More Biglaw Firms To Cut Partner Draws Before Resorting To Layoffs, Furloughs

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A typical reduction is in the range of 30 percent. I will be surprised if at least 80 percent of the top 200 firms in the U.S. have not made such a move by April 15th.

— Law firm management consultant Patrick McKenna, commenting on the likelihood that more Biglaw firms will cut partner draws and distributions, including draws for retired partners, thanks to the coronavirus crisis. McKenna says that quite a few firms have already reduced partner draws. Click here to see the ones we know about.


Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

Need A Data Privacy Lawyer? Why Interim Talent Is A Smart Solution

If you are a company that handles and/or collects your client’s personal data, you might be in trouble. Prior to May 25, 2018, the only real data privacy protections we saw were the Children’s Online Privacy Protection Act (COPPA), enacted in 2000 to protect children from online predators. Then, the European Union enforced the General Data Protection Regulations (GDPR) as the first big regulatory shift in Data Protection since 2000, which mandated inter alia, that business enact appropriate technical and organizational measures to implement data protection, information systems must be designed with data regulations in mind, privacy settings must be revised and can be revoked, and that a Data Protection Officer (DPO) must be assigned to be responsible for managing GDPR Compliance.  Essentially, GDPR gives EU citizens greater control over their personal data, privacy and consent. 

Then the California Consumer Protection Act (CCPA) took effect January 1, 2020, despite some major pushback from Silicon Valley. It armed all residents of California with a comprehensive new arsenal of privacy rights, including the right to request a disclosure of any personal data shared and the right to request the permanent deletion of that data. The CCPA applies to any business, including any for-profit entity that collects consumers’ personal data, which does business in California, and satisfies at least one of the following thresholds:

  • Has annual gross revenues in excess of $25 million;
  • Buys or sells the personal information of 50,000 or more consumers or households; or
  • Earns more than half of its annual revenue from selling consumers’ personal information

Although the statute was put into effect on January 1, 2020, the only enforcement of the statute as of that date relates to suits involving data security breaches. A company cannot be a defendant in a civil action for the privacy-oriented provisions of the CCPA until July 1, 2020 – when the Attorney General can bring enforcement actions founded on any provision of the CCPA (regardless of whether such a provision relates to privacy or security, or one of the Attorney General’s regulations).

Why Interim Talent Is the Best Way to Go

If you are an in-house attorney, these rules likely affect your company and while you still must perform your normal day-to-day responsibilities, you now have so much more on your plate to prevent lawsuits for non-compliance.

In the current climate, where we are all forced to work from home, it is nearly impossible to interview suitable candidates who can join your team full-time as Privacy Officers and help with the July 1, 2020, deadline. Instead, data privacy-related work is particularly well-suited to the interim talent model because experts can join your team immediately, without required full-time overhead and the option to convert to permanent later on still exists but is not required. Here are a few other reasons why interim legal talent is a smart move for your legal team:

  • Interim talent can assist with a variety of substantive work, from providing regulatory advice to preparing and updating IT security policies. Generally, contract attorneys are professionals who require little-to-no ramp up time because they have done this job elsewhere and are just looking for their next role. They usually bring in a wealth of knowledge with transferable skills that you may not have realize you needed.
  • Your legal department may not have the budget to bring on another full-time hire. Or, if you’re a startup still in the early stages of your growth, you may not want to set the expectation for long-term employment. Sometimes it is easier to show the CEO or CFO how a contract employee is a resource that could warrant conversion or added headcount, without just outright demanding more assistance. There is no commitment to bringing these people on as full-time. You can bring someone in for a few months, which can be a nice test-run to see if they would be a fit or are a necessary addition to the team. 
  • Interim legal counsel is more cost-effective than using an outside firm that charges much higher hourly rates. Interim lawyers work at your location and charge only for the hours worked, giving you more control over legal costs. Also, they can work part-time if that would make more sense for your budget or workload.
  • With help from an experienced legal recruiter with vast industry contacts, an interim attorney can often be brought on very quickly. This is perfect if you’re in a crunch related to CCPA implementation and need help with drafting and editing policies and other tasks. Time is always of the essence. The process moves quickly; rather than requesting an attorney and interviewing for months, an experienced legal recruiter will usually provide resumes within 2–5 days of beginning a search for any role. The qualified candidates are usually ready to start ASAP without the wait of a notice period.

