Risk Update

Conflicts and Confidentiality — Seder Conflict Called Out of Order, Data Center Conflicts in the News, Law Firm Clerk Confidentiality Combat

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From the “This is the bread of our confliction” department, comes this catch from David Kluft: “Do I need to run a conflict check at my Passover seder?” —

  • “A man attended a Passover seder and took the opportunity to seek some free legal advice from his host’s daughter, a NY lawyer.
  • “Four years later, other lawyers at the NY lawyer’s firm filed suit against the man in a PA court. The man moved to disqualify, claiming that the seder conversation created an implied attorney client relationship with the firm.”
  • “The firm responded in part by stating that although the guy was at the seder, there was no legal advice given and no ‘one-on-one’ conversation between them that he could have possibly seen as confidential ([Kluft’s] Note: This rings true for anyone who has ever tried to have a private conversation at a seder).”
  • “Also, it turned out that since the seder, the firm had been adverse to the man in other matters and he didn’t say anything about a conflict then. The Court therefore denied the motion, holding that ‘a purported conflict of interest is not a chit to be held in a litigant’s pocket until a rainy day.'”
  • Decision: here.

Ethics, Transparency, and Lawmaking in Charleston” —

  • “The previous edition of Country Roads News reported that West Virginia House of Delegates Speaker Roger Hanshaw was hired as legal counsel to represent Fundamental Data. In addition to his leadership role in the state legislature, Hanshaw is an attorney for the Charleston law firm Bowles Rice.”
  • “We now know Fundamental Data wasn’t Hanshaw’s first data center client. West Virginia Watch reports that Hanshaw also represents a developer seeking approval for a facility in Mason County. Hanshaw notified the Department of Environmental Protection’s Air Quality Board on February 12 — in the middle of the 2026 legislative session — that he represents the developer of that facility.”
  • “The situation has raised alarms among numerous government ethics watchdogs who say it’s a conflict of interest for Hanshaw to have clients who could profit enormously from legislation that the Speaker helped guide to enactment.”
  • “Meanwhile, the state legislature is making it harder for the public to know who’s trying to influence legislation in Charleston. As Mountain State Spotlight reports, the state legislature recently enacted a law redacting certain information about political donors.”

More background on this: here.

Williams & Connolly Sues Former Clerk For Posting Confidential Information” —

  • “Williams & Connolly is suing a former law clerk in D.C. court, alleging he posted confidential client information on social media. The law firm, represented by Paul Hastings, alleges that Dante Chambers, in the last week, has posted screenshots of Williams & Connolly emails and other materials with potential client names and litigation information, in a complaint filed in Superior Court for the District of Columbia on Thursday.”
  • “‘Intentionally disclosing to the public a law firm’s confidential information, including attorney-client privileged and attorney work product material, jeopardizes bedrock client protections in our legal system, violates professional ethics rules attorneys pledge to adhere to and is a blatant breach of a law firm employee’s fiduciary duties and contractual confidentiality obligations,’ the complaint reads.”
  • “On or around March 17, 2026, Chambers, according to the suit, began posting what is now ‘hundreds of communications on Instagram related to Williams & Connolly, some of which contained confidential information related to the firm’s clients.'”
  • “The suit further alleges that some of Chambers’ social media posts invite readers to contact the defendant for more details about the firm and that firm lawyers ‘don’t know the extent of what I have.'”
  • “Among the info he allegedly shared, Williams & Connolly said he posted on March 18 a picture of confidential William & Connolly litigation materials—specifically, a picture of a physical printout of an email chain regarding client work while he was a firm employee—that contains confidential attorney work product and identifies the relevant client. A subsequent post the next day said: ‘If you want these litigation materials I prepared in fall 2024, go ahead and respond to this with your number and I’ll shoot them over to you via text sometime over the weekend next few days.'”
  • “‘About 20 people currently have them, and everyone says they’re a fun read,’ he allegedly said.”
  • “One March 24 Instagram post said: ‘Anyways no more Williams & Connolly info today. Just know I got more and they don’t know the extent of what I have because they never required me to get rid of anything I kept (I told you they’re BUMS). If anyone can get a message to Trump’s camp, tell them Dante said send the FBI all up in there and defend our nation from a devastating cyberattack that could cripple our countries legal and satellite infrastructure.'”
  • “Williams & Connolly alleges that Chambers has made ‘numerous’ posts threatening physical violence against the firm’s partners, including a death threat posted on Thursday against a firm partner.”
  • “The suit says Chambers worked at Williams & Connolly as a clerk from December 4, 2023, until Sept. 22, 2024. He previously worked for Williams & Connolly as a summer associate from July 27, 2020, to Aug. 21, 2020.”
  • “According to his LinkedIn profile, Chambers graduated from Stanford Law School in 2021 and then worked as a judicial clerk to a Utah federal judge and a clerk to a judge on on the U.S. Court of Appeals for the Ninth Circuit.”
jobs

