Installing A New Fuse Box In The Workplace

Your home office is a workplace. This means that UK legal guidelines can apply to you as well! When performing any DiY or home improvements, be sure to properly install electrical items and get them checked by a qualified electrician – I have seen many lawsuits where the business owner thought a different rule applied to them just as it was their home – employees need to be protected in all workplaces!

A home’s fuse box is designed to protect against power surges and fires. If there is an overload in the electrical system, caused by a power surge or an electrical short, a fuse in the fuse box will blow, cutting off the power to that area. This helps protect the home from further damage. When the fuse blows, all power to the area served by that fuse connection is turned off. It is possible for a homeowner to install their own fuse box, but they should be sure they are comfortable working with electricity and wiring. There are certain steps to follow when installing a fuse box.

Determine the Amperage Load

Before the homeowner buys a new fuse box, they should identify the amperage load needed for their home. They can work with the city or area utilities or with an electrician to get this number. It is important to get the right number because there are several types of fuse boxes available. Not sure of what amperage load is? Why not jump on an electrician training course – Rebus Training Ltd are a good one in the UK? Once the homeowner knows their current amperage level, they should add extra in case of future additional electrical requirements.

Buy The Right Fuse Box

Once the homeowner knows their current and future amperage load, they can select the appropriate fuse box for their home. They should choose a fuse box based on amperage need, not on cost.

Turn Off The Power

This is a critically important step. The homeowner must ensure all power is disconnected from the main power meter. This helps prevent any nasty surprises like an electrical shock. The homeowner should check each room to ensure all electricity is off.

Remove The Fuses

Once the homeowner has confirmed that all electricity in the home is off, they can then begin removing all the fuses from the old fuse box. This lightens the current fuse box so it is easier to remove and also prevents any broken fuses should the box be dropped.

Disconnect The Fuse Box

Once the homeowner removes all the fuses they will discover there are wires connected to each of the terminals. They can use a screwdriver to loosen the retaining screws on each of the terminals and they remove the wires. The homeowner should be sure to mark each set of wires so they will know where they go in the new box. They should also use electrical tape to wrap the ends of each wire.

Remove The Old Fuse Box

Using a screwdriver, the homeowner can then remove the old fuse box from the wall. They should check for debris or moisture behind the box before they install the new one.

Install the New Fuse Box

Setting the new fuse box into where they removed the old box, the homeowner will attach the new box to the wall. They will use the same wires which were in the old box and connect them to the correct terminals in the new box. They then tighten the screws on each terminal, being careful to not break any wires.

Install The New Fuses

The last step in installing a new fuse box is to install the fuses in the new box and then reconnect the box to the main power meter.

Installing a new fuse box is not difficult, but the homeowner should be comfortable working around electricity. They should be very careful to disconnect the main power before attempting to replace their fuse box.

The shifting Sands of ‘No Win No Fee’ – Why Law Firms are Being Investigated

How No Win No Fee broke!‘No Win No Fee’ is a bit like Marmite – people either love it or hate it! For me, No Win No Fee is a great thing, and very important, as it enables people who are on low income to get some legal aid when they might need it. However it has always had a bit of a negative image, and recently, law firms have been adding to this image by being investigated after not honouring No Win No Fee agreements.

No Win No Fee is more technically known as a ‘Conditional Fee Agreement (or arrangement)’ or a CFA. However, No Win No Fee has become more popular due to it’s simple nature of explaining exactly what it does. It is straight-forward, if you lose your case, you pay nothing. Your solicitor will have to pick up the bill, as they were confident enough of a win to sign a CFA in the first place. If you win your case, you pay the solicitor out of the compensation package you are awarded. The other bonus is that the losing party is usually responsible for at least some of the costs of YOUR solicitor, and the amount you pay your solicitor is limited to what they normally charge on a typical case, so you should walk away with the majority of your compensation.

