In the months before U.S. District Judge Samuel Kent was temporarily relieved of his duties, an employee of the court filed a sexual harassment complaint against him, sources have told The Daily News. The sources refused to be identified in speaking about a complaint that court officials have ordered to be kept confidential.
We were rightfully ribbed for having so few details in yesterday’s post about the O’Melveny Mystery Man (hereinafter “Mystery”). Now we have more information about him, gleaned from multiple sources.
One source, who interacted with Mystery at lunches and over coffee, said that he “seemed very quiet.” But maybe he acts differently in a party context (i.e., after he’s had a few drinks). A second source, who spent time with Mystery on the notorious night of the firm retreat, described him as “obnoxious” and “a true frat guy.”
As for the alleged conduct on the evening in question, here’s what we’ve heard:
1. “[O]ne of the summer associates is a lesbian, but I don’t think most of us knew until this weekend since she brought her girlfriend. Everyone was at the hospitality suite on Saturday night, and the summer kissed her girlfriend on the cheek. [Mystery] yells out, “Whoa, what was that?!” and makes a totally un-PC scene, [making] both girls uncomfortable.”
2. “[O]ne of the first year associates had her fiance there, and he was drinking white wine. [Mystery] says: ‘Why are you drinking white wine? Are you a fag?’
3. “[Mystery] kept doing the ‘wink and point’ thing at a 3rd or 4th year female associate, telling her that she would be his drinking buddy for the night. She was creeped out.”
No, that’s not all. More misconduct alleged, after the jump.
Last week we told you about a fellow at Katten Muchin Rosenman in Chicago, who managed to achieve the impossible feat: he got fired from a summer associate gig. This is even more impressive than merely getting “no-offered” at the end of the summer. We wrote:
1. A summer associate in the Chicago office of Katten was fired earlier this month (believed to be the week of July 9, 2007).
2. His employment was terminated because (a) he allegedly engaged in inappropriate sexual conduct with female summer associates, variously described as “repeatedly smack[ing] the asses of female summers” or “playing grab ass with female summers,” and (b) he allegedly made racially insensitive jokes, in front of multiple attorneys.
In the wake of this story, a reader sent us this message:
Apparently, the WSJ Law Blog “Rules of Etiquette” for summer associates need minor revision. Here are my suggested changes.
You can check out the new and improved etiquette handbook, after the jump.
Yesterday we wrote about a former summer associate in the Chicago office of Katten Muchin Rosenman. He was fired earlier this month, after he allegedly (1) made racially insensitive remarks and (2) engaged in inappropriate physical contact with female summer associates.
With respect to the first allegation, it’s claimed that he first made a racist comment to another summer associate. When she got angry, he supposedly told her he liked “angry black women.”
(Hmm… What’s he doing for the rest of the summer? We hear that Shanetta Cutlar is hiring.)
With respect to the second allegation, it’s claimed that the ex-SA “repeatedly smack[ed] the asses of female summers” or “play[ed] grab ass with female summers.” What was he thinking? This is obviously unacceptable.
(Silly summer. Ass-grabbing is for partners!)
Read the rest, after the jump.
Hey kids, guess what? It IS possible to get fired from your cushy summer associate gig!
You need to try hard — really hard. It’s even harder than passing the bar exam.
But it’s not impossible. This summer has already claimed at least one victim. Multiple sources advise that a summer associate in the Chicago office of Katten Muchin Rosenman was recently canned.
Read the dirty details, after the jump.
What do you get when you put the three smartest judges on the Seventh Circuit — Frank Easterbrook, Richard Posner, and Diane Wood — on the same panel?
In this case, something weird. Very weird. It’s amusing to imagine this trio of legal geniuses wrapping their minds around such a bizarre fact pattern. Questions Presented:
(1) How can you tell when a gay co-worker is cruising you at the urinals?
(2) Is he checking you out — or does he just have a lazy eye?
We have been pointed to an opinion from the District Court for the Northern District of Georgia in a sexual harassment case filed against the subject our earlier post, Douglas County District Attorney David McDade, back in 1999. (See Lewis et. al. v. McDade, 54 F.Supp.2d 1332 (1999)). The descriptions of the allegedly harassing behavior in the opinion are classic. Here a few choice samples:
Defendant McDade would tell a woman employee to walk down the hall so that he could watch her walk from behind.
