCATION: High School Diploma or GED Equivalency required EXPERIENCE: Minimum of two (2\) years or more administrative support experience or related clerical work required LICENSES/CERTIFICATES: Valid driver’s license at the time of hire and a valid Colorado driver’s license within 90 days of hire required Administrative Process Action ( Establishment, Modification, Leads, and Judicial) within 6 months of hire required Enforcement Certification ( Enforcement, Interstate, Judicial, and Case Manager) within 6 months of hire required Notary Public Commission upon hire preferred SPECIAL REQUIREMENTS: Must successfully pass background check Bilingual in English and Spanish preferred \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\ LEGAL TECHNICIAN II EDUCATION: High School Diploma or GED Equivalency required EXPERIENCE: Minimum of two (2\) years or more administrative support experience or related clerical work required Minimum of two (2\) years or more serving as a Legal Technician Irequired LICENSES/CERTIFICATES: Valid driver’s license at the time of hire and a valid Colorado driver’s license within 90 days of hire required Administrative Process Action ( Establishment, Modification, Leads, and Judicial) within 6 months of hire required Enforcement Certification ( Enforcement, Interstate, Judicial, and Case Manager) within 6 months of hirerequired Notary Public Commission upon hire preferred SPECIAL REQUIREMENTS: Must successfully pass background check Bilingual in English and Spanish preferred NOTE: For preferred qualifications, the substitution of any combination of relevant and related education, training, and/or experience that provides the required knowledge, skills, and ability may be considered, including by way of example, specific experience or skill\-based qualifications that may substitute for certain educational requirements, or a combination of relevant education and experience, including supervisory experience. WHAT PUEBLO COUNTY OFFERS ----------------------------- Comprehensive Benefits package (medical, dental, vision, etc.) for full\-time employees Generous Vacation and Sick Leave Accrual Remote \& Hybrid working opportunities County Retirement Program Autonomy to grow and find your career path with supportive leadership Truly inclusive and diverse environment Fitness Center (Historic Pueblo Courthouse Building) May be eligible for up to 12\-weeks Paid Parental Leave Benefits (full\-time employees) EMPLOYEE BENEFITS SUMMARY 2026 PAID HOLIDAYS New Year's Day \- January 1st Day after New Year's Day \- January 2nd Martin Luther King, Jr. Day \- January 19th Memorial Day \- May 25th Employee Appreciation Day \- June 3rd Juneteenth Day \- June 19th Independence Day (observed) \- July 3rd Day before Labor Day \- September 4th (Early Release at 12:00pm) Labor Day \-September 7th Francis Xavier Cabrini Day \- October 5th Columbus Day / Indigenous Peoples' Day \- October 12th Veteran's Day \- November 11th Day before Thanksgiving \- November 25th (Early Release at 12:00pm) + Thanksgiving Day \- November 26th + Day after Thanksgiving\-November 27th + Christmas Eve Day \- December 24th + Christmas Day \- December 25th Day before New Year's Day \- December 31st (Early Release at 12:00pm) One Personal Day (County employees will have one paid personal day off in 2026\. This paid day off is to be chosen by the employee and approved by their Elected Official or Department Director.) \ \= Regular Part\-Time Employees who are scheduled to work on a 2026 Holiday will receive Holiday Pay for two (2\) of the Holidays of their choice (marked with the single asterisk \ above) as approved by their Elected Official or Department Director When a holiday falls on a Saturday, Friday will be celebrated as the County holiday When a holiday falls on a Sunday, Monday will be celebrated as the County holiday Early releases are at the discretion of the Elected Official or Department Director and may vary based on the operational needs of their offices/departments. All time off work taken by County employees for the days designated as Early Release shall be considered holiday time off for purposes "worked time" in determining Overtime in accordance with the Fair Labor Standards Act (FLSA). If an employee is absent the day preceding or following the holiday without prior approval, the employee will not be paid for the holiday The following time off types will not contribute to the daily or weekly overtime calculation: Unpaid Days Off, Unpaid Personal Days, and Unpaid Early Release Days. Any employee that is required to work by their supervisor on a designated Unpaid Day Off, a designated Unpaid Personal Day or during a designated Unpaid Early Release period shall be paid for work required and performed during such days and periods. No employee may work during an Unpaid Day Off, an Unpaid Personal Day, or during an Unpaid Early Release period without the express authorization of their supervisor. This Resolution contemplates and authorizes supervisors to direct work during Unpaid Days Off, Unpaid Personal Days, or Unpaid Early Release Periods for community safety and County government essential activities such as snow removal, social worker visits for child welfare and other family emergencies, response to emergency calls by