Data privacy is a convoluted, ever-changing area of the law. Cybercrimes are at an all-time high, costing companies billions of dollars — and irreparable customer loyalty — each year. As regulators enforce data privacy requirements with more vigor than ever before, in-house legal teams will find themselves in need of an attorney who knows the ropes. 

If another permanent legal hire is not in the cards for your department, an interim lawyer can be the most economical, efficient way forward. An experienced legal recruiter can help you tap into the pool of high-tech interim legal talent and find a lawyer who can help you navigate — and stay one step ahead of — the evolving regulatory landscape.

How Family Can Propel You To The Elite Of The Legal Profession

Cassie Chambers grew up far away from elite institutions, in the Appalachia area of Eastern Kentucky. But in this episode of The Jabot, we discuss how the strong women in her family propelled her beyond the hollers and into the top of the legal profession. Rather than get sucked into the trap of Biglaw, Cassie used her education to help the region she loves.

And Cassie has a very prestigious résumé, having graduated from Yale College, the Yale School of Public Health, the London School of Economics, and Harvard Law School and being a Skadden Fellow. Not content to sit on those accomplishments, Cassie has added author to her résumé, writing the recently published Hill Women: Finding Family and a Way Forward in the Appalachian Mountains. Join us for a great conversation about the compelling memoir.

The Jabot podcast is an offshoot of the Above the Law brand focused on the challenges women, people of color, LGBTQIA, and other diverse populations face in the legal industry. Our name comes from none other than the Notorious Ruth Bader Ginsburg and the jabot (decorative collar) she wears when delivering dissents from the bench. It’s a reminder that even when we aren’t winning, we’re still a powerful force to be reckoned with.

Happy listening!


headshotKathryn Rubino is a Senior Editor at Above the Law, and host of The Jabot podcast. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).

The COVID Crisis Law Firm Layoff Tracker: What’s Your Firm Doing To Survive?

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The rapid spread of the COVID-19 pandemic across the globe has impacted virtually every facet of life. The times we live in are now uncertain, the economy is going downhill, and nothing is normal anymore. If you remember what happened back in 2009, when thousands of lawyers lost their jobs thanks to the recession, you may be starting to have some flashbacks.

Major law firms have been attempting to manage their expenses by using the cost-cutting measures of salary cuts and benefits reductions, and some have even gone so far as to conduct furloughs and layoffs.

Just as we’ve done in the past when it comes to raises and bonuses, we are compiling a table of all the firms that have announced salary cuts, furloughs, and layoffs in these strange times. Today, we unveil that table so you can see exactly how the legal profession is dealing with the coronavirus crisis. We will be updating this table on a daily basis, sometimes multiple times, as more news is announced. If you see any information here that is incorrect or needs clarification, let us know.

Help us help you. Let us know what your firm is doing to survive during this unprecedented moment in time. The following firms have told employees they won’t cut salaries/conduct furloughs or have offered bonuses and special at-home tech budgets: Hueston Hennigan; Cahill Gordon.

As a little reminder, we love covering law firm news, but we need your help. As soon as you find out about salary cuts, furloughs, or layoffs at your firm, please email us (subject line: “[Firm Name] COVID Layoffs”). We always keep our sources on stories anonymous. There’s no need to send a memo (if one exists) using your firm email account; your personal email account is fine. If a memo has been circulated, please be sure to include it as proof; we like to post complete memos as a service to our readers. You can take a photo of the memo and attach as a picture if you are worried about metadata in a PDF or Word file.

