Back in March, we reported that Thomas Jefferson School of Law’s motion to dismiss Anna Alaburda’s class action lawsuit over the school’s allegedly misleading employment statistics was “not well-taken,” and the case moved on to the discovery phase. We had previously wondered if Thomas Jefferson could actually lose the case, but given the wave of dismissals in the other law school lawsuits, that glimmer of hope soon faded. But then again, none of those cases ever made it to discovery.
Today, we’ve got news that will make all other schools pray that existing and potential cases against them never make it as far as that of Alaburda v. TJSL, the very first law school lawsuit filed. Everything — and we do mean everything — changes when you get to discovery.
For example, you may find out that your law school was allegedly engaged in a deliberate scheme to inflate its own employment statistics….
And be careful about what you place in the trash. Law firms have paper shredders for a reason; use them. Consider this your practice pointer for the day.
Earlier this month, an ATL reader sent us a collection of documents relating to Sullivan & Cromwell’s on-campus interviewing program at the University of Michigan Law School. For the record, our tipster didn’t have to go dumpster diving for this find. The documents were contained in a black binder that was conveniently placed on top of an outdoor recycling bin, where it caught our reader’s eye. (As we all know from California v. Greenwood, you have no reasonable expectation of privacy in stuff you leave in the trash.)
So, what was in these documents? The contents will be of interest to partners and associates at other firms, as well as law students going through the OCI process right now….
Last month, the firm of WilmerHale denied that any layoffs have taken place at the firm. The accuracy of that statement depends on what the meaning of “layoff” is.
In an internal memo obtained by Above the Law, the firm acknowledges that “a very small number of individuals” have been asked to leave WH for economic reasons. The memo also notes that the performance review process “is affected by the reality of current economic conditions, as performance issues sometimes come to light more when business is slower.”
(This may constitute some welcome candor. Other firms try to claim, somewhat implausibly, that performance reviews are utterly unaffected by the economy, i.e., that associates are judged by the exact same standards as in boom times.)
Still, the knowledge that the economy contributed to one’s purportedly performance-based dismissal is cold comfort. From an affected associate at WilmerHale:
I was one of the ones that was cut for “performance” reasons. My evaluations were [several] pages long, single spaced — of accolades… with one half of one sentence that mentioned something I could improve on… from one partner out of [many] that evaluated me. I was let go based on that one phase, copied and pasted on the front of the eval…. Unlike the claim [in the memo] that the firm cannot give associates “three or four” chances to make improvements, I had never received a similar comment in the past.
Many partners were apparently left out of the process of deciding which associates to cut — and as a result have begun to “vent” to the associates that were cut about the process. We (as cut associates) actually had the incredibly uncomfortable task of informing partners that we worked with, who did not know we had been cut, that we were leaving. The resulting frustration of partners has led to a leak of a few tidbits of info on the numbers cut. The numbers floating around differ, but I’ve heard that between 10-15% of all associates firm wide were informed of their “transitions” over the past month. Apparently, another round may be coming in the fall.
Anxiety-inducing for current WilmerHale associates, but perhaps not a surprise. Expect a number of firms to trim their ranks after summer associates head back to school.
More discussion, plus the full memo, after the jump.
Hey, have you read Above the Law for like one single minute in the past month? If so, you probably know that we’re having this big blogger conference on March 14th at the Yale Club. Yeah, the Yale Club. You’ll be able to recognize me: I’ll be the only big… blogger guy surreptitiously holding a can of crimson spray-paint.
Speaking of coming, you should come. We’ve got CLE and all that. Click here to buy tickets to get CLE credit for listening to bloggers scream about stuff on the internet.
To refresh your memory, details on the panel that I’m moderating — almost entirely sober, mind you — follow.
My panel is called Blogs as Agents of Change, and we’re going to talk about whether all of these spilled pixels are actually making a difference. You know my view… just ask Lawrence Mitchell, but here are the panelists:
So you spent a considerable amount of time courting, selling and maybe even doing some friendly stalking of that attractive lateral partner candidate with a sizable book. After he or she ignored your emails and didn’t return your calls, a few weeks go by and you read a press release in the legal media announcing the recent move to a competing firm.
Rats. Another one got away from you. You cringe when you consider how much time was spent in meetings that did not bear fruit. Your heart aches when recall how you were led to believe this was a marriage made in heaven.
You have been rejected.
The sting of rejection is painful, even for fancy law firms. But you need to find a way that you can turn this disappointment into a legitimate learning experience.
No, this isn’t a pre-party before we come back next fall for the real thing. This IS the real thing. Quinn Emanuel is pushing the envelope on recruiting. The party is now. This is when you meet the partners and associates face to face. This is when we begin the dance that could land you an offer for your second summer BEFORE school starts in the fall.
First: You come to the party. Second: If you like us, you send your resume after June 1, 2014. Third: If we like each other, you get an offer.
We’re not waiting for fall. We’re not doing the twenty minute thing. This party is the real thing!
We hope you’ll join us, and look forward to meeting you.
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