However, recently there has been an increase of law firms refusing to honour the CFA, and attempting to bill their client after losing a case. Last year, the Legal Ombudsman said they have “…become increasingly concerned about the operation of ‘no win, no fee’ legal services. We have made conduct referrals to regulators about the way some law firms have handled these agreements…”. The reason for this appears to be that law firms are finding themselves in an increasingly competitive area, particularly around personal injury claims, and are having to offer no win no fee more than they feel is appropriate to get the business. When they lose though, the costs are starting to take their toll, and so they review the case fully looking for a way to accuse the client of ‘breaking the Conditional Fee Agreement terms’. They then charge the client for the fee of the solicitor’s time during the case.

The Legal Ombudsman identifed that two major components of these failures was ‘Unclear terms and Conditions’, and ‘Misleading advertising’. They also list a few case studies at the bottom of their report, with one reprinted here in full:

“Miss A was hit with a bill for the other side’s costs of nearly £15,000 by her law firm after her personal injury claim was unsuccessful, despite proceeding under what should have been a ‘no win, no fee’ agreement. The bill came as something of a shock to Miss A. Not only did the firm agree to such terms, it had taken out after the event (ATE) insurance on her behalf to
cover any costs – she thought all financial risks had been protected against. However, our investigator discovered that the firm had broken the conditions it had agreed with Miss A and her insurer by proceeding with the case despite it having less than a 50% chance of success. When the case lost, the insurance company refused to pay out. As a result the firm then tried to make Miss A pay for its mistakes.
Miss A was extremely upset. As far as she was concerned the firm had made it quite clear she wouldn’t have to pay anything if she lost the case. She was also worried about how she would afford it. She complained to the firm in the first instance but the firm claimed it had done nothing wrong. Miss A then contacted the Legal Ombudsman for help. We resolved the dispute informally by asking the firm to honour its agreement and pay the other side’s costs. Miss A told us that she was happy and relieved that we could help.”

It is good that the Ombudsman could help Miss A, but I imagine the torment of facing that bill, along with just losing a compensation case, was emotionally draining and damaging! The Ombudsman is taking steps to ensure that law firms offering no win no fee are taking proper staeps to ensure that when they offer these agreements, the claimant is fully aware of all terms, possible charges and obligations. By being transparent, it should reduce any misinformation and misunderstandings, and make it harder for any unscrupulous firms to take advantage.

Common no win no fee logo

Smart businessmen are already trying to steer customers to them on the back of this, with one firm doing personal injury solicitors Bolton area, positioning themselves as a ‘broker’ style firm, who pass clients to the right solicitor. They claim that because they aren’t tied to any firm in particular, they can ensure the client gets the best service from reputable solicitors. I would imagine this type of set-up becomes more prevalent, to help push out any small, ‘dodgy’ law firms. This could be a good thing, but a better method would be to make the whole process much clearer and ensure any terms are properly set out up front, as advised by the Ombudsman, however, we will see!

The Five Things Your CV Should Include

So here is a post for employees, rather than employers. BUT, there is still some good advice for any HR staff out there, and things to pass on to your own employees when encouraging them to apply for internal positions!

The economy is in a current state of turmoil. The number of people without a job is high and people are facing reduced employment hours or worse. If there is any time when a job is needed, this is it. Keep reading for tips that can help you get a job. When you’re looking for a job, make job searching your full time job. If you already have a job, take time out of each day to search as well. You won’t get anywhere if you only try to work for one or two places. Take your time and create a list of places to apply at each day.

Use LinkedIn as a resource. Their Q&A section is a great place to display your qualifications and expertise. You can also use this area to ask other users questions about their jobs, ideas and experience in certain industries and roles.

Always make sure that the job that you are applying for is feasible from a location perspective. Often, you may want to just take the first job that is available to you, but you do not want to drive 100 miles to get to and from your job each day.