Firm Measures Taken Who Is Affected?
Robinson Brog Layoffs Staff (unclear how many employees impacted)
Goldberg Segalla Layoffs Staff (“large numbers” impacted)
Belkin Burden Goldman Layoffs
Salary Cuts
Staff (about 2/3 of staff members laid off)
Lawyers/Staff (salaries reportedly halved)
Womble Bond Dickinson Layoffs
Furloughs
Salary Cuts
Lawyers/Staff (10 percent pay reduction for anyone making over $100K; lower percentage reductions in the $50-100K range and sub-$50K range)
Reed Smith Salary Cuts Lawyers (partners slowing down cash distributions)
Marshall Dennehey Benefit Cuts Lawyers/Staff (suspending 4 percent employer 401(k) match until 2021)
Cadwalader Salary Cuts Lawyers/Staff (partners to forego distributions during “peak months”; 25 percent pay cuts for associates; 25 percent pay cuts for admin staff making more than $100K; 10 percent pay cuts for admin staff making less than $100K)
Rivkin Radler Salary Cuts Lawyers/Staff (partners did not receive compensation in March; 20 percent pay cuts for associates and staff)
Pryor Cashman Furloughs Lawyers (applies to “associates whose workflow has been interrupted by the COVID-19 crisis”)
Baker Donelson Furloughs
Salary Cuts
Lawyers/Staff (partner draws and salary reduced; pay cuts across entire firm; some employees to be furloughed)
Allen & Overy (UK offices) Salary Cuts Lawyers/Staff (partners holding capital call and reducing profit distributions; associates and staff salaries frozen)
Cullen & Dykman Furloughs
Layoffs
Salary Cuts
Lawyers/Staff (at least 30 people laid off or furloughed; up to 20 percent pay cut for lawyers and staff)
Fross Zelnick Salary Cuts Lawyers/Staff (partners taking reduced draws; 15 percent pay cuts for associates and staff)
Curtis Salary Cuts Lawyers (25 percent pay cuts for associates)
Arent Fox Salary Cuts Lawyers/Staff (equity partner distributions reduced by 60 percent in March; 30 percent pay cuts for nonequity partnersl 30 percent pay cuts for counsel; 25 percent pay cuts for associates; 25 percent pay cuts for staff)
Loeb & Loeb Salary Cuts Lawyers/Staff (monthly draws reduced by 20 percent for capital partners; 15 percent pay cuts for income partners, senior counsel, of counsel, associates, senior staff; 10 percent pay cuts for paralegals and all other staff)

Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

They Can’t Find Ventilators, But The White House Did Manage To Source Golf Carts For Trump’s Summer Tee Time

It’s an emergency! No, literally. The Washington Post reports that the Secret Service signed an “emergency order” on Monday to rent a fleet of golf carts from Capitol Golf Cars and Utility Vehicles, a West Virginia company.

For a mere $45,000, an unnamed “dignitary” will ride in style around Sterling, Virginia where Trump’s Potomac Falls club is located. His preferred courses in Florida and New Jersey are closed, but Governor Northam’s stay-at-home order allows golf courses to remain open in Virginia. We’re all supposed to wear masks to walk the dog, but golf is fine as long as players abide by social distancing, remaining six feet apart, and don’t share carts. Hence the need to reserve an entire fleet of vehicles for this “emergency” golf situation.

Is it any wonder that Treasury Secretary Stephen Mnuchin has been fighting tooth and nail to bring the Secret Service back under the aegis of the Treasury and prevent all that embarrassing, mandatory disclosure to Congress of the agency’s spending?

This isn’t a coronavirus emergency, or at least, not exactly. It’s an emergency because the only Trump-branded course available for the president to play on while the rest of country is hunkered down trying to flatten the curve is thirty miles west in Virginia, and presumably the Secret Service needed to get those golf carts rented STAT before they were all gone.

“[T]he term was used to signal a need for expedited handling of the procurement due to deadlines within the agency’s business processes,” explained Secret Service spokeswoman Cathy Milhoan, who would neither confirm nor deny that the “dignitary” in question is the president. But Trump has been unable to golf at all since March 8, so cue those sirens!

The Post reports that the Secret Service has already paid upwards of $420,000 for golf cart rentals, some of it to the Trump Organization directly. That works out to a mere $1,687 for each of the 249 days Trump spent at his clubs since becoming president. What a deal!

Of course, that doesn’t take into account the estimated $132 million American taxpayers shelled out for trips to Trump’s courses since his inauguration, according to the Trump Golf Count website. But that was before the coronavirus pandemic. Before the ten million Americans filing for unemployment in the past two weeks. And the hundred million of us huddled in our houses, homeschooling our kids, worrying about our job prospects, wondering if it’s safe to go to the grocery store, and downloading patterns to sew our own face masks.

“Golf is an excellent avenue for exercise, camaraderie and provides a much-needed distraction,” the club’s manager Kevin Morris wrote Monday in an email obtained by the Post.

It’s a global pandemic and the Pentagon is trying to source 100,000 body bags. Time for some presidential distraction!

Add to list Secret Service signs contract this week to rent golf carts in town of Trump club [Washington Post]


Elizabeth Dye lives in Baltimore where she writes about law and politics.

UVA Grants Waiver, Allows National Guard Student To Continue Studies

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Yesterday, we learned that the University of Virginia School of Law informed a member of the class of 2022, Frannie Skardon, that the school felt she would have to withdraw and retake her classes in 2021 because she was called up as a member of the New York Army National Guard. The school gave her 24 hours to explain why she should be able to stay in school to the Academic Review Committee.

