As revealed by the National Association of Women Lawyers’ 2012 Survey, women are not credited as rainmakers at the same rates as men: “Almost half (46%) of all large firms report no women rainmakers among their top 10 business generators . . . women partners are less likely than men to receive credit for even a relatively modest book of business . . .” While business development can be a relatively straight-forward process, it is also arguably one of the trickiest areas for women to navigate. 

Last month the National Bureau of Economic Research released results of its recent research that indicates more women receive raises than their male counter parts, largely because women are more likely than men to haggle and negotiate salary when there is an opportunity to do so. This fact in and of itself is great news – women are taking charge of their careers and sitting down with employers to have “difficult” conversations.  TribeHR decided to delve deeper and create the TribeHR Pay Raise Index – TribeHR concurs with the NBER’s data and found that women receive more pay raises than men - 7.4 percent compared to 6.2 percent. 

The DRI Annual Meeting in New Orleans this month will have the usual great CLE programs and speakers we all have come to expect.  But it will also have a special once in a lifetime event that should not be missed – a party in the Super Dome!  This is not just in the Super Dome seating areas; we’ll be right down on the field itself.  We’ll have the opportunity to socialize and network on the very field where some of the greatest football players of all time have locked horns in epic competitions.  And rumor has it that there will be footballs available on the field, allowing some of our more skillful members to attempt to kick field goals or play the roles of quarterback and receiver.  How often do you get to do that on the Super Dome field?   It is worth attending the Annual Meeting just for the Super Dome party alone. But if that is not enough, think about the great weather, singular gourmet restaurants and world class musicians that populate New Orleans.  It is the perfect setting to sharpen your skills, engage in business networking and have a great time to relax and refresh.  If you haven’t yet registered I understand that pre-registration is not required - you can show up and do it right at the door.  Hope to see you there.

A good workup of a fire scene can ensure that important evidence is preserved and allow you to learn early on what the first responders observed and how they acted.  Visiting the scene can also afford an opportunity to influence the focus of the investigation.  A prompt and thorough investigation of a fire scene is critical to any case.  Documenting the investigation plays an indispensable role to the defense of a fire case.  The National Fire Protection Association (NFPA) publishes guidelines to be followed in fire investigations to ensure effective documentation of a fire scene and to assist in determining its cause and origin.  NFPA 921 undergoes continuing scrutiny and change and staying up-to-date on these changes and developments is highly important.

Tell Us Why You’re Attending!

#10: You can learn the latest trends in IP and business litigation.

#9:  CLE credit.

#8: It’s a great opportunity to network with in-house counsel & more.

#7: Cool dine-arounds at some of the hottest NY restaurants.

#6:  The best in biz will be sharing their advocacy skills.

#5: Learning how to manage all your information without losing your mind.

#4: Did we mention the networking receptions?

#3: Protecting your client’s business & IP interests is a must.

#2:  Because the Yankees aren’t the only sluggers in town!

And Reason #1: It’s the DRI in the Big Apple! Need we say more?

Register Now and Tell Us Why You’re Attending!

And, pretty soon they'll cost less than a burger.

I've sat mostly quiet over the last few years, wondering how something as American as the hamburger could so easily become the focus of so much attack?  What in the world happened?

Over the last decade, we have heard story after story questioning the safety, efficacy and quality of this distinctly American product.  Whether you enjoy a burger on the grill, meatballs in the crock, hamburger (helper) on the stove, a quick burrito in the microwave or a family size helping of meatloaf in the oven, most Americans thoroughly enjoy -- if not cherish -- their ground beef.

But, we also have to pay for it.  In recent years, the cost of ground beef has increased substantially.  And, in the coming years, it now appears; the cost of this product will increase even more. This is because of the extraordinary amount of effort (and science) that is now required to process beef. 

From slaughter and processing to the kitchen table, billions of dollars have already been spent making ground beef as safe (and as perfect) as it can be. 

But perfect is relative, I suppose; and the onslaught of unfounded criticism continues. Set aside the occasional but continuing ramblings about whether ground beef is good for your heart (it is) or whether it increases your risk of cancer (it wont), additional heated debate persists regarding its overall safety and now -- it would appear -- its color.  And, thus, the industry is once again confronted with yet another unfortunate example of reactive sensationalism quickly outpacing reason and science. 

Will the madness ever stop?

