Let’s close the day where we started, with EAPD. We reported this morning that the firm laid off 60 people. Over the course of the day, the firm made additional plans to cut back on its 2009 costs.
The firm will be delaying the start dates for its incoming first year associates. The new date is March 1, 2010. According to a firm spokesperson, deferred first years will receive a $10,000 stipend on top of the normal bar exam expenses. The Red Sox should be good this summer, Brady should be healthy, and the Celtics still have the big 3. Maybe that will help pass the time for a year?
But sadly there is more bad news for law students scheduled to work at EAPD. The firm informs Above the Law that it has canceled its 2009 summer associate program. The decision affects nine would-be summers. Edwards Angell will be paying $5,000 to the displaced summers.
“It looks like I picked the wrong day to stop sniffing glue.”
* For a little background on what AIG is looking at in Connecticut, here’s some perspective on how the state has historically treated employers who failed to pay wages. [Connecticut Employment Law Blog]
* How to design an effective strategy once you’ve been laid off. [Edificial]
* Ira Lee Sorkin gets scammed by …? My money’s on Mrs. Madoff. [Dealbreaker]
Almost a month ago, Latham & Watkins set the market in terms of incoming first year deferral programs Latham offered $75K to associates who saw their start dates with the firm pushed back for a year.
Many firms have followed, but none have topped. Today, Weil, Gotshal & Manges is taking a run at Latham’s high water mark.
A tipster reports sent us a Weil memo that announces the firm’s new deferred start date program. It’s a bit complicated. Weil is pushing back the start date for all incoming associates until January, 2010. But, in addition to bar expenses, the firm will be paying associates $15,000 in September 2009. That is more than anybody else who has deferred start dates to the first of the year.
But Weil is also asking associates to volunteer for have their start dates pushed back until January, 2011. Yes, I said “2011.” That would be longer than any firm (at this point) is asking its incoming first years to wait. However, if associates push back until 2011, Weil will give you $75,000 — if you work for a firm approved public interest organization — on top of the $15K they will receive in September, 2009. Should an associate choose not to work for that time, Weil will offer $60,000 (on top of the initial $15K).
That is not all that is happening over at Weil today. More details after the jump.
As we mentioned earlier today, there is significant variation among firms offering some sort of deferral stipend or public interest externship. Should the money from the firm be contingent upon finding employment in a public interest organization? Should it be paid out monthly or up front? And of course, how much money is on the table.
The difficulty facing firms — and incoming associates who thought they had jobs lined up for the fall — is that management is trying to make the rules up as they go along. Law firms want to be competitive with peer institutions, but each firm has its own bottom line that can’t be ignored.
At the same time, public interest organizations are flush with resumes of highly qualified people who can work for free. But they must also be concerned with the fact that these new recruits likely never wanted to do any public interest work, and will be desperate to go back to their Biglaw jobs (if available) in a year’s time.
And there are still so many options that have not been tried. As one tipster pointed out to us today:
Wouldn’t this be a good time for all these young lawyers to take two years off to serve their country.
You can’t get more “public interest” than serving your country. And if patriotism doesn’t motivate you, just think about how “JAG Corps” will look on your resume when this recession is all over. We’re living in a bizzaro “Hey, you never know” kind of world.
These are all complicated issues, and all of the players seem to be doing the best they can with them. After the jump, we take a look at Ropes & Gray, which is trying to balance the new issues associated with its “new alternatives” program.
Tonight, the “real” Sweet Sixteen games will play out on NCAA courts. Here at ATL, the NCAA-styled ATL March Madness for Law Firms continues. Sixteen firms remain in the tournament hoping to be crowned Biglaw’s safest — the place where you’re least likely to get laid off.
Thirty-two firms entered the tournament, based on Vault prestige rankings. Thousands of ATL readers voted to eliminate sixteen firms in the first round. There was only one upset of a higher-ranked seed: Linklaters (V26) beat Latham (V7). The Magic Circle firm’s magic run may not last though. Kirkland has a solid lead over the UK-based firm at the moment.
