Bonnie Jones

'New C-suite roles must be integrated, not balkanized'  Many points raised in Forbes's recent article on Big Law hiring resonate with the findings in our Q3 Technology & Transformation Executive Hiring Analysis. We’re seeing a clear upward trend in hiring at the C-level as law firms drive transformation to stay competitive. We’re in the final stages of completing our report, If you’d like a copy, please register via the link in the comments.

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The US Supreme Court just made a significant decision regarding lateral job transfers and discrimination under Title VII. This could impact your workplace policies and procedures. Read more about the implications of this ruling in our recent blog post. https://lnkd.in/gsciR4Kk #caemplaw #cdflaborlaw #discrimiation #courtdecsions #titlevII

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This is such a great read for those who are thinking of changing your career path. For me, I loved the practice of law; I was tired of the business part of it (making clients, keeping books, being ops, etc.). I was addicted to the money and the ‘WINS’. I was burned out; riding super high or low on any given moment. My break up with the practice of law took 5 solid years. Now I get to use my legal skills and leave the rest behind. #career #careerchoices #choices #breakup

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I was interested to see the results of The American Lawyer's Midlevel Associates Survey. Surveys are always engaging and sort of provocative- after all, some firms win and some lose. Surveys can also be sort of flat, though, if they lack proper context. This article by Dan Roe provides that context. It is a spot on and insightful view into the minds and experiences of these midlevel associates. Dan's perspective can also be helpful to partners and firm leaders in thinking about how to keep these midlevel associates happy.

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What a timely and great publication. Mental health matters and it is real.

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Use these three revealing interview questions by Jamy J. Sullivan, JD, Executive Director, Legal Practice Group, Robert Half, to unlock hidden dimensions of the candidates you’re considering bringing into your law firm or legal department. #RHThoughtLeader

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The Maryland Justice Passport (MJP) is a free, trauma-informed digital tool designed to help Marylanders take control of their legal journey—without the stress of legal jargon or the need for a lawyer. Whether you're facing a court case or just need to stay organized, MJP is here to support you every step of the way. Here’s how it works: Organize your case info: MJP acts as a secure, digital portfolio where you can store your important documents and case details. Track deadlines & next steps: Keep everything on track with reminders for upcoming court dates, tasks, and critical deadlines. Get referrals to legal services: MJP connects you with local legal aid organizations, making it easier to find the help you need. Stay in control: With MJP, you decide how to manage your case. You’ll have full access to your information, helping you feel more confident and less overwhelmed throughout the legal process. The Maryland Justice Passport empowers you to manage your legal issue in a way that works for YOU. Create your own passport for no cost at https://lnkd.in/eSpc8QhE #MarylandJusticePassport #LegalTech #AccessToJustice #GivingTuesday

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How would you rate the compliance program standards from the government for preventing harassment? a.  Outstanding    b.  Sufficient   c. Needs work, or  d. Embarrassing If you compare government standards for compliance efforts in the US for this one area (harassment prevention) to those we apply in every other compliance area, why is this area so starkly minimal?  See the comparison we offer that highlights this difference, in Compliance and Ethics:  Ideas & Answers.  https://lnkd.in/eYyhM-CM

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📣 #DSHRM #Legal Update 💼 "No Luck in the H-1B Cap Lottery ... What Now?" By Christian Allen, Principal Attorney & Founder, AMS Global Immigration, PC; DSHRM Board of Directors - Resource Partners; DSHRM Resource Partner "Faced with a lack of political will in #Congress to fix a simple, yet glaring, supply vs. demand problem, the USCIS immigration agency is forced to run a random #lottery drawing every April 1st, in order to pick which lucky employers will get one of the coveted H-1B #visa numbers for the following fiscal new year start on October 1st. Historically, the odds of having your employee's name selected in that lottery drawing were roughly 1-in-3...As always, if you have questions or concerns about sponsoring any of your foreign workers in the U.S., don't hesitate to reach out to your AMS Global Immigration attorney. We are your U.S. Immigration Business Partners, and we're here to help!" Read the full article as sent via email by DSHRM, and connect with Chris here: https://loom.ly/4QY-aAk #HR #HumanResources #ImmigrationLaw #LeadWithBrilliance

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"Earlier this month, the National Association for Law Placement (NALP) released its annual analysis of U.S. law school employment outcomes External link opens in new browser window which includes a detailed breakdown of employment gaps based on race and ethnicity." (LSAC) https://lnkd.in/eYGxCjNC #diversityinlaw #legaldiversity #blacklawyers #equity #DEI #legalindustry

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🚨 Join us on November 7th for NYC SHRM's Legal & Legislative Conference! 🚨 Highlights include: 🗳️ US Immigration & Election Impact with Alexis Axelrad from Barst 👩‍⚖️ Effective Management with Michael Jakowsky & Laura Victorelli from Jackson Lewis P.C. ⚖️ Federal/State/Local Updates with Shannon D. Azzaro & Ryan C. Chapoteau from Jackson Lewis P.C. Enjoy breakfast while gaining insights on critical legal updates and interactive discussions! Which session are you most excited about? Let us know! #NYCSHRM #HRUpdates #LegalCompliance #ElectionImpact

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The EEOC released 2017-2018 summary pay data from EEO-1 Component 2 submissions to allow companies to compare their compensation with industry and geographic benchmarks. This data collection was controversial due to the burden imposed on firms and unclear benefits. Valentin Estevez and Doug Owens used the EEOC's methodology to create similar pay data summaries using the American Community Survey (ACS), a well-known and publicly available representative survey of the US population. Notably, they found that the gender pay distributions from both sources are strikingly similar, casting doubt on the usefulness of collecting Component 2 data given the burden it imposes on companies. Pay equity is a complex and detail-intensive issue, and high-level pay gap calculations, such as those constructed from Component 2 data or the ACS survey, can yield misleading findings. #CRALaborEmployment economists have conducted thousands of proactive pay equity and employment practices audits to ensure compliance with the universe of ever-changing employment regulations and mitigate litigation and reputational risks effectively. Click here to download the infographic: https://crai.news/b72

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Interesting Read

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#jobseekers MUST read this entire series by regular columnist Dan Binstock, a top #legalrecruiter who is offering up a four-part series on blunt advice from #toplawfirms on #legalrecruiters. Really, a MUST READ!!

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Our federal employment attorneys together have over 200 years of experience practicing federal employment law and have been named among Washington D.C.’s Best Lawyers. They are key components of a team whose targeted, aggressive legal approach has secured positive results for clients in virtually every aspect of federal employment and labor law. Learn more about our Federal Employment practice at https://lnkd.in/gVrwVT-m #employmentlaw #fedemployment #employmentattorneys

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