Back in December 2012, we broke the news that the dismissal of the Gomez-Jimenez case, a class action lawsuit over New York Law School’s allegedly deceptive post-graduate employment data, had been affirmed by New York’s Appellate Division, First Department. Although the opinion carried with it a wrist slap for NYLS and its business practices, Jesse Strauss, one of the lawyers for the nine plaintiffs, was unsatisfied, and vowed to appeal the case to the state’s highest court.
Well, it seems that the day of reckoning has finally arrived, because the members of Team Strauss/Anziska have filed a motion with the New York Court of Appeals to reinstate their clients’ claims….
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….
On Friday, we reported on an aggressive and arguably misleading sales pitch from the people at Rutgers Law – Camden. The pitch, aimed towards students who had taken the GMAT, made this claim (among others): “As a direct result of the quality of legal education at Rutgers, of those employed nine months after graduation, 90% were employed in the legal field and 90% were in full time positions.” The school was clearly trying to make the economic case for going to law school, something you don’t see as much of in this difficult economy — at least from schools willing to tell the full story of their employment outcomes.
We wondered whether Rutgers was being as forthright as it could with its potential students. Over at Inside the Law School Scam, Professor Paul Campos took a closer look at the Rutgers numbers, and not surprisingly he found them to be highly suspect. Law School Transparency also shed more light on how Rutgers cooked up these numbers, and they went so far as to call for the resignation of the school’s associate dean of enrollment, Camille Andrews, who sent out the recruitment letter.
If you thought Rutgers Law Dean Rayman Solomon was going to throw Dean Andrews under the bus for this adventure in advertising, you haven’t been paying attention to how the law school game is played. Dean Solomon has come out in defense of his school’s recruitment materials.
I’m not entirely sure about the meaning of what he said, but there were definitely words involved…
* Two weeks from today, the Supreme Court will be hearing oral arguments on the Obamacare case. Everyone thinks Justice Kennedy’s vote will swing the Court, but Chief Justice Roberts isn’t about to let him steal his sunshine. [New York Times]
* Gaming post-graduation employment statistics: the Columbia Law School and NYU Law edition. It looks like it might be time to fire up the Strauss/Anziska machine for the top tier of our nation’s law schools. [New York Post]
* But speaking of Alston & Bird, some Floridians are complaining about the firm’s bill. $475 an hour for four partners and associates? You really need to stop, because you’re getting the deal of the century. [The Ledger]
The battle for greater law school transparency, for more accurate and complete information from law schools regarding the jobs obtained (or not obtained) by their graduates, has many fronts. Some advocates for transparency work through organizations, such as the Tennessee non-profit Law School Transparency. Some have turned to the political process, where the issue of transparency has attracted the attention of several United States senators. And some have looked to litigation, suing law schools for providing allegedly misleading data about post-graduate employment outcomes.
Here’s an interesting idea: what if law schools just started posting comprehensive, accurate employment data on their websites? On a voluntary basis — not compelled by politicians, lawsuits, or the American Bar Association (ABA)?
Wouldn’t that be great? And wouldn’t it be helpful to prospective law students trying to decide whether it’s worth investing three years of their lives, and a large amount of (often borrowed) money, to pursue a law degree at the school in question?
We currently have a number of active openings for associate roles at US and UK firms in HK / China, Singapore and two new in-house openings. As always, please feel free to reach out to us at email@example.com in order to get details of current openings in Asia, as well as to discuss the Asia markets in general and what we expect for openings later this year. Our Evan Jowers and Robert Kinney will be in Beijing the week of March 25 and Evan Jowers will be in Hong Kong the week of April 1, if you would like to meet them in person.
The US associate openings we have in law firms are in the usual areas of M&A, cap markets, FCPA / white collar litigation, finance, and project finance. The most urgent of our top tier (top 15 US or magic circle) law firm openings in Asia (among many other firm openings that we have in Asia) are as follows:
• 2nd to 5th year mandarin fluent M&A associates needed in Beijing and Hong Kong at several firms;
• Korean fluent 2nd to 4th year cap markets associate needed in Hong Kong;
• 2nd to 5th year Japanese fluent M&A associates needed in Tokyo;
• 4th to 6th year mandarin fluent cap markets associate needed in Hong Kong;
• 2nd to 4th year M&A / cap markets mix associate needed in Singapore.
In a land that is right here and in a time that is right now, a technology has arisen so powerful that it can replace basic human document review. Is it time to bow down before our new robot overlords?
First, here’s a little story about me: my life in the legal world began as a paralegal. My first case was a GIANT patent infringement case that was already six years old and had involved as many as five companies, multiple US courts, the ITC and an international standards committee. I knew nothing about any of this.
On my first day, my supervisor (a paralegal with at least eight other cases driving her crazy) sat me down in front of a Concordance database with a 100,000+ patents and patent file histories. “Code these,” she said. I learned that “coding”, for the purposes of this exercise, meant manually typing the inventor’s name, the title of the patent, the assignee, the file date, and other objective data for each document. I worked on that project – and only that project – for at least the first six months of my job. After a week or so, time began to blur.
What I know, in retrospect and with absolutely certainty, is that as time began to blur, so did my judgment. So did my attention to detail. If you could tell me that I did not make at least one mistake a day – one inconsistent spelling, one reversed day and month, one incorrectly spaced title – I frankly would need to see your evidence. I would not believe it. The human mind is trainable but it is not a machine.
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