* If your firm has not yet given in to the demands of corporate clients for more reasonable billing structures, please be aware that a) your firm is behind the times, and b) you better be prepared to get your white shoes scuffed. [Boston Globe]
* Mirror, mirror, on the wall, which is the fairest firm of them all? According to the 2014 Acritas Brand Index survey, Skadden is the firm on everyone’s mind — for the third year in a row. They must be doing something right. Congrats! [Am Law Daily]
* Trendspotting: Because fast-growing technology equals fast-growing money when it comes to the law, LeClairRyan is the first second firm in the U.S. to open up a drone practice group. [Richmond Times-Dispatch]
* Bachelorette-in-waiting Andi Dorfman was granted an unpaid leave of absence from her job as an ADA to star in this summer’s edition of the reality show. We guess her boss gave her career a rose. [Daily Report]
Interesting things are afoot at Kasowitz Benson these days. Last month, we wrote about the prominent litigation firm’s “benchmark” bonuses — which some tipsters told us were bogus, but other sources defended (see the updates to the post).
Over the weekend, we received a cryptic tip about KBTF: “Kasowitz will be laying off a large number on Monday. From staff all the way up to partner.”
It’s now the end of the business day. Has this prediction come to pass?
(Please note the multiple UPDATES added to this post after its original publication.)
Today we have a story of a contract attorney who made good — well, a contract attorney who got a permanent position. That position was called “staff attorney” and he still had to review documents, but now with health insurance.
But what happens when that staff attorney feels like he is on the losing end of favoritism, finds himself passed over for promotions, and eventually gets fired? You get employment litigation.
Which firm finds itself defending against a document-reviewer-cum-staff attorney’s claims of age discrimination?
Ed. note: This is the latest installment of The ATL Interrogatories, brought to you by Lateral Link. This recurring feature will give notable law firm partners an opportunity to share insights and experiences about the legal profession and careers in law, as well as about their firms and themselves.
Jeffrey E. Stone is Co-Chair of McDermott Will & Emery LLP and Chair of the Firm’s Management Committee. In addition to his management roles, Jeffrey is a nationally recognized trial lawyer and a Fellow of the American College of Trial Lawyers. He concentrates his practice in the areas of white-collar criminal defense, complex commercial litigation, internal investigations and RICO. He represents corporations, boards of directors, senior executives and other individuals in a variety of complex civil litigation and criminal prosecutions, involving a broad range of industries, including health care, manufacturing and financial services. He has tried more than 40 cases to verdict before juries in federal and state court.
Jeffrey has served as National Chairman of the Stanford Fund (responsible for all annual giving to Stanford University), as a National Trustee for the Lawyers’ Committee for Civil Rights Under Law, as outside counsel to the Illinois Judicial Inquiry Board, as a board member of the Jewish Federation of Metropolitan Chicago, and as president of the Jewish Family and Community Services agency. He currently serves as a member of the national Board of Governors for the American Jewish Committee.
1. What is the greatest challenge to the legal industry over the next 5 years?
Last week, we wrote about reductions to the ranks of lawyers and staff at WilmerHale. We noted that the cuts, made in connection with twice-annual performance reviews, seemed to focus on IP litigation and on the Boston and Palo Alto offices.
Today we bring you additional information about the reductions, which look a lot like stealth layoffs. They seem to be more widespread, in terms of offices and practice areas, than previously reported.
And they might be due to some earlier overhiring, reflected in an interesting email we received….
Are staff attorneys closer to support staff or associates? They fall somewhere in between. They have law degrees and practice law, but they don’t enjoy the pay and partnership prospects of associates.
And staff attorneys are more susceptible to layoffs. Although we’ve heard reports of associate and partner layoffs — which are definitely under-reported, due to the stealthy way in which they’re generally conducted, often with confidentiality agreements — staffers are getting hit harder. And that includes staff attorneys.
We now bring you word of one leading law firm’s double-digit cuts to its staff attorney program….
For the past seven years, the National Association of Women Lawyers has tracked women’s progress at the 200 largest firms in the nation by comparing their careers and compensation with similarly situated men. And for the past seven years, reading NAWL’s report has been like drinking a fifth of gin, and then watching Requiem For A Dream: it’s really freaking depressing.
For every two steps forward the legal industry takes, female attorneys seem to move two steps back. Despite Biglaw firms’ purported support for gender equity, women just aren’t achieving the same success as their male peers, either economically or in terms of attaining leadership roles. From associates to partners, women are always left holding the bag.
With that backdrop, let’s check out the excruciatingly discouraging news for women in Biglaw….
Litigation against law firms: it’s all the rage right now. Earlier this week, Sara Randazzo of Am Law Daily did a round-up of over a dozen lawsuits in which law firms have been named as defendants.
Such lawsuits come, and such lawsuits go. Let’s look at the “going” side of the ledger. A federal judge just dismissed the high-profile lawsuit filed by Yolanda Young — a pundit, published memoirist (affiliate link), and Georgetown-trained lawyer, as noted on her website bio — against the elite D.C. law firm of Covington & Burling….
The legal industry is being disrupted at every level by technological advances. While legal tech entrepreneurs and innovators are racing to create a more efficient and productive future, there is widespread indifference on the part of attorneys toward these emerging technologies.
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: email@example.com.
We at Kinney Asia have made a number of FCPA / White Collar US associate placements in Hong Kong / China thus far in 2014. Most of such placements have been commercial litigation associates from major US markets, fluent in Mandarin, switching to FCPA / White Collar litigation. Some have already had FCPA experience, but those are difficult candidates for firms to find (this will change in coming years as US firms are now promoting FCPA / White Collar to their 2L summers who are fluent in Mandarin and have an interest in transferring to China at some point).
Legal Week quoted Kinney’s Head of Asia, Evan Jowers, extensively in the following relevant article here.
There is a new trend in the market, though, where mid-level transactional US associates, fluent in spoken Mandarin and written Chinese, are interviewing for and in some cases landing junior FCPA / White Collar spots in Hong Kong / China at very top tier US firms.
When the LexisNexis Cloud Technology Survey results were reported earlier this year, it showed that attorneys were starting to peer less skeptically into the future, and slowly but surely leaning more toward all the benefits the law cloud has to offer.
Because let’s face it, plenty of attorneys are perhaps a bit too comfortable with their “system” of practice management, which may or may not include neon highlighters, sticky notes, dog-eared file folders, and a word processing program that was last updated when the term “raise the roof” was still de rigueur.