When you send a document to someone electronically, what's your preferred tool? Do you turn to File Transfer Protocol (FTP)? Or perhaps a thumb drive? For many lawyers and legal professionals (and this won't come as a surprise), the go-to tool is e-mail. It is easy and lawyers get it. But from an IT perspective, e-mail poses many problems.

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If the firm of the future is to compete successfully, the role of the professional is to be aware of the need for thoughtful and professional competition, and to be educated in the skills of competitive marketing.

Growing a firm without updating the way documents are handled is costly and creates chaos. By consolidating all of these documents into a centralized Document Management Software (DMS) system, you have the ability to put documents at the fingertips of the right people at the right time.

Many law firms today steam along with a false sense of security that the cybercrime lurking in today's electronic channels of commerce does not pose a potentially critical threat. They are wrong.

Smartphones, tablets and other portable electronics have swept the nation in the past few years and are now being integrated into people's personal and business lives on a scale heretofore unseen. However, most of these devices were created for the consumer market and not necessarily for business applications. Therefore, confidential, sensitive and proprietary data must be protected both on the device itself and on the corporate network where the data resides.

Despite its promise, there are a number of myths associated with the design and use of technology assisted review, and in particular predictive coding, that have obscured the debate around the adoption of this technology. It is time to put an end to some of these myths.

In-house counsel should examine their companies' breast-feeding policies, including how they handle employees who need time to attend to breast-feeding responsibilities while at work.

In a recent case, even though there was no evidence that the employee had discussed a particular wage issue with other employees, the NLRB nevertheless found violation.