Fleecing the Golden Goose

November 6th, 2009

Posted by: the secretary

Why Insurers Need a Defense to Overbilling Lawyers 

By Jonh Conlon
 published with  ”Claims Magazine”  
 
 Several years ago, the insurance company I worked for decided to open their own field legal office in a Midwest city. When I informed the local claim manager of the decision, he asked incredulously, “Why does the company want to do that? Our local attorney is only charging us $65 an hour.” What the claim manager forgot to mention was that the outside attorney’s per-file costs were among the highest in the region. To be sure, this attorney was engaging in some significant overbilling.

Just like overindulging is a polite term for getting drunk, overbilling is just a polite term for billing fraud. And just as many drunks do not really think that they have a drinking problem, many lawyers apparently do not think they have an ethical problem if they overbill their clients. This sad fact is borne out by a number of important reports and studies over the past two decades. Even the American Bar Association (ABA) has taken official notice of the problems caused by lawyer billing abuses. In 1993, the ABA’s committee on ethics and professional responsibility called lawyer billing problems a “major contributory factor to the discouraging public opinion of the legal profession.”

Abusive lawyer billing practices have also been studied and reported on by a number of legal scholars. Considered by many to be the leading academic scholar on the subject of lawyer overbilling, Professor William Ross conducted three important surveys of lawyers beginning in 1991. His most recent survey in 2006-2007 of lawyers in all types of practice settings found a discouraging upward trend in the percentage of attorneys who not only admitted to billing abuses, but saw no ethical problem with it. For example, the percentage of attorneys who believed that “double billing” was unethical fell from 64.7 percent in the 1995-1996 survey to 51.8 percent in the 2006-2007 survey. (To view past survey results on lawyer billing abuses.

Some legal experts believe that excessive lawyer billing can easily add 15-30 percent or more to legal bills. According to Prof. Ross, insurance companies “may have been the victim of a disproportionate amount of excessive billing.”

Stay On Guard
 While the good news out of all the reports on lawyer overbilling is that the majority of lawyers do not engage in overbilling practices, the bad news is the compelling evidence that a sizeable minority of lawyers throughout the profession do engage in abusive billing practices and that the insurance industry has been a particular target of billing abuse. It is clear, then, that prudent insurers need to take definitive, defensive steps to further guard against becoming the victims of lawyer overbilling.

Taking definitive steps includes implementing tried-and-true measures, such as hiring only reputable attorneys, securing discounted hourly rates, and having in place and closely monitoring good litigation plans. However, these strategies alone have not shown that they will prevent lawyer billing abuses or will result in lower legal costs. In fact, one step — bargaining for lower rates — may actually lead to lawyer overbilling. As Douglas Richmond, a former insurance defense lawyer put it in Professional Responsibilities of Law Firm Associates: “Clients who negotiate discounted hourly rates are vulnerable to overbilling because, lawyers reason, they are not truly cheating those clients when they pad their time — that extra time is only restoring the firm to the financial position it would have been in but for the clients’ unreasonable insistence on discounts.”

Insurers that are truly intent on preventing attorney billing abuse and controlling legal costs need to do much more than they have done in the past. Insurers need to adopt a comprehensive, three-step defensive program that includes: clear billing guidelines based upon the ethics of the legal profession, a good e-billing program, and an effective legal bill review program. Employing all three defensive measures is critical. For just as a three-legged stool cannot stand on just one or two ends, a successful program to defend against overbilling lawyers cannot succeed without all three necessary parts of the program.

Crystal Clear Guidelines
Having clear billing guidelines that are based upon the ethics of the legal profession is a critical component of any program seeking to prevent abusive billing practices. In fact, incorporating attorney ethical requirements on billing for fees and services directly into billing or litigation guidelines is the single most important thing that insurers can do to establish a proper foundation to guard against billing abuses, both deliberate and inadvertent.

There is virtually nothing of any substance found in most insurer billing or litigation guidelines that cannot be reworded to tie directly into an ethical obligation of an attorney. For example, many insurer guidelines provide that “the company will not pay for lawyers doing non-legal work customarily handled by clerical staff.” Many insurers and attorneys believe that such a guideline merely reflects something that is a customary practice in the legal profession. Actually, it reflects much more. The guideline mirrors a mandatory attorney ethical obligation. Thus, a better way of stating the guideline would be “the company will not pay for lawyers doing non-legal work customarily handled by clerical staff, as attorneys may not ethically bill for such work.”

