Superstar Supreme Court litigator Thomas Goldstein — who has argued 22 cases before the high court, racked up numerous honors from legal and general-interest publications, and, most importantly, served as a judge of ATL Idol — is leaving Akin Gump. Goldstein has led the powerhouse firm’s Supreme Court and appellate practice and serves as presiding co-leader of the firm’s litigation management committee. He arrived at Akin four and a half years ago, back in May 2006, to much fanfare.
Why is Tom Goldstein leaving Akin Gump? And where is he headed?
It’s the last day of December, so it’s a good time to look back on the year that was. And everyone else is doing it — e.g., the ABA Journal (the most popular stories of 2010); the National Law Journal (the defining moments at the Supreme Court in 2010); and the WSJ Law Blog (the key news themes of 2010).
We’ll do what we did last year and identify the ten biggest stories of the past year as decided by you, our readers. With the help of Google Analytics, we’ve compiled a list of our top ten posts for 2010, based on traffic (as represented by pageviews).
By the way, in terms of hot topics, the most popular category page for the year was Law Schools. In 2009, it was Layoffs. This seems like a sign of progress, since the former subject is somewhat less depressing than the latter (at least to most people; harsh critics of law school, such as the “scambloggers,” might disagree). It also reflects increased public discussion about legal education and the value proposition of going to law school.
What were the most popular individual posts at Above the Law in 2010? Let’s find out….
Thus far we’ve looked at holiday gifts from the perspective of the giver. What (or how much) did you give to your secretary this year? Is it appropriate to get a present for your boss (and if so, what)? How about some holiday gift ideas for other lawyers in your life?
But it’s not really better to give than to receive, is it? As we know from our coverage of lawyer compensation and bonuses, our readers are greedy SOBs like getting as much as giving. So here’s an open thread for discussion of your favorite gifts from this holiday season. (I’m wearing one of mine right now — a toasty fleece that my cousin got me from Uniqlo.)
When it comes to Christmas / holiday gifts from professional contacts, folks at firms do fine. When I was at a firm, I’d get small gifts — a bottle of wine, a Tiffany money clip — from vendors hired by the firm for various projects.
But in-house readers probably make out the best in this season, since they get gifts from law firms with big budgets. In fact, the idea for this post came from an in-house reader: “[W]hy not have a holiday schwag column to show what in-house counsel are getting from firms this season? It may be an interesting contrast to the bonus (or lack thereof) news you’ve been reporting on.”
This reader got the ball rolling with the story of a pretty sweet gift he got from a law firm he gives work to….
We hope you’ve enjoyed following our series on Top Partners to Work For, as we’ve made our way around the country highlighting the law firm partners who are not only great at what they do, but are also great to work for. As we mentioned earlier, this survey is now closed — but we’ll run it again in the future, so keep an eye out for it.
Earlier this month, we introduced six Chicago partners for whom associates enjoy working. Today we wrap up our coverage by leaving you with top partners who shine in the legal markets of Boston, Cleveland, Detroit, New Jersey, and even Hong Kong. Although some of these markets may be smaller, the firms are some of the biggest and best in the profession: Fish & Richardson, Ropes & Gray, Goodwin Procter, Jones Day, Brooks Kushman, Skadden, and Drinker Biddle.
Let’s take one last look at the partners who made the list….
If you hate your job, then no one can pay you enough to make going to work every day worthwhile. And if you love your job, you won’t be sitting around fretting about your pay. I understand that this is America and all that, but within very broad limits, you’re nuts to accept one job over another because of a small difference in compensation.
(I understand that you may be trapped in a job, because of student loans, or kids in college, or the like. I understand; trapped is trapped. And I understand that I personally have been awfully lucky, because I’ve never had to worry about finding money to pay next month’s rent, so I speak from a particular point of view. Despite all that, I stand by what I said — if job A and job B are meaningfully different from each other in ways that matter to you, and you’re not trapped, you’re nuts to take one job over the other just to earn a few extra grand each year. Period.)