BRB Risk Jobs Board — Intapp Applications Administrator (Moore & Van Allen)

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Pleased to highlight a new open position from Moore & Van Allen: “Applications Administrator – Intapp” —

  • Moore & Van Allen PLLC, a dynamic and fast-growing full-service law firm of more than 400 attorneys and professionals, is seeking an experienced Intapp Applications Administrator to join our team.
  • The Intapp Applications Administrator will be responsible for managing, configuring, and optimizing our Intapp Open platform—supporting client intake, conflicts, approvals, and key operational workflows.
  • This role plays a critical part in ensuring seamless system performance and strong integrations across Finance, Risk & Compliance, IT, and enterprise platforms.

What You’ll Do

  • Maintain, configure, and optimize Intapp Open workflows, forms, and approvals
  • Design, test, and deploy forms and workflow logic to automate approvals and operational processes
  • Manage system upgrades, patches, and enhancements
  • Build and maintain system integrations between Intapp Open and other enterprise applications (Aderant, HR, CRM, analytics platforms)
  • Use Intapp Integration Builder to implement, monitor, and troubleshoot integrations
  • Provide end‑user support, training, and guidance on system functionality and workflow usage
  • Ensure data quality, security, and process compliance
  • Maintain system documentation, reports, and usage metrics
  • Collaborate with Finance, Risk & Compliance, IT, and Practice Groups to translate business needs into system solutions


What We’re Looking For

  • Bachelor’s degree in Information Systems, Computer Science, Finance, or related field preferred
  • 3–5+ years of experience administering Intapp Open in a law firm or professional services environment
  • Proven experience with form design, workflow configuration, integrations, and API Integrations, and Intapp Integration Builder.
  • Experience integrating Intapp with financial systems Aderant, HR, CRM, or analytics platforms preferred.
  • Familiarity with data analytics platforms and reporting tools such as Power BI preferred
  • Understanding of matter lifecycle, billing, conflicts, and client intake processes

 

Physical Requirements:

  • The work is primarily sedentary.
  • It requires the ability to communicate effectively using speech, vision, and hearing.
  • The work requires the use of hands for simple grasping and fine manipulations.
  • The work at times requires bending, squatting, and reaching, with the ability to lift, carry, push, or pull light weights.

 

This position is remote work eligible only in the following states: NC, SC, FL, VA, TN, OR, OH, TX, GA, MA, and CO.

Interested and qualified applicants should apply via our website at https://www.mvalaw.com/careers-working-at-mva. Equal Employment Opportunity Employer.

 

For additional detail:

  • You can see more details in the specific job posting here
  • And read more about professional life and benefits at the firm  on their careers page:
    • “Moore & Van Allen has built a highly skilled and client-service focused legal and administrative staff, who add greatly to our ability to serve the firm’s clients. As with our legal professionals, paralegals and staff members enjoy a culture that emphasizes teamwork and professionalism.”


