LJN Newsletters

When used in a conscious and planned manner, social networking sites can offer a number of benefits to the firm as well as individual attorneys and staff.

Many firms have recognized the need for strong business, marketing and technology management and have hired well qualified and highly compensated individuals to fill those areas of need. However, the area in which only minimal progress has occurred is in the most crucial area of Law Firm Leadership.

Unlike the bona fide occupational exception to the ADEA, the permissibility of mandatory retirement ages for partners in law firms depends upon the position that partners are not employees for the purposes of federal anti-discrimination law.

Surviving in the "new normal" requires recognizing both "hot" and "cold" trends. Here is a look at significant trends affecting law firms.

It is vitally important that partners examine the culture of their firm before making blanket modifications to the partnership structure or admission practices simply to satisfy current, and perhaps short-term, economic issues.

One question that many courts have grappled with is whether and to what extent accommodations must be made for a disabled person who engages in misconduct as a result of his or her disability. This article examines the divergent approaches that courts have taken in their resolution of that issue.

A recent settlement between New York-based law firm Kelley Drye & Warren LLP and the U.S. Equal Employment Opportunity Commission (EEOC) compels a second look at mandatory retirement in law firms and other partnerships.

In an interesting published decision, the U.S. Court of Appeals for the Fourth Circuit has held that an offer of less favorable severance benefits to a female may constitute sex discrimination in violation of Title VII. This article takes a closer look at this case.