I lift my lamp beside the golden door. Except in Arizona, where I slam your head into the golden door till you beg for mercy.
If you either listened to or read a good recap of yesterday’s SCOTUS arguments about the Arizona immigration law, and saw a mainstream media report about it, you are probably pulling your hair out. What seems to me as the most likely and reasonable compromise to the issue is being treated like a victory for the state’s radical immigration approach.
It seems there was consensus on the Court to allow Arizona officials to check the immigration status of people they’ve already arrested as a matter of state enforcement of already established federal law. I can live with that.
But here’s what’s not happening: the Court doesn’t seem to be endorsing the aggressive “show me your papers” approach that would lead to somebody writing the diary of Anita Franco. And the Court isn’t even taking up the racial profiling question, leaving that argument open for future debate. That’s a big, huge “technicality” that means we likely haven’t seen the last of the Arizona immigration debate.
I guess “SCOTUS Stakes Out Reasonable Compromise While Dodging Racial Issue” doesn’t make for a good mainstream headline. Instead, we’ve got: “Arizona Beats Obama While Verrilli Gets Punched In The Crotch By A Latina.”
Which begs the question: Does Don Verrilli still want this job?
Lawyers like to complain about the billable hours requirements at their firms. A common question seems to be what will count and what won’t. In this line of work, time is money, and many associates want to know if they’re wasting their time.
If the firm makes you go to a professional development event, are you losing out on hours? If you get wrangled into doing pro bono work, are your weekly billables for paid clients going to plummet? And will that ultimately get reflected in your bonus check?
Yesterday, we lamented the fact that we often report on depressing news about the state of the legal profession in this country. Today, we actually have some good news. Jenner & Block realized that their lawyers shouldn’t be toiling away in their dungeons offices and forgoing pro bono opportunities in order to meet their billable hours requirements.
The firm remembered that this profession is supposed to be about helping the less fortunate, and it has adjusted its policies accordingly….
Ebony and ivory, billing together in perfect harmony.
We’ve talked a lot in these pages about the value of diversity. It’s important to clients, it’s important to law firms, and it’s important to the legal profession as a whole.
Given the significance of diversity, it’s not surprising that several organizations and news outlets focus on it, especially with respect to large law firms. In the past few weeks, we’ve discussed diversity data from Building A Better Legal Profession and from the American Lawyer, for example.
Today brings news of more diversity rankings, this time from the ranking gurus over at Vault. They’ve compiled a list of 25 best law firms for diversity.
Which firms made the cut? Is your firm on the list?
* One of the biggest providers of kidney dialysis is being charged with wasting large amounts of drugs in order to game Medicare. Say what you will about Amy Winehouse, but she didn’t waste drugs. [New York Times]
* Part Two of our ongoing series on Asian men accused of behaving badly features Representative David Wu of Oregon, who is under fire for an alleged sexual encounter with the teenage daughter of a donor. [USA Today]
* Musical Chairs: former Orrick partner Josh Galper goes in-house, joining Personal as chief policy officer and general counsel. [PR Newswire]
There was a threat of a filibuster, but it was averted. Last night, the Senate confirmed Donald Verrilli Jr. to serve as U.S. solicitor general, by a vote of 72-16.
As one might expect of an SG, Verrilli has an incredible résumé. He graduated from Yale College and Columbia Law, where he served as editor-in-chief of the Columbia Law Review, then clerked for two legendary judges, Judge J. Skelly Wright (D.C. Cir.) and Justice William Brennan.
And that was just the start of a long and phenomenally successful legal career. Let’s go drool over Don Verrilli’s credentials — and check out his net worth, which is quite robust….
Greetings from lovely Palm Springs, California, home to the 2011 annual education conference of the Association for Legal Career Professionals (better known to many of you as NALP). The setting is beautiful, the weather is fabulous, and the conference panels have been stimulating thus far. Who needs SXSW?
Yesterday I attended a very interesting session, covering a topic near and dear to the hearts of many Above the Law readers. The apt title of the panel: “From Black Boxes to Glass Houses: Evolving Expectations of Law Firm Transparency.”
The lively discussion covered a wide range of topics — and also offered some advice for law firms for dealing with the increased transparency of the digital age….
We were somewhat surprised to learn that this actually isn’t the most depressing day of the year. That honor goes to the third Monday in January, not the first. There’s a whole mathematical formula about it. Anyway, here’s some LEWW cheer to brighten your gray Monday.
Administrative note: Signs are indicating that LEWW will soon be presenting Mr. LEWW with another heir. Wedding coverage will be scaled back somewhat while we recover from the blessed event, but you won’t care because it’s January, and nobody gets married in January.
But some got married in December — like these three couples:
Our last installment of the Wedding Watch was almost unbearably non-elite, but we’re happy to announce that the Times weddings section has bounced back. Three prestigious law firms beautify our wedding update today: Jenner & Block, Boies Schiller, and the ever-fabulous Skadden Arps. And two of our grooms (there are four) are partners!
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: firstname.lastname@example.org.
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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