Although some practice areas have shrunk amid a shifting legal landscape, the demand for a select few legal services is growing by leaps and bounds, giving attorneys the opportunity to generate huge billable hours. Here, Law360 looks at practice areas experiencing explosions in demand.
As competition for high-stakes legal work intensifies, major law firms are becoming increasingly exposed to massive professional liability claims, driving a need for experienced lawyers who can handle the demands of defending BigLaw clients, experts say.
As wonderful as my male mentors were, they did not completely understand what it was like for me to be on trial when my son took his first step or how a traditional business “dinner” with a male client can be more complicated for a woman, says Nancy Delaney, the first female litigation partner at Curtis Mallet-Prevost Colt & Mosle LLP and founder of the firm's women's initiative.
When a senior male partner "volunteered" all the female associates to staff a social event for a males-only organization, we told him we refused to participate. We thought we would get fired, but we stuck together and did not have to attend, says Anna Elento-Sneed, chairwoman of Alston Hunt Floyd & Ing's labor and employment, government contracts and corporate governance practice group.
The lead prosecutor in the criminal trial of the former heads of Dewey & LeBoeuf LLP, who are accused of artificially inflating the firm’s books before its collapse, on Monday revealed that former Dewey executive committee member John Altorelli will be called as a witness for the government.
Employment law firms are doing far better than their BigLaw brethren at promoting and retaining female talent, reflecting a professional knack for supportive workplace policies, a client-driven focus on equality and a cultural history of inclusion that dates back decades.
Two more Patton Boggs LLP partners have joined a steady stream of departures from the struggling lobbying firm as it negotiates a potential deal to merge with Squire Sanders LLP.
U.S. law firms continue to make it hard for women to advance, but experts say the legal industry could look to an unlikely source for inspiration — corporate America.
I started breaking into “old boys’ networks” when I was 9 years old and the only girl at a soccer camp. They picked me last for teams — until they saw I could play as well on the field as any of them, says Lauren Resnick, BakerHostetler's business development partner and New York administrative partner, and a former federal prosecutor.
I left the national law firm scene because of the inherent challenges of being a woman at a national law firm — primarily the rigidity and inflexible, often unrealistic, scheduling expectations, short-term view of being a valuable contributor to the firm, and the demand that I “act like a man” in the way I did my job, says Kimberly Priest Johnson, founder of Priest Johnson PLLC and a former federal prosecutor.
Joining forces with another law firm is an efficient way to strengthen specific practice areas, offer services in more markets and grow a book of business, but firms that are unprepared for a merger opportunity risk turning positive change into a potentially damaging experience for both clients and employees, experts say. Here, Law360 looks at ways to be ready when opportunity knocks.
Female attorneys continue to find it daunting to rise and become rain makers at law firms, but specialized leadership training and business development programs can help open doors. Here, Law360 looks at four ways firms can ramp up their women's initiatives.
Women are in the top leadership spots of only seven of the 100 largest U.S. firms — a product of law firms failing to provide adequate mentorship and advancement opportunities, experts say.
Prosecutors on Monday told a New York judge that the criminal trial of the former senior management of Dewey & LeBoeuf LLP for cooking the firm's books before its collapse could take four to six months to try, and attorneys for the junior staffer charged in the action said they may try to sever his case.
Law firms often place too much emphasis on the number of hours billed, when there are far more important things to be considered in determining who should be your partner, says Amy Wintersheimer Findley, a member of Allen Matkins Leck Gamble Mallory & Natsis LLP's management committee.
Sexism can seriously undermine the respect that an accomplished attorney should receive. At the same time, the existence of sexism can lead an attorney to believe that a comment or criticism stems from bias even when it doesn’t. Don't assume the worst, and don't suffer in silence, says Lisa Perrochet, a partner with Horvitz & Levy LLP.
Billing can expose the tensions that lie beneath the surface of even the most harmonious law firm-client relationships, and experts say inaccuracy, lack of communication and a failure to mind details are the root of all evil in this important arena.
The culture of many large U.S. law firms does not support equal access to business-building opportunities, blocking women from the position they most want to reach — equity partnership.
Firms with flex-time policies must devote time and resources to educating partners and providing mentors for young female attorneys — or they risk alienating the very people they hope to retain.
Bucking a nationwide trend among law firms of subpar female representation at the partner level, Law360's inaugural class of Ceiling Smashers have shown a commitment to gender equality.