In our recent post about an alleged D.C.-madam-in-training — a legal secretary at the powerhouse firm of Akin Gump, who allegedly serviced clients and worked the phones for Deborah Jeane Palfrey, the alleged D.C. madam — we asked you for more information about this hardworking and multitalented young woman.
We are still accepting your tips. We’ll kick things off with this info, from a source who knows the alleged junior madam:
First, she’s not a paralegal. She’s just a legal secretary.
This answers the question we raised yesterday about whether she might be a paralegal rather than a secretary. In one of her emails to Deborah Jeane Palfrey, the Akin Gump employee said it would be easy to balance her work for Palfrey with her “paralegal duties.”
Our tipster continues:
Second, she has the ‘tude in the office that she’s better than the rest. Most people don’t like her.
Third, in terms of her appearance, she has the typical Barbie look: blonde, shapely, busty.
Based on this description, we’re guessing that this individual worked for a high-powered partner at Akin Gump. In our experience, legal secretaries fall into two categories: the total hotties, and the total notties, with precious few in between. They’re straight out of either (1) the Sports Illustrated swimsuit issue or (2) a bingo hall.
The top dogs — name partners, major rainmakers, etc. — got the hottie secretaries. Everyone else had to just cross their fingers. So if Palfrey’s right-hand-woman is blonde and busty, she probably had a powerful boss at the firm.
More discussion, after the jump.
We have confirmed, with sources at the firm, the news that O’Melveny & Myers has raised associate base salaries in its California offices. The firm’s California and New York offices are now on the same salary scale.
The O’Melveny & MYers news was conveyed through a firm-wide voice-mail. The message said: “Over the past 24 hours, we’ve detected a movement in the associate and counsel compensation marketplace.”
(The “movement” referred to in the voicemail is presumably the bump in California salaries that was just announced by Orrick, Herrington & Sutcliffe.)
So here’s the new OMM pay scale:
Effective May 1, for all US offices (includes all CA offices and the DC office, and obviously NY):
Okay, not exactly. But Martin Garbus, the legendary litigator now representing former CBS radio host Don Imus, is coming out swinging.
Yesterday Garbus announced that Imus would sue CBS Radio for the unpaid portion of Imus’s $40 million contract. He said to expect the lawsuit by the end of next week.
Garbus cited a clause in Imus’s contract acknowledging that his show was “unique, extraordinary, irreverent, intellectual, topical, controversial.” This language may be part of the contract clause we discussed back in this post.
This morning’s news includes another argument we’ll probably see in the eventual lawsuit. From the AP:
CBS Radio and MSNBC had delay buttons, but didn’t use them when Imus made racist and sexist comments about the Rutgers women’s basketball team, lawyer Martin Garbus said on ABC’s “Good Morning America.”
“That means CBS and MSNBC both knew the language that was going out, and both knew the language complied with (Imus’) contract. … It was consistent with many of the things he had done,” Garbus said.
Interesting. It sounds like CBS may have a real fight on its hands. And if the matter goes to a jury trial, there may be some sympathy for Imus. Here are the results of our recent ATL poll:
We have received confirmation, from multiple sources, of a rumor that previously arose in the comments: Davis Polk & Wardwell has raised its clerkship bonus to $50,000. It joins the distinguished company of Sullivan & Cromwell, Simpson Thacher, Paul Weiss, Weil Gotshal, Cravath, Cleary Gottlieb, and Skadden Arps.
Also, contrary to this joke, Davis’s enhanced clerkship bonus will be paid to current clerks who have already accepted their DPW offers (i.e., it’s not just to entice clerks with pending but unaccepted offers from the firm).
There’s no email to reprint. Notification was made through telephone calls from recruiting.
Congratulations, DPW clerks!
* No do-over for Vonage. [c|net via How Appealing]
* Legislature approves $5 million settlement in Florida boot camp death case. [CNN]
* Katrina wrongful death claims blown away by judge. [Jurist]
* Reno trial lawyer faces his own trial. [Reno Gazette-Journal]
* Fen-Phen plaintiffs have a horse in Saturday’s race. [WSJ Law Blog]
* Monks are Americans too… [The Albuquerque Tribune]
* …As are career criminals. [WCAX]
* Fear not, Sopranos-lovers, these kinds of real-life shenanigans are sure to continue after the series finale. [Yahoo! News]
* Do we really need more proof that teachers are underpaid? [The Oregonian]
When it comes to law clerks, that is. In other words, Justice Stevens does not subscribe to the trend of hiring Supreme Court clerks who are several years out of law school, with a few years of practice under their belts.
