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Articles from Related Newsletters
How to Lose a Client in 10 Days, Really?Marketing the Law FirmJames King, in-house counsel of The Boeing Company in Ridley Township, PA, recently introduced six ways lawyers can lose a client — and steps to avoid those landmines.
The Drive Toward Performance Measurement in Law Firm Administrative FunctionsAccounting and Financial Planning for Law FirmsIn response to increased pressure, administrative leaders are seeking out ways to measure the performance of administrative functions. The drive for performance measurement programs in law firms entails a shift toward careful assessment and analysis of the overall performance of various law firm administrative functions and their respective value to the firm.
Managing the Compensable Workday in a New Electronic WorldEmployment Law StrategistWhat is work? When does the workday begin and end? These seemingly easy questions are not so easy anymore. Here's why.
Electronic Privacy in the WorkplaceThe Corporate CounselorElectronic privacy in the workplace is already a tangled subject, with only a few sure footholds for employers. The Supreme Court’s upcoming ruling in Ontario v. Quon will hopefully provide some unifying guidance in this developing area of the law.
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Headlines
COBRA Subsidy Extended; Further Extensions LikelyIn the midst of the ongoing health care reform debate, Congress was able to unanimously agree on retroactively extending the Federal 65% COBRA health care premium subsidy for workers involuntarily separated.
Managing the Compensable Workday in a New Electronic WorldWhat is work? When does the workday begin and end? These seemingly easy questions are not so easy anymore. Here's why.
Effective Retention of Your Best TalentNew challenges spring from the excess, for the time being, of supply over demand for legal services. Smart firms are using this as an opportunity to reshape their model and to attract and retain lawyers.
Can Your Retirement Plan Survive an ADEA Claim?The Supreme Court has held that, where an employer adopts a pension plan that includes age as a factor, and the employer then treats employees differently based on pension status, an employer will only be liable for disparate treatment under the ADEA if the plaintiff can adduce sufficient evidence to show that the differential treatment was actually motivated by age and not pension status.
February Issue in PDF Format
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