You might think the title of this post is a bit self-serving or even self-promotional. Is this post just going to be a backhanded way to hire me, an employment law attorney?
I want to dissuade you of the notion because that’s actually not my purpose. (Really.)
But over the years, I’ve had friends and colleagues struggle with finding the right lawyers for their business. In some cases, my firm (Shipman & Goodwin LLP) might be a good fit for them. In other situations, whether because of conflicts or costs, we might not be.
What I tell people is to take a step back and ask yourself a series of questions to start with. I thought I’d share just a few of them to start the conversation:
- What are my needs? This is perhaps the hardest, but most important question to ask yourself before you start. If you don’t know what your needs are, it’s really tough to find a good match. If a lawsuit is filed against you, then obviously you need an attorney who has experience in the area that can represent you. But is this a one-off matter that will be handled in a few hours, or is this likely to be much larger and need the resources of a firm that can handle this?
- Do I have insurance that might cover the lawfirm’s expenses (or, perhaps dictate what lawyer I must hire)? Some employers have purchased insurance to handle defense of employment-related claims and you might not even know about it. Figure that out first because there’s nothing worse than hiring one lawfirm only to find out that you’re going to have to choose another attorney by the insurance company.
- Do I have a budget? And if so, what lawfirms can work within that budget so that I can maximize my value? Most lawfirms charge by the hour, but will work with companies to try to fit a budget. But will that mean you are working with an inexperienced associate? Or a more senior one or a partner on your issue?
- Do I have related issues beyond just employment law that a general practice firm can best handle? Over the last 15 years or so, employment law boutiques have popped up and for some companies, they may be a good fit (particularly if covered by insurance). But for others, they may have needs that go beyond that? Will you need to find 2 or 3 lawfirms to handle your issues, or should you go with one firm that can service all of them.
- Should I pick a lawfirm or pick an attorney AT the lawfirm? Much like hiring a doctor, there are some tasks that can be handled by a variety of lawyers. But for other issues, you might need to seek out a lawyer with a particular expertise.
- Do I know anyone that is currently using a lawyer that can recommend one to me? You might have found this post via Google, which is both amazing and scary at the same time. If you have, don’t choose a lawyer just because Google ranked them. Rather, if at all possible, do your due diligence on the lawyer. Word of mouth and recommendations from friends and colleagues remains a great way. Keep asking around until you find someone you’re happy with. Don’t just settle on the first name that pops up.
- Can I find out more about how the lawyer thinks through his or her online presence? And if so, does it match my style? Have you always envisioned your lawyer being a “pitbull” who will support your view no matter what? Or do you want someone who can methodically look at your issue and perhaps give you advice you may not want to hear? Or something else? There are plenty of different lawyers with differing styles. Find the one that fits your company.
There’s something I left off the list — ratings. Whether it’s “Best Lawyers”, or “Super Lawyers” or “Chambers” or “Avvo” or something else, be wary of hiring a lawyer exclusively based on such a rating. While it certainly doesn’t HURT to have a lawyer on such a list, there’s far more important qualities to look for in a lawyer.
What else should you look for? Add your view in the comments below.
The post How to Hire an Employment Law Attorney for Your Business appeared first on Connecticut Employment Law Blog.
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