Last month, we explained that in order to stay ahead of the competition in today's economic environment, a law firm needs to be flexible and agile in adapting to change, whether through a corporate restructuring, adopting new technologies or processes, or introducing new products or services. We discussed a number of important ways of doing so, and we conclude this month with a final major area: IT.

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Many firms have instituted elaborate machinery for their recruiting (entry-level and lateral) and orientation, but there is a long way to go toward stellar results regarding orienting, integrating, and retaining those hard-won recruits. Some of the difficulties are generational; others can be traced to the traditions of partnership culture, which often lacks openness about management and how the firm handles the business of law. This article focuses on pumping up orientation programs.

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Being civilized means living, learning and working with others in an environment which is conducive to interaction and camaraderie. Proper etiquette means using all the high-tech tools we now possess in a manner in which we can build relationships and show others we are available and open to them. Technology should make our lives easier not more complex, so think before you turn on your Ipod next to that stranger on the plane.

In today's Internet age, from strictly a networking standpoint, the world is officially your oyster. Never before has it been so easy for attorneys to communicate with clients and colleagues from all over the world to attract, develop and secure international business.

Law-firm marketing in the UK has witnessed some important developments over the last three years. Firms of all sizes, from large international players to smaller niche firms, have made sizeable investments in their business development departments. U.S. firms with a presence in the UK and Europe have also invested heavily in this key area.

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What I think is that for the most part, women in law have feared being themselves because if they showed their 'feminine side,' they would be perceived as not good enough or smart enough to succeed. I am here to say that's just rubbish."--Elizabeth Anne 'Betiayn' Tursi

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Legislatures and courts alike in several jurisdictions have extended existing anti-discrimination laws to transgender people, and some employers have followed suit with changes to their non-discrimination policies. Employers are thus advised not only to familiarize themselves with the current legal landscape for transgender rights, but also to consider the practical implications of such laws on their own efforts to provide an inclusive and non-discriminatory workplace environment for transgender employees. This two-part article will explore the legal landscape and its implications.

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The first part of this article discussed the current state of the law with regard to the legal standing of unions to represent and litigate on behalf of retirees. The conclusion herein addresses cases involving the presumption of vesting, and offers tips for managing changes in retirement plans and negotiating future plans.