Investing in rims is a safer bet than investing in law school.
Occasionally, people will tell me that the calculus for attending law school is different for African-Americans than it is for any other kind of American. The proponents of this theory (and people who believe this come from all races) start with the objective fact that African-Americans are underrepresented as members of the bar. They view that as a social injustice that contributes to the fact that African-American clients are underserved by the legal community.
From those two appropriate concerns, these guys then see that the obvious solution is that more black people should apply to law school. And so they then make up reasons for why applying to law schools is somehow an especially good idea for black people. As if the fact that there’s a laudable social end magically changes the math of the law school decision.
But the social ends do not justify the economic means. Poor black people need lawyers, they don’t need more poor black people who became poor by going to law school.
Now, I’m all for racial diversity, but I fail to see the social good of encouraging black people to make ruinous financial decisions just because they are underrepresented in the group of people making this particular stupid purchase. I wouldn’t say to a bunch of white people, “You know, you really need to buy expensive rims for your car on credit. No money down!”
Sorry, that might be an inapposite analogy: rims are at least shiny and accomplish their stated goal of providing bling for your ride. A J.D. can’t even be used to adorn a car.
As I said, I’ve heard this terrible argument before, but rarely as boldly as from the associate dean for academic affairs at Penn State Law. Her version of the argument seems more like an attempt to cause active harm to the black community by taking advantage of those who don’t have enough information.
This falsehood that law school is somehow a “better” bet for African-Americans must be stopped, right here, right now….
Ed. note: Due to the Labor Day holiday, we’ll be on a reduced publication schedule today. We’ll be back to normal tomorrow. A restful and happy Labor Day to all!
* The lone ex-Dewey partner who was sued by Citibank for defaulting on his capital loan is fighting back, claiming that he was “fraudulently induced” into signing up for the plan even though the bank knew that the S.S. D&L was sinking. [Reuters]
* If you’re trying to avoid additional questions being raised about your alleged bad behavior, a resignation amid scandal isn’t the way to do it. Suzanne Barr, the ICE official accused of running a federal “frat house,” has quit her job. [New York Daily News]
* A federal judge taught the members of the Louisiana Supreme court that the year 1994 did, in fact, occur before the year 1995. Justice Bernette Johnson will now ascend to the rank of chief justice. [Times-Picayune]
* Because we’re all a little hopeless these days: given the bleak realities of our economic situation, perhaps it’s finally time to change the standard for a discharge of student loan debt in bankruptcy. [New York Times]
* “The groups that attempt to rank schools are involved in a lot of hogwash.” Even if that’s the case, people are still going to care about the University of Illinois’s rankings nosedive after the Paul Pless to-do. [News-Gazette]
* Don’t be scared by the absurd tuition rates or the abysmal job prospects, because law school is still a great investment for African-Americans — and for law schools in search of diversity, too. [National Law Journal]
* “[T]hat a lawyer would take this kind of case is shocking.” Sadly, it’s not. Angelica Marie Cecora, the alleged escort who filed a $5M suit against Oscar de la Hoya, now has to pay all of his legal fees. [New York Post]
* “He’s stupid. I wouldn’t even count him as a Republican.” Many Republican women at the RNC wish that the men like Rep. Todd Akin would just shut up about abortion, rape, and contraception. [Reuters]
* Everything’s bigger in Texas, including the discrimination against minorities. A panel of judges on a D.C. federal court shot down the state’s redistricting plans for lack of compliance with the VRA. [Washington Post]
* A disgruntled Stanford Law graduate’s defamation and retaliation suit against the school was dismissed. Sorry, but it’s highly doubtful that a law professor blacklisted you from getting a job. [National Law Journal]
* “[T]here’s a surplus of attorneys and not enough jobs for it.” Lincoln Memorial’s president admits amid accreditation issues that perhaps it wasn’t the best time to open Duncan Law. [Knoxville News Sentinel]
* “I don’t know if this was worth it, but I did have a good time in Cancun.” Skipping deliberations to go on vacation is a great way to earn yourself a trip to jail, but this girl got lucky. [Proof & Hearsay / Journal Sentinel]
* Continental faces a lawsuit after baggage handlers allegedly removed a sex toy from a passenger’s luggage and taped it outside the bag for the world to see. At least it wasn’t the TSA. [Courthouse News Service]
“In accepting the offer to join Ropes & Gray, Ray accepted Roscoe Trimmier’s assurances that Ropes ‘does not see black and white, only shades of Ropes & Gray.’”
That’s paragraph 75 from the latest complaint filed by John H. Ray III, a 2000 graduate of Harvard Law School and an African-American man, against his former employer, Ropes & Gray. According to Ray, the firm, after initially embracing him with open arms, turned on him. Ray claims that he was subjected to racial discrimination and retaliation, which made his time at the firm more painful than pleasurable. And, unlike Anastasia Steele of Fifty Shades of Grey (affiliate link), Ray did not enjoy the alleged abuse.