HR People: Offering great holiday benefits is a great way to recruit good employees. Most employers offer only one or two weeks of paid vacation. Perhaps increasing it to three weeks, or offering longer vacations for more time served will guarantee an upper hand in accessing better employees. The longer, the better.

If you are an employer in need of an employee, it is best to be patient. No matter what the situation is where you’re looking for someone to fill an available position, take some time to sit back and be patient about it until you find the right person for your needs. If you hire the wrong person in a rush, it may be difficult to get rid of them if they don’t work out as you had hoped. Alternatively, check and double check you can’t just promote someone from within. It gives all employees a sense of value, and shows you care about staff development and training. This will be a cheaper option too most likely to employing an extra, higher cost person.

Always do some background research on the employer you are interested in. You should read through the official website of your potential employer and look for reviews written by their customers or employees. If you find negative reviews or employees complaining about this employer, you should keep looking until you find a more reliable employer.

Call your local colleges and universities and inquire about what sort of free job assistance they provide. They may have a job board listing local opportunities, resume writing help or even positions within the college they need to fill. They’ll often have a variety of services for the benefit of students which they’ll share with you.

If you are asked about your weaknesses during a job interview, try to be as positive as possible in your answer. For example, don’t say, “I’m very disorganised.” Say something about how you are more focused on being flexible than on organization but that you use tools to keep yourself organised anyway.

When you can, sign up for job alerts on websites. This lets you receive customized lists of opportunities to your email, saving you the time it takes to search these sites every day. Make sure to check your email 2-3 times a day so you can apply right away for an opportunity.

Before you go to the interview, check out the company. They should at least have a website you can visit. That way, asking smart questions and mentioning specifics about the place will be something you can do. A bit of research will help you a lot in impressing those you are interviewing with because it shows effort. This video will help with some easy pointers on interviews:

Take the cash out for sick and vacation days if it is offered. If you want to earn as much as you can at this stage in your career this is a great way to do so. Remember that everyone does need a break from time to time, but not likely as much as you are given.

Older job seekers may benefit by using the functional resume form rather than the chronological resume form. Resume.com has some good tips on this. The functional resume lists major experiences and accomplishments right at the top rather than listing all experiences and accomplishments in chronological order. You could create several functional resumes to target different types of jobs.

Make sure you are networking with as many people as possible. When it comes to finding a job, you need all the connections you can get. Attend professional meetings that are in your field and even outside. If you have graduated, stay in touch with your professors and other alumni. All these people might be able to assist you in finding a great job. Even if the job you’re applying for is a casual one, show the interview and employer respect by dressing impressively and professionally. Even if the company has a casual atmosphere, it pays to present yourself in a professional manner.

Never wear strong fragrances when you are out looking for a job. Even if you find the scent to be quite pleasant, there is a chance that the hiring manager may have allergies or an aversion to the smell. It is best to smell like soap and lotions instead of cologne and perfume. I remember one time when a young man had far too much Lynx on – I couldn’t wait for him to leave – is that the impression you want to create? What do you think I remember him for? Exactly.

When dealing with employees, especially lots of them, it is important to maximize their productivity. Think about it. If you have ten super productive employees, you can save yourself, hundreds of thousands of dollars on benefits and wages, as compared to hiring twenty or more employees. As such, find ways to maximize productivity.

If you are an employer looking to save a little when tax time comes, and you have a job that is pretty simple consider hiring a disabled worker. The federal government offers all sorts of tax benefits and advantages to doing so. This will save you a ton of money, and at the same time; the work is still getting done!

Don’t lie on your resume about your skill sets. You may feel like you need to stretch the truth to open doors, but more often than not your lack of the skills, in reality, will be found out pretty easily by a savvy interviewer. Instead, teach yourself the skills you need to know to make you more attractive to hiring companies.

Be sure that you are well-groomed before going on your interview. A professional appearance is very important if you want to make a strong, first impression on your interviewer. Wear clothes that are appropriate for the type of job that you are applying for. When you look the part, the hiring manager can visualize how you can fit into his organization.