And if you’re interested in seeing your firm’s listings here, please feel free to reach out!

Risk Update

Law Firm AI and Technology Risk — GC Gen AI Jitters, Hallucination Double Down, Practice of Law Rules, Ethical Evolutions

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David Kluft asks: “If my litigation opponent uses a hallucinated case, can I use it too instead of requesting sanctions?” —

  • “Plaintiff’s counsel in a CA corporate debt dispute used some #AI -generated false citations in its opposition to a motion to dismiss.”
  • “Defense counsel, instead of realizing the citations were false, copied one of them into its reply brief. ‘In other words,’ as the court later explained, ‘[Defense counsel] merely followed Plaintiff’s counsel over the cliff.'”
  • “The Court noted that ‘perhaps due to the asynchronous Thelma and Louise, neither side request[ed] sanctions.’ While the Court ‘certainly [did] not insist on candlelight in this age of electricity,’ it also reminded the parties that AI misuse can lead to Rule 11 sanctions.”
  • Minutes: here.

Peter J. Winders, general counsel at Carlton Fields, writes: “Why Our Firm Still Prohibits Generative AI for Legal Research and Written Advocacy” —

  • “Two years ago, at the request of Carlton Fields’ CEO, I published a short article titled ‘Why Our Law Firm Bans Generative AI for Research and Writing.’ As always, a lot has happened since then.”
  • “More hype, more pressure. Can a hundred big law firms be wrong? Of course they can… The enthusiasm for generative AI may prove to be another, especially for applications with little tolerance for errors.”
  • “A lot of claims about AI use in law firms are just not true. ‘Clients are demanding that firms use our product.’ I review every set of outside counsel guidelines we get from the sophisticated clients that issue them. We have hundreds of them. The overwhelming majority require that if we use a generative AI product, we (a) identify the app, (b) get written permission, (c) justify the use case, (d) explain how we guarantee against the inherent problems of generative AI, (e) describe human supervision, (f) estimate any cost savings to the client, (g) bear responsibility if anything goes wrong, and various other things. Many clients appear to distrust it as much as I do.”
  • “‘Your competitors are ‘all in’ on AI.’ Many say they are, but to the extent we can find their actual use of generative AI, it consists of back-office uses, not legal research and advocacy.”
  • “There are daily reports in the legal press of fake cases, false quotations, and generated facts in legal briefs, expert reports, and judicial opinions involving generative AI tools.”
  • “Courts now regularly announce local court rules requiring a certificate that the signer has not used generative AI or a certificate that he or she has removed the fabricated portions. But most courts do not seem to get the point that removing the fake parts of a legal brief does not necessarily leave a competent brief—just a recitation assembled by the tool with no easily detectable falsehoods.”
  • “Generative AI has its uses. But judgment as to risk tolerance is necessary, and it depends on the application. For example: Assume a customer-facing chatbot is the application. If the typical 50% customer frustration level enables a cost savings of $X in employee cost and a 10% drop in sales, but results in a 5% increase in profit, a business may think generative AI is a godsend. But for legal research, reasoning, writing, and advocacy, an entirely different set of tolerances applies.”
  • “As important, it does not appear that the advocates for generative AI actually understand what lawyers are sworn to do. Lawyers deal with specific problems for a specific client in a specific set of disputed facts. It is not a matter of finding a list of statutes, rules, or cases. In litigation, the facts are of primary importance, and they are often nuanced and in dispute, sometimes by honest witnesses who saw, heard, remember, or understood things differently. And what a case holds depends on the facts of the case, rather than a rule. The entire common law is built on what a judge concludes is the right thing to do in each fact situation, and then whether a similar situation in a following case is similar enough or different enough to cause a judge to rule the same way or differently. Researching the law is largely a matter of understanding the context of each prior case.”