Naturally, since I’m not interested in the subject, you can guess the question I’ve been asked most often since Above the Law anointed me an in-house counsel guru:
How does in-house compensation work, and what questions should I ask about compensation if I’m interviewing for an in-house job?
I find it funny that firms that want to skimp on bonuses also expect associates to make sure they are helping the overall health and performance of the firm. At some level, why should associates care if the firm is up to date on its collections? It’s not like that money is going to trickle down to the time keepers once their hours are realized. Hell, we’ve got people in the comments claiming they are going to purposely underbill in order to hurt firms in 2011 for stinginess in 2010.
The firms aren’t wrong to be doing everything they can to get associates to enter in their hours in a timely fashion. Time keeping is more accurate when you do it every day (as opposed to trying to recreate your days at the end of the week or month). Firms are struggling to collect from their clients. And, for what it’s worth, billing hours is part of the job for attorneys. I just find it ironic that firms are trying to pressure their associates to produce more money for them even as they are sharing a smaller percentage of those profits with associates.
It’s pretty clear that being a part of a Biglaw firm isn’t a “team” proposition. Everybody for themselves; that’s how the partners act, and that’s how partners expect associates to act.
And so Hughes Hubbard is bringing a little personal punishment to associates who are late with their time…
* U.S. prosecutors arrested a California woman yesterday on insider trading charges. Immediately after the charges were filed, Michael Douglas’s ex-wife sued the woman for royalties. [CNET]
* A Los Angeles law firm, Glancy Binkow & Goldberg, is being sued for maintaining a hostile work environment and being generally pervy. The article raises several important questions. None more important than this: What the hell is a bikini bar? [Los Angeles Times]
* A primer on Bill Richardson’s possible pardon of Billy the Kid. Emilio Estevez hasn’t been this stoked since the Men at Work premiere party. [WSJ Law Blog]
Here in New York City, the headquarters of Above the Law, we’re still dealing with the aftermath of the Great Blizzard of 2010. Check out our slideshow for some images (like the one at right).
Although the snowstorm ended on Monday, and it’s now Wednesday night, many streets remain unplowed and many sidewalks uncleared. Mayor Michael Bloomberg, generally praised for his tremendous competence, is taking a lot of flak for the city’s inadequate response.
And that’s just in terms of politics and public relations. Wait until the lawyers get involved!
What possible causes of action could arise out of the snowstorm? Let’s discuss….
* Musical chairs: Epstein Becker & Green closes up shop in Miami, after managing partner Michael Casey defects to Duane Morris (with lawyers and staff in tow). [Daily Business Review (subscription) via ABA Journal]
* Law enforcement mistakes end in tragedy in Detroit. [Mother Jones]
* Justice Souter is still opposed to cameras in the courtroom. [Josh Blackman]
* As discussed by Steven Davidoff and Larry Ribstein, Abercrombie & Fitch wants to reincorporate from Delaware to Ohio. Hopefully this won’t affect A&F’s eye-catching catalogs. [Truth on the Market and Dealbook / New York Times]
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: email@example.com.
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.
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When Chintan Panchal decided to leave a global BigLaw partnership to start his own firm, he could only hope that he would face the high-quality problem of firm building that many had cautioned him about. Focused on the uncertainty surrounding of a new firm launch, he decided to tackle staffing needs, IT challenges, and financial planning requirements after he had built up his legal practice.
Panchal Associates LLP–a corporate/finance and outside general counsel boutique–was quickly off to a great start. Clients and matters were flying in the door, and Chintan soon had a team of lawyers and staff with a variety of operational needs. To continue building an excellent team and provide them with a competitive benefits package, to expand his physical presence to include a European practice and additional partners, and to scale his operations and IT capabilities to support this growing enterprise brought with it demands of time, money, and expertise. Chintan knew he needed help.
“With the assistance of NexFirm, we have upgraded the capabilities of our firm to meet, and in some cases exceed, the standards we were used to at our former BigLaw firms. Operationally, we can now attract and service clients we didn’t have the bandwidth to support in the past, and continue to build our team with the best and brightest legal talent in the industry,” said Chintan Panchal, adding “It has worked out quite well in our case; NexFirm is an essential partner for us.”
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