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Much has been written about the impact of the pandemic on law firms and law firm culture. What others are calling the “Great Resignation” amounts to an upheaval in the legal talent market. Partners and associates are making career path and employer changes at an unprecedented pace making talent retention a critical priority. Junior associates still need the apprenticeship-type training and mentoring senior lawyers took for granted, and yet it seems inevitable that hybrid work will remain a long-term reality making it challenging to meet that critical need. In short, the pandemic has brought into focus the need for law firms and law firm leaders to be strategic about fostering the connections, engagement, learning and innovation that will allow them to both attract and retain top talent.
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By Lawrence L. Bell
In this two-part article, we look at the proposed tax law changes in the budget reconciliation bill — the major legislation in 2021.
By Anthony Davies
The law firm office cannot remain unchanged, as if frozen in time set to some date prior to the onset of pandemic, when the terms and meaning have all changed. In fact, the office must now provide benefits or an experience the lawyers and staff cannot get at home.
By Sharon Meit Abrahams
Attorneys need their clients to see them as a trusted advisor and partner in their legal solutions. If the lawyer takes time at the beginning of the relationship to establish expectations, then future conflicts can be avoided or resolved more quickly.
By Tomas Suros
While functionality and features are important, there are a number of additional considerations when evaluating a practice management solution. Will your platform provider serve as a partner that will offer expert guidance and be invested in your ongoing success?