  • “If you do as the rules and legal opinions require and verify that your AI assistant is telling the truth, you must do traditional research, spend more time, not less, to provide accuracy. In fact, the time AI ‘saves’ misleads, or has the potential to mislead, and may put you off track rather than giving you helpful background as a starting point.”
  • “If lawyers allow themselves to use a generative product to substitute for background research to gain context, how many will have the discipline to double-check the output? After all, they are ‘only using it for background.’ They will not be citing fake cases from the background. But they risk the understanding and inspiration that they would have received from true research. A person tends to believe what they are first told. I once heard a five-year-old explain to his buddy that ‘dogs pee through their toes,’ having learned that nugget by asking, ‘Hey, Dad! What is that dog doing on that fire hydrant?’ I consider that an important parable. If it is not yet in the Bible, I expect generative AI will eventually put it there.”
  • “Businessmen do not hire lawyers because lawyers are smarter. Clients and their very smart engineers, financial folks, and marketing people have a problem that they have not been able to answer. They do not want ‘an answer,’ and neither the judge nor the client wants ‘a brief.’ Instead, they hope the lawyer will use his training, knowledge, investigation, research, and the expertise of others to find a cogent resolution of the problem or an authoritative, honest, candid and persuasive argument, if there is no clear answer. The deception of AI is that it can provide ‘an answer’ or ‘a brief.’ It cannot provide what is needed to help a client or a court reach a fully informed decision, and it cannot educate a lawyer to the extent immersive research can. The risk is that lawyers may be tempted by the hype, or will trust the plausible answer the machine creates, and will not do the hard and creative work they were trained for and have sworn to do. Clients can ask generative AI questions themselves. They need more from their lawyers.”
  • “AI tools may be useful as a final review of a completed or semi-completed brief. Ask the tool for a redline suggesting changes in grammar, highlighting passive voice, the word ‘blatant,’ and all modifiers. Because it is a redline, the lawyer can remove all but the modifiers that make a difference and decide whether a passive phrase adds emphasis. But that is useful because the lawyer actually knows if any suggestion is good or bad, right or wrong. I really do not know whether that is generative AI. But whether it ‘generated’ the suggestion or not is immaterial because the choices are completely up to the lawyer who knows what he or she needs to say. The tool cannot mislead the lawyer.”
  • “Some—many—wanting to compromise between the hype and the commonsense argument that one should not trust a fabricating tool as a source of truth, argue that maybe generative AI is better suited for transactional work—contract drafting, due diligence, coding. But that reasoning is flawed. Nothing makes it less likely that a tool whose nature is to fabricate is not fabricating in transactional tasks. It might be harder to find than a fake case; it might or might not be a more acceptable risk; but it is no more worthy of trust by a novice practitioner who does not immediately know if a suggestion is beneficial or not. I am not competent to talk about the scary things that might happen with hallucinated code. So, I am sticking with generative AI’s dilution of the quality of legal research and advocacy.”
  • “Moreover, case law in a common law system itself is fluid. There are no cut and dried answers to legal problems. An advocate might need to dig deeper into the circumstances of her own case to identify key facts buried there that seemed insignificant until the research is done. Good legal research is an iterative process. And as lawyers, we make the law with each new complex case. We help the law evolve. We do not simply take a case off the shelf that fits our case.”
  • “Lawyers gain their strength and effectiveness from hard work. We have not been able to persuade ourselves that the so-called shortcut of prompting a machine to produce a more believable answer is a good thing, if it robs the product, the client, the court, and the lawyer’s reputation of the benefit of immersive research into the facts, policies, goals, and history of the problem and the present state of the law.”