A fun part of traveling is observing “cultural differences.” It’s okay to pick your nose in public in some parts of Kenya, to comment on someone’s significant weight gain in the Philippines, and to burp mid-meal in India. The practices may not be your cup of tea, but that’s the fun of exploring other cultures. But what about a culture of gender discrimination in the workplace?
A group of female hospital administrative staff have filed a lawsuit in Ohio against Summa Health Systems and Dr. Santosh Potdar alleging gender discrimination. Among their allegations against the doctor, from the complaint:
Potdar referred to them as a “Bunch of B*tches,” “Hormonal Messes,” and a “F*cking Lesbian.”
Potdar “[made] gender-based, derogatory and offensive statements and display[ed] gender animus by stating, among other things, that ‘women should not work outside the home’ and by telling one Plaintiff that ‘he feels sorry for her husband that he has to deal with you’ and ‘he feels sorry for her father that he had only daughters.”
Potdar “subject[ed] Plaintiffs to verbal attacks, insults, degradation and humiliation, including, among other things, calling them a ‘Bunch of Monkeys.’”
So we assume Potdar would prefer to have the hospital populated with Gaylord Fockers.
Our favorite part of this lawsuit is the defense put forth by the hospital, according to the plaintiffs. From the complaint:
Summa’s Human Resources Department told Plaintiffs that they were “working on it” and, at one point, they attributed Dr. Potdar’s treatment of women to “cultural” differences.
We’re unsure where Potdar is from — according to the press release announcing his arrival, he was previously head of a medical center in Pennsylvania — but apparently he’s been listening to too much Jay-Z. Summa has not yet filed an answer, but we do hope the hospital’s lawyers come up with a better defense than “cultural differences.”
Edwards Angell Palmer & Dodge had a round of staff cuts back in November. That seems like ancient history. But it looks like the firm could not hold its fire forever. Today, both attorneys and staff were informed that EAPD would have to cut back. Above the Law obtained this statement, from an Edwards Angell managing partner Walter Reed, and COO Jeff Hunter, explaining what has happened today:
After careful consultation with the Firm’s Department Heads and governing committees, we have reached the difficult decision that the Firm must reduce the size of its workforce. Today we will inform about 25 lawyers and 35 staff that their employment with the Firm is ended, and will offer them severance arrangements similar to those offered by the many other firms that have also made these difficult decisions.
According to the latest NALP numbers, that is over 15% of the firm’s associates. We understand that the cuts hit the firm’s offices in Providence and New York, as well as Boston. The severance package should be the market standard.
Read the full firm statement after the jump.
We’ve collected a number of layoff reports coming out of Quinn Emanuel the past couple of days. Overall, the numbers are a lot lower than what we’ve been seeing coming out of California. But it appears that some layoffs have occurred.
Our sources report that 6 people from the firm’s Silicon Valley office have been informed that they will be let go in the next couple of months. Multiple independent sources also report that 20 – 25 people have been let go from the firm’s Los Angeles office since the first of the year.
But when we reached out to John Quinn, he adamantly denied the reports from our tipsters:
A handful of people have been let go for lack of work. 25 is wildly inaccurate.
The sources we spoke with report various reasons for the layoffs. Some cite performance, others claim to have made their hours, still others said they were casualties of the economy.
Whatever the official number of layoffs, it does appear that Quinn has kept the amount of cuts down as compared to other firms headquartered on the west coast. You’ve got to take the good news where you can get it.
Earlier this month, lawyers for a building products company asked an Arkansas judge to overturn a $12.6 million judgment because “Juror Johnathon” had been sending out tweets on Twitter about his thoughts on the trial. Here are our thoughts in Twitter fashion:
atlblog: Everyone’s talking about Twitter these days and the ability to broadcast your thoughts continuously in 140 character tweets.
atlblog: We really should have done a full post on it last week when that NYT story about twittering jurors and mistrials made its way around the Web.
atlblog: Jurors aren’t supposed to talk about a case outside the courtroom. Twittering is talking. What will judges do about this?
atlblog: We wonder which firms will go to the Final Four in the ATL March Madness contest… Oh. Sorry. Off topic.
atlblog:@WSJ’s Ashby Jones. We liked the headline for your piece: Twelve Twittering Men? Very clever. We imagine Henry Fonda with a BlackBerry.