As JPS explains in an interesting interview in The Third Branch, which a tipster just drew to our attention:
“Speaking about law students, I have a bias in choosing law clerks. I prefer those who are only a year or two out of law school, closer to their academic experience. They keep me more abreast of what’s current in the thinking of law professors, and I just like the younger perspective.”
So that’s the secret to Justice Stevens’s longevity: Hire young law clerks, and ask the healthiest ones to donate an organ to you (which they’re happy to do in exchange for a SCOTUS clerkship). Every few years, you end up with a completely new body. Brilliant!
The rest of the interview contains some interesting tidbits — including a comparison of Warren Burger, William Rehnquist, and John Roberts as chief justices. Check it out here.
P.S. We are still interested in learning more about the gender and ethnic breakdown for the incoming class of Supreme Court clerks — the October Term 2007 clerks. If you can help us out with any info, please click here for details. Thanks. An Interview with Supreme Court Justice John Paul Stevens [The Third Branch] Earlier: October Term 2007 Clerk Hiring: A Request for Information
Paris Hilton should be jailed for 45 days for violating terms of her probation for an alcohol-related reckless driving conviction, city prosecutors say.
In documents filed April 30th in Superior Court, prosecutors said they also want Hilton to be required to stay away from alcohol for 90 days and wear a monitoring device that will chart whether she complies.
Keeping Paris away from booze for three months? Good luck with that.
Of course, expect the brilliant Hilton, if jailed, to turn lemons into lemon drops. Maybe the Simple Life: Behind Bars? Prosecutors Want Paris Hilton in Jail [Associated Press]
“Skadden has raised its clerkship bonuses: $50,000 for one clerkship, $70,000 for two years. Applicable to all offices.”
We have not received official confirmation from the firm. But we have now received, via email, confirmation of this news from multiple sources. So we believe it’s safe to treat it as confirmed.
We have not received individual confirmations for ALL Skadden offices. But we have received them with respect to New York, Chicago, and Wilmington. We’d be surprised to hear, then, that this is not an across-the-board policy.
Now the latest rumors concern Davis Polk. If you can confirm, please email us (subject: “Clerkship Bonus”). Thanks. Earlier: Clerkship Bonus Watch: Has Skadden Joined the $50K Club?
On its official website, Akin Gump proudly bills itself as a “full-service” law firm. And it boasts: “Our growth has come by understanding client problems and solving them with a unique combination of… practical… skills.”
Truer words were never spoken. From ABC News:
A legal secretary at one of Washington’s most prominent and well-connected law firms, Akin Gump Strauss Houer & Feld LLP, has been suspended after telling her bosses she secretly worked at night for the escort service run by the so-called D.C. Madam, Jeane Palfrey.
The woman both serviced clients and, at times, helped to run the business, Palfrey told ABC News in an interview to be broadcast on “20/20″ Friday.
The firm said it would not make her name public.
But do YOU know the name of this enterprising employee, or anything else about her? If so, we’d love to hear from you, by email (subject line: “DC Madam”).
A few more comments, after the jump.
Some very interesting news, reported by Amir Efrati over at the WSJ Law Blog:
The Law Blog has learned that law firm Edwards Angell Palmer & Dodge rescinded its job offer to Anthony Ciolli, the 3L at Penn Law who resigned as “Chief Education Director” of AutoAdmit last month. H[e] resigned in the wake of a WaPo exposé on how the site in part served as a platform for attacks and defamatory remarks about female law students, among others (see our earlier post here).
Charles DeWitt (pictured, left), a managing partner at Edwards Angell’s Boston office, where Ciolli was slated to be a litigation associate, told the Law Blog: “He worked for us last summer. He’s not going to work for us in the fall.”
Ciolli took time from working on final exams to talk to the Law Blog. “Three years of legal education has been wasted because of an unmoderated message board,” he said, adding, “The timing is absolutely horrible.” The 23-year-old, who contributes to First Movers, a blog written by law students and graduates, added that “I don’t know what I’m going to do next.”
You can read the whole post, which recounts the fascinating correspondence between DeWitt and Ciolli (pictured at right), over here.
Commentary from Professor Dave Hoffman, who has written extensively about AutoAdmit / Xoxohth in the past, appears at Concurring Opinions.
What do we think? Eh, we generally steer clear of this subject. What do YOU think?
(In this poll, which we admit is vaguely worded, you can substitute “fair” or “appropriate” in the place of “justified,” if you wish. We’re just trying to get a general sense of how many of you agree, and how many of you disagree, with what Edwards Angell did.)
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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