On occasion, he made comments about Plaintiff Lewis’ legs and that her dress was a “turn-on.”
Defendant McDade also shot rubber bands at the breasts and buttocks of the female employees.
Defendant McDade lifted the suit jacket of Plaintiff Gerstenberger and looked and pointed at her buttocks.
On an occasion when a man was being prosecuted who had obtained a penile implant, Defendant McDade carried the implant around the office proclaiming he was larger than the implant.
For those too lazy to look up the citation, there are more samples after the jump.
As an aside, we also found this funny:
[As an initial matter, the Court denies Defendant McDade's Motion to Exceed Page Limit. Defendant McDade has had three prior opportunities to brief the issues in the motion for summary judgment. Defendant filed a brief of 50 pages in support of the motion for summary judgment [84-1], a brief of 25 pages in reply to Plaintiffs’ responsive brief [92-1], and a brief of 22 pages in support of his objections to the Report and Recommendation [109-1]. Defendant McDade now requests permission to file a 67 page brief in response to Plaintiffs’ objections to the Report and Recommendation [115-1]. A review of the proposed brief shows that substantial portions of it are simply restatements of arguments presented in prior briefs. It is the filing of briefs such as the one submitted by Defendant McDade which the Local Rule is intended to prevent. Therefore, Defendant McDade’s Motion to Exceed Page Limit [116-1] is DENIED. The Court will not consider the brief for purposes of this Order.
* Wow, talk about passive-aggressive behavior. (The husband, not the wife.) [Island Packet]
* The FTC may be good at many things, but creative punny language is not one of them. [Truth on the Market]
* Sexual harassment: once a dog, always a dog. [Reuters / Oddly Enough]
* I blame the same wiring responsible for guys’ breasts-as-stimuli reaction for the double take on that guy with the Che Guevara neck tatt. Reflex trumps judgment. [Agoraphilia]
Are you challenged by the costs and logistics of maintaining your office, distracting you from the practice of law?
Many small firms are successfully moving part—or even all—of their practice to a virtual setting. This even includes multi-jurisdictional practice spanning several states and practice areas, although solo and small partnerships are still the largest adopters of virtual law.
Can you do the same? The new article Mobile in Practice, Virtual by Design from author Jared Correia, Esq., explores how mobile technology bring real-life benefits to a small law firm. Read this new article—the next in Thomson Reuters’ Independent Thinking series for small firms—to explore how a mobile practice:
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 protected].
Since late last year, things have been booming in Hong Kong / China in cap markets, especially Hong Kong IPOs. M&A deal flow has recently been getting a bit stronger as well. Although one can’t predict such things with any certainty, all signs are pointing to a banner entire 2014 for the top end US corporate and cap markets practices in Hong Kong / China. This is not really new news, as its been the feeling most in the market have had for a few months now and things continue to look good.
The head of our Asia practice, Evan Jowers, has been in Hong Kong for about 10 days a month (with trips every other month to both Shanghai and Bejing) for the past 7 months (Robert Kinney and Evan Jowers will be in Hong Kong again March 15 to 23), and spending most of his time there meeting with senior US hiring partners at just about all the major US and UK firms there, as well as prospective candidates at all associate levels and partner levels, and when in the US, Evan works Asia hours and is regularly on the phone with such persons, as our the other members of our Asia team. Our Yuliya Vinokurova is in Hong Kong every other month and Robert is there about 5 times a year as well. While we have a solid Asia team of recruiters, Evan Jowers will spend at least some time with all of our candidates for Asia position. We have had long standing relationships, and good friendships in some cases, with hiring partners and other senior US partners in Asia for 8 years now.
Everyone is talking about the importance of Social Media in Corporate America. But it is relatively safe to say that most law firms and lawyers are slightly behind the social curve. Most lawyers, at minimum, use LinkedIn, for networking. Some even use Twitter for pushing out short, pithy content, while many have Blogs, where they write their little hearts out. The adage “it is better to give than to receive” is not always true though in the world of Social. In the Social World – it is best to listen, give back and engage.
Social Media is a communications tool that can deeply educate you about the needs and wants of your clients and prospects when used in conjunction social media monitoring and sharing tools.
Take this quick quiz and see if you know how to use Social to help you engage more with your clients or to better service the ones you have.