It is remarkably common for a lot of juniors to gang up on SAs, especially here. So common, its almost boring at this point. What is also always hidden in these types of posts is the initial provacations and context. I think its high time people spoke about this.

Simply put, the SAs gets bullied by the juniors and chewed out by the partner as well. Seen it happen many times across teams. In the end the Partner gets to remain squeaky clean, get plaudits and the SA gets the brickbats despite carrying the file.

Yet, barely anyone has the courage to call this out despite its evidence being in plain sight. Just sit in the cafeteria and listen to the conversations. Its one of the reasons why most teams are imbalanced as experience heads for the door. Either ways the conveyor belt goes on.

Toxicity is not limited to a level. Its not a labelling privilege extended to the A0s when their shit gets called out. It is all pervasive. If toxicity is present in the team it inevitably infects all. From the junior most, right up to the partner.

As they say, walk a mile in someone elses' shoes ...

I don't care if my SA was treated badly by the partner or not. If you are doing the same with people below you and passing on the trauma what difference are you making or how are you different than the partner! In such case the SA is not the victim but the perpetrator of toxicity!! My SA was horrible. She was that one bad fish in the pond that we all wished and wished if was not there the entire team would be such a happy place. She was a different kind of sadist person who had fun troubling people. She would get a different type of sadistic pleasure by insulting people, telling them wrong things making personal comments, as if it would satisfy her ego, as if it would raise her level, make her big. If she sees anybody smiling in the morning she would make sure that the person doesn't by the end of the day. Sad people who get angry when they see somebody else happy. She used to act like matchstick and keep fuel(ing) all the seniors against you. She would not tell you anything even if you keep following up on the work the entire day and tell you to redo a document or do changes only at the end of the day only to make sure that she keeps you waiting till late night, and this was done on purpose. Sad part is she was not the only one like this, I knew the people above her were more or less similar. Perhaps she is like this because of them or they have become like her, GOD KNOWS! But what an absolute hell these people make the workplace. It's sad guys, it's really sucks!

You do understand most of the time the partner is torturing the SA and asking them to get the work done?

For the longest I used to hate my SA then I figured my partner who is all sweet and nice to me isn't so with the SA. (My SA was a horrible person in general but most of the toxicity flowed from upstream)

Also, it's a common tactics used by loads of partner who want to maintain a sweet and kind image.

A little advice from an older chap here. As an Associate, you must take a stand for yourself at all times. It is magical how quickly an errant SA will mend their ways and hold their tongue when a bullied associate finally snaps and speaks back. An SA's job includes mentoring their juniors and treating them well. Failure to do so is grounds for pushing back.

It's not just the fact that there's a lot of work - it's the fact that they act so demonic over the tiniest of mistakes that can be fixed so easily - he doesn't have to blow every single thing up. Mine acts like he was born an SA and has never made a mistake at work. Plus when the partner is in a mood and chews them out for something, you just KNOW they're going to pass on the bad vibes, it's only a matter of time

Similar situation. This one SA I work with won’t move a needle and will act so entitled as if he/she has been dying throughout. Will dump work without giving any proper instructions and expect you to churn out a draft as if you are AI. Take leaves on the most important days only to leave you alone to handle everything by yourself. If things go south, your problem, and otherwise, his/her efforts!

I see many posts like this here. Just so you know- venting and bitching about people doesnt actually improve your mental health or your life. Everyone needs to seek support sometimes, but if this becomes a matter of routine or culture, it can lead to fixation on unhappy parts of life and learned helplessness, and increased anxiety and depression. It would be a much better use of your time to leave the office behind when you leave it and find friends who can provide you with meaning outside of negativity.

TLDR: Some amount of venting is fine, too much is harmful. Dont make a habit of this.

Mukul Rohatgi has explained this development succinctly in his press conference https://www.youtube.com/live/YFMroSHeXPg?si=yb-jhuZ5AMAl6u7j

This conference invokes the same presumption of innocence in my mind for Adani, of the kind that I learnt to develop from after the Aryan Khan case was kicked out. I vilified that bright young talent in my mind for no good reason. I must therefore presume Adani innocent until proven otherwise.

Mod note- Merged from another thread.

Mahesh Jethmalani's views on this should be seen by all to better understand the issue https://www.youtube.com/live/hRcD5nx1U2c?si=fQ6LH2sUWAS9ZINF

Mod note- Merged from another thread

Pay close attention to every aspect of this exchange - from voice modulation to placement of rhetoric https://youtube.com/shorts/sOxf7xxRoZc?si=NGzEdG72A3kV_aQ4

I am a 2023 graduate, have a stable job at a reputed place, and some time and money on the side. However, the academic activist in me is still yearning to do policy work. LAMP felt like a good option last year, and I did apply but didn't get through the CV round itself. My CV has not changed much, but my heart still wants to go apply and wants to take the risk of getting rejected again.