When a hiring manager calls you to set up an appointment, inquire about the format of the interview. Will you meet with one interviewer, or is this a panel discussion? If it’s the latter, ask for the names and job titles of all interviewers. This allows you to provide enough copies of your resume, and also to prepare for the experience of interacting with multiple interviewers at a time.

A part-time position can help you make a little money while trying to get accepted at a new company. Some companies hire part-time employees in order to reduce costs. Also, whenever there is a full-time opening, you’ll be a viable candidate for the position.

Look your best, even if you are simply grabbing an application. You can’t be sure of when the manager may talk to you. Plus, at many businesses, the opinions of front-line employees carry a lot of weight when it comes to hiring decisions. Also, have a positive attitude and always act polite.

When you are writing a cover letter, it is a good idea to address the hiring manager directly. Do some research to find out who that is. This comes across a lot better than using a generic greeting. It will also show the employer you are serious about being a part of the company.

You have the tools and the information to help you land a job in this era of economic crisis, so you it to your advantage. Having a job means that you can provide for yourself and your family members. There’s a job waiting for you right now, so get out there and find it!

These tips are just a few of what I have picked up over the years. Pass them on to your current staff to show you care, or if you’re job hunting, make sure you take note of them!

Martin

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Rise in pay for all junior lawyers follows a freeze of the firm’s pay bands last year

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Legal Week
Firm looks to expand US revenue and incentivise referrals between its UK and Canadian arms.

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Clyde & Co advises Liberty House on Tata Steel UK bid + MORE

Legal Week
Tata Steel is in the process of selling all of its UK operations, it recently turned to Slaughter and May on another sale

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Legal Week
UK firm adds new practice area to its Paris office, which is currently being run out of London by managing partner Sharon White

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Legal Week
Listed firm adds four new partners in 2016 promotions round, up from two last year prior to its flotation

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Legal Week
The international firm follows HSF and Fieldfisher in introducing the scheme this year

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Legal Week
Magic circle firm confirms associate pay rates for 2015-16 with increases of between 2% and 4.6% for qualified lawyers.

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DLA Piper promotes 48 in increased global round + MORE

Legal Week
DLA Piper has promoted 48 lawyers to partner across its global network of offices, up from 44 last year

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Legal Week
Eversheds has promoted 26 new partners, up 18% on last year’s 22-strong round

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Legal Week
Over a third of all the lawyers CMS has promoted to partnership are women

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Legal Week
Head of non-contentious financial services regulation Bob Penn will join the US firm after 17 years at Allen & Overy

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Legal Week
Faz Peermohamed left Ince & Co late last year to join the Norwegian Hull Club as CEO

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What caused ‘abrupt’ end to Reed Smith and Pepper Hamilton merger talks? + MORE

Legal Week
Stephenson Harwood has made its largest ever promotions round with nine new partners being made up

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Legal Week
Despite one of their most challenging years since the early 1990s, the leading US law firms continue to dwarf their UK counterparts

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Legal Week
Skadden Arps Slate Meagher & Flom and Davis Polk & Wardwell are advising on JD.com’s $1bn notes offering

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Legal Week
US firms win mandates to advise on German carmaker’s offering of loan notes to the market

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Legal Week
Pair found they had multiple differences including client base and revenue rates before talks broke down last week

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Government to push advisers for capped legal fees following Freshfields' Eurostar controversy + MORE

Legal Week
UK government to seek capped fee agreements with its external law firms in wake of protests at Freshfields’ £2.8m legal fees

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Legal Week
Pinsents strengthens corporate practice with corporate TMT specialist

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Is the end still nigh? Why the legal profession is still waiting for big change + MORE

Legal Week
The round, which includes two women, is the second since the merger between legacy Charles Russell and Speechly Bircham went live

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Legal Week
How should firms and junior lawyers deal with aggressive – or even abusive – senior partners?