Squarely tying guidelines to a lawyer’s ethical obligations will keep guidelines from appearing to be arbitrary requirements of the company. It shows that the guidelines are not just reflecting customary or accepted practices, which must sometimes give way if the attorney believes they interfere with the attorney’s professional judgment. Linking billing and litigation guidelines directly to an attorney’s ethical obligation will likely change the dynamics of most billing disputes. It will serve to refocus and elevate most billing disputes to a more appropriate discussion of what the ethics of the legal profession provide with regard to billing for particular tasks or costs.

e-Billing Programs
The second component of a successful program to combat lawyer overbilling is a good e-billing program. This is absolutely essential in eliminating billing abuses, as it will provide all the data necessary to better spot not only individual instances of billing abuse, but also those hard-to-detect abusive billing patterns. For example, some lawyers routinely round up time or charge minimum amounts of time for tasks rather than charge the actual time spent on those tasks. This might include something like letters always being billed in even increments, such as .2, .4, or .6 hour. A good e-billing program can provide a statistical report across all submitted legal bills to show such suspicious billing patterns. Comparisons can be made among different attorneys in the same firm or among different firms to identify or confirm suspicious billing trends.

E-billing programs electronically scan submitted attorney invoices and apply rules that mainly come from requirements in a company’s billing guidelines. Rule violations are flagged for the reviewer’s attention. One key benefit to this feature is that the e-billing program, in addition to catching large items, catches many smaller charges that the bill reviewer has overlooked or has difficulty catching manually. These smaller charges often include improper rates and miscalculated costs, which can sometimes add up to one-to-three percent of the total charges in the legal bill. Catching billing errors that are often overlooked or hard to spot manually not only saves on legal expenses, but also it leaves the reviewer with more time to subjectively analyze the more substantive portions of legal bills.

A word of caution about e-billing programs: Not all e-billing programs are alike. Reporting capabilities can vary greatly among them. Also, some e-billing products are better suited to a corporate rather than an insurance company environment. So it is important to choose an e-billing company that has a focus on providing a system that is suited to the insurance industry, provides a wide array of standard reports, and provides the user with the ability to create custom reports.

Review the Bills
While having a good e-billing program and comprehensive billing guidelines are important steps to take in combating lawyer billing abuses and controlling legal costs, the benefits that can come from both will not be fully realized if there is not an effective legal bill review program to subjectively review the legal bills. In establishing an effective legal bill review program, one thing is clear: it is virtually impossible to have an effective program by having the entire claim staff review their own legal bills. Except in the smallest of companies, it is simply not possible to properly train, calibrate, and adequately monitor a large staff of adjusters reviewing legal bills. Just like it is with any department-wide task, some adjusters will do a very good job, while others will not. As a result, mixed messages will be sent to law firms on what the company will and will not accept and, most importantly, legal cost savings based on eliminating lawyer overbilling will be minimal.

Establishing an effective legal bill review program generally requires having a dedicated legal bill review unit (LBRU). Legal bill review units can be staffed with insurance defense attorneys or experienced litigation adjusters — or a combination of both. In addition to providing the maximum amount of protection against billing abuses, a dedicated in-house legal bill review unit will provide consistency in legal bill reviews (which law firms will actually appreciate) and send a signal to all that the company is serious about preventing lawyer overbilling.

It may be discouraging for insurers to realize that some outside counsel they have established relationships with might be engaging in abusive billing practices. It is tempting to just think that this only happens with lawyers who work for other insurance companies. But remember it is more likely than not that those overbilling lawyers who work for other insurers also work for your company, as well. As a result, all insurers need to take definitive, defensive measures to guard against being fleeced by their own lawyers.

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Herbies’ head space

September 28th, 2009

Posted by: Daniel Stefanica

Referred to us by Former Founding Partner – Brandusa Andreea Tipa,  senior counselor – Morgan Stanley, London

source:  The Lawyer, issued Monday - September, 28th 2009

Can the law make you depressed? According to research by Nottingham Law School, it can.

