A prominent Manhattan lawyer is suing his own daughter. For libel. Because she allegedly harmed his reputation. By seeking an accounting of her trust fund. Which he set up for her and reportedly administers. Got that?
Yes, Dad v. Daughter. How could something this messed-up not be our Lawsuit of the Day? Especially given the claimed size of the trust fund, stocked with such goodies as Hamptons real estate?
It’s hard to get one’s head around these allegations, but the litigation is for real. Let’s take a look at the competing claims. And how much the trust fund was supposedly worth at one point — we’re talking seven figures here….
Biglaw partners sell their time and attention to clients who want legal help. Partners devote plenty of thought and attention to the mechanics of selling — the how, the what, and even the why regarding client’s selection of counsel. Biglaw firms rightfully obsess about these issues, spending untold sums on robust marketing departments, consultants, and the like, in the hopes that their partners will magically all become rainmakers (or at least adept “cross-sellers”).
But while the how, what, and why of rainmaking get a lot of attention, there is a glaring lack of attention and discussion of the “who” — as in, who are the people making the decisions to purchase the gold-plated services offered by Biglaw. You would think determining the profiles of your target customers, and targeting sales approaches accordingly, would be an important endeavor for a professional-services outfit. You would also think that Biglaw firms would discuss with their current and future rainmakers strategies for appealing to various types of purchasers of Biglaw services. Neither of the Biglaw firms I have been a partner at have done so — at least when it comes to adopting different approaches to pitching female in-house counsel. I would bet my experience is typical.
What does this have to do with “Biglaw Lady Issues”? Easy. While the statistics tell us that women — in part because of the challenges posed by the timeline I discussed last week, among other factors — are not really moving the needle much in terms of becoming Biglaw equity partners, there is no doubt that they are entering Biglaw in substantial numbers, and leaving to take in-house positions — again in substantial numbers. As Old School Partner reminded us, Biglaw is within a lifetime of being a “men’s only” club. Those days are over, as are the days when someone like Old School Partner could build a firm of men selling to male-run businesses with exclusively-male in-house counsel. But nobody really talks about the impact that the increasing number of female in-house counsel do (and should) have on Biglaw marketing efforts and client retention. Seems crazy that this is the case….
Nepotism and small-town law practice have gone hand in hand since the invention of the shingle. Our country’s fine judicial system is littered with dynamic duos of father and son lawyers, fighting injustice one personal injury at a time.
One firm out in Ohio, however, has taken the family business concept to a whole new level. Meet Murray & Murray Co., L.P.A., where nine — count ‘em, nine — members of the Murray family are partners… in a 14-lawyer firm.
Sandusky, Ohio, known for little more than being the home of Cedar Point and sharing a name with the most prominent pedophile in the last decade, is the home turf of the Murray clan. Together, the family handles an array of personal injury matters, from auto and truck accidents to fatal auto and truck accidents.
But just what fate lies in wait for non-Murrays who dare to join the firm?
35-22-30. Measurements of an old-school pinup girl, sure. But my point in raising those numbers is a different one. These numbers can actually be used to highlight the special challenges that most women, in particular those who have or want families, face in Biglaw. I think it is still safe to assume that such women are the majority.
There has been a lot of talk lately about the progress of women in Biglaw, as measured by the amount of equity women partners at Biglaw firms and the like. First things first. Biglaw is no longer a man’s club in terms of opportunity. Female associates get hired, and fired, and choose to leave, just like male associates. They get made partner, included on pitches, and in some cases lead their firms. All great — no reason not to tap into the entirety of the human gene pool in order to make more money. Biglaw is a business after all. And there is no dispute that women, at all levels, can contribute to the success of Biglaw — and do.
But in over a decade in Biglaw, I have heard, and seen, horror stories of never-married, very successful professional women, who are desperate to start families, but attract only a parade of gold-diggers, social retards, or other undesirables….
Ed. note: This is the second column by our newest writer, Anonymous Partner. In case you missed his first post, check it out here.
If “Partner” is your only or most important title, quite frankly you are missing out. For me, it’s “Dad,” as my little man likes to say, or simply “Daddy,” to my little princess. Before you freak out about how not everyone wants children and the world is overpopulated — relax. Father’s Day just went by, and it just simply is not the time for anything other than celebrating fatherhood.
None of us would be here without a father, and I submit that each of us has been shaped by our father, whether he was a model dad, an absent one, or simply some squiggly molecules in a petri dish. For those blessed to have had an engaged father, the goal is to emulate and if possible surpass his example, while those who went without should work that much harder to make sure that their own children have something other than the pain of absence to carry with them. Biglaw partners are acutely aware of the value of time, and most that I have met wish they had more of it to give to their children.
