It really is a challenging time for the legal academy. I’ve been in legal education for 40 years and it’s never been this difficult.
– Georgetown Law Professor Judith Areen, the newly appointed interim executive director of Association of American Law Schools, in remarks made as to the difficulty in leading the group, despite years of experience with the organization.
BP Interns preparing to take over operations at Deepwater Horizon, April 19, 2010.
For the record, that was not the “royal ‘we’” in the title — here at Above the Law, we pay our interns. But a whole lot of folks don’t, because when no one else is hiring, companies can get away with offering to hire folks for the promise of experience and a cup of coffee (disclaimer: “Cup of Coffee” not provided).
Mercifully, law firms haven’t succumbed to the impulse to bring on interns for free. Oops, spoke too soon (fourth item).
But Judge William Pauley of the Southern District of New York delivered some big wins for unpaid interns yesterday…
* The first rule of Insider Trading Club is, you do not send discoverable e-mails about Insider Trading Club. [Dealbreaker]
* Arnold & Porter staged a mock Olympics last time around. Now we’re just waiting for the other shoe to drop and we learn that the antitrust group was doping. [Washington Post]
* Georgetown Law student Bindhu Parmathi crowned Miss District of Columbia! She will go on this September to participate in the Miss America pageant (aka “The pageant that Donald Trump doesn’t own). [The Examiner]
* Indiana thinks it can discipline lawyers for criticizing a judge via private email. I would say that’s an insane misreading of the law, but I don’t want to get disciplined in Indiana, which sounds like the terrible prequel to Fifty Shades of Grey (affiliate link). [The Indiana Lawyer]
* Five businessmen take off their pants to protest taxes. This is a bad precedent. I don’t want to see any of these Tea Party folks take off their pants. [TaxProf Blog]
* Congrats to ATL reader Alicia Long, as well as co-author Jayne Jones, on publishing their new book Capitol Hell. [Amazon (affiliate links)]
* The Judge Edith Jones incident should raise the national concern to improve diversity on the bench. But it won’t. [Judicial Clerk Review]
* More follow-up on CBS’s improper campaign ad totally objective news documentary “Brooklyn D.A.” [New York Daily News]
* If fans in the front row of your concert start holding out papers for you to grab, DON’T DO IT! Unless you want to get sued. Video after the jump, courtesy of Gawker…
* If you checked out our story about the 3L seemingly taking over the admissions department at Indiana University, head on over again because there’s an update. [Above the Law]
* Two former professors have sued the Phoenix School of Law for valuing profits over students and faculty. If you can’t trust your local diploma mill, who can you trust? [Connecticut Law Tribune]
* On June 11, Atlas Obscura is hosting an interesting event called “Go Directly to Jail: Trespassing and the Law.” Ironically, the event requires advanced tickets. [Atlas Obscura]
* Top myths about law school and the legal profession… from the desk of the dean of Thomas M. Cooley Law School. “Thomas M. Cooley is the second-best law school in the country” is strangely not one of the myths they address. [Cooley Law School Blog]
* Legal blogging worlds collide when Law and the Multiverse guest posts on Volokh Conspiracy. [Volokh Conspiracy]
* And while we’re on the subject of Law and the Multiverse, they update their spoiler heavy piece from a few weeks ago about the criminal liability of the Mandarin in Iron Man 3. [Law and the Multiverse]
* Not much fallout yet, but Chris Christie just set the time for the special election to fill NJ Senator Frank Lautenberg’s seat. As far as I can tell, the date selected fulfills NEITHER of the statutes governing the issue, the relevant portions of which are provided after the jump…
* “The only thing that can stop a bad guy with a gun is a bear cub with a gun. Or something.” [Bear Lawyer]
* Professor Nick Rosenkranz wonders if a 50/50 quota is appropriate to generate intellectual diversity at law schools since Harvard Law seems to think that gender diversity merits a 50/50 quota. The answer is no. Thanks for playing. [Volokh Conspiracy]
Ed. note: This is the latest installment of The ATL Interrogatories. This recurring feature will give a notable law firm partner an opportunity to share insights and experiences about the legal profession and careers in law, as well as about their firms and themselves.
Richard Wiley is the nation’s preeminent communications lawyer. He served as chairman of the Federal Communications Commission, where he fostered increased competition and lessened regulation in the communications field. Mr. Wiley played a pivotal role in the development of HDTV in this country, serving for nine years as Chairman of the FCC’s Advisory Committee on Advanced Television Service. As head of the firm’s communications practice group (the largest in the nation), his clients include Verizon, AT&T, JP Morgan, Credit Suisse, Motorola, and CBS. Mr. Wiley is a graduate of Northwestern Law and holds an LLM from Georgetown.
With finals underway and graduation just a few weeks ahead, law students are left with only two things to bitch and moan about: their job/debt situations, and their commencement speakers. Law school graduation is supposed to be a day that will forever be etched in people’s memories; they don’t want to remember that they were seething with rage or slumping their shoulders in disappointment. They just want to be happy.
But apparently the lawyers of the future are incapable of that emotion. In the past, soon-to-be law grads have gotten so pissy about their law school’s selection of speaker that they’ve written open letters, donned protest buttons, and even organized commencement walkouts.
We’ve heard from several of our readers regarding their schools’ speaker picks, and students from a certain high-ranking law school (but not T14, at least in our own rankings) are REALLY unhappy….
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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