The school has found that studying law can lead to ‘emotional disturbance’ (see story). This seems to have struck a chord with readers of our sister title Lawyer 2B, many of whom agree. As one plaintively says: “I can say that I now have some kind of emotional withdrawal after being cooped up and reading page after page in order to meet the demands of my lecturers and eventually get a First.”

Of course, some people would just tell her to snap out of it and stop whining. Surely, they would argue, coping with pressure is all part of being a lawyer. Mental health advocates are not helped by the ­parroting of the World Health Organisation ­statistics that claim one in four people have suffered mental distress; the term has become so widely drawn that it has become meaningless. Can you really lump together clinical depression, post-natal depression, psychosis, grief, irritability occasioned by insomnia, a hangover low or plain autumnal melancholy, and still have a useful discussion?

This is why I rather like Herbert Smith’s decision to run workshops on mental health. It was first ­conceived just after Lehman Brothers’ collapse last year, when stress levels in the City shot up. It’s not a ­diagnostic session; I can’t quite see David Gold allowing a couch in every partner’s office.

In actual fact, it’s an old-fashioned education ­initiative, giving lawyers the tools to cope with the effects of different disorders within the workplace. For instance, if someone has come back to the office having being signed off with depression, it can be very difficult to know what to say to them. So it is a ­genuinely useful thing to be able to have a working knowledge of the symptoms of both ­chronic ­conditions and short-term, situational ­conditions caused by relationship breakups or bereavements, for example.

Commercial lawyers – who tend to define ­themselves in terms of intellectual power and by extension mental strength – don’t like to appear weak, and very few like asking for help. If anything, the Herbert Smith scheme is a workshop in ­emotional intelligence. On that level alone, it’s no bad thing.

The Garden of Earthly Delights, cca. 1504, H. Bosch

August 23rd, 2009

Posted by: the secretary

The Owl as a law firm symbol….but not only

August 23rd, 2009

Posted by: Daniel Stefanica

by Former Senior Partner
Shortly after the good-omen encounter with my (now former) partners, in early 2002, we all had a heated but funny debate about the owl, the symbol of our law firm. A dark green one, to be more precise, and not very stern looking. That owl represented our collective wisdom, endurance, experience. It haunted me to the point that I started revisiting fifteen century Dutch paintings to find something I knew was there, but maybe misplaced in my memory. I re-read about owls and other creatures, everything from Poe to Campbell to Eco, in search of the perfect owl to match the symbol on our business card. It finally dawned on me within the suitably gloomy walls of the Prado museum a couple of years later. The owl was the symbol of inner demons we’ve conquered. A depth more than the other-worldly, more powerful than hope, more durable than the paintings I was staring at.

Jeroen Bosch, a.k.a. Hieronymus Bosch. It all made sense, owl and all. His fifteenth century metaphors were so telling about today’s world. How could a provincial Dutch painter be so visionary, so timeless – and depict certain owls in his work, for us to discover and compare centuries later. It all came together – my first ever e-mail address, hieronymus @…..; my elementary school nickname. I had all along believed it was the name of the Latin translator of the Bible, but in hindsight it’s another Hieronymus we should take a closer look at, and find the right owl to look up to.

Today, no doubt, the right owl looks beyond darkness and leads to light through its wisdom. One cannot prevent all evil but one must see beyond it and overcome it. Don’t delve too much in its laird. And resist temptation. The garden of delights is short lived.

Recounting Time

August 17th, 2009

Posted by: the secretary

Time is not something that can be perceived as such, in its supposed capacity of an in itself identity holder, as some sort of immutable receptacle that is to be filled with various things; quite the opposite, it gains its identity depending on the things that fill it, it flows differently with respect to the relevance and the sense of the things that roam through it. Thus, accounting time first implies its decantation that will indicate it to us, that will enable us to guess it as a relation between a maximum and a minimum.

Its maximum consists in the main hypostasis in which we assume it, in which it enters our lives, namely as death… Thus, death becomes the pre-eminent form in which time shows itself to us and, as such, any evocation of time is an evocation of death, any time is for us, in the end, a time of death.