Of course, being a dad in Biglaw means sacrifice — the financial and professional rewards come at a cost….
If you’ve been thinking about having a family while working in Biglaw, most would have these words of wisdom for you: GFL. However, if you’ve decided to “pull the goalie,” then we’ve got some good news for you: at some firms, you can truly have it all.
The Yale Law Women are out with their annual list of the top ten family-friendly firms. We cover this list every year (click here for our posts in 2011, 2010, 2009, and 2008). This year’s list has changed dramatically from last year’s — only four firms have returned, with six new firms joining them.
But which firms made the cut? Which firms had the best options available to both men and women? Let’s take a look at the latest ranking for the most family-friendly firms….
Ed. note: This new feature is by “Rachel Marks,” the spouse of an attorney at a large law firm. She’ll be blogging about how having a husband in Biglaw affects the life on the home front. And she’ll be talking about what your spouses really want out of your career. You can reach her at email@example.com.
My name is Rachel, and I’m married to a NY Biglaw guy who’s married to his firm. (And when I say married to his firm, I mean it in the typing-on-his-Blackberry-as-his-wife-is-pushing-out-his-second-child kind of way.) Thus, for obvious reasons, my name is fake, my location is undisclosed, and this might not even be me writing these words.
Why would a Biglaw wife want to write on Above the Law, you might wonder? Well, my husband is usually doing one of three things: working, sleeping, or reading this blog. (How I wish this was an exaggeration!) And since he doesn’t like it when I call him in the office (not that that stops me!), and he’s impossible to wake up, I can FINALLY get his attention now that I’ve come to a place where he’s sure to come by. (And on that note — hon, don’t forget to put out the recycling this evening, and you MUST call your mother and have that *talk*.)
Now, on to my real order of business, since perhaps this could all just be handled in some couples’ counseling: SPRING BONUSES. Where the heck are they?! Even I’ve begun reading ATL regularly, in hopes of seeing that wonderful yet ever elusive siren at the top of the page, alerting readers of the breaking news that my husband’s bonus is now only 50% depleted (as opposed to its current 75% depletion) from the glory days of bonuses past….
[Y]ou have one child who is a lawyer; you don’t think twice about it. You have two, and you write it off as a coincidence. You have three, and you begin to lie awake at night and scratch your head. You have four, you’re pretty sure there is a special place for you reserved in the hereafter.
Well, today Ira Schacter is back in the news. He’s accused of refusing to pay for his teen daughter’s $12,000 hearing aids, while dropping $215,000 on a diamond engagement ring for his Playboy-bunny fiancée. If true, that’s pretty shoddy behavior — the very embodiment of cheapness, from a big-time Biglaw partner who can easily afford twelve grand.
But I know what you’re all wondering right now: “How hot is that Playboy-model fiancée?”
Yesterday we received a fairly provocative question in the Above the Law inbox. A reader asked us to assess the role that parents play — or should play — in their children’s decision to go to law school:
With all the talk about the perils of going to [law school], I wonder what role people’s parents play (or should play) in the decision…. While there are some older, more independent law students, I think the vast majority of matriculating students have had or still receive some form of parental support. How could a parent tell their child not to follow their dreams? Seems like that would never happen in my generation of helicopter-parented children. Yet that discouragement is exactly what could prevent a lot of poor decisions to go to low-ranked schools.
I think it cuts the other way. I don’t think that parents are allowing their kids to go to law school because they want to be supportive of their kids’ dreams. I think that more parents are forcing their kids to go to law school, especially lower-ranked law schools, as they vicariously relive their lives through their children.
Absent parental meddling, there wouldn’t be nearly as many people applying to law school….
If you are considering a virtual law practice, you know that many of today’s solo firms started that way. But why are established, multi-attorney law firms going virtual?
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:
Reduces malpractice risk
Enables you to gather the best attorneys to fit the firm, regardless of each person’s geographic location
Leverages mobile devices and cloud technology to enable on-the-spot client and prospect communication
Transitioning in-house is something many (if not most) firm lawyers find themselves considering at some point. For many, it’s the first step in their career that isn’t simply a function of picking the best option available based on a ranking system.
Unknown territory feels high-risk, and can have the effect of steering many of us towards the well-greased channels into large, established companies.
For those who may be open to something more entrepreneurial, there is far less information available. No recruiter is calling every week with offers and details.
In sponsorship with Betterment, ATL and David Lat will moderate a panel about life in-house and we’ll hear from GCs at Birchbox, Gawker Media, Squarespace, Bonobos, and Betterment. Drinks, snacks, networking, and a great time guaranteed. Invite your colleagues, but RSVP fast, as space is limited.
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.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.