Don’t Be the One Laid Off: Check your Employer’s Background First

The news that New York’s Weil, Gotshal, & Manges is dumping 60 associates and 110 staffers was bad enough, but what stood out in a recent writeup about the firm’s very bleak Monday is that the firm’s partnership agreement only allows termination of partners for cause. Peter Lattman, Big Law Firm to Cut Lawyers and Some Partner Pay, New York Times DealB%k, June 24, 2013, http://dealbook.nytimes.com/2013/06/24/big-law-firm-to-cut-lawyers-and-some-partner-pay/. While some partners are seeing a big cut in their compensation, they surely have some cause for celebration in knowing that, unlike their lower-ranked coworkers, they simply can’t just be “let go.” Or “right-sized.” Or whatever, lacking any malfeasance on their part.

That’s not such good news for those associates and staffers who’ve gotten their pink slips. The event does, however, serve as a reminder that no matter what your rank in a law firm, you’ve simply got to do your due diligence before accepting a position with one, even in those tumultuous (bleak!) times. Wouldn’t you want to know that partners can’t be let go? That means that when the firm needs to cut some big-time expenses, it’ll be looking elsewhere (i.e., associate and staffing ranks) to do the trimming.

Of course, it’s unlikely that a firm will just whip out its partnership agreement during an interview with a prospective paralegal. So do some digging! Has the firm been involved in any lawsuits where firm financials and its partnership agreement may have been disclosed? What’s the news coverage been? When considering accepting a job offer, ask to speak to someone who holds the same position you do at the firm. Talk to another associate, or to another paralegal, or to a legal secretary and ask them some pertinent questions about costs.

Even if a firm with weak financials is the only offer on your plate, you can at least be prepared (always!) if you know its background. A layoff should never come as a surprise. Have your resume ready at all times. And if you’re looking for a new job right now, remember to do your background research on prospective employers before saying yes to any offer.

—Lori Tripoli

How to Plan Your Career Knowing You Probably Won’t Be Promoted

I’ve enjoyed American Lawyer’s chart depicting how many woman at big firms are promoted to partner—and, of course, find most of the results depressing. (See the chart here: Women Partner Watch.) I found the statistics about women making partner to be depressing back when I was in law school, when I was working for law firms, and in all the years since. If you’re female, a lawyer, and want a big career, you still have to face the grim reality that only three of 10 will take the next step up.  How do you make sure that you’re one of those three? Bringing in big clients or big accounts never hurts.  Finding a big-name mentor can help. Making a name for yourself in your field can also boost the odds. Personally, I’d hire my own publicist and career coach to help me; I wouldn’t leave something as significant as my own career to the whim of the powers-that-be who are above me, especially knowing how fickle or transient those powers sometimes can be. Also take a look at classes above you and the women who made the grade. Do you share their characteristics? Do you want to? Alternatively, of course, you can jump to another firm and try again, or you can choose a different type of entity to work for, one that doesn’t quite so much resemble a fraternity.

Law firm leaders and administrators, meanwhile, have to address morale problems; they might also have to answer to clients who are increasingly pushing for more diversity in firm workforces.  Rather than having to put a positive spin on a typically low number, they could, of course, just groom female associates so they would make partner.

Secretaries Are from Mars, Partners from Venus

Some of us have long been tired of reports about women dissing other women, but now comes an ABA Journal report that female secretaries are not quite as keen about working for female partners as for male ones: Not One Legal Secretary Surveyed Preferred Working with Women Partners; Prof Offers Reasons Why. 

Men, women, or other lawyers can be challenging personalities to work for all the way around. They are driven, hard-working, intense. They don’t really engage in a lot of hand holding with their staffs. They expect their workers to be as competent and professional and motivated as they are. Instead of complaining about how some partners are more emotional, shrill, or demanding than others, figure out a way to make the workplace exciting and fun for you. Some tips are in my book under Working with Lawyers (Chapter 7).