There’s a history of lawyers pulling down their pants to make a point. Some of you may recall former Covington & Burling partner David Remes, who dropped trou in Yemen a few years back. Remes, who was representing several detainees at Guantanamo Bay, explained that he stripped down to emphasize the humiliation inflicted upon detainees by inappropriate body searches.
Now another attorney is claiming that he exposed himself for educational reasons. Ohio lawyer Thomas Walkley, 52, was charged with exposing himself to two troubled teens on Friday. (They were troubled before they saw Walkley’s junk.)
Walkley, who founded and runs a coffeeshop for at-risk youth, claims that pants-dropping is part of his “mentorship” program. We wonder if they’ll try this in Oregon.
Unlike Remes, Walkley didn’t keep his underwear on. He removed his pants and his boxer shorts, letting it all hang out before two teenage boys….
David Remes, who made Law Blog headlines last week for removing his pants at a news conference in Yemen, is leaving the firm, according to the Legal Times, which reported the news over the weekend. Remes will reportedly devote himself exclusively to human rights litigation.
Last week, we reported that Remes (Columbia, Harvard Law), who’s representing 15 Yemeni detainees at Guantanamo Bay, removed his pants at a news conference in Yemen. Remes was attempting to demonstrate what he feels are the inappropriate body searches that detainees are undergoing several times per day.
“At the press conference in Yemen — this is a society where the rule of morality is so strict — I wanted to drive home the degree of humiliation that these searches cause by illustrating a typical body search,” Remes told the LB.
We prefer not to give you the context for caption contest photos, but the background on this one is as exposed as the lawyer in the photo. It’s up on Yahoo! News, the WSJ Law Blog, and the ABA Journal, among other places. It got more publicity over the weekend, with the news that David Remes, the pants-dropping partner in the picture, is leaving Covington & Burling (as reported by the Legal Times; see also the WSJ, via New York magazine).
We’re pushing on with the contest, since we had over 200 entries. These are our finalists:
A. “Ladies and gentlemen, I’ll be brief…”
B. “Million Dollar Pants Lawsuit: Part 2″
C. “Ya know, John, I think the school board had something else in mind when they asked for an assembly on the how the penal system works.”
D. “Having been found guilty of malpractice, the lawyer literally had his pants sued off.”
E. “Another unsuccessful effort to get ‘junk’ science before the jury.”
F. “And now my junior partner has something he’d like to say…”
G. “[Y]our honor, i thought you said you wanted to take a closer look at the briefs.”
H. “You think that jury was hung?”
I. “Counsel, the phrase ‘may it please the court’ is NOT a literal request.”
J. “Other Van Winkle Law Firm partners have expressed concern that Joe represented his favorite extracurricular activity a little too enthusiastically in his ‘Meet Joe’ bio photo.”
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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