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Ip Docket Specialist

2 months ago

Chicago, United States Vedder Price P.C. Full time

Vedder Price's Chicago office is looking for an IP Docket Specialist. The IP Docket Specialist will be responsible for all aspects of docketing activities pertaining to Intellectual Property (IP) matters; reports to IP Docket Supervisor.

**As the IP Docket Specialist, your job duties will include but not be limited to**:

- Utilize IP-specific software (CPi) to calendar and docket all IP-related activities for patent, trademark and copyright matters
- Manage projects related to IP docketing
- Adhere to department and firm policies related to docketing matters and procedures
- Generate accurate customized reports for attorneys, paralegals and secretaries as requested
- Follow up with attorneys/paralegals on daily docket report deadlines; clearing dates accordingly

**Skills & Competencies**:

- Strong substantive knowledge of docketing requirements
- Analytical, organized, highly motivated, proactive and communicative
- Knowledge of US and foreign patent & trademark procedures
- Familiarity with online IP record systems (PAIR; ePCT; TSDR; etc.)
- Ability to work under pressure to meet strict deadlines

**Qualifications & Required Experience**:

- Associate’s degree or higher preferred or any combination of training, education and experience that demonstrates the ability to perform the essential functions of the position
- At least 3 years of IP Docket experience in a law firm or corporation preferred

**Computer Skills**:
To perform this job successfully, an individual must be proficient in the following software:

- Strong working knowledge of Microsoft Office Suite, including Word, Excel and Outlook.
- Experience with CPi Software preferred.

**Equal Employment Opportunity**

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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