We’ve all been there. We hire someone we really believe will be a great hire. Soon, though, it becomes clear it is not a good fit. I had to make the really tough decision [...]
Companies are rethinking their hiring practices post-COVID-19 and are implementing new strategies to attract top talent as job seekers shift some of their priorities moving forward.
The pandemic and its effects have dramatically affected the practice of law and will continue to have a long-term impact on the ways that legal work is conducted in the years to come. The good news is that now that vaccine rates are on the rise in the United States, it’s possible for members of the legal profession to envision and prepare for the post-pandemic world.
Forward thinking law firm leaders should take advantage of this opportunity to fine tune their management skills for both in-office or remote teams.
During these difficult times, many lawyers have struggled over the past year with painful emotions including depression, anxiety and anger.
Many lawyers grapple with how to work with people who are angry: clients who are volatile, co-workers who are frequently upset, opposing counsel who bully or demean, or partners who quickly fly off the handle over what seems like the smallest issue.
In 2012, the American Bar Association acknowledged the indisputable influence of technology on the practice of law when it modified comment 8 to Model Rule 1.1 to state that maintaining technology competence is part of the ethical obligations of lawyers.
Potential clients’ faith in online reviews is welcome if a lawyer or law firm under consideration has a five-star rating, but a single bad review can have an ongoing harmful effect. Broadly found that one bad review from a disgruntled client will turn away 30 clients on average.
A lawyer’s ethical obligations when working remotely are outlined in a new opinion issued by the American Bar Association nearly a year after most attorneys set up shop at home in response to the COVID-19 pandemic.
Many corporations called for change and taking on responsibility for their role in addressing racial and social justice issues. Now, many in-house counsel departments are re-evaluating their outside counsels’ diversity commitments.
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