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Legal Week
Given the slow pace of change in the legal market, speakers on a panel at Legal Week’s recent Independent Law Firm Forum ruminated on whether longstanding predictions about major change in the profession will ever come true

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Legal Week
Raft of firms acting in battle for French electrical retailer Darty, which is being pursued by South Africa’s Steinhoff and French company Fnac

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Legal Week
Deutsche Post DHL Group regional legal head Keith Austin and Total GC Gaston Bilder have joined the board

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Irwin Mitchell to scrap Thomas Eggar name as it merges private wealth teams + MORE

Legal Week
UK firm’s new initiative adds multiple clients in just over five months with some won by staff and junior lawyers

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Legal Week
Magic circle firm sets sights on more cross border work as it seeks to enhance its Germany offering

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Legal Week
International firm has hired two KWM partners for its London office as KWM sees the latest in a string of exits in recent months

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Legal Week
Financial regulatory partner James Perry is the latest in a string of partners to make the move from Ashurst to Gibson Dunn

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Legal Week
New Irwin Mitchell Private Wealth brand will include teams from Berkeley Law, Berkeley Hurrel and Thomas Eggar

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Pinsent Masons appoints its first chief operating officer + MORE

Legal Week
DAC Beachcroft has applied to the ministry of Justice in Malaysia to establish a presence in the country with its associated firm

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Legal Week
Chief operating officer joins from Holman Fenwick as the firm also reports its first external board member

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Pinsent Masons unveils ‘disappointing’ 50% spring trainee retention rate + MORE

Legal Week
A month after merger talks with Greenberg came to an end, managing partner Lisa Mayhew remains upbeat about BLP’s prospects

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Legal Week
Magic circle firm engages Cushman & Wakefield as it mulls options for its London HQ before its lease expires in 2021

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Legal Week
Only five qualifiers out of ten in the spring cohort are staying with the firm as Baker & McKenzie keeps 94% of its trainees

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Legal Week
Management attempts to push through changes to partnership deed that would limit partner exits meet with opposition

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Legal Week
Bristol insurance litigation boutique Fox Hartley set to merge with DWF

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Macfarlanes makes up six new partners in all male promotion round + MORE

Legal Week
HSF has hired a team of seven lawyers including two partners from German boutique AGS Legal. The firm has also hired partner Patricia Nacimiento from Norton Rose Fulbright

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Legal Week
City firm promotes six new partners, with no women in the mix

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Legal Week
Firm to allow all UK lawyers to work from home for up to one day per week as Shearman and Mayer Brown make similar plans

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Legal Week
London head Paul Rawlinson is standing against Gary Senior, Claudia Prado and Eric Lasry to replace Eduardo Leite

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Legal Week
Four partners in the magic circle firm’s Paris arm have received offers from Orrick Herrington & Sutcliffe

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'It rips the heart out of the practice' – partners react to KWM’s private equity loss + MORE

Legal Week
Intellectual property head David Rose leaves for Mishcon De Reya as two further partners exit for Dentons and Goodwin Procter

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Legal Week
Partners weigh in on what the departure of the firm’s eminent Paris PE team means

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Eight BLM partners resign including the firm's Southampton and Bristol head + MORE

Legal Week
Firm hit by wave of resignations in its Southampton office following its decision to put jobs at risk in Manchester

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Legal Week
Outgoing senior partner set to open mediation boutique and join the Takeover Panel’s hearings committee when he steps down

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Legal Week
Intellectual property head David Rose leaves for Mishcon De Reya as two further partners exit for Dentons and Goodwin Procter

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Legal Week
The US firm has been investing into its London partnership

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Legal Week
SRA demands law firms carry out review of their links to Mossack Fonseca in light of the biggest ever data breach

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Freshfields poised to launch second legal services hub in Vancouver + MORE