facilities and fleet employees, and required court appearances by County employees. For weeks in which an Unpaid Day Off or an Unpaid Early Release takes place, County Exempt employees are designated as Non\-Exempt employees under the Fair Labor Standards Act. Those employees so designated will be required to clock in and out of work via email to their Director for all days worked during weeks that include an Unpaid Day Off. No employees shall be permitted to work over 40 hours during a week that includes an Unpaid Day Off or an Unpaid Early Release without the express written authorization of their Director or Elected Official. \\\ The above 2026 Holiday Schedule Resolution was originally approved by the Board of County Commissioners on December 15th, 2025 and then revised on February 12th, 2026 \& March 12th, 2026\\\ \~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~ DEPARTMENTS SCHEDULED TO WORK ON HOLIDAYS Due to operational requirements, some employees will be required to work on holidays. The employee must take the holiday by the end of the month following the holiday at a date approved by their Elected Official or Department Director SICK LEAVE Regular full\-time employees accrue eight (8\) hours per month with a maximum accrual of 960 hours. VACATION LEAVE Upon initial date of hire: earn eight (8\) hours per month with a maximum accrual of 144 hours. After 5 years: earn twelve (12\) hours per month with a maximum accrual of 216 hours. Ater 10 years: earn sixteen (16\) hours per month with a maximum accrual of 288 hours. RETIREMENT All Regular Full\-Time employees and Elected Officials are required to participate in the County Retirement Plan upon completion of one (1\) month of continuous employment. A pre\-tax deduction of 8\.25% will be deducted from the employee's monthly pay. \~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~ EMPLOYER MEDICAL CONTRIBUTION Pueblo County's contribution toward the purchase of your benefit options on a tiered approach and based on which medical plan you elect. If Benefit Selections: Are greater than the employer contribution dollar amount, the difference is deducted from paycheck Are equal to the employer contribution dollar amount, there is no effect on pay Are less the employer contribution dollar amount, additional pay or cash back is not optional \~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~ MEDICAL INSURANCE \- ANTHEM BLUE CROSS/BLUE SHIELD (optional) Medical, Dental, \& Vision Rates are for the 2026 Plan Year (effective January 1st, 2026\) HIGH DEDUCTIBLE HEALTH PLAN Employee Only Employee \+ 1 Family Plan Cost $823\.00 $1,543\.00 $2,12900 Employer Contribution $852\.00 $1,428\.00 $1,938\.00 Employee Contribution $\-29\.00 $115\.00 $191\.00 PPO Employee Only Employee \+ 1 Family Plan Cost $889\.00 $1,713\.00 $2,351\.00 Employer Contribution $860\.00 $1,453\.00 $1,969\.00 Employee Contribution $29\.00 $260\.00 $382\.00 HMO/Ded Employee Only Employee \+ 1 Family Plan Cost $999\.00 $1,926\.00 $2,661\.00 Employer Contribution $876\.00 $1,484\.00 $2,014\.00 Employee Contribution $123\.00 $442\.00 $647\.00 LOW HMO Employee Only Employee \+ 1 Family Plan Cost $1,038\.00 $2,002\.00 $2,768\.00 Employer Contribution $881\.00 $1,495\.00 $2,030\.00 Employee Contribution $157\.00 $507\.00 $738\.00 \~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~ DENTAL INSURANCE \- AMERITAS(optional) Employee Only Employee \+ 1 Family Plan Cost $27\.00 $60\.00 $91\.00 Employer Contribution $7\.00 $17\.00 $25\.00 Employee Contribution $20\.00 $43\.00 $66\.00 \~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~ VISION INSURANCE \- ANTHEM BLUE CROSS/BLUE SHIELD (optional) Employee Only Employee \+ 1 Family Plan Cost $6\.00 $12\.00 $19\.00 Employer Contribution $0\.00 $0\.00 $0\.00 Employee Contribution $6\.00 $12\.00 $19\.00 Note: There is no Employer Contribution to Vision Insurance \~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~ LONG TERM DISABILITY \- THE STANDARD (required) Coverage pays 60% of your wages up to $4,800 with a 90\-day waiting period.Your monthly cost \= (monthly pay)/100 x 0\.410 BASIC LIFE AND AD\&D BENEFIT (required) Employees are required to purchase the basic option for $3\.10, however, they may elect to purchase additional coverage. FLEXIBLE SPENDING ACCOUNT (optional) This benefit allows you to pay for certain expenses (medical and/or dependent care needs) with "pre\-tax" dollars. You specify the dollar amount you would like deducted from your monthly paycheck (minimum of $25\), then when you incur an eligible expense, you pay it. Then you submit a claim form and original receipt for reimbursement. Note:According to IRS rules, any funds left in your FSA account(s) at the end of the year cannot be returned to you. They are considered "use or lose" funds. ADDITIONAL INSURANCES/BENEFITS (optional) Optional Life Insurance Spouse/Dependent Life Insurance Other Self\-Funded Retirement Plans \\\ These are post\-tax benefits. \\\ \~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~ For hiring related questions, please contact WPC \- Workplace Policy \& Compliance; HR Staffing at: hrstaffing@pueblocounty.us For benefits related questions, please contact TPS \- Talent \& People Services; HR Benefits at:** hrbenefits@pueblocounty.us