When we first wroteabout Ray, he was proceeding pro se against Ropes & Gray. Now he has hired counsel — an experienced employment-discrimination litigator who has appeared before in these pages.
Let’s find out who’s representing John Ray, and take a closer look at the complaint — which features an Above the Law shout-out, interestingly enough….
Law firm consultants have endless advice about how best to compensate partners at firms. The consultants analyze the extremes: Lockstep compensation avoids quibbles about pay, but it may reward less productive older partners at the expense of the young turks. Eat-what-you-kill compensation rewards people who bring in business, but may cause bitter fights over client origination credit or cause partners to hoard their clients.
Various permutations on those extremes have their own advantages and disadvantages. But riddle me this: Why don’t we see consultants debating the pros and cons of pure black-box compensation? Under this system, the managing partner (or a small committee) sets compensation for each partner in the firm. There is no specific formula for allocating the spoils, and partners are forbidden from discussing their compensation with each other. Each partner is told what he’ll make in the coming year (either as an absolute number or as a projected draw assuming the firm hits 100 percent of budget), and the process is over.
At least a few large firms use black-box compensation systems, so this subject surely deserves a moment’s thought. What do you think of a black-box compensation system — good, bad, or indifferent?
Last year, we made passing mention of Malori Wampler, the ex-Indianapolis Colts cheerleader who had been fired for posing in “risqué” photographs at a Playboy magazine-sponsored party — and by “risqué,” we mean clad only in body paint. For all intents and purposes, Wampler was basically naked. (And don’t worry, dear readers, we’ve got photos, if you’re interested in seeing that sort of thing.)
But rather than simply contesting the team’s decision to fire her (after all, these pictures had been taken before she became an NFL cheerleader, and the team was aware that Wampler had worked at these parties in the past), Wampler decided to sue, alleging that the Colts had terminated her because of her sex, race, and national origin. Wampler wasn’t fired because she had violated the team’s rule against cheerleaders appearing in nude photos; no, she was fired because she was Indonesian.
Earlier this week, Wampler’s case got some action in federal court. Let’s find out what happened….
At the 1992 Republican National Convention, Pat Buchanan announced that America was in the midst of a culture war. In his view, this war was being waged between descendents of the 60′s counter-culture and those who sought to protect “traditional” values. In the field of law, this idea found a home in (who else?) Justice Antonin Scalia’s dissent in Romer v. Evans, in which he famously wrote that “[t]he Court has mistaken a Kulturkampf for a fit of spite.” Something about the original German sends a shiver down the spine, doesn’t it? Anyway, we can all surely agree that these two yahoos wouldn’t know a culture war if it slapped them in the face with a bottle of Faygo soda.
There’s a real culture war going on, ninjas. And it has nothing to do with gay marrying or abortions or the third rail of American politics, cockfighting. It has to do with the FBI’s insane decision to categorize Juggalos — i.e., fans of the Insane Clown Posse hip-hop duo — as a “loosely-organized hybrid gang.” It has to do with real persecution and honest-to-God discrimination against the Juggalo people.
Luckily for me and my fellow Juggalos, Insane Clown Posse doesn’t know the meaning of backing down. And that’s not a slam at all, it’s just a turn-of-phrase. They know the meaning. They just refuse to back down. Is what I’m saying….
When it comes to the representation of women in the top positions in the legal profession, the news seems somewhat mixed. Things could be better in Biglaw. According to a recent survey, women constitute just 15 percent of equity partners — a number that has stayed roughly the same for the past 20 years.
On the in-house side of the divide, though, the news is better. Women lawyers are ascending to the post of general counsel in record numbers.
Living in the San Francisco Bay Area, we are well accustomed to the concept of diversity. San Franciscans embrace it. They live among and celebrate people of every race, ethnicity and nationality. They embrace every sexual orientation. And they welcome political persuasions spanning the gamut from socialist to liberal. Ah, life’s infinite diversity.
I’ve mentioned before that when I snorkeled in the Cayman Islands, I was amazed at the vast number of different species of fish. When I go to a favorite deli or café, I’m reluctant to order “the usual,” however much I might enjoy it, because I’ve always believed that variety is good. The concepts of variety and diversity present themselves to us every day.
Diversity is also an important concept for law firms, especially smaller law firms and boutiques. And this is true of “diversity” in a variety of contexts, some of which are not so obvious….
We’re entering on-campus interviewing season. If you’re a law student going through OCI, or if you’re a lawyer involved in your firm’s recruiting process, be sure to check out Above the Law’s new law student career center, a repository job search resources, and our law firm directory, where law firms get letter grades in different categories.
One area that interviewees are always interested in is diversity. Diverse attorneys — okay, that’s a bad way of putting it — minority attorneys want to know where they’ll feel welcome. Even lawyers who aren’t minorities want workplaces that are open and inclusive. And corporate clients are increasingly keen on sending their work to firms that show a commitment to diversity.
So which Biglaw firms are the biggest on diversity? Let’s check out the latest rankings….
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:
● The basics of accounting for lawyers.
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● 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!