The minimum, on the other hand, appears as a time breakdown that is to show us, only to indicate to us without making it explicit, the fact that it does have an identity in itself, hypostasis which is defined by the recurrence. In this respect, I believe, it is said that when one makes the same things everyday many days in a row, it is not that a number of days have passed, but, in fact, only a single one- the standstill-present as a death of time. More explicitly, just as we get to understand that an instrument-object could have an identity in itself, that it could be something else than we intended to make out of it only when it is broken, becoming an inert thing of which we cannot make any use but into which we keep running, time allows itself to be guessed in its capacity of simple and inert presence only when it becomes broken, when it isn’t really flowing, namely in the shape of the standstill-present, of the perpetual recurrence.

What does then boredom mean? Perhaps it would be fairer to say of the moments that bore us not that they take to long but quite the opposite, that they do not take at all, that in their respect time doesn’t flow at all. The anxious waiting form them to pass is actually not a hunger for deeds but a hunger for moments, it is not an attempt at getting to events but one at getting to time.

Therefore between the time of death and the death of time it allows itself to be decanted, guessed and thus accounted.

"Sonia Sotomayor – an american story"

August 11th, 2009

Posted by: the secretary

gathered by Mioara

“sources Washington Post, Philadelphia Inquirer, Wall Street Journal, Time Magazine”

“Sotomayor has lived the American dream. Born to a Puerto Rican family, she grew up in a public housing project in the South Bronx. Her parents moved to New York during World War II – her mother served in the Women’s Auxiliary Corps during the war. Her father, a factory worker with a third-grade education, died when Sotomayor was nine years old. Her mother, a nurse, then raised Sotomayor and her younger brother, Juan, now a physician in Syracuse. After her father’s death, Sotomayor turned to books for solace, and it was her new found love of Nancy Drew that inspired a love of reading and learning, a path that ultimately led her to the law.

Most importantly, at an early age, her mother instilled in Sotomayor and her brother a belief in the power of education. Driven by an indefatigable work ethic, and rising to the challenge of managing a diagnosis of juvenile diabetes, Sotomayor excelled in school. Sotomayor graduated as valedictorian of her class at Blessed Sacrament and at Cardinal Spellman High School in New York. She first heard about the Ivy League from her high school debate coach, Ken Moy, who attended Princeton University, and she soon followed in his footsteps after winning a scholarship.

At Princeton, she continued to excel, graduating summa cum laude, and Phi Beta Kappa. She was a co-recipient of the M. Taylor Pyne Prize, the highest honor Princeton awards to an undergraduate. At Yale Law School, Judge Sotomayor served as an editor of the Yale Law Journal and as managing editor of the Yale Studies in World Public Order. One of Sotomayor’s former Yale Law School classmates, Robert Klonoff (now Dean of Lewis & Clark Law School), remembers her intellectual toughness from law school: “She would stand up for herself and not be intimidated by anyone.

Fresh out of Yale Law School, Judge Sotomayor became an Assistant District Attorney in Manhattan in 1979, where she tried dozens of criminal cases over five years. Spending nearly every day in the court room, her prosecutorial work typically involved “street crimes,” such as murders and robberies, as well as child abuse, police misconduct, and fraud cases. Robert Morgenthau, the person who hired Judge Sotomayor, has described her as a “fearless and effective prosecutor.”. She was cocounsel in the “Tarzan Murderer” case, which convicted a murderer to 67 and ½ years to life in prison, and was sole counsel in a multiple-defendant case involving a Manhattan housing project shooting between rival family groups.

She entered private practice in 1984, becoming a partner in 1988 at the firm Pavia and Harcourt. She was a general civil litigator involved in all facets of commercial work including, real estate, employment, banking, contracts, and agency law. In addition, her practice had a significant concentration in intellectual property law, including trademark, copyright and unfair competition issues. Her typical clients were significant corporations doing international business. The managing partner who hired her, George Pavia, remembers being instantly impressed with the young Sonia Sotomayor when he hired her in 1984, noting that “she was just ideal for us in terms of her background and training.