Colorado policy could shield AI from complaints regarding unauthorized practice of law” —

  • “Does using artificial intelligence for legal help constitute the unauthorized practice of law? Lawyers in Colorado are saying no and taking novel approaches to protect the developers of AI tools that aim to expand access to legal services.”
  • “In September, the Colorado Office of Attorney Regulation Counsel adopted a first-of-its-kind ‘nonprosecution policy’ that deprioritizes the UPL prosecution of developers of legal-help technology tools.”
  • “According to Jessica Yates, the attorney regulation counsel for the Colorado Supreme Court, the policy recognizes that developers are often nonlawyers who still can deliver vital legal assistance to low- and moderate-income members of the public.”
  • “‘Many of us have become aware over time of technological developments that would potentially provide some access that had not been there previously or hadn’t been there as easily,’ says Yates, a member of the Colorado Supreme Court’s Advisory Committee on the Practice of Law subcommittee that developed the policy.”
  • “‘And we started talking about, well, can we change the definition of what it means to practice law and what is considered the unauthorized practice of law, so that companies that are interested in developing technology-based tools could do so without fear of regulatory action or ultimately being enjoined from developing those tools?’ Yates adds.”
  • “The subcommittee’s focus then turned to the nonprosecution policy, which initially will be in place for three years, so that the state can evaluate whether it creates more space for innovation and benefits consumers who want to use AI for legal guidance, Yates says. It includes specific safeguards, including that developers must be supervised by lawyers and clearly disclose that they are not lawyers.”
  • “Lucian Pera, a past chair of the ABA Center for Professional Responsibility and a member of the New York City Bar Association’s Presidential Task Force on Artificial Intelligence and Digital Technologies, has written about how states can follow Texas’ approach to remove uncertainty around AI for legal use.”
  • “That state’s law came about after UPL charges were brought against a software company in the late 1990s. Parsons Technology, the company at the center of the case, offered legal forms and instructions on how to use them, which a district court said violated the state’s UPL statute. But while the appeal was pending, the Texas legislature amended the statute to exclude computer software from the definition of UPL, as long as products clearly said they were not a substitute for an attorney.”
  • “According to Pera, it’s simple—AI isn’t UPL. In an article published in the ABA Law Practice Division’s magazine in September, he pointed out that ‘legal advice’ must be provided by lawyers, but ‘legal information’ can be dispensed by anyone. Or, in this case, anything.”
  • “‘But there’s a lot of uncertainty on the part of entrepreneurs, businesspeople, etc., about it, and you could remove that very, very serious chill on their work by providing almost a safe harbor,’ says Pera, a partner at Adams and Reese in Memphis, Tennessee.”
  • “Pera suggests that states could pass a law that clearly exempts software or apps that offer legal help from UPL prosecution. He notes that it could include some guardrails, such as requiring developers to inform clients that their services are not confidential and do not constitute an attorney-client relationship.”

California State Bar Committee on Professional Responsibility and Conduct “COPRAC Advisory Regarding Artificial Intelligence (AI) Hallucinations” —

  • “Due to the increased usage of artificial intelligence (AI) in the legal profession, the Committee on Professional Responsibility and Conduct (COPRAC) continues to provide guidance on relevant ethical and practical considerations that arise from the use of these technologies.”
  • “Generative AI tools (such as ChatGPT and Perplexity) are computer applications that can create text, images, or other content in response to user prompts. In the legal context, they may be used for tasks such as brainstorming, research, drafting, or summarizing information.”
  • “While these tools can be helpful in streamlining some aspects of legal work, attorneys must use them in a manner consistent with their duty of competence (rule 1.1), diligence (rule 1.3), and responsibilities as managerial and supervisory lawyers (rule 5.1). Competent use of such technology requires understanding its limitations, including the risk of fake or ‘hallucinated’ content, outdated or incomplete legal authorities, and the inadvertent disclosure of confidential client information through prompts.”
  • “Courts have sanctioned attorneys for submitting AI-generated filings containing false or fabricated authorities, and an attorney’s lack of awareness of the risk of ‘hallucinated’ content does not relieve the attorney of responsibility for ensuring the accuracy and integrity of any work product submitted. Attorneys must independently verify any AI-assisted work product before relying on it in any context. Diligent representation requires that attorneys not delegate their professional judgment to AI, but instead review, edit, and take responsibility for the substance and timing of all filings, communications, and advice.”
  • “Attorneys with managerial or supervisory authority must also implement reasonable policies, training, and oversight to ensure that any use of generative AI by attorneys does not compromise client confidentiality or replace appropriate legal analysis, supervision, or quality control. Ultimately, licensees should evaluate these tools thoughtfully, balancing their potential benefits while understanding the potential pitfalls.”
  • “COPRAC is actively working on revisions and updates to its practical guidance regarding AI. The updated practical guidance will be presented at the May 14–15, 2026, Board of Trustees meeting for approval. In addition, proposed amendments to the Rules of Professional Conduct are currently out for public comment. Licensees and members of the public are encouraged to submit written comments on the proposed amendments.”