We’re happy to report that the Committee is welcoming Skardon back to class.

Skardon informed the public in a letter to the editor of Virginia Law Weekly:

I would like to thank every person who signed my petition, wrote a letter, or shared my story. I am very moved at the outpouring of support and cannot thank each one of you enough. In less than a day, I received over 140 emails and 5,700 signatures.

This is one of those stories — often rare in the legal world — where common sense prevailed. Skardon’s prior statement made clear that her unit had adjusted her work schedule to allow her to remain fully engaged in class, so there really was no reason to turn her away.

But there really was no reason to have put her through any of this in the first place. As we pointed out yesterday, Columbia faced the exact same issue and celebrated the student rather than create an arbitrary 24-hour review process. Tipsters from UVA Law told us overnight that the students and faculty were more or less in lockstep in supporting Skardon’s plight. This is just one of those unfortunate situations where somewhere along the chain, someone decided to let the text overwhelm common decency.

Thankfully, the school ultimately got it right.

Earlier: UVA Deciding Whether To Force Student To Withdraw From Law School Because Her National Guard Unit Was Called Up


HeadshotJoe Patrice is a senior editor at Above the Law and co-host of Thinking Like A Lawyer. Feel free to email any tips, questions, or comments. Follow him on Twitter if you’re interested in law, politics, and a healthy dose of college sports news. Joe also serves as a Managing Director at RPN Executive Search.

Biglaw Firm Assures Associates They Will Not Cut Salaries Or Furlough Lawyers

2020 is pretty damn scary. The global pandemic is ruining pretty much everything, and that includes the economy. Biglaw is reeling — layoffs, furloughs, and salary cuts are being announced with a disturbing frequency (if you’d like to sign up for ATL’s Layoff Alerts, please scroll down and enter your email address in the box below this post). Even at Biglaw firms that haven’t taken cost-cutting measures thus far, associates are looking over their shoulders, worried that their firm will be the next to announce cuts.

But at least one firm has taken the the time to reassure associates that the coronavirus economic upheaval will leave them unscathed. Yesterday, the Executive Committee at Cahill Gordon sent an email to all associates touting the firm’s storing financials, buoyed by “the strongest first quarter results in the Firm’s history.” And the email went on to let folks know not to expect cuts at Cahill:

There have been recent reports of some law firms taking steps to manage their expenses by reducing attorney salaries and furloughing lawyers. Please rest assured that the Firm is not considering any actions like this, We are extremely gratified by the efforts and cooperation of our attorneys during this difficult time. It’s great to see our lawyers step up to the challenge of working under these conditions. We are highly appreciative of all your efforts and we recognize ow fortune we are to have you as part of the firm.

Kudos to the firm for taking at least a little of the stress folks are feeling right now off the table.

Above the Law has also heard rumors (but not substantiated, yet) of other Biglaw firms trying to reassure associates there won’t be layoffs or other cuts. If your firm has made these overtures, please reach out! Our vast network of tipsters is part of what makes Above the Law thrive. You can email us or text us (646-820-8477).


headshotKathryn Rubino is a Senior Editor at Above the Law, and host of The Jabot podcast. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).

Law School Deans Call For Major Changes To Bar Admission

The July administration of the New York bar exam is officially off and the New York State Bar Association’s Bar Exam Task Force has put forward a number of proposals, asking for a September administration and seeking practice waivers in the meantime to allow students impacted by the delay to practice immediately for some period of time under the supervision of admitted attorneys.

The students who wrote the mass letter requesting diploma-privileged admission for the classes dealing with all of this are sticking by their position that a September date doesn’t solve the problem if it just gets pushed off again after the students put in weeks of studying and resist practice waivers as a flawed solution because it just pushes off the bar exam to a future date when they have to study and perform their day jobs simultaneously.

Into this mix, the deans of the 15 New York law schools have offered a letter outlining the issues they see with the bar exam question. In the short-term, the ideas don’t drift far from what’s already on the table, but the letter outlines the opportunity to make some broader changes to the licensing process while we’re at this crossroads.

Delay in the admission of our 2020 graduates to the New York bar is likely to cause our students profound harm in a time already marked by suffering, intensifying financial hardship and exacerbating the unfairness of their plight. Even if a date for a September examination is set quickly, the unpredictable public health situation means that our graduates will still lack the certainty needed to structure their lives and finances. This uncertainty will particularly disadvantage graduates who already would have struggled to piece together financing to bridge the time between graduation, taking the exam, and starting work⎯even if the exam had been administered in July. Graduates in those circumstances are disproportionately likely to come from communities underrepresented in the profession. Many such graduates have relied upon loans to finance their legal education and do not have families able to support them financially, and some are in the position of financially supporting others. Delaying the date of admission to some unknowable future date threatens real harm for these graduates.

The deans also note that almost half of the graduates of ABA-accredited law schools take jobs with the government, public-interest organizations, and small firms of under 25 attorneys — all employers that tend to serve the public interest or clients that are in some way underserved. That’s why the deans say an 18-month practice waiver requiring graduates to take the bar exam in 2021 is the minimum accommodation required.

But those key employers are also the employers with fewer resources available to let new hires just take a bunch of time off to go take a test. Biglaw could, if it wanted to, tell its new blood that they’re getting the summer of 2021 off — with pay — to take the test, a luxury the public sector just can’t afford and one lawyers working in the public sector and hoping to keep roofs over their heads definitely can’t afford. That’s why the deans are recommending a solution that we’ve forwarded here at Above the Law, but never really thought would get this kind of high-profile traction:

In addition, we ask the Court to give serious consideration to going beyond this temporary, practice-order approach in one important respect. In light of the challenges of preparing for the bar examination while holding down a full-time job, we believe the Court should consider allowing members of the Class of 2020 who successfully complete a period of supervised practice to seek admission to the bar without sitting for the bar examination. Even more than a regime of provisional permission for supervised practice while preparing to sit for the bar, such an approach would mitigate the harm caused to the Class of 2020 by the postponement of the July 2020 bar examination.

A functional apprenticeship track! It may not be the right solution for everyone, but in a world where we’re constantly concerned that law school creates lawyers on paper that lack practice-ready skills, what if the bar to licensing actually focused on “building practical skills”? A bar exam does nothing but make sure people who already passed law school can… pass another law school test. Making a practical route to admission would be revolutionary for New York.

The deans aren’t advocating for such a wholesale change right now, but if this proposal were to work out, it would be hard to imagine putting the toothpaste back in the tube. And maybe that would be for the best. Since getting a job is already hard, over the long-term, these apprenticeships should be handled through law schools and replace the third year, but I digress. That can be an article for next year when we’re all wondering why we don’t just go forward after a successful pilot program.

But it’s such a drastic departure from the status quo that it will face opposition. How does one guarantee that an applicant is actually learning anything practical while employed? What about supervising lawyers who are themselves… bad at their jobs? Maintaining quality control will require a lot of thought. We’ve done this before, but it could prove a difficult transition even in the short-term.

And then the deans just throw in this last grenade and close the door:

We further urge the future consideration of the administration of the bar exam online. Although we recognize that moving the exam online requires careful exploration of technological complexities and coordination among jurisdictions, it is evident that, were such an option feasible now, it might enable the profession to adapt more deftly to the unanticipated challenges of this global emergency.

Moving the bar exam online. Where nothing ever goes wrong.

That’s just daunting enough to make everyone think that apprenticeship might be doable after all.

Check out the full letter on the next page.

Earlier: Over 2,000 Law School Students Sign Letter Seeking Diploma-Privileged Licensure
Bar Exam Task Force Eyes September Test, Proposes Practice Waivers
July NY State Bar Exam Officially Off


HeadshotJoe Patrice is a senior editor at Above the Law and co-host of Thinking Like A Lawyer. Feel free to email any tips, questions, or comments. Follow him on Twitter if you’re interested in law, politics, and a healthy dose of college sports news. Joe also serves as a Managing Director at RPN Executive Search.

Managing Evolving Client Relationships Remotely

Litera’s business continuity series dives into the unprecedented challenges we are all facing and looks at how technology can help provide what law firms need to continue serving their clients, even while their teams are working remotely, unable to travel or meet face-to-face with clients, and otherwise disrupted from their regular routines. You can find the introduction here and part two, about working remotely, here.

As law offices continue to close in response to the coronavirus pandemic, individual lawyers have to adjust to working remotely while helping clients navigate an incredibly challenging time.

Fortunately, lawyers are quite adept at juggling conflicting needs and pressures — it’s a hallmark of the legal profession.