Her judicial service began in October 1992 with her appointment to the United States District Court for the Southern District of New York by President George H.W. Bush. Still in her 30s, she was the youngest member of the court. From 1992 to 1998, she presided over roughly 450 cases. As a trial judge, she earned a reputation as a sharp and fearless jurist who does not let powerful interests bully her into departing from the rule of law. In 1995, for example, she issued an injunction against Major League Baseball owners, effectively ending a baseball strike that had become the longest work stoppage in professional sports history and had caused the cancellation of the World Series the previous fall. She was widely lauded for saving baseball.

She has served as a member of the Second Circuit Task Force on Gender, Racial and Ethnic Fairness in the Courts and was formerly on the Boards of Directors of the New York Mortgage Agency, the New York City Campaign Finance Board, and the Puerto Rican Legal Defense and Education Fund.”

Iago’s letter of intention and Munchausen’s CV

August 5th, 2009

Posted by: the secretary

An employment agreement and work relationships are built upon trust, honesty and liability. What protection do you, as either employer or employee, have when candidates apply for vacancy, one gets the job, and you further discover that his CV was a false and misinterpreting statement of himself?

At first impression the most affected are the work colleagues of this new employee. They have to deal with expectations other than those declared, they have to tolerate claims on their own work and finally they have to deliver results and do the job for this new colleague many times.

Years ago, a law firm used to recruit lawyers based on a sort of letter of intention. The said letter was required to be in the English language about an interesting topic and was supposed to be elaborated by the applicant himself. We received great pieces of composition and narrative work on interesting topics: “devil’s advocate”, “age gap”, “football”, “human rights”, etc. The phrases were articulated with rich vocabulary and game words on edge; anyway, good proficiency in English language, no doubt. Within few days from their employment the rich vocabulary vanished and phrases were far from being articulated.

Same firm used to distribute specialized legal work and coordination of important assignments, such as project finance, energy transactions, clean development mechanism, banking transactions, etc. to new recruits or employee with glit CVs, in defiance of general opinion or annual survey. At deadline a senior had to cope with the bad work and redo drafts and documentation in a proper manner. Within one year the firm lost 4 seniors, each with expertise on a specific area.

Moreover, the firm offered trainings and seminars not based on merits and results, but on a strange principle of let’s avoid discussions why him instead of me?. Costly but silenced, honestly justifying with facts and results on “why him?” was considered rather punitive, you cannot say to someone that he is not working properly and still has a long way in learning. Better be good! Being good doesn’t mean that we are stupid and we cannot assess someone’s work and professional capabilities.

Other law firm “sold” me its recruitment policies as fair and fresh, not subject to any interventions, discriminatory assessment and bla, bla, bla, so why not apply on their marketing department. False, the marketing vacancy was only for people prepared in legal marketing. My guess was they would hire someone from a London based law firm, as in Romania we learned on the way about this marketing and copied international models. They hired someone, not from London, and within few months the administrative department supported with elaboration and preparation of CVs, pitches and offers the well prepared marketing department. I wrongly understood it was not about delivering marketing content, it was about marketing noise, internal and external outsourcing. Also, the fair recruitment policy was subject to siblings’ relationships, clients’ due interests and closed chart system. So no matter what you were doing you had to stick with your nominated position, as it was not about content, it was about the wrap. They even wrapped a former senior partner with whom they supposedly merged and then catalyzed into a takeover that quickly burned, into a senior associate for more than a year. Again, it was not about the achievment content, it was about the precondition of achievement.

Two formal partners who set up their own firm are practicing differentiated human resources approach: recruitment upon interpersonal relationships, work and networking upon their mood, work reimbursed in money but despised in words, disproportionate job intake, fluctuating outcome valuation, preferential tackling and so on. So, why you would want to work for them? for friendship, interpersonal skills, prior work, payback, professional environment and feedback, and last but not least for money. Yes, for money, only if worth. In this case there is no need of CV, it’s about the mood.

All of us have been tempted to put fictitious qualifications or other partial false information in our CV. I sinned too. Even though I did not work hard for some of my cv’s credentials, I dared to insert them as my best products. As I lost confidence in my work potential my CV became a rude boast about myself, an arrogant listing of factotum and makeup achievements of more than 4 pages: too much!!!. The truth is that those achievements were part of a wider team effort. Another truth is that I designed untrue and glamorous make-up Cvs for many of my formal colleagues. Some of them are fortunate to survive based on that penmade armoury. I wonder for how long? Now, my CV has no more than two layout pages because I learned that: “there is a significant difference between arrogance and confidence”.