Aligning Microsoft Tools With NYC Bar AI Recording Guidance” —

  • “On Dec. 22, 2025, the New York City Bar Association’s Professional Ethics Committee issued Formal Opinion 2025-6, addressing the ethical obligations arising when attorneys or clients use artificial intelligence tools to record, transcribe or create summaries of their conversations.”
  • “Among other things, the opinion: ”
    • “States that an attorney should obtain client consent before the attorney engages AI to record a call and consider whether recording, transcribing and summarizing is well advised in the specific circumstances, including issues of confidentiality and privilege;”
    • “Explains that if an attorney knows that a client is recording a call with an AI tool, the lawyer should advise the client of the disadvantages of doing so; and”
    • “Recommends that attorneys review any AI-generated transcripts, summaries or other meeting artifacts for accuracy with respect to any meetings with counsel to effectuate ethical duties.”
  • “While the opinion focuses on attorney-client communications between outside counsel and their clients, it is not limited to, and its guidance applies equally to, in-house counsel communicating with internal business partners. For organizations using Microsoft 365 and Copilot, the opinion raises immediate questions about platform configuration, data governance and e-discovery readiness.”
  • “Recording and transcription are no longer just discrete, intentional acts by meeting participants. They can also be triggered by default settings, enabled automatically when Copilot features are used or initiated by any meeting participant. The resulting data artifacts can proliferate across mailboxes, OneDrive accounts and SharePoint sites in ways that create novel challenges for preservation and collection.”
  • “This article explores those technical realities and offers guidance for aligning the Microsoft 365 environment with the opinion’s requirements.”
    • “1. The opinion emphasizes obtaining client consent before recording. How does Microsoft Teams handle consent notification, and what configuration options are available?”
    • “2. The opinion distinguishes between recordings that persist — i.e., a kept record of a conversation that may be relied upon years later — and those that don’t, i.e., those that exist only long enough to support other Copilot features. What are the Copilot configuration options in Teams meetings, and how do they affect data retention?”
    • “3. Where are these AI-generated artifacts actually stored? How does this affect data mapping and legal holds?”
    • “4. The opinion emphasizes the duty of competence and the need to review AI-generated content for accuracy. What accuracy concerns may arise with Teams AI features? “
    • “5. Are there other AI features that create artifacts without direct user action that organizations should be aware of?”
    • “6. What practical steps should organizations take to configure their Microsoft 365 environment in alignment with the opinion’s requirements of consent, confidentiality and accuracy?”
jobs

BRB Risk Jobs Board — Conflicts Attorney (Faegre Drinker)

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This week, I’m pleased to highlight two new open roles at Faegre Drinker, both for: “Conflicts Attorney” —

Faegre Drinker has an opportunity for a Conflicts Attorney to work within our Office of the General Counsel in our Los Angeles, Minneapolis, Philadelphia, Chicago, Denver, Dallas, or downtown Indianapolis office. You will be part of a dynamic team dedicated to analyzing and resolving conflicts related to new clients, new matters, and lateral hires. This position will work with other talented individuals who share a passion for doing great work in the best interest of our clients. This role is classified as a professional staff role at the firm.