atlblog: That WSJ article has a weird Bob Dylan non-sequitur at the end. Apparently, Dylan’s outhouse stinks up his neighborhood… Sorry. Off topic.
atlblog:@davidlat. Please stop twittering about the recession and how the ship be sinking. It depresses us… Sorry. Off topic.
atlblog: Why are we so addicted to broadcasting our thoughts that we can’t not tweet and update Facebook statuses during jury duty?
atlblog: Jurors doing their own online research is the more serious problem. Lots of good letters to the NYT editor from lawyers & one law student.
atlblog: Please feel free to tweet your thoughts about jurors, social networking, technology, and twittering in the comments.
We regularly receive tips about free events that might interest our readers. Because we don’t have the ability to give shout-outs to all, and to ensure equal treatment, we direct everyone with events to promote to mention them in our Community section. If your event is more commercial in nature, you can advertise it on ATL; if your budget is limited, consider a quicklisting.
Our rule against event promotion admits of exceptions. We will mention events featuring significant participation by Above the Law editors (e.g., a speech by one of us). We’ll also mention selected events sponsored by our advertisers (like the happy hour sponsored by Major Lindsey & Africa, and the launch party of Practical Law Company).
If you’ll be in or near Morgantown, West Virginia — which isn’t far from Pittsburgh, and which happens to be one of the few cities that’s doing well in the downturn — you might be interested in this event, featuring your above-signed editor (see the 9:50 a.m. panel):
DIGITAL ENTREPRENEURSHIP: INCENTIVES AND LEGAL RISKS
The holiday season is upon us, and yet again, you have no idea what to get for the fickle lawyer in your life. We’re here to help. Even if your bonus check hasn’t arrived yet, any one of the gifts we’ve highlighted here could be a worthy substitute until your employer decides to make it rain.
We’ve got an eclectic selection for you to choose from, so settle in by that stack of documents yet to be reviewed and dig in…
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past six years. You can reach them by email: firstname.lastname@example.org.
We currently have a very exciting and rare type of in-house opening in China at one of the world’s leading internet and social media companies. Our client is looking for an IP Transactional / TMT / Licensing attorney with 2 to 6 years experience. The new hire will be based in Shenzhen or Shanghai. Mandarin is not required (deal documentation will be in English) but is preferred. A solid reason to be in China and a commitment to that market is required of course. This new hire will likely be US qualified (but could also be qualified in UK or other jurisdictions) and with experience and training at a top law firm’s IP transactional / TMT practice and could be currently at a law firm or in-house. Qualified candidates currently Asia based, Europe based or US based will be considered. The new hire’s supervisors in this technology transactions in-house team are very well regarded US trained IP transactional lawyers, with substantial experience at Silicon Valley firms. The culture and atmosphere in this in-house group and the company in general is entrepreneurial, team oriented, and the work is cutting edge, even for a cutting edge industry. The upside of being in an important strategic in-house position in this fast growing and world leading internet company is of the “sky is the limit” variety. Its a very exciting place to be in China for a rising IP transactional lawyer in our opinion, for many reasons beyond the basic info we can share here in this ad / post. This is a special A+ opportunity.
If your firm is in ‘go’ mode when it comes to recruiting lateral partners with loyal clients, then take this quiz to see how well you measure up. Keep track of your ‘yes’ and ‘no’ responses.
1. Does your firm have a clearly defined strategy of practice groups that are priorities of growth for your office? Nothing gets done by random chance, but with a clear vision for the future. Identify the top practice areas for which you wish to add lateral partners. Seek input from practice group leaders and get specifics on needs, outcomes, and ideal target profiles.
2. In addition to clarifying your firm’s growth strategy, are you still open to the hire of a partner outside of your plan? I’ve made several placements that fit this category. The partner’s practice was not within the strategic growth plan of my client, but once the two parties started talking with each other, we all saw how it could indeed be a seamless fit. Be open to “Opportunistic Hires.” You never know where your next producing partner might come from, so you have to be open to it. I will be the first to admit that there is a quirky element of randomness in recruiting.
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