In yesterday’s post regarding the tragedy that left a Howrey associate, Elizabeth Fontaine (pictured), and three of her family members dead, we promised to keep you posted on new developments. We now bring you this update, from the Orange County Register:
Sheriff’s investigators believe they know how four people, including two young sisters, died in a bloody heap Monday inside a million-dollar home in Talega.
Grandmother Bonnie Hoult, 67, fired the gun that killed her daughter and grandchildren before turning the .357 magnum on herself, a senior homicide investigator told the Register, citing the department’s prevailing theory behind the killings that rocked a gated community.
He said her daughter Elizabeth Fontaine, 38, appeared to have been a willing participant in the killings, with both she and her mother choosing death for themselves and the girls instead of allowing the sisters to be sent temporarily into the custody of a sister of their father.
More about these modern-day Medeas, after the jump.
Tragedy struck the Irvine, CA, and Houston offices of Howrey earlier this week. The ABA Journal reports:
A Howrey intellectual property lawyer was found dead along with her daughters and mother Monday in an apparent murder-suicide.
Associate Elizabeth Fontaine, her two daughters and her mother were killed on the same day that a California judge gave temporary custody of the girls to an aunt, according to the Los Angeles Times’ L.A. Now blog and the Associated Press. Authorities are conducting forensics tests to determine who pulled the trigger.
Howrey confirmed that Elizabeth Fontaine was a Howrey employee in a firm-wide email yesterday. The email, plus AN UPDATE, after the jump.
First years to 100K and an “apprenticeship”?
In the past two months, we’ve reported on three firms instituting an apprenticeship model for first year associates: Drinker Biddle, Howrey, and Frost Brown Todd. “Apprentices” start at the firm at a lower salary and are not billed out to clients, billed out at a lower rate than normal associates, or billed out for lower total hours. It sounds like an apprentice is a “paralegal plus.” Of course, that “plus” includes a J.D. and its accompanying law school debt.
Still, when we polled you last week, almost 70% of ATL readers who voted said they were in favor of Howrey’s $100K-plus-professional-training apprenticeship.
The National Law Journal (subscription) has an extensive piece on apprenticeships (noting two other firms that have instituted the practice — labor firm Ford & Harrison and Dallas’s Strasburger & Price):
These firms are putting new recruits through additional apprenticeship programs that they say will better train their attorneys for life at a law firm and for handling clients. Think of it as the equivalent of a medical residency, only with suits instead of scrubs.
The latest — and so far largest — firm to move to an apprenticeship model, 659-lawyer Howrey, announced its program last week. Starting next year, first-years at the firm will get a pay cut — from $160,000 to $100,000 in base pay plus a $25,000 bonus to pay down law school loans — and they’ll spend a good portion of their time attending classes with partners and shadowing them on client matters. The apprenticeship period will last two years.
Are law students really like medical students, in need of on-the-job training in order to operate in the real world? If apprenticeships become widespread — which admittedly seems unlikely once the tough economic times are behind us — should the training at a firm mean one less year in law school? Firm salaries are going down, but law school tuition is going up. Maybe it’s time to rebalance.
A round-up of the salaries for BigLaw apprentices, and a poll on how law schools should be reacting to deflating salaries, after the jump.
Welcome to the future. Like Drinker Biddle did in May, Howrey is changing the nature of the first and second year associate experience. The firm is moving to more of an apprenticeship model. New Howrey associates will receive an emphasis on training and take a significant reduction in salary.
The memo from Howrey explains some of the top-line goals of the new program — called the “Tier 1 Associate Program.”
Participants in Howrey’s Tier 1 Program will spend only one-third of their time during the first year on client billable work to permit them to devote the remainder of their time to pro bono representations and a wide range of training programs, including the firm’s signature professional development experience – the Howrey Academies. In Year One, associates will work with Howrey’s full-time, in-house writing instructor, be assigned to trial teams, and take advantage of other programs offered by Howrey’s award-winning professional development team. They will dedicate approximately one-third of their time to pro bono and public interest matters, which will afford them the opportunity to develop the advocacy skills and in court experience that are central to Howrey’s practice. The emphasis on training will continue into Year Two, with client secondments, judicial externships, and other advanced development opportunities added to the curriculum. Billable hours in the second year will be capped at roughly half of total hours.
That is the good, here is the salary information:
The Tier 1 program will be limited to a select number of associates each year. Compensation during the first two years will be adjusted to reflect the nature of the program and the dramatically reduced billable hours expectations. In addition to an annual salary of $100,000, first year participants will receive $25,000 upon acceptance of their job offer to help defray their law school loans or third year law school expenses. In their second year at the firm, participants will receive an annual salary of $125,000 and a $25,000 bonus upon successful completion of the program and entry into Tier 2 of Howrey’s associate development program. Higher compensation may be offered to candidates with special qualifications, such as advanced technical degrees or clerkships.
