[E]ven the most disgusting criminals should have access to counsel when they violate the law, and Exxon’s shareholders will now pay big bucks for Seyfarth’s lawyers, who are probably some of the most expensive corporate defense lawyers in the country. But I don’t think there’s any need for Seyfarth to run up their billable hours since Freedom to Work would like to settle the case today.
– Tico Almeida, founder and president of Freedom to Work, commenting on Seyfarth Shaw’s decision to defend a case alleging anti-gay bias at Exxon Mobil — one of the few Fortune 500 companies that lacks a written nondiscrimination policy prohibiting discrimination on the basis of sexual orientation.
(Will Seyfarth come to regret this case? Let’s discuss….)
* The justices of the Supreme Court gave a thumbs down to hearing a challenge to New York’s “de facto ban” on carrying guns in public, prompting members of the National Rifle Association to poop their pants. [New York Times]
* Now that Mary Jo White is the chief of the Securities and Exchange Commission, Debevoise has picked her successor to act as co-chair of the litigation department. Congratulations go out to Mary Beth Hogan. [DealBook / New York Times]
* In its latest court filings, Ropes & Gray explains why failing to give its “token black associate” a recommendation letter wasn’t an act of retaliation. That’ll surely be an interesting read. [Am Law Daily]
* A former client sues a major law firm, raising fraud, breach of fiduciary duty, and other claims. [Bailey & Glasser (press release and complaint)]
* Boston Biglaw firms — like Dechert, Edwards Wildman, and Foley & Lardner — were “really shaken” by yesterday’s blasts, but report that all employees are safe and accounted for. [National Law Journal]
* Six out of 10 of the 4,967 class of 2012 graduates from New York’s law schools were able to find full-time, long-term positions as lawyers nine months after graduation. Yay? [New York Law Journal]
* Secrets, secrets are no fun; secrets, secrets hurt… someone’s wallet. Sorry, Jamie McCourt, but all of the secret MLB documents concerning the Dodgers’ $2 billion sale will remain secret. [Bloomberg]
But such instinctive judgments still rest upon criteria. Regarding gay icons, Wikipedia advises: “Qualities of a gay icon often include glamour, flamboyance, strength through adversity, and androgyny in presentation. Such icons can be of any sexual orientation or gender; if LGBT, they can be out or not. Although most gay icons have given their support to LGBT social movements, some have expressed opposition, advocating against a perceived homosexual agenda.’”
So you don’t have to be gay or pro-gay-rights to be a gay icon — which brings me to a partner I hereby dub the Judy Garland of Biglaw. She has a most interesting skeleton in her closet, which might explain her staunch opposition to gay marriage….
As we near the end of 2012, we can definitely declare this year to be a momentous one for LGBT rights and equality. Two federal appeals courts struck down the Defense of Marriage Act (and the Supreme Court will soon consider whether to grant review in the DOMA litigation, which it almost certainly will). On Election Day, voters across the country came out in favor of marriage equality. The good people of Wisconsin elected Tammy Baldwin to the U.S. Senate, making her our nation’s first openly gay senator.
Despite these advances, being an LGBT attorney presents unique challenges. When it comes to welcoming gay and lesbian lawyers, not all firms are created equal.
The good news, though, is that Biglaw made a big showing in the Human Rights Campaign’s latest Corporate Equality Index, which scores large U.S. employers in terms of how LGBT-friendly they are in their policies and practices. Which firms are letting their rainbow flags fly?
In light of the possibletrouble that may lie ahead for large law firms, it should come as no surprise that some of them are battening down the hatches. One way to prepare for a tough economic climate is to reduce one’s expenses. And one way to reduce expenses is to conduct layoffs, of attorneys or of staff.
But the work, the work that generates revenue for firms, still needs to get done. One way of reducing expenses while still getting all the work done is to outsource certain functions to an outside service provider. This effectively gets job positions “off the books” of the law firm, which no longer has to pay salaries or benefits for the lawyers or staffers in question; the law firm just has to pay the vendor. (This could be viewed as a form of financing; as you may recall, cash-strapped Dewey used vendors for many services — vendors who are now its creditors in bankruptcy.)
Let’s learn about the latest firm that is reducing the ranks of its staff in favor of relying on an outside company….
Each year, Corporate Counsel compiles a list of the firms that the Fortune 100 companies use as outside counsel. These are the firms that corporate clients turn to when they’ve got bet-the-company litigation. From Exxon Mobil to Apple to Walmart, and everywhere in between, these are the clients with the deepest of pockets, and if you care at all about the business end of the law, then this is a list that you should care about.
But this time around, the list looks a little different. Due to the state of the economy, general counsel are now looking for more ways to reduce costs, and are constantly seeking out alternative fee structures. The firms on this year’s list may have been the ones that were most amenable to such changes.
Without further ado, let’s take a look at which firms topped this year’s list….
Last week I wrote a story asking the question, “How important is it for law schools to teach students about electronic discovery?” The post stemmed from a perturbed tipster, who lamented the fact that her alma mater had decided to offer a class exclusively dealing with the subject.
The poll results were interesting. Most of you said the subject is definitely worth learning in school, despite its alleged unsexiness.
Additionally, I received an letter a few days after the story ran, signed by 14 attorneys, including small firm and Biglaw partners, tech company leaders, and one state judge, who wanted to give their collective opinion on the issue.
Technophiles will appreciate the note, although some young lawyers might find it an ominous sign of document review work to come. Let’s take a look at what these decision-making readers had to say…
* If Obamacare gets struck down, do you think insurance companies will allow children to remain on their parents’ plans until age 26? My Magic 8-Ball says: “Outlook not so good.” [Wall Street Journal]
* There’s no crying in baseball bankruptcy sales! Which Biglaw firms hit a home run for playing a part in the sale of the LA Dodgers? Dewey & LeBoeuf, Foley & Lardner, and Sullivan & Cromwell. [Am Law Daily]
* “Just because you wear a hoodie does not make you a hoodlum.” But a hoodie will definitely prevent you from being recognized on the House floor. Just ask Congressman Bobby Rush. [New York Post]
* Things you can’t do on an airplane? Have a mid-flight nutty. Pilot Clayton Osbon has been criminally charged for his erratic form of in-flight entertainment, and he faces up to 20 years in prison if convicted. [Reuters]
* Guess who’s allegedly been infringing upon a high-end fashion house’s trademarks to the tune of $124M? Gucci was in court yesterday to accuse Guess of engaging in a massive “knock off” scheme. [Bloomberg]
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: email@example.com.
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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