Probably not.  So, I wont spend any time here repeating or expanding upon the expert explanations regarding what, exactly, LFTB really is.  It is beef.  And, that issue, I think, is settled.  What I will say, however, is that we should be careful not to expect ground beef to become something it is not. 

We are extremely lucky to have access to such a tasty, plentiful, safe and affordable product.  And, frankly, the health of our nation has in many ways been built on the same ground beef we now discount. 

So, back your burgers.  And, if you have any doubts, just ask your kids about how boring life would become without a virtually unlimited and affordable supply of burgers, meatballs, burritos and meatloaf. 

And, yes, we also need to think about those who struggle just to put food on the table.  We should be very careful, in the end, not to price ourselves out of our most basic needs -- like affordable protein.   As one of my readers aptly noted a few months back, if we don't get our act together soon,"maybe we'll all have to start grilling steaks on the barbecue instead of burgers [just] to save ourselves a few bucks."  

That'd be something.

The U.S. Equal Employment Opportunity Commission ("EEOC") recently announced the adoption of a four-year strategic plan that focuses on, among other things, continued efforts to address "systemic discrimination" in the workplace.  

Not surprisingly, the EEOC's strategic plan sets forth a primary objective (which the EEOC acknowledges will exhaust the majority of its resources) to combat employment discrimination through administrative (e.g., investigation and conciliation) and litigation enforcement mechanisms with regard to private employers, labor organizations, employment agencies, and state and local government employers and through adjudicatory and oversight mechanisms Congress has given the EEOC with regard to federal employers.  

Based upon the EEOC's admittedly limited resources, the strategic plan states a need "to think strategically about how best to target its efforts to ensure the strongest and broadest impact possible in its efforts to stop unlawful employment discrimination."  In this regard, the strategic plan asserts that a top priority will be to continue the EEOC's 2006 "Systemic Initiative" designed to identify, investigate and litigate cases of alleged systemic discrimination (which the EEOC describes as "pattern or practice, policy, and/or class cases where the alleged discrimination [often by a single charging party] has a broad impact on an industry, profession, company, or geographic area").  

We look forward to gaining insight on how the EEOC intends to marshal its resources over the next several years - such as through the use of Commissioner charges, directed investigations, and empirical data - to address allegedly discriminatory policies or other instances of "systemic discrimination" from EEOC Commissioner Victoria A. Lipnic during DRI's 35th annual Employment & Labor Seminar, to be held May 2-4, 2012 in Chicago, IL.  If you have not already registered for this event, please access the registration information here and secure your spot today. 

Jury selection, mock client pitches, and personal negotiation tactics, oh my!  The Women in the Law Seminar is not just for or about women.

So many helpful tips and tricks today.  Loved the synergy of humor and energy In the jury selection segment.  Lori Cohen and Samantha Holmes offered fantastic advice on how to navigate jury selection in the Facebook generation.

The client pitch presentation was especially innovative.  A role playing segment that allowed us to examine and evaluate two different client pitching approaches with a real in-house counsel representative.  Amazing props to Ashley Cummings of Hunton & Williams LLP and Jennifer Haltom Doan of Haltom & Doan LLP for providing such great examples of how client pitching works.  Can't wait to see how this presentation concludes tomorrow when April Miller Boise of Veyance Technologies Inc and Marianne Trost of The Women Lawyers Coach LLC evaluate the techniques of each.

Victoria Pynchon's negotiation presentation and breakout session were particularly helpful.  Making the case for why women need to negotiate their way up in the firm, she offered real solutions and strategies on how to negotiate for our bottom line.  Truly motivational and inspirational. 

Media strategy and the tips and tactics of developing female organizational power were the big topics of the morning at this year's DRI Sharing Success seminar in sunny Scottsdale at the Westin Kierland Resort.  The morning started off with TV and radio personality, Mary Katherine Ham.  She regularly defends her political opinions on her morning radio program, The Morning Majority, and against Bill O'Reilly on The O'Reilly Factor.  Her presentation focused on finding our voice and crafting our message and defense in the media - be it in the press, on tv, or on the Internet at large through social media.  Enlightening and refreshing and a great start to the morning. 

Linda Bray Chanow from the Center for Women in the Law spoke next and offered a very interactive discussion on the perceptions of female power in business and law. Simply by starting with a classic scenario we've all seen in our professional careers,  attendees peppered Ms. Chanow with questions and comments. Overall an incredibly collaborative and insightful presentation that will surely lead to continued discussions amongst all the attendees during the rest of the seminar.  Definitely excited to see what the rest of day has to offer.