Any tips? All my internships have been Gen Corp, and 2 litigation-based ones. How do I get into LAMP? Should I check some other avenues into policy? Need advice.

Technical Questions: They’ll ask you about your previous internships with CAM, kind of work you did, presentation topic, etc.

As far as the “technical” round goes, if you’re thorough with whatever you’ve put on your CV, you’re good to go. Their PPO interview is arguably easier than the internship interviews for some firms out there.

HR Questions:

1. Office/Location Preference

2. Whether you’d like to enrol for their ATP (team rotation program)? In some cases, the team that gives you PPO may bar you from enrolling for team rotation and same would be notified to you in the interview.

3. Above questions are sure to be there. Other than these do prepare for other generic HR questions(just in case) like Why CAM or why law or whatever.

I'm currently a 2nd-year law student. I have an interest in m&a, and I wish to work abroad, but I do not want to pursue an LLM. I have asked many professionals abt it, and I either get ghosted or get told that I'm too young to think about it. I just need a rough and potential path as to what I would need to do so that I can move out of India and work as a corporate lawyer specializing in M&A. It's a humble request if any professional has adequate knowledge in this matter, kindly provide me with some guidance.

im currently a 2nd year law student. I am interested in getting into mergers and acquisitions. however I wish to work abroad but I do not wish to do llm , I have asked many professionals working abroad in this field as to what can I do or what is the path to get settled abroad with a good job as a corporate lawyer specializing in m&a, but I get dry replies, ghosted or them telling me that I'm too young to think abt this now. I want a rough and brief idea as to how to go about it and start planning for my career. It's a kind request to professionals who have adequate knowledge in this matter to kindly help me out

Look this you will get to know the reason on LinkedIn: https://www.linkedin.com/posts/puneet-bansal-1471389_dear-all-i-am-happy-to-inform-that-i-will-activity-7173996336831291392-MeR9/

Hi, that's the case with all freshers unless you are blessed with really good seniors, but that's an exception. The general rule of this sad industry is that as a starter you will be treated bad , looked down upon and half of the time won't be even explained what is expected of you, be it corp or litigation it's the same shit everywhere. But that's not reason to stick to a bad place despite its vices. Switch switch and switch! Ofcourse we will never find a rosy work place but if a place that you are in right now is 10/10 bad, maybe you will find something that's only 8 or 9/10 bad, which is still better. That's for work culture.

Second money, bro money is everything and everything. You can still try to survive a toxic place if it else gives you good money to endure it untill the end of the month. But thats not the case with your story. Then why are you even there at this place bro? I am sure you will find something else that has atleast either of the two factors - good work culture or money. And if you are getting neither of it here, what's the point?

On this platform, we mostly see law students and lawyers posting about their experiences.

But Recruiters also play an essential role, especially when dealing with senior level hires.

Recruiters - please share some stories of your first hand experience handling partner movement/ PA level lawyers.

Have you come across some unique demands/ ego battles for which certain transfers went through/ didn’t happen?

Have you seen the negotiations up close that happen when a partner moves with/ without his/ her team.

How do some partners like to hire? Do they have a proclivity for a certain type of individuals/ background?

This year has seen an unusual number of movements, especially partner level exits to and from a firm. Spill the secrets! Share some insider scoop!

Pleas note: No names basis. Just seniority of partner/ lawyers and your insights.

Dear Legal Re'searcher

Please understand the difference between:(a) an Institution of Eminence Deemed to be University; and (b) a Deemed to be University.

Kindly refer to the definition of "Institution of Eminence Deemed to be University" in the UGC (Institutions of Eminence Deemed to be Universities) Regulations, 2017.

A little bit of "legal research" before you allege others aren't prudent enough to understand these matters, would have been prudent on your part.

Just open their website and read what JGU themselves have written! OP is a JGU alum bro. This name change happened after JGU became an IOE.

Next time do a google search. Doesn't cost you much.

And @LI Mods, why is this trollish? It's just stating facts!

No one will. The so-called “woke” crowd abandoned him after Ayodhya, and his retirement has made him largely irrelevant in their discourse. If DYC steps into the role of NHRC Chief—a position that seems to have been quietly reserved for him for some time—it’s certain they’ll make noise, perhaps even in their usual, performative ways. The same backlash is likely if he takes up any other public office or responsibility.

However, his true legacy and caliber as a competent and impartial judge will ultimately be reflected not in public noise but in the volume and significance of arbitration and mediation work he attracts in the years ahead. That’s where the measure of his reputation will truly lie.

You are living in lala land if you think there is any semblance of work life balance in disputes. At best, you may have some amount of leave in the court vacation (but priority is given to seniors in the team who will want to maximize the opportunity). Taking leave during non court holidays is next to impossible and there are hardly any "seasons" in disputes.

Depends on the firm. TMT has be advisory or transactional. Usually has some litigation related aspects but those aren’t handled in house. Transactional work primarily centers around the data privacy or technology chapter of the DD report. It varies based on the client and entity. Advisory work will depend on the query.