We have been tracking — as have other news outlets, such as the New York Times — which leading law firms offer the perk we’ve nicknamed the gay gross-up. If you’re inclined towards formality, you can call it the “tax offset for domestic partner health benefits.” For an explanation of what this perk is all about, read this prior post.
Since our last round-up, additional prominent law firms have adopted this policy. Let’s check out the latest list….
UPDATE (9/7/11, 12:30 PM): We’ve added to our list since it went up yesterday.
* Professor Carlton Larson has a great new paper exploring possible constitutional limitations on state laws regulating baby names. Could parental rights to name a child “Dumb Motherf**ker,” “Preserved Fish,” or “Latrina” be protected by the First Amendment? [SSRN via Legal Blog Watch]
* Speaking of the Wise Latrina, Justice Sonia Sotomayor is a fan of bipartisan seating at the State of the Union. Her colleagues’ email skills? Not so much. [How Appealing]
* Illinois law professor Larry Ribstein on the Rahm Emanuel ruling: “Illinois law is better interpreted to say that before a Washington pol runs again in the midwest he needs some time reacquaint himself with the real world.” [Truth on the Market]
* Congratulations to DLA Piper, which will become the world’s largest law firm after a merger Down Under. [Bloomberg]
* And congratulations to former DLA partner Ted Segal — he’s moving over to regional firm Stradley Ronon, in part because of client concerns over billing rates. [Washington Business Journal]
* Wow, that was fast. Rep. Dennis Kucinich has already settled his lawsuit over olive-triggered dental damage. [Dave Weigel / Slate]
* A state transit agency in Virginia that has paid Williams Mullen more than $6.5 million over the past five years might be shifting legal work away from the firm. [Virginian-Pilot]
* You can call Above the Law “the most worst legal website published in the State of New York,” and we won’t sue you for defamation. (Cue jokes about truth as a defense in 3, 2, 1….) [New York Law Journal via ABA Journal]
Or make that a cucumber of one. Remember this allegation, from the lawsuit filed by former case manager Hanh Nguyen Allgood against the prominent Richmond law firm of Williams Mullen?
When the [office elevator] doors closed, [partner] Robert Eicher pretended to be sad and depressed. He asked Allgood for a hug. When she complied, he pressed his genital area against Allgood’s left thigh. Allgood felt something hard pressing against her thigh and attempted to pull away from him. Eicher held Allgood tighter to prevent her from pulling away, and pressed his genital area against her thigh even harder. Allgood was horrified. She pushed him away and stepped back. In response, Eicher laughed and pulled a cucumber out of his pants pocket.
We’re sorry to disappoint all you lovers of law firm gossip, but sadly, we won’t be hearing testimony in open court about the cucumber incident….
Last year, prominent Richmond law firm Williams Mullen was hit with a lawsuit from a former employee alleging racial discrimination and sexual harassment. It was a juicy one — cucumber juicy.
Vietnam native Hanh Nguyen Allgood, 53, who was a case manager for the firm, claimed that a partner rubbed up against her in an elevator with a surprise in his pants:
When the doors closed, Robert Eicher pretended to be sad and depressed. He asked Allgood for a hug. When she complied, he pressed his genital area against Allgood’s left thigh. Allgood felt something hard pressing against her thigh and attempted to pull away from him. Eicher held Allgood tighter to prevent her from pulling away, and pressed his genital area against her thigh even harder. Allgood was horrified. She pushed him away and stepped back. In response, Eicher laughed and pulled a cucumber out of his pants pocket.
Eicher also allegedly asked inappropriate questions about her vajayjay:
Litigation partner Robert Eicher bears the brunt of Allgood’s sexual harassment allegations. According to her complaint, he asked when he first met her whether “her vagina was vertical or horizontal,” a reference to “a horrible racial slur bandied about by some American soldiers during the Viet Nam War contending that Vietnamese women had vertical vaginas.”
Um, aren’t all hoo-has vertical?
In an article about another Williams Mullen employee suing the firm, Richmond’s Style Weekly provided some updates on the case from Allgood’s attorney. Williams Mullen was not pleased. Reports an ATL reader:
No oral in Cucumber-Gate, per the new gag order.
What was it that Williams Mullen couldn’t swallow?
Williams Mullen is a prominent Richmond-based law firm that is “100 years strong,” according to its website. For 18 of those years, Vietnam native Hanh Nguyen Allgood, 53, was a case manager for the firm. She left in March 2007.
Apparently, the departure was not “all good” with her. She has filed a $950,000 lawsuit against the firm, alleging discrimination and sexual harassment, according to Style Weekly.
Litigation partner Robert Eicher bears the brunt of Allgood’s sexual harassment allegations. According to her complaint [PDF], he asked when he first met her whether “her vagina was vertical or horizontal,” a reference to “a horrible racial slur bandied about by some American soldiers during the Viet Nam War contending that Vietnamese women had vertical vaginas.”
And then there was the cucumber incident….
UPDATE: A statement from the firm has been added after the jump.
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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