Ridiculum brings us the story of Tiffany Shah. A fictional Duke 2L (we hope) who never learned the Major League lesson about celebrating when the guy next to you just died.
Not that there aren’t many real life Tiffany Shah’s out there. This excerpt could be about any number of 2Ls who need to reassess their lives.
A typical conversation goes something like this: ‘Hello. Is this SULLIVAN AND CROMWELL? Yes, SULLIVAN? Great! I have an OFFER to come back and I’d LOVE to schedule an interview.’ And not only does she place emphasis on the firm name but she turns around and looks at the whole freakin’ room while doing it.
As some of you have noticed, we tend not to remark negatively on the innate physical attributes of our Legal Eagle contestants. There are several reasons for our reticence, but the most basic one is simply this: LEWW believes that prestige is beautiful. LEWW believes that every bride can look gorgeous on her special day if she has the right law degree. LEWW believes that a JD from HLS is like a great bra; it looks flimsy and has a jaw-dropping price tag, but it will support you and make you look better than you deserve.
Having made much of our reluctance to comment disparagingly about our subjects’ appearance, we’ll promptly depart from our own custom and announce that this is Hotness Disparity Week on LEWW. All of our grooms are decent-looking but undeniably average Joes, and we submit to you that all of them have married up.
See if you agree with us. Here are the couples:
I had to laugh out loud at Kramer Levin’s use of the daylight savings time maxim, “spring ahead/spring forward,” to suggest that we could do the same for our careers by coming to their firm. See the flyer below, which they seem to have sent to the entire 1L class.
Actually, we think it’s kinda cute! Check out those otherworldly tulips:
And it’s a helpful reminder for overworked law firm associates. If you have a conference call scheduled for, say, this Sunday morning at 10, you don’t want to miss it.
The Legal Eagle Wedding Watch is kicking off 2008 with a few leftovers from 2007. But we think you’ll agree that these offerings are worth savoring. These couples have got a little bit of everything: brains, looks, athletic ability, and (something that never goes stale) lots and lots of money.
Here are the contenders:
This email message, from Professor Erwin Chemerinsky to Duke law school faculty and students, went out ten minutes ago.
Also, here’s some coverage from the Los Angeles Times.
———- Forwarded message ———-
From: “Erwin Chemerinsky”
Date: Mon, 17 Sep 2007 13:07:53 -0400
It is with excitement and sadness that I am writing to tell you that I have accepted the position to be the founding dean of the Donald Bren School of Law at the University of California, Irvine. After meeting with Chancellor Michael Drake at length this weekend, I accepted his renewed offer. He provided me the greatest possible assurance of academic freedom for the dean and all faculty.
It has been one of the strangest and most difficult weeks of my life. I cannot possibly express my thanks for all of the support that I received from the law school’s faculty, administrators, and students. I am sad to be leaving this wonderful supportive community, though excited about the new challenges ahead. Chemerinsky to return as UC Irvine law dean [Los Angeles Times]
Who knew that such a little man could generate such big controversy?
In a nutshell (see the links collected below for more): Erwin Chemerinsky, the brilliant but controversial professor of constitutional law at Duke, accepted an offer to serve as inaugural dean of UC Irvine’s new law school. But then Professor Chemerinsky’s deanship was yanked as quickly as it was offered, based on the administration’s discomfort with Chemerinsky’s political views.
One tipster reminds us: “For those who took BarBri, Chemerinsky is the Con Law professor who can recite the entire lecture (2 days if I recall) from memory, without consulting his notes.”
Does anyone have a copy of, or know the contents of, Chemerinsky’s employment contract with U.C. Irvine? If so, please contact us by email. Thanks.
Also, you can take our reader poll about the controversy, which appears after the jump. New UC Irvine Law School Hires Chemerinsky as Dean, Then Fires Him for Political Reasons
[Brian Leiter's Law School Reports] The O.C. — Law School Edition [WSJ Law Blog] Could This Be True??? [PrawfsBlawg] Chemerinsky says UC Irvine rescinds offer to become law school dean [Los Angeles Times]
Even in these dark days, as an anxious nation awaits the latest dispatch from the associate salary wars, the wedding machine grinds on. We salute the brave couples who choose to go ahead with their ceremonies in the face of all this uncertainty — after all, how crushing would it be to return from your honeymoon and find your employer on someone’s List of Shame!
Honorable mention this week goes to this couple. (The father of the bride, William Barr, was once Attorney General under George H.W. Bush.) Unfortunately, those two did not make the cut. Here are the lucky lovebirds who did:
The mini-scandal that erupted after it was reported that Fulbright & Jaworski partner uttered “the n word” during a recruiting event at Duke Law School has pretty much blown over.
Much wind was taken out of the racist sails when it came to light that the partner said the magic word while “recount[ing] a story about Leon Jaworski’s defense of an African-American man in a murder trial in Waco, Texas in the 1920s.” The partner uttered the racial epithet “in an effort to display the depth of racial hostility that Jaworski and his client faced.”
In case you’re still interested in this story — and we understand completely if you’re not — an account of yesterday’s meeting, between Fulbright & Jaworski lawyers and law students at Duke, appears after jump.
When we first posted about a Fulbright & Jaworski partner using “the n word” in a recruiting event at Duke Law School, we left open this possibility:
[U]nless the story was about, say, the partner’s pro bono representation, in a civil action for damages, of a hate crime or police brutality victim who was attacked and called “the n word,” it was hugely inappropriate….
We’re glad we left ourselves that escape hatch. We now have more context about the incident, thanks to an email from the Fulbright & Jaworski executive committee:
Because you may hear about or be asked about a recent situation at a law school where attorneys participated in training interviews of students, we want to bring it to your attention. One of our lawyers recounted a story about Leon Jaworski’s defense of an African-American man in a murder trial in Waco, Texas in the 1920s. During the retelling, in an effort to display the depth of racial hostility that Jaworski and his client faced, the attorney used a racial term that characterized what the district attorney in the case said about the defendant. After review of the situation, all involved concluded that such terms, although recounted without ill intentions, are inappropriate for our firm, which values diversity and strives for inclusiveness.
We are addressing the situation, and Steve Pfeiffer and other senior partners are en route to meet with the students. One of the other attorneys who participated in the training session acted immediately when the incident was called to his attention and responded with an electronic letter of explanation and appropriate apology. Any inquiries should be directed to the firm’s Hiring Partner, Gerry Lowry.
Here’s some further evidence suggesting that the Duke law school community may be overreacting. Per a current law student at Duke:
This partner was relating what another person said in the context of telling a story. Now everyone is piling on him. The student [who voiced the complaint] has been goaded on by some super liberal professors.
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: 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.
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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