What you would do:

  • Analyzes potential conflicts of interest identified by the conflicts analyst team related to the Firm’s new clients and matters, applies knowledge and expertise to support attorneys through all aspects of the conflicts clearance process, and recommends solutions to resolve conflicts of interest, facilitates that process, and escalates as needed
  • Ensures that all new matters comply with the applicable rules of professional conduct, client engagement terms and the Firm’s practices and policies
  • Uses discretion and independent judgment to complete new matter and matter maintenance review and approval for new business, including identification of potential ethical and business conflicts and compliance with the Rules of Professional
  • Conduct and Firm policies
  • Other duties as assigned


What is expected:

  • Strong analytical, problem-solving and diplomacy skills.
  • Excellent interpersonal, verbal and written communication skills, including the ability to communicate effectively in a virtual environment (e.g., via phone, web/videoconference)
  • Ability to concentrate on tasks, make decisions and work calmly and effectively in a high-pressure, deadline-oriented environment
  • Demonstrated ability to use good judgment in taking initiative while asking for direction or clarification and consulting others, as appropriate
  • Willingness to be flexible with time and adjust to a changing work environment
  • Ability to build and maintain positive relationships, both internally and externally, while maintaining a client service orientation in a collaborative environment
  • Ability to use sound judgment and discretion in dealing with highly confidential information
  • Demonstrated ability to work independently, organize and accurately prioritize work, be detail-oriented, understand when urgency is required and use good judgment in varied situations


What we offer:

  • Flexible working environment for work-life success
  • Opportunity to participate in firm-sponsored volunteer events
  • Wellness programming with personalized content and activities
  • Professional environment and the opportunity to work with experts at the top of their fields
  • Variety of health plan options, as well as dental, vision and 401(k) plans
  • Generous paid time off

 

The anticipated initial annual salary range for someone who is hired into this position is $160,000 – $180,000.

Actual initial salary may be above or below the above-identified range and will be based on the relevant skills, training, experience, and other job-related factors, including the location where the position is filled, in all cases consistent with applicable law. This is an exempt role and the initial salary range listed above is just one component of Faegre Drinker’s total compensation and benefits package for professional staff, which includes, but is not limited to, a discretionary bonus; life, health, accident, and disability insurance; and a 401(k) plan.

Application Deadline on or before: April 10, 2026.


What is required:

  • Law Degree plus an active bar membership in one or more states (where the firm has an office)
  • At least five (5) years of relevant experience practicing law and/or working in a conflicts’ capacity
  • Experience working within a law firm or in a risk management role or corporate compliance role that has a broad scope of practice areas and offices in multiple jurisdictions preferred.
  • Strong working knowledge of at least one state’s rules of professional conduct.
  • Understanding of conflicts search strategy and experience with analyzing conflict search results.
  • Familiarity working with InTapp Open, InTapp Walls and InTapp Terms programs.
  • Familiarity with legal research tools and databases

 

See the complete job posting for more details on the job and to apply for this position.

 

About Faegre Drinker

Faegre Drinker is a firm designed for clients and designed for you. We understand that our people are critical to our success and we are committed to investing in our paraprofessional, administrative and operations professionals. We are always looking for talented, service-focused individuals to join our flexible and high-performing culture. With technology tools and resources that support our hybrid work environment, our colleagues enjoy a culture of learning, support for work and personal goals, opportunities to give back to our communities, and competitive benefits and rewards programs. At Faegre Drinker, you will have the opportunity to share your expertise within and across teams and contribute to our success.

For more detail, see their careers page.

