Compliance Stuff

In my group business development training programs, I noticed something unexpected. The curriculum was valuable, but the biggest impact came from the conversations attorneys had with each other. Lawyers who had worked together for years discovered new ideas and perspectives simply by talking about their business development efforts in a structured way. They shared what was working, where they struggled, and how they were approaching opportunities. Those conversations sparked accountability, collaboration, and support that no presentation or worksheet could replicate. What Lawyers Gain from Talking to Each Other When lawyers take part in intentional conversations about business development, the value goes far beyond tips and tactics. These discussions create momentum, deepen relationships, and open doors. Some of the most powerful outcomes include: Practical strategies.   Instead of theory, lawyers hear what is actually working for their peers. How someone consistently turns conf...

A cautionary tale for employers.  EDITOR’S NOTE: Our  Affirmative Action Alert  blog has been re-titled  EEO Compliance Dispatch .   Many companies proactively analyze employee compensation to ensure that any disparities based on race and sex can be explained. This practice is advisable for many reasons: To eliminate or reduce potential liability for pay discrimination by identifying and correcting unexplained pay differentials. To increase employee morale and trust in the organization. To demonstrate accountability to shareholders and others. To develop robust compensation strategies and programs. Pay analyses that are prepared by or for counsel for the purpose of obtaining legal advice are generally covered by the attorney-client privilege. This privilege may be waived, however, if the confidentiality of the communication is not maintained by the client. One drawback to conducting a preventive pay equity analysis – even with the involvement of an atto...