As an attorney for more than 35 years, I have seen many solo practices come and go. Many young attorneys believe that the easiest way to begin a practice is to start their own. However, after several years, they often experience a series of headaches regarding billing, marketing, soliciting new business, dealing with IT problems, going to court, hiring support staff and more. There is less and less time to be a lawyer, and certainly an inadequate amount of time to solicit new business and grow one’s practice. Many of those problems can be mitigated or eliminated at a midsize or large law firm. However, one problem encountered by young attorneys joining large law firms is that they must get in line. In other words, compensation at today’s mega law firms is often based upon seniority and the historical cultural politics of the firm. You can read the rest of the article in The Legal Intelligencer. If you have any questions regarding the contents of this article you can contact Howard Kurman Esq. at: email@example.com | 410.209.6417 Howard K. Kurman is an employment attorney and chair of the firm’s Labor & Employment Practice Group. Mr. Kurman regularly counsels clients on all aspects of proactive employment/labor issues. He represents employers ranging in size from as small as 20 employees to those employers with geographically disparate locations consisting of over 4,000 employees. Mr. Kurman assures, through regular contact with his clients, that they promulgate and maintain the most effective employment policies that will, to the extent possible, minimize their legal exposure in today’s litigious workplace. Mr. Kurman offers advice on employee handbooks, employment agreements, and covenants not to compete as well as confidentiality and non-disclosure agreements. You can also connect with Offit Kurman via Facebook, Twitter, Google+, YouTube, and LinkedIn.