At least Howrey is trying. More details and the full memo and a reader poll after the jump.
The ATL inbox has been buzzing with layoff news about Howrey. Could it be that another firm that recently picked up a bunch of partners from a dissolved firm could be laying people off? Would former-Thelen chief Stephen O’Neal’s new firm cut associates so soon after his arrival?
Today, a firm spokesperson told us:
As we have stated on several occasions, unlike many firms, Howrey is not laying off lawyers or staff.
As in every year, there is an outplacement of some associates based on performance issues. This year, as in previous years, this involves approximately ten associates and occurs only after an exhaustive evaluation process and review. The information that you received is incorrect and has mischaracterized this as layoffs.
Howrey is enjoying a strong year. You should also note that unlike many other firms, we are not rescinding or delaying offers to first years. Our Associate Development program remains robust and on track.
The Recorder is reporting that Howrey will take on 40 lawyers from Thelen’s prestigious San Francisco construction practice:
The group — which Howrey characterized as “most of the construction practice” from Thelen — includes Thelen Chairman Stephen O’Neal, construction practice head John Heisse II, D.C. office managing partner Andrew Ness, San Francisco partner David Buoncristiani (who handles matters for client Bechtel), Los Angeles partner Robert Thum and D.C. partner David Dekker. Most of the 18 partners and about 25 associates and of counsel are in San Francisco and D.C., and the rest are in New York and Los Angeles.
Hmm… Thelen attorneys, Chairman Stephen O’Neal, Howrey — where have I heard that before?
Oh yeah! You’ll remember that the Recorder initially broke the story on O’Neal’s flirtations with Howrey.
Immediately after Thelen dissolved, we mentioned possible options for the firm:
Option 1 is the plan they have arguably been pursuing: breaking up the firm practice group by practice group to interested parties. As we reported yesterday, this is the best option to save associate jobs. However, that plan is dependent on Thelen’s banks signing-off on the plan and maintaining their line of credit. Did Stephen O’Neal’s aggressive and ultimately public pursuit of his own lifeboat at Howrey scuttle that option? Once everybody is told that the managing partner could be leaving in ten days, why would other potential suitors compete for full Thelen practice groups? Instead, it’s easier to wait for an official dissolution and cherry-pick the rainmakers. This is what happened to Heller.
I’ll pause until the Thelen people stop screaming and hitting things.
Read about other Thelen landing places, after the jump.
The Vault 100 march continues! In this series of open threads, we list the firms, and you all discuss their upsides and downsides. We’ll be wrapping this puppy up this week.
Here are the next ten (with prestige scores in parentheses):
Usually, we have fun with the “notable perks” chosen by Vault. But as we move down the list, the perks are becoming distinctly less notable — e.g., gym membership discounts, free parking, and “good views.” Oh well.
You know what to do! Have at it in the comments. Earlier:Vault 100 Open Threads – 2009
Coming soon to a theater near you: Howrey LLP: The Movie?
Late last week, several readers here in Washington reported unusual activity at the Howrey offices:
“Howrey is doing a film shoot in the lobby of its DC office… Multiracial attorneys in suits everywhere… Looks serious.”
“I was in the building where Howrey’s DC offices are today. There was some filming with a lot what seemed to be Howrey attorneys. At one point, a large group ran through some doors, talking on their cell phones. Hopefully, it’ll provide something entertaining to watch on YouTube….”
As long as they don’t take it down as soon as they put it up (or we link to it).
One tipster decided to do a little reporting:
“A few minutes ago, I walked through my building’s lobby to go out and get lunch. On the way, I was surprised to find the lobby lit up like a movie set. A few dozen young folks in suits — many of them holding cell phones — stood in a big group, listening to some guy shouting some directions. I chatted up the security guard at the front desk, who told me that Howrey was shooting a commercial.”
“From what I can tell, the whole scene will make for a fairly lame ad: ‘Hire Howrey — we stand around in suits, smiling and cell-phoning.’ Perhaps the worst-case scenario would be Howrey trying to play off of the Verizon cast-of-thousands ads….”
“On my way back, I noticed that they have stacks of life-sized photos of people up against the wall. Maybe they decided to replace their associates with cardboard stiffs? (Some would say that, at Howrey, they did that years ago.)”
We contacted Howrey for comment — about the filming, not the extent to which they staff matters with cardboard stiffs — but they did not get back to us.
Professor Joel P. Trachtman (JD Harvard Law School) 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:
● The basics of accounting for lawyers.
● How legal accounting differs from regular accounting.
● Report and reconciliation issues surrounding trust accounts.
● How to pick and integrate the best accounting tools for your practice.
● Steps to prepare your tax return for your firm’s income.
Do not miss this crucial chance to optimize your accounting practices. Save time and get back to billing!
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.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!