The Prime of Success

July 31st, 2009

Posted by: Daniel Stefanica

By Former Senior Partner
As we ponder the gap between tiny and the largest known prime, tiny all of a sudden doesn’t seem so irrelevant any more. A sequence of details and routines, anything goes, just as long as you don’t turn into Anonymous Lawyer or greedyassociates or any given number of herd-like followers, of me-toos. ‘Cause success is your only m f option, failure is not. You’ve got to lead and to deliver, there is no beating around the bush here, do or die – hard, I may add, but when you’ve reached the top the only way is down. So, given the choice, Job didn’t seem to have had it that rough after all, a leper or two, loneliness, what’s that compared to the voice of one’s conscience nag-nag-nagging you into submission in quantum leaps of faith until such time you’ve found your true north. Thrive in the embrace of perfection, not in details but in your legacy, round and wholesome, definitely there, like the next, as of yet undiscovered prime, but you’re just not there yet.

the Godfather

July 17th, 2009

Posted by: the secretary

who is (god) fathering you to grow smallmind and lazy?

My most influential boss taught me the importance of solutions. He is an excellent orator and used to tackle us –secretaries, clients, peers, lawyers and juniors with equal elan. He motivated me to meet the most aggressive deadlines, to provide good and balanced work. He never tolerated any weakness in my work, be it drafting or of administrative nature, his point of view upon me was that I should always achieve better. Thus I learned the importance of hard work. Looking back, I was lucky to have such a boss, but some argue against.

The only thing I’m arguing against is the “godfathering” method of management. Not to be understood as Italian mob methods, but as the Christian way of guiding careers under the softness of doing nothing. I get the impression that the flexible way of working and great level of toleration is wrongly understood. Instead of gladly accepting this way, we should take advantage upon it.

Lesson learned: If you loose your inner enthusiasm in doing your job and still continue, you are choosing mediocrity.

P.S.

I owe much to:

Patricia Osmani – for convincing me that any receptionist can translate;

Oana Firca – for helping me on the way with drafts, translations and pitches;

Simona Popan – for her model;

Eduard Fagaraseanu – for trusting my drafting skills and using my templates ;

Mihai Guia – for co-opting me in legal teams and giving yesterday dead-lines;

Dumitru Rusu – for his professional feedback;

Nelu – for being Nelu;

Gabi – for driving me around;

and

Stef – for tolerating me

all secretary’s bosses

July 14th, 2009

Posted by: the secretary

“How many bosses does it take … to screw a light in a bulb? One. To hold it up in the air while the universe revolves around it.” a joke

The biggest disadvantage with bosses is that they are brought about by fate, you cannot choose them, change them (save of harassment allegations, if), force them to do anything, discharge or fire them. Except for shooting them in your mind, your hands are tide. You have to obey or resign. Subsequent resigning is like a bungee-jumping exercise without securing rope.
As the first 7 years at home count, the first 7 years of job count alike. My bosses of the first seven job years amount to ten, mostly men, along with two women as beauty seeds. As first teachers’ impressions, they are truly to speak about, considering connections, history and present times; speaking good or bad, we will see.
The biggest issue in having multiple bosses is when they don’t communicate, share information or work together. So, nothing new when conflicting messages are received and you find yourself in the middle of a managerial disagreement. Managerial disputes are rather preferred by the employers, it is like a game, not of football, where people tend to support the weak team, but of life, where the most powerful is most loved and acclaimed. Sincere or not sincere, such love is directly proportional to the rate of the feedback in terms of money, position and … benefits of attention. Surviving the waves of these disputes involves either some kind of talent or best ally with the most power. And I survived, almost seven years …
As the prerequisite years of Jewish exodus after seven years of wealth, seven years of … other several bosses, exceeding ten or less, to speak of only a few of them, followed. Next days I will put together, trying to puzzle, memorable profiles or facts on each of them.
Lesson learned: It isn’t your responsibility to fight your bosses’s battles. If you aren’t directly involved, don’t take sides.