As you will see, it’s not all about the money in life: it’s about health, love, respect, happiness and then at some point about the money, which is the only thing that will survive all of us.
– Emel Dilek, the pulchritudinous plaintiff who is suing her former employer for breach of contract. Dilek was the mistress of the company’s former chief operating officer, who hired her; after he passed away, the company fired her.
(A closer look at this sexy plaintiff and her salacious suit, including some rather amusing deposition excerpts, after the jump.)
We previously reported on Ropes & Gray hoarding Tamiflu for its employees. Reaction was mixed. Some people applauded Ropes looking out for the health of their employees and their families; others feared that Ropes was unwittingly contributing to a drug-resistant strain of the H1N1 virus.
But there are many ways to prevent an outbreak of piggy pestilence at a law firm near you. One of the most, dare I say rational, measures is to make sure that people who are sick aren’t coming into work.
That’s what they are doing at Akerman Senterfitt. The Washington Post reports (gavel bang: ABA Journal) that the firm is allowing people with the sickness to take time off of work, without counting it against their allotted leave time:
When Great Falls resident Carolyn Cuppernull’s 10-year-old daughter came down with swine flu, she didn’t have to take time off work to stay home with her.
Cuppernull is senior marketing manager of the Washington office of the law firm Akerman Senterfitt. Under the group’s former policy, she would have had to use paid leave to stay home if she or a relative got sick. But the firm recently updated its rules to allow employees to stay home with full pay — without using leave time — for H1N1-related absences.
Now that’s a way to make sure your office doesn’t suffer a swine flu outbreak without potentially contributing to the mutation of a global super virus.
Of course, there is a downside.
Some of you have been asking for layoff news. Be careful for what you wish for; you might just get it.
There’s not a lot going on these days in terms of lawyer layoffs. The rate of job loss in the broader economy is slowing, and perhaps the legal economy is getting better too.
But we do have a small amount of layoff news to report. In response to ATL inquiries, a spokesperson for the Florida-based firm of Akerman Senterfitt stated that it laid off five associates (out of more than 150 associates at the firm). We heard that first-year associates were affected; the firm confirmed that two out of the five were first-years.
If there’s layoff news at your firm that we’ve missed, please email us. Thanks.
Akerman Senterfitt is a Florida based firm, so — given the economy in Florida — it’s not all that surprising that the firm has decided to join the salary cutting party.
Multiple tipsters independently confirm that Akerman has instituted an across the board, 10% pay cut on all class years. Here is the internal email about the salary cuts obtained by Above the Law:
We are announcing today a 10% reduction in all associate salaries, effective immediately. This action is being taken in response to market conditions, which I know you are all aware of and which I need not belabor. I want to make it clear that our firm’s financial condition remains very strong, and even clearer as to how much we appreciate all your hard word and effort on behalf of the firm.
As previously announced, the associate bonus hours grid that we have used during the past few years has been eliminated. Instead, we will be carefully reviewing each associate’s performance at the end of this year as we consider paying merit-based discretionary bonuses to those meeting the established minimum qualitative and quantitative requirements.
As the email suggests, everybody is well aware of the terrible situation happening in the legal economy. But is the terrible economy forcing Akerman into this situation, or is the firm simply taking advantage of the difficult economic situation to roll back salaries?
After the jump, tipsters who have seen Akerman’s books claim that this is a salary cut of choice, not necessity.
Hey, have you read Above the Law for like one single minute in the past month? If so, you probably know that we’re having this big blogger conference on March 14th at the Yale Club. Yeah, the Yale Club. You’ll be able to recognize me: I’ll be the only big… blogger guy surreptitiously holding a can of crimson spray-paint.
Speaking of coming, you should come. We’ve got CLE and all that. Click here to buy tickets to get CLE credit for listening to bloggers scream about stuff on the internet.
To refresh your memory, details on the panel that I’m moderating — almost entirely sober, mind you — follow.
My panel is called Blogs as Agents of Change, and we’re going to talk about whether all of these spilled pixels are actually making a difference. You know my view… just ask Lawrence Mitchell, but here are the panelists:
So you spent a considerable amount of time courting, selling and maybe even doing some friendly stalking of that attractive lateral partner candidate with a sizable book. After he or she ignored your emails and didn’t return your calls, a few weeks go by and you read a press release in the legal media announcing the recent move to a competing firm.
Rats. Another one got away from you. You cringe when you consider how much time was spent in meetings that did not bear fruit. Your heart aches when recall how you were led to believe this was a marriage made in heaven.
You have been rejected.
The sting of rejection is painful, even for fancy law firms. But you need to find a way that you can turn this disappointment into a legitimate learning experience.
No, this isn’t a pre-party before we come back next fall for the real thing. This IS the real thing. Quinn Emanuel is pushing the envelope on recruiting. The party is now. This is when you meet the partners and associates face to face. This is when we begin the dance that could land you an offer for your second summer BEFORE school starts in the fall.
First: You come to the party. Second: If you like us, you send your resume after June 1, 2014. Third: If we like each other, you get an offer.
We’re not waiting for fall. We’re not doing the twenty minute thing. This party is the real thing!
We hope you’ll join us, and look forward to meeting you.
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