Legal Week
Magic circle firm continues legal services push with plans to open a centre in Canada by the end of the year

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Legal Week
CC wins role as Serco’s lead corporate adviser as Ashurst and Linklaters come off the outsourcer’s list of advisers

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Legal Week
Former Gibson Dunn & Crutcher partner Peter Gray has lodged a claim in Dubai against the firm for unfair dismissal relating to his treatment in the Djibouti case

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Legal Week
The best news, features and analysis from Legal Week over the last seven days

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Legal Week
Freshfields Bruckhaus Deringer has lost its top spot for M&A deal value in Q1 2016 after holding the position in Asia for all of 2015

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Eversheds retains 100% of spring trainees + MORE

Legal Week
US firm also set to pay out hundreds of thousands of pounds in one-off payments to secure team of lawyers from Kirkland

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Legal Week
Eversheds retains all eight of its spring trainee intake, repeating its 100% retention rate from spring 2015

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Legal Week
Security company reports that 48 top law firms were targeted by Russian cyber criminal looking to gain M&A information

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Legal Week
Venezuelan firm InterJuris leaves the DLA Piper Group leaving the international giant with three bases in the region

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Legal Week
Baker & Mckenzie’s London revenue has risen by 9% to £145m for the financial year ending 30 June 2015

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Ashurst hires HSF’s global co-head of TMT in double partner swipe + MORE

Legal Week
Nick Elverston and Amanda Hale join Ashurst after 12 and five years at HSF respectively

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Legal Week
A tumultuous insurance market has caused trouble for many law firms working in the sector, but can expansive Clydes buck the trend?

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Legal Week
Forterra flotation hands lead roles to Gibson Dunn and Linklaters

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Legal Week
The legacy SJ Berwin arm of the firm has been dogged by delays in distributing partner profits in recent months

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Legal Week
Strong financial year for Kirkland sees revenue and partner profits rise once again, despite recent fluctuation among partner ranks

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Allen & Overy elects new global banking heads + MORE

Legal Week
The magic circle firm has hired Norton Rose Fulbright project finance partners Gervais Green and Kate Sherrard

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Legal Week
Asia corporate head Stephen Mok tells Legal Week the firm has a “blank sheet” in Asia as it targets growth across multiple practices

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Legal Week
Slaughter and May has advised Premier Foods on its co-operation agreement with Nissin and rejection of two offers from McCormick

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Legal Week
Philip Bowden and Andrew Thomas take the helm of the practice as current incumbents step down after two terms in the role

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Legal Week
Around 15% of the legacy SJ Berwin arm of the firm will be cut as it fights for global elite status

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Eversheds wins sole adviser mandate for technology company Eaton + MORE

Legal Week
Magic circle firm wins role on broadcaster’s panel as existing line-up see terms renewed

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Legal Week
Eaton appoints Eversheds as its sole adviser across 33 countries over the next three years following tender race

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Debevoise opens in Tokyo

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Legal Week
The US firm launches in the Japanese capital with a three-lawyer mergers and acquisitions team relocating from New York

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Ashurst launches R&D arm

– legalweek.com

Legal Week
The R&D capability will form one part of the firm’s new global innovation initiative, Ashurst Advance

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Legal Week
Partners set to go head-to-head for the job at the magic circle firm’s partner conference in April

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Freshfields posts 82% spring trainee retention rate + MORE

Legal Week
Michael Siebold, chair of global law firm network Interlaw, on how multinational clients can benefit from using a network of independent firms

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Legal Week
Daren Allen’s move follows the breakdown in merger talks between BLP and Greenberg Traurig

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Legal Week
Addleshaw Goddard elects Charles Penney as new senior partner replacing Monica Burch

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Legal Week
The team’s departure follows close on the heels of the departure of BLP corporate crime co-head Daren Allen in London

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Legal Week
Magic circle firm sees retention rate dip slightly as Reed Smith reports retention rate of 58%

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