(The event was standing room only, even though tonight was Halloween. Clearly this was more fun to CLS students than donning cheap costumes from Ricky’s and marching around the Village in a state of inebriation.)
I’m starting to think that staff attorneys are being discriminated against because they are staff attorneys.
Today Thomson Reuters reports that a racial discrimination lawsuit has been filed against Quinn Emanuel by a former staff attorney. The plaintiff, who is African-American, claims that she was given less desirable work than her white colleagues and that she was forced to work with a person she “feared,” as retaliation for complaining about her treatment at the firm.
I’m not sure if racism really fits into Quinn’s work hard/play hard firm culture. I feel like the only color Quinn cares about is green, as in, “You’ve billed a ton of hours today despite being all kinds of hungover, I think you’re turning green”….
Congratulations to the “Minority 40 Under 40.” This is a distinguished group of 40 minority lawyers, all under the age of 40, who have just been honored by the National Law Journal for their accomplishments within the legal profession.
Let’s learn more about them. Maybe you have friends or colleagues on the list?
So, looks like I’m going to hang out here for a little while writing weekly about small-firm and solo law practice issues. I’m as shocked as you are that I was asked to type over here – as I actually practice law, in a suit, in an office, with other humans, with a desk, and have real live clients who actually need legal services. I’ve done so for 17 years.
I’m also not the law review type. I wrote one sentence of a law review article in law school and threw it in the garbage. Since that day, no client has asked about my law review experience or cared when they were sitting next to me in a courtroom, so save your writing critique. To those who pay for advice from lawyers practicing 17 months, stop reading now. I can’t predict the future as it pertains to the practice of law, as the people doing that around the internet are mostly unfamiliar with the practice of law, and I can’t tell you how to be rich and famous via Twitter or a Facebook Fan Page.
Not to further disappoint, but I’m not here to play to the pajama-wearing, Starbucks-dwelling, sell-documents-and-pretend-I’m-a-lawyer-and-insist-this-is-how-all-law-will-be-practiced collection of lawyers. And to the resident cheetos-eating basement-dwelling “my law school sucks” whining anonymous commenting crowd here, start typing now – it will help drown out the possibility of you actually learning something….
A few years ago, the law firm of Nixon Peabody came up with a catchy jingle to celebrate its own fabulosity. You can listen to the song here, in case you’ve never heard it. The chorus went as follows: “Everyone’s a winner at Nixon Peabody!”
Alas, a recent lawsuit filed against Nixon Peabody by a former partner at the firm, David Tamman, does not put the firm in a very winning light. Instead, it just makes everyone look bad.
The allegations are seamy. What does Tamman allege?
I thought the rule for Halloween costumes was “don’t dress like Hitler.” But apparently you are also supposed to wear costumes that are nice and compassionate — or else you might be smacked around in the New York Times.
Over the weekend, you might have seen the Times story on the Stephen J. Baum law firm. As the largest so-called “foreclosure mill” in New York state, representing banks that kick people out of their homes, it’s not the kind of place that receives hugs and kisses from the community. Which is fine; lawyers there are paid for their work.
Every year the Baum firm hosts a huge Halloween party. Last year, employees reportedly dressed up like the some of the people who lose their homes during the course of Baum’s foreclosure business.
Some people are outraged that foreclosure lawyers don’t have “compassion” for their adversaries….
Four months ago, you revised your company’s policy on employees’ use of social media. The policy said all the right things: When employees use social media, they should respect the rights of others and treat people with dignity; obey the company’s code of business conduct; maintain corporate confidences; and so on.
Unbelievably, some recent communications from the National Labor Relations Board suggest that each of those provisions (except for the “and so on”) could actually cause your company some labor pains. Why?
Here’s the easy part: The National Labor Relations Act protects employees who engage in “concerted activities” for the employees’ “mutual aid or protection.” Those words apply across the workforce and are not limited to unionized employees. An employee acting solely on his or her own behalf is not engaging in “concerted activities.” On the other hand, consider an individual employee who is working with (or on the authority of) other employees, or is trying to induce a group of employees to act, or is bringing group complaints to the attention of management. The NLRA may protect all of those activities, and an employer may violate the NLRA if it maintains a rule that could reasonably “chill employees in the exercise of their” rights.
What does that mean for the three examples suggested in the opening paragraph of this post?
The evolution of relationships between the genders continues. Currently, in law firms, there is an interesting conundrum; balancing the desire for a gender-blind workplace where “the best lawyer gets the work and advances” and the reality of navigating the complicated maze created by the fact that, in general, men and women do possess differences in their work styles. These variations impact who they work with, how they work, how they build professional connections and how organizations ultimately leverage, reward and recognize the talents of all.
Henry Ford sat on his workbench and sighed. A year earlier, he had personally built 13,000 Model Ts with his own hands. Fashioning lugnuts and tie rods by hand, Ford was loath to ask for help. Sure, there were things about the car that he didn’t quite understand. This explains the lack of reliable navigation systems in the Model T. But Ford persevered because he knew that unless he did everything, he could not reliably call these cars his own.
“Unless my own personal toil is responsible for it, it may as well be called a Hyundai,” Ford remarked at the time.
The preceding may sound unfamiliar because it is categorically untrue. And also monumentally stupid. Henry Ford didn’t build all those cars by hand. He had help and plenty of it. Almost exactly one hundred years ago, Henry Ford opened up the most technologically advanced assembly line the world had ever seen. Built on the premise that work can be chopped up into digestible pieces and completed by many men better than one, the line ushered in an age of unparalleled productivity.
Today, an attorney refers business because he can’t do everything the client asks of him.
There are three reasons why this is way dumber than a made-up Henry Ford story…
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 protected].
Since late last year, things have been booming in Hong Kong / China in cap markets, especially Hong Kong IPOs. M&A deal flow has recently been getting a bit stronger as well. Although one can’t predict such things with any certainty, all signs are pointing to a banner entire 2014 for the top end US corporate and cap markets practices in Hong Kong / China. This is not really new news, as its been the feeling most in the market have had for a few months now and things continue to look good.
The head of our Asia practice, Evan Jowers, has been in Hong Kong for about 10 days a month (with trips every other month to both Shanghai and Bejing) for the past 7 months, and spending most of his time there meeting with senior US hiring partners at just about all the major US and UK firms there, as well as prospective candidates at all associate levels and partner levels, and when in the US, Evan works Asia hours and is regularly on the phone with such persons, as our the other members of our Asia team. Our Yuliya Vinokurova is in Hong Kong every other month and Robert is there about 5 times a year as well. While we have a solid Asia team of recruiters, Evan Jowers will spend at least some time with all of our candidates for Asia position. We have had long standing relationships, and good friendships in some cases, with hiring partners and other senior US partners in Asia for 8 years now.