However, this pandemic has stretched many lawyers past the bounds of that stoic facade. Businesses face incredible challenges as revenue slows and the world becomes more conservative about spending. Critical investments that seemed certain, deals projected to close in the next month, payroll obligations coming due, vendor relationships and contracts are all impacted by the pandemic. Some businesses will not survive, deals may be scrapped, and investments might be delayed. Clients need more than just legal counsel. How you can maintain your client relationships under the weight of this extraordinary stress? How can you be there for your clients when you literally can’t be there? My advice is this: think broader about how you can advise your clients, think about what you can do.

Here are four meaningful ways that can help you manage and add value to your client relationships during the coronavirus crisis.

  1. Understand that legal advice can impact business decisions.

Much attention has been given to force majeure clauses that allow businesses to terminate contracts under extraordinary measures, with technology emerging to allow teams to find and understand these clauses. However, in a connected world, it is important to understand and think through the overall impact of exercising these provisions in addition to navigating many different challenges currently faced by clients. How best can you help position your client for success in the future? Do you understand the depth of their relationships and business needs that you can help guide them through these critical decisions?

Help clients identify key relationships that need to be preserved and maintained for future success of the business. Rather than terminating contracts, what approaches can they take to maintain relationships long term. Understand how they can leverage options from the Federal stimulus bills to maintain business continuity. Help them understand how they might think through ways to conserve cash flow without negatively impacting business reputation.

  1. Use tools to communicate effectively.

Face to face meetings with white boarding sessions are still possible if you leverage collaboration and communication tools to connect with your clients and can help you better gauge client response and receptiveness.

Project management tools can help you map out business milestones and key action items to pursue with each option. For example, if an investment transaction is put on hold, what is the current runway, at which inflection point do you add additional cash flow restrictions and what do you need to share with current investors to pursue smaller internal rounds. For clients navigating exit strategies, you can leverage collaboration tools to better assess options and identify next steps together in real time.

That said, you do need to maintain security around your clients’ information. Work with your firm on getting VPN access for sensitive transfers and ensure your email is secure.

  1. Empathize with your clients.

Listening to your clients is critical right now. They need to be able to share all their concerns with you. You have an opportunity to build enduring trust with clients by taking the time to really understand their concerns, issues and needs.  Be proactive about keeping in touch so your clients don’t have one more thing to worry about. This isn’t just about keeping your clients posted; it’s about reassuring them that you are there for them and on the job.

Note that I’m talking here about communicating on a one-to-one basis, not sending generic email blasts to your entire client list. Everyone is getting enough of those communications already! Keep in touch but focus your messages on your clients’ needs rather than your efforts to stay operational. Your communications should be effective and efficient, which will ensure that they’re responsive to your clients’ concerns while also being respectful of their time. Don’t overlook the power of connecting with your clients on a human level. You have the opportunity to deepen relationships even while physically separated.

  1. Keep your clients’ deals moving.

It’s just a reality of the unsettled economic forecasts that some deals may be delayed, postponed, or canceled altogether. But you can help keep them organized, on track and accelerate closing.

I built Doxly — which is now Litera Transact — out of frustration with how slow, tedious, and paper-based transactions were. Those drawbacks are only accentuated now. For deals that get put on hold, it is hard to comb through emails and notes of conversations to find an accurate picture of where you left off. Physical signatures require in-person contact with paper packets and often with the couriers who deliver them. These contacts can increase individuals’ risk of exposure to coronavirus, reverse efforts at social distancing, and interrupt required quarantine or seclusion periods for those who may have been exposed.

Typical signature packet assembly also requires printers and scanners that can handle large volumes of paper. With transaction management tools, you can decrease time and the physical tools required for creating signature packets, tie seamlessly into digital signature tools and create electronic closing books which allow deals to be completed without the delays or the potential exposures associated traditional closing measures.

Yes, this is undoubtedly a difficult episode in our personal histories, but with the current state of technology, lawyers can continue to serve their clients through it. By accessing documents and other information remotely, holding meetings virtually, and eliminating the need to physically sign or mail transaction documents, you can maintain and even strengthen your client relationships.

This last point is so important — and the consequences in terms of human health risk so critical — that Litera is offering a lite version of Litera Transact free for six months. This version will allow lawyers to keep their clients’ deals on track by creating checklists, assembling closing books, and obtaining signatures digitally. That means no face-to-face contact, no paper, no couriers, no mailing, and no trips into the office.

In the next part of our series, we’ll take a closer look at how lawyers can streamline their manual processes — or do away with them altogether — in their new #wfh reality. If you missed it, you can find the introduction to our business continuity series here and last week’s post on how to help lawyers work remotely here.