Remember Sydney Spies, the teenage dream from Colorado who fought valiantly to get her provocative pictures featured in her high school yearbook, all in the name of free expression? Despite the threat of a lawsuit and national media coverage, all of Spies’s racy photos were rejected — but she was able to earn a spot in Americans’ hearts (and spankbanks) around the country.
The young Hollywood hopeful landed a small role in an upcoming SyFy movie, and her mother, Denise “Miki” Spies, was preparing to ship her daughter out to Los Angeles in the hopes of her making it big. Why not throw one last bash to celebrate Sydney’s single success in stardom? And that’s apparently where all the trouble began for this mother and daughter duo.
Little did Sydney and Miki know that their alleged exploits at the party would someday be able to serve as the basis for a Lifetime movie. The pair could face jail time for allegedly serving alcohol to minors — but at least they’re back in the headlines. (And this underage drinking drama could earn Sydney another line on her iMDB profile, so she’s probably patting herself on the back.)
Let’s discuss the charges that the Spies are currently facing, and all of the allegations that make them appear to be quite the hot messes….
Ah, the high school yearbook photo. Teenage girls spend hours upon hours primping and prepping before stepping in front of the camera for the picture that will forever be remembered as their high school legacy.
And while most high school girls are worried about hiding their acne, or getting their braces removed in time for the big day, one girl in Colorado is busy worrying about whether her school will even allow her photo to be published in the 2012 yearbook.
School administrators say that her attire in her photo of choice violates the school’s dress code, but why? Probably because the photo in question features the teenager posing a bit too provocatively for a girl who just turned 18. She’s considering taking legal action against the school for trampling on her right to free expression.
So who is this mystery girl? What does her scandalous yearbook photo look like? Keep reading for pictures and video of this too-sexy-for-high-school, First Amendment freedom fighter….
This is the time of year when everyone pulls out a Top Ten list of one thing or another. I don’t mind; a Top Ten list is a convenient format for reflection and New Year’s Eve has always been a time of reflection for me, whether that involves setting goals or just thinking about the ups and downs of the past year. So I thought I would use the opportunity to offer my perspective of the Top Ten Differences Between Biglaw and Boutique. So without further ado, let’s push in the button and let the top ten play:
10. Money, Money
When you work at a firm, you get paid either a salary or an hourly rate. You get employer-paid benefits and you might even get a bonus. But you know the firm is billing you out at hundreds of dollars an hour, and your hourly wage comes nowhere near that. When you run your own shop, you don’t get a salary but you keep all the money paid by your clients, or recovered in a contingent fee agreement. Of course, you’re also responsible for all the expenses.
Whether that is a good or bad thing depends on a lot of factors and varies by individual, but no one can deny that the economics between working in Biglaw and working for yourself are very different.
Read on after the jump for the rest of the Top Ten Differences Between Biglaw and Boutique….
The other day, Staci wrote about dress codes at some of the large firms. Specifically, Quinn Emanuel made some noise by putting out a minimalist dress code, requiring only shoes “because our insurance company requires them!” (Yes, it’s their exclamation point.) This was in stark contrast to other Biglaw dress codes, like the paternalistic one at Jones Day. (I, for one, applaud the Quinn Emanuel approach.)
But what about at small firms? Unlike their Biglaw counterparts, most small firms don’t have written policy manuals and spelled-out dress codes. On the one hand, this can be good; I believe that employees tend to be happier when their lives at work are not hyperlegislated. (See, for example, my takes on sick leave and bereavement leave.)
But the flip side is that small-firm lawyers are often at sea over what to wear. Sometimes, people need a little guidance.
So what should the dress code be at your small firm?
Are flip-flops part of the new uniform for lawyers?
At Quinn Emanuel Urquhart & Sullivan, no shoes, no shirt, no problem! Well, actually you’ll need the shoes, but the rest can be sacrificed if you need to for your own creativity.
When thinking of how lawyers are supposed to look, most people conjure visions of sharply-dressed men and women in suits, carrying designer leather briefcases. Back in the day, most, if not all lawyers, dressed the part. There’s a good reason for that; looking professional makes it seem as if a lawyer’s services are going to be equally as professional.
The majority of Biglaw firms have tried to keep the old school status quo in terms of dress codes (take Jones Day’s nanny-state dress code, for example). But for firms who like to think outside the blouse box, well, CHECK YOU FLIP-FLOPS.
That’s right, litigation powerhouse Quinn Emanuel cares more about your briefs than whether or not you are wearing underwear…
You just wonder if Jones Day could try recruiting adults instead of making a bunch of rules to regulate the kids they have there. Think about it: one of the defining features of Jones Day is its policy of secrecy regarding attorney compensation. The firm is worried about petty jealousies sprouting up between competing attorneys over compensation. Other firms handle this problem by assuming their people can act like trained professionals, Jones Day thinks that its people can’t handle the truth.
This condescending view doesn’t just apply to salary information. Apparently, Jones Day employees cannot be trusted to dress themselves without explicit instructions.
Jones Day has so many nanny-state policies that I’m surprised Mike Bloomberg isn’t a partner in the firm…
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: firstname.lastname@example.org.
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.