From ff714472ddac493dfa2c99394841a264ec6fa783 Mon Sep 17 00:00:00 2001 From: Dina Byard Date: Sun, 11 Oct 2026 19:57:20 +0000 Subject: [PATCH] Add The Etiquette of Marketing Tips In Law --- The-Etiquette-of-Marketing-Tips-In-Law.md | 1 + 1 file changed, 1 insertion(+) create mode 100644 The-Etiquette-of-Marketing-Tips-In-Law.md diff --git a/The-Etiquette-of-Marketing-Tips-In-Law.md b/The-Etiquette-of-Marketing-Tips-In-Law.md new file mode 100644 index 0000000..489980a --- /dev/null +++ b/The-Etiquette-of-Marketing-Tips-In-Law.md @@ -0,0 +1 @@ +
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Sounds like you are both putting in about the same time investment in the firm and commitment even though one’s numbers are higher. Frequently, partners start out making even contributions and down the road contributions change (often due to life or family changes) and are no longer in alignment. When level of contributions change - in a healthy partner culture - the partners will be able to talk to each other and sit down and discuss an alternative arrangement that makes sense for them. Sometimes in healthy firm cultures one partner may need to carry the other partner for a while. However, my partner looked at the numbers for 2011 and realized that she made about a third more money last year, both in terms of actual dollars for her work and in terms of origination. However, some firms do not want to practice as team-based firms - they want to practice as groups of individuals. However, until level of contributions change - I have often seen 50% arrangements work well in two attorney firms that are looking to build a Firm - rather than simply their own practice and earn as much money as they can for themselves. However, many smaller firms do still use objective or formula based systems.

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I have seen just about every form of compensation system that there is - from "even steven" systems such as yours to "eat-what-you-kill", other formula systems, profit center systems, objective systems, etc. No particular system is better than another system. You should be able to set an objective and a time frame for your marketing goals, so you can reasonably measure how well you’ve achieved them in the future. The LIKE factor can tips the scales (of decision) in YOUR favour! As one male survey respondent said, "Where I work, women are like oxygen: less and less as you go up." These percentages are well below the corresponding percentages for women in S&P 500 companies. FTAs often deal with [policies](http://39.106.43.96/kendrasiegel61/patti2010/issues/3) that cannot be directly formulated in a domestic standard, like some aspects of labour laws. Except for the EU-South Korea, New Zealand-Korea, China-Switzerland and Canada-Chile FTA, all other FTAs contain an [free article](http://www.szfinest.com:7070/claritastillma/winnie2014/wiki/Combatant-Status-Evaluation-Tribunal) on equivalence.

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