How “Lone Wolf” Partners Fare Poorly in Big Law Firms
How "Lone Wolf" Partners Fare Poorly in Big Law Firms
Summary: A federal court opinion made last week illustrates insights into how big law firms are disparaged by "lone wolf" partners, who may be essential to retain for their skills, but seen as thwarting long-term strategies of the firm.
In this news article, we quote from a recent matter concerning partner pay discrimination in a big law firm.
It seems natural that attorneys, law firm partners, or any employee in an organization will want to become indispensable for the outfit, because it increases his or her personal stability within the business environment. However, there are many ways to go about creating such a situation, and one has to take care that in trying to become unique or indispensable, one does not create a bottleneck in execution of business objectives.
At the very least, one should not be viewed as a bottleneck by the management, because this will have direct implications on the career of the concerned employee. Even if the firm continues to retain you because of your unique skills, such conduct will still affect your career and compensation.
The Sixth Circuit's opinion in the matter quoting from the deposition made by the law firm management in Carey v. Foley & Lardner mentions:
"From the beginning of Carey's employment with Foley, the Management Committee noticed problems with Carey's method of practice." The Management Committee commented that Carey: