(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?
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 seven years. You can reach them by email: firstname.lastname@example.org.
Things have changed recently in Korea – a few of our US and UK client firms are looking, very selectively, for a lateral US associate hire. Until just recently, there was not much hiring like this going on in Korea, since US and UK firms started opening offices there. We have already placed two US associates in Korea in the past month at top firms. Most of the hiring partners we work with in Korea do not actively work with other recruiters.
If you are a Korean fluent US associate in London, New York or another major US market, 2nd to 6th year, at a top 20 firm, with cap markets or M&A focus (or mix), or project finance background, and you are interested in lateraling to Korea to a top US or UK firm, please feel free to reach out to us at email@example.com or firstname.lastname@example.org. Our head of Asia, Evan Jowers, was just in Korea recently, and Evan and Robert Kinney will be in Korea in a few weeks. We are in the process of helping several firms open new offices in Korea (a number of which are interviewing our partner level candidates) and also helping existing offices there fill openings.
Professor Joel P. Trachtman has developed a unique, practical guide to help lawyers analyze, argue, and write effectively.
The Tools of Argument: How the Best Lawyers Think, Argue, and Win is a highly readable 200-page book, available for about $10 in paperback or e-book. Chapters focus on foundational principles in legal argument: procedure, interpretation of contracts and statutes, use of evidence, and more. The material covered is taught only implicitly in law school. Yet, when up-and-coming attorneys master these straightforward tools, they will think and argue like the best lawyers.
For most attorneys, time spent managing the books is a necessary evil at best. Yet it is undeniably a crucial aspect of running a successful practice. With that in mind, we invite you to view or download a free webinar by Above the Law and our friends at Clio to learn how to better manage your finances.
Take this opportunity to learn what it takes to streamline your accounting and get the most out of your time. The webinar agenda:
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Do not miss this crucial chance to optimize your accounting practices. Save time and get back to billing!