Many firms believe that adding laterals is the easiest and least risky means to law firm growth. However, the reality is that many laterals (more than half in some firms) never achieve their promise or objectives in terms of bringing clients and revenue to the firm.

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The talent crunch when the economy turns up and firms are hiring again will be magnified because so many Boomers are approaching the age when they will "retire" from current positions ' voluntarily or involuntarily. Will there be enough people trained, experienced and ready to capably step into their shoes? How will the Boomers who want to stay be productively employed for mutual benefit?

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The new healthcare bill will require employers to make a major decision: should they provide employees with "sufficient" healthcare coverage, or should they just pay the penalties? The decision will require a serious cost-benefit analysis.

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The virtual workplace and telecommuting arrangements create a number of potential pitfalls for employers that do not follow the "traditional" workplace model. When employers have employees who do not "power off" and leave work at work, there are a number of important issues they must consider to manage the virtual workplace.

Employers often labor under the misconception that they can discipline or terminate a probationary employee during the "probationary period" with no legal risk. This, however, is not the case.

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With the passage of the Lilly Ledbetter Fair Pay Act, the EEOC's and OFCCP's increased focus on compensation discrimination, and the government's increased budget for these agencies, compensation decisions are destined to come under increased scrutiny from employees, their attorneys and the government.

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One of the major changes of the recession is how the boundaries of the client-lawyer relationship has been redrawn ' the power now firmly lies with the client as the status of general counsel within their own organization continues to grow.

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Compliance with the new health care reform bill should include not only reviewing thoroughly your company's existing health-care benefits plans and consulting your benefits experts and employment counsel, but also remaining up-to-date on the changes to and evolution of the health care reform laws, which are far from complete. This article provides a brief description of the changes of which employers should be aware.