 

And if you’re interested in seeing your firm’s listings here, please feel free to reach out

Risk Update

Risk Roundup — Talc Disqualification Decided, Conflicts and Attorney Client Privilege, Bill Limiting Investor Law Firm Influence Advances, Big Law Cuts Back on Litigation Funding

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Johnson & Johnson Gets Beasley Allen Tossed From Talc Cases” —

  • “Beasley Allen, one of the leading trial firms taking on Johnson & Johnson in the sprawling multi-district talc litigation, has been disqualified by a federal court.”
  • “Thursday’s ruling from a New Jersey federal magistrate judge removes the Alabama-based firm from the litigation, in which customers claim J&J talc products are responsible for their ovarian cancer.”
  • “The decision sprang from a request from J&J after Beasley Allen met with a former lawyer for the medical products company in a mediation which the company said was tantamount to a lawyer switching sides. Beasley Allen was disqualified from hundreds of New Jersey-based state court cases in February.”
  • “‘Disqualification is a remedy courts are not quick to administer,’ US District Court for the District of New Jersey Magistrate Judge Rukhsanah L. Singh said in her opinion. ‘Yet, there are moments when it is necessary when balancing the equities and interests. This is such a moment.'”
  • “Singh’s ruling, like the New Jersey state decision, found that Beasley Allen associated with James Conlan, a former J&J attorney that worked on the company’s efforts to resolve the talc litigation through bankrupcty.”
  • “The company attempted multiple times to separate itself from these liabilities, but had those efforts rejected. Beasley Allen, one of the firms leading the plaintiffs committee steering the roughly 70,000 talc cases, opposed bankruptcy attempts and collaborated with Conlan in an effort to find an alternative route.”
  • “The idea: a consulting firm Conlan ran could take on the liabilities and several billion dollars to fight the claims. J&J rejected the strategy from its former lawyer and sought to have Beasley Allen disqualified for ‘associating’ with the former J&J lawyer who was involved in high-level confidential discussions on these matters.”
  • “‘Indeed, there are many lawyers representing thousands of Plaintiffs in this MDL who have not generated the concerns Beasley Allen has,’ said Singh. ‘All Plaintiffs involved in this matter deserve to be represented by counsel who take seriously their ethical obligations and who are above reproach.'”
  • “The federal ruling comes as bellwether cases are set to begin this year across the country. Singh said that Beasley Allen’s clients have joint representation, so other lawyers will be able to carry their cases forward.”
  • “‘All involved (both past and present) have expended substantial time and effort to manage this unwieldy and beleagured matter,’ Singh said. ‘To permit counsel—who has now been disqualified in the NJ MCL—to remain here threatens to make those endeavors a futility by tainting proceedings going forward.'”
  • “J&J worldwide vice president of litigation Erik Haas criticized Beasley Allen’s role in the years-long litigation and praised the ruling. ‘The Court found that Beasley Allen improperly collaborated with Johnson & Johnson’s former lawyer—conduct that strikes at the very core of the attorney‑client relationship and violates the most basic, bright‑line ethical rules governing the legal profession,’ he said in a statement. ‘No litigant should be forced to defend itself against opponents who enlist former defense counsel, secretly confer on litigation strategy, and misuse privileged access for their own gain.'”
  • “Beasley Allen is fighting to stay in the case. They’re appealing the federal ruling, ‘and we are confident in our position,’ firm managing partner Tom Methvin said in a statement.”
  • “The firm has also filed an appeal of the state decision in the New Jersey Supreme Court seeking a lifeline to save the roughly 50,000 hours it’s invested in roughly 11,500 cases across the country.”

Conflict of Interest Does Not Automatically Extinguish Attorney-Client Privilege” —

  • “Summary: Even if an attorney would be disqualified from representing a client due to a conflict of interest, a court may not compel the disclosure of privileged communications because the conflict of interest does not automatically eliminate the attorney‑client privilege.”
  • “Columbia University sued Gen Digital (Norton) seeking, among other claims, correction of inventorship of Norton’s U.S. Patent No. 8,549,643 to identify two Columbia professors as the true inventors or at least joint inventors. After jury trial, the district court entered judgment correcting inventorship to add the Columbia professors as joint inventors. The district court also awarded Columbia enhanced damages for infringement and attorneys’ fees.”
  • “In connection with the inventorship issue, Columbia argued that Norton’s counsel, Quinn Emanuel, improperly represented both Norton and a former Norton employee, Dr. Dacier, and improperly prevented Dacