On Wednesday we wrote about the great departure email sent out by Brian Emeott, a former corporate associate at Skadden in Chicago. Emeott, a 2004 graduate of Harvard College and 2008 graduate of Harvard Law School, picked up and moved to Kathmandu, Nepal.
Brian’s wife, Claudine Emeott, resigned from her own job in December and moved to Kathmandu in January. She’s in Nepal to advance a worthy cause: as a Kiva Fellow, Claudine is working with a local microfinance institution for three months.
In our original post, we applauded the Emeotts for their sense of adventure. You can follow them at their (excellent) blog, The Kathmanduo, as they “work, write, and photograph [their] way through beloved Nepal.”
Some of our commenters, however, were more skeptical. They wondered (and so did we): How are the Emeotts making this work, in financial terms? Are they trust fund babies?
Here at Above the Law, we’re used to seeing funny and fiery departure memos. But the one we were forwarded last night is truly a special treat.
Here’s the set up. The memo comes out of a small firm in the Atlanta area. It was written by a paralegal — we’ll call her “Blaze of Glory.” She had some very pointed things to say about one of the associates, who we’ll call “Attila.” A partner at the firm, “My Name is Pitt,” is also referenced in the memo. All the rest of the backstory comes from a tipster:
I am told that the ENTIRE firm was blind copied when this email was sent. Now there’s only about 20 or so attorneys at this firm, however, the firm also includes about [a much larger number of] paralegals/legal assistants. A few words cannot describe this email; you just have to read the email to believe it.
Have you had the privilege of voluntarily leaving your Biglaw job? I have, and let me tell you, the last day is a special kind of awesome. You kind of walk around, taking a survey of things you no longer have to deal with. Many of your friends and colleagues look at you with envy in their eyes. Friends of mine outside of the law have told me that leaving a job is bittersweet; but most associates who have left Biglaw on their own terms describe the sensation as “delicious.”
Now, when I left, I said all the right things, said goodbye to all the appropriate people, and wrote a standard, passionless departure memo. No gloating from me, I just wanted to get out of there as quickly as I could. But looking back on it, I wish I had done something notable. Nothing outrageous: boiling the managing partner’s pet rabbit sounds appropriate but is ultimately unsatisfying. I just wish I had taken advantage of my last day in some mildly humorous way.
An associate who left Akin Gump last week will have no such longstanding regrets. Here’s the “seeking contacts” email that was sent to the entire firm once the associate had both feet out of the door:
Sent: Friday, February 26, 2010 11:59 AM
To: FW ALL
Subject: Seeking contacts
Pardon the interruption. Please respond to sender only if you can recommend a reasonably priced plaintiffs’ attorney in Costa Rica. A friend of the firm has a handful of potential plaintiffs who believe there is a connection between their testicle cancer and a chemical used to make tea bags. They are looking for an attorney in Costa Rica to advise and represent them in this matter.
You know, the lives of Biglaw attorneys are such that on first blush one might think that this message was intended seriously.
But we spoke with the associate who sent out the message. Thankfully, the message was a product of a last day dare.
This is, like, WOW. We don’t quite know what to say.
This departure memo, sent by an associate leaving the San Francisco office of Paul Hastings, is extraordinary. It also confirms the rumors — which have swirled about for quite some time, but without confirmation until now — of associate layoffs at PH.
We’re reaching out for comment to the associate in question and to Paul Hastings. But we wanted to put this up ASAP, to break the story first.
Farewell email below (with a handful of minor typos corrected). “Transition Agreement and General Release,” after the jump.
Sent: Monday, May 05, 2008 10:14 AM
Subject: My departure
The circumstances surrounding my departure from Paul Hastings have been deeply disappointing. It is one thing to ignore an email sent as a colleague is waiting to have her uterus scraped after a miscarriage, but it is wholly another level of heartlessness to lay her off six days after that. [Partner X] is the only one who expressed any sympathy after my miscarriage, and I am grateful to him for that.
A business is a business, but it takes very little to convey some level of humanity to carry out even the most difficult business decisions. We are human beings first before we are partners or associates. Had you simply explained that the department is unable to sustain the number of associates in the office, I would have completely understood. Had you explained that the office had been directed to reduce the number of associates and I was chosen because of my high billable rate and low billable hours, I would have appreciated such directness, even though the consequences of blindly raising billable rates to an unsustainable degree is plainly predictable. What I do not understand is the attempt to blame the associate for not bringing in the business that should have been brought in by each of you and to hide your personal failures by attempting to tarnish my excellent performance record and looking to undermine my sense of self esteem.
The last few months have been surreal, at best. Just last year, I had celebrated my engagement and marriage with many of you. In fact, during the engagement party, the head of the department took my then-fiancée aside to express to him what a great attorney I am and what a great future I faced. Indeed, less than a week before this year’s bizarre performance review, I was again told by the same partner that my work is great and that the slow business in no way reflected on my performance. A week later, I was given a mediocre performance review and told that I should worry about whether I have a future at Paul Hastings. When I asked for specific examples of my alleged deficiencies, I received no response. When I asked for an explanation as to why I had been downgraded in so many performance categories when I received absolutely no criticism throughout the year and my prior year’s review was stellar, I was told that my prior year’s performance assessment may have been “over-inflated.” What a startling response.
After my miscarriage, I had discussed my concern with several associates that Paul Hastings may use that opportunity to lay me off quickly before I have a chance to get pregnant again. Those associates thought it unfathomable that a firm would be so callous and assured me that Paul Hastings isn’t that kind of a place. What a lesson this has been for them – and for me. I would not have anticipated that a partner would tell me one thing and completely renege on his words a week later. I would not have anticipated that a female partner (whom I had looked to as a role model) with children of her own would sit stone faced as I broke into tears just days after my miscarriage. Even a few words of sympathy or concern would have made a world of difference. What kind of people squander human relationships so easily?
If this response seems particularly emotional, perhaps an associate’s emotional vulnerability after a recent miscarriage is a factor you should consider the next time you fire or lay someone off. It shows startlingly poor judgment and management skills — and cowardice — on your parts. If you should ever have the misfortune of suddenly losing something or someone precious to you, I hope you don’t find similar heartlessness as I have.
As for your request for a release, non-disclosure, and non-disparagement agreement in return for three months’ pay, I reject it. Unlike you, I am not just a paid mouthpiece with no independent judgment. I will decide how and to whom to communicate how you have treated me. I find it ironic that you would try to buy the right not to be disparaged after behaving as you have. Your actions speak volumes, and you don’t need much help from me in damaging your reputation.
I attach the proposed release for any associate who may be interested in reviewing its details.
And that’s all she wrote. The release that Paul Hastings wanted this associate to sign, after the jump.
Update (5:10 PM): We have heard back from the associate in question, who had no additional comment.
Update (8:20 PM): Previously posted in the comments, but now we can bring it up to the main page. Here is Paul Hastings’s statement, from Eileen King, Global Director of Public Relations:
“We disagree with the person’s description of what occurred, but unfortunately we don’t comment on internal employment matters.”
Update (5/6/08): Blog reactions to this story are collected here. Additional discussion of pregnancy discrimination cases appears here. Lawyer layoffs at Paul Hastings are covered here.
Further Update (5/9/08): The author of the email, Shinyung Oh, has gone public and given an interview. See here.
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.
Please note that Evan Jowers and Robert Kinney are still in Hong Kong and will stay FOR THE REMAINDER OF THIS WEEK. We still have a handful of available slots for meetings with our Asia Chronicles fans. If we have not been in touch lately, reach out and let us know when we could meet! There is no need for an agenda at all. Most of our in-person meetings on these trips are with folks who understand that improving a legal practice through lateral hiring is an information-driven process that takes time to handle correctly.
Regarding trends in lateral US associate hiring in Hong Kong, we of course keep much of what we know off of this blog. Based on placement revenue, though, Kinney is having one of our most successful years ever in Asia. We are helping a number of our law firm clients with M&A, fund formation, cap markets, project finance, FCPA and disputes openings. These are very specific needs in many cases, so a conversation with us before jumping in may be helpful. As always, we like to be sure to get the maximum number of interviews per submission, using a well-informed, highly targeted, and selective approach, taking into account short, medium and long-term career aims.
Making a well informed decision during a job search is easier said than done – the information we provide comes from 10 years of being the market leader in US attorney placements at the top tier firms in Asia. There is no substitute for having known a hiring partner since he/she was an associate or for having helped a partner grow his or her practice from zip to zooming, and this is happily where we stand today – with years of background information on just about every relevant person in all the markets we serve, and most especially in Hong Kong/China/Greater Asia. So get in touch and get a download from us this week if we can fit it in, or soon in any case!
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.
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.