After stealing all the Whoville toys, the Grinch planned to re-gift them to his army of lawyers.
I’m much more likely to throw away a gift or give it to charity than to regift something I already have or don’t want. I think I’d live in fear of the original gift-giver meeting up with the regift recipient and talking about how I was a bad friend for orchestrating the whole mess. I’d rather those two people meet up and say, “Did Elie get you anything? No? Too bad. I was hoping he did and you could tell him it sucked. That’s what he told me when he opened my present.” There’s something intangibly sneaky and dishonest about regifting. It’s just not classy.
Of course, people do it all the time. And not because they lack class so much as they lack money. Even if it’s tacky, regifting usually comes from a good place: you want to give presents to more people than you can afford to shop for.
But there’s nothing laudable (or forgivable) about how one small law firm in California goes about re-gifting. They want to send gifts to their clients — so they commandeer the gifts sent to their secretaries and staff, and regift them.
I think this firm missed the “spirit” part of this holiday season….
Being a woman is a tough job, especially when you’re working in a Biglaw atmosphere. Among the long list of things that Biglaw women have to worry about — making partner v. making dinner, picking up documents v. picking up the kids, cleaning up the house v. cleaning up a brief — being cordial to coworkers sometimes tends to fall by the wayside.
So ladies, have you been wondering why your legal secretary avoids eye contact with you at all costs? Or in the alternative, have you been wondering why your legal secretary is giving you a look of death? Here, let me give you a clue: it’s because your legal secretary secretly hates you.
A new study has revealed, however, that maybe it’s not such a secret after all….
Without paralegals, legal assistants, legal secretaries, clerks, and receptionists, the entire Biglaw model could come to a screeching halt. Speaking as a former legal assistant and full-time law clerk, I know this for a fact.
For some attorneys, if members of the support staff weren’t there to assist, important letters would go unwritten, coffee mugs would go unfilled, pleadings would go unproofread, and envelopes would go unlicked. So attorneys, always treat staff members graciously and respectfully — you never know when you’ll need them to get you out of a bind.
All that being said, we were a little bit shocked when we learned about what is allegedly happening at one of the world’s largest law firms, Baker & McKenzie. Apparently some members of the support staff aren’t getting the kind of support they need….
Back in November 2010, we reported on the lawsuit of Nelson v. Jones Day. Plaintiff Jaki Nelson, an African-American woman who worked as a legal secretary in the Los Angeles office of Jones Day, sued the firm, alleging race-based discrimination, harassment, retaliation, and infliction of emotional distress. In her lawsuit, Nelson made some rather lurid allegations.
Allegations that, it appears, were lacking in merit. The case has been dismissed.
Let’s learn more — and see what the firm has to say about the dismissal….
I just received my A.A. in Paralegal Studies. Will this be useful at all? How do attorneys view paralegals? I don’t need an attorney to like me. I just need one to pay me.
– Wrong Kind of Associate
Dear Wrong Kind of Associate,
I’m going to be honest here and say that I had to Google “A.A. degree.” I thought it might be it something called an “Associates Degree,” which I’ve seen advertised on the subway, but I wasn’t sure because I’ve never seen that abbreviation in real life and wanted to be absolutely certain about it before I tore you a new one….
I feel like I’ve stepped into a time machine that has taken me all the way back to 2009.
According to an internal memo obtained by Above the Law, the international law firm of Hogan Lovells is offering a voluntary separation program to U.S. staff. The memo, posted in full below, talks about needing to bring the firm’s support staff into alignment with overall firm needs.
The program is voluntary, but as we learned during the height of the recession, “voluntary” programs don’t always stay optional….
In parts one and two of the Career Center “Tip of the Day” series, focused on how junior associates can become more indispensable to their law firms, we covered the importance of taking ownership of your work and becoming an expert in your field. Today, we’ll discuss effective management strategies you can use to not only help you manage your work but the people with whom you work.
These tips are provided by the experienced recruiters at Lateral Link, who, in addition to providing sound career advice, can advance your career by consulting with you on the hundreds of law firm and in-house positions they have in their network.
Law firm layoffs might be down, but they’re not out. Today we bring news of staff layoffs in the Los Angeles office of Hughes Hubbard & Reed.
We heard reports that approximately 12 out of 18 support staff members have been or will be laid off. According to these reports, eleven were laid off earlier this month, and one will be leaving in a few weeks.
In response to an inquiry from Above the Law, a spokesperson for the firm confirmed the essential accuracy of these reports. No associates were affected by the reduction, she noted.
“This was a difficult move; we had to let go of some very good people,” said Gerard F. Cruse, the firm’s Chief Operating Officer, in a statement issued to ATL. “But, despite the fact we had another record year last year, the recession has impacted our L.A. office and we couldn’t continue to be overstaffed there. We are confident about its future and are planning the L.A. office’s expansion.”
Associates bitch when partners won’t share the wealth, but nobody says a peep when legal support staff get shafted. The very concept of staff bonuses has gotten lost in the recession shuffle, despite the fact that the support staff who remain are being stretched so thin.
Well, it looks like Vinson & Elkins remembers that staff are people too. Today multiple tipsters report that legal support staff at V&E will be receiving a bonus. Our sources didn’t know how much they’re getting, but they’ll be getting something.
UPDATE: Reports a Vinson & Elkins source, “As a matter of clarification, the staff bonus that [was just announced] by V&E is an EXTRA bonus being paid by Management. V&E staff already received their normal staff bonuses in December. Viva la V&E!!”
Compare this to Jones Day. In November, the firm broke its legendary code of silence about compensation just to say that their staff would not be getting bonuses. That’s not nice. That’s like a recovering paraplegic going through years of physical therapy to get to the point where he can give his doctor the finger.
So really Vinson does deserve quite a bit of credit here. Good job by them.
And oh yeah, the firm also told associates that they would be getting bonuses this year… and suggested that the bonuses would be better than the Cravath scale….
Watch to find out what some of our subscribers received in their May box!
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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 firstname.lastname@example.org 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.
The last time I flapped my wings your way, I tried to make at least enough noise about your mobile phone to make you more than a little bit uncomfortable. I hope I did. If enough of us become anxious enough about the known and unknown unknowns and knowns in our mobile phones, then we can start making wise decisions about how to manage that information and its resultant investigations.
Today, I’d like to put a finer point on the last installment’s topic by asking a question that seemed to catch most attendees off-guard at a conference panel that I moderated last week: is there discoverable personal information in a mobile app? Our panelists’ answer was a uniform “yes” with one stating that, if he had to choose only one type of data that he could discover from a mobile phone, he’d choose app data. Why? Because there’s simply so much of it and because almost all of it is objective – not just user-created like an email – but machine-tracked like GPS, usage duration, log in and log out times, browsed web addresses, browsed actual addresses. Also, most of us seem to have the idea that data doesn’t actually “stick” to our mobile devices the way it “sticks” to our hard drives. Maybe there’s a disconnect based on the fact that our phones are mobile so we assume the data is mobile to?
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