* Aviation lawyer Arthur Wolk, who’s suing Overlawyered and blogger Ted Frank for libel, opposes the filing of an amicus brief signed by star legal bloggers Glenn Reynolds (Instapundit), Marc Randazza (Legal Satyricon), Ed Whelan (National Review Online), and Eugene Volokh (Volokh Conspiracy). His opposition is… kinda crazy. [Volokh Conspiracy]
* If our two recentposts on whether you should drop out of law school weren’t enough for you, here’s more. This part-time law student wants to quit, but her husband is counting on her to “make us rich.” [Reddit]
* If you’re a pot dealer with an iPhone, this app’s for you. [Gawker]
* John Wheeler, adviser to Republican presidents and Yale Law grad, R.I.P. [ABA Journal]
* Charon QC starts off the new year with an epic Blawg Review #292 — on Cicero’s birthday. [Charon QC via Blawg Review]
* Congratulations to… us! We were the top vote-getter in the News category for the ABA Journal’s fourth annual Blawg 100. Thanks to everyone who took the time to register and vote for ATL. [ABA Journal]
Jim Sandman’s article, dishing out harsh criticism of law firm associate pay raises, did not endear him to ATL readers. In a near comments clusterf**k, he was condemned as the greediest of greedy Biglaw partners (along with other epithets not fit for printing here).
Well, maybe Sandman has gotten a bad rap. After all, he was public-spirited enough to serve as president of the D.C. bar. When we met him at this party, one of many charitable functions he attends, he didn’t have horns growing out of his head.
And now we hear that he’s leaving his lucrative partnership, to toil in the considerably less profitable precincts of the D.C. public school system. He’s accepted a position as General Counsel for the District of Columbia Public Schools, and he’ll also be a member of Chancellor Michelle Rhee’s senior leadership team to the DC School Board.
Read the A&P memo announcing Sandman’s departure, from firm chairman Thomas Milch, after the jump.
It’s a busy morning, right before the big Memorial Day holiday weekend. There’s breaking news of associate pay raises from Sidley Austin, Arnold & Porter (hi James Sandman!!!), and Brown Rudnick.
The Sidley Austin memo appears after the jump. The raise to the $160K scale covers Chicago, Dallas, Los Angeles, San Francisco, and Washington. It’s retroactive to May 1.
The Arnold & Porter news was reported by The BLT: Blog of Legal Times. If you have the A&P memo, please email it to us.
We learned of the Brown Rudnick raise by email. We don’t have the memo, but our source sent us a salary table, which also appears below the fold.
Wow. Late Friday afternoon, we briefly discussed an article by D.C. bar president James J. Sandman, a partner at Arnold & Porter in Washington, bemoaning the recent associate pay raises. The article generated a strong reaction, judging from the avalanche of reader comments (75 and counting; mostly insightful, and mostly disagreeing with Sandman).
We emailed James Sandman, offering him space in ATL to offer a further defense of his article. We haven’t heard back from him yet; but if we do, we’ll let you know.
In the meantime, here’s an American Lawyer article that raises similar concerns. It’s a news rather than opinion piece, but the partners quoted in it voice sentiments similar to Sandman’s. Some excerpts:
A partner at Greenberg Traurig was meeting with attorneys from five law firms when he learned that Simpson Thacher & Bartlett had raised associate salaries across the board.
“Every BlackBerry in the room started flashing,” he recalls.
It was 4:30 p.m. on Jan. 22. At least five firms matched the next day, and by the end of the week, the sticker price for a new associate in the New York market was up for the second time in a little more than a year — to $160,000.
The raise surprised competitors and legal consultants alike and caused many to question whether another pay increase makes sense. They point out that pay isn’t associates’ main gripe (uncertain partnership prospects and grueling hours top this list). Robert Link Jr., managing partner of Cadwalader, Wickersham & Taft, goes even further. If improving associate morale was Simpson’s goal, says Link, the raise may do more harm than good.
A higher salary “puts more pressure on productivity and hours,” says Link, exacerbating precisely the quality-of-life issues that make junior lawyers unhappy.
“I don’t know what Simpson was thinking,” he adds.
It’s similar to Sandman’s comment:
“I don’t understand what causes a firm be the first to increase the salary of a brand-new lawyer from an already eye-popping $145,000 to $160,000. There is no competitive advantage in doing so. Other firms will surely follow suit, and the firm that led the market will quickly be indistinguishable from the rest of the pack.”
So, what WAS Simpson thinking? Discussion continues after the jump.
[F]irst-year associate salaries at big firms have gotten to a level where increases are very bad. They are bad for the law firms that pay them, for the associates who receive them, for the clients who foot the bill for them, and for the society we serve.
Sandman takes a swipe at the firm that initiated the latest round of pay raises (Simpson Thacher, cough cough):
I don’t understand what causes a firm be the first to increase the salary of a brand-new lawyer from an already eye-popping $145,000 to $160,000. There is no competitive advantage in doing so. Other firms will surely follow suit, and the firm that led the market will quickly be indistinguishable from the rest of the pack.
To read Sandman’s interesting and provocative argument against the recent raises, click here.
3. Finally, here’s the latest departure from the LIST OF SHAME: Baker & Hostetler.
From a source at the firm:
Baker Hostetler announced raises yesterday effective March 1 (for its New York office only). First-year associates will be making $160K; the managing partner didn’t say how much other classes would be making, but that associates would get letters about next week telling them what their new salary would be.
That leaves, as far as we know, just seven firms on the LIST OF SHAME.
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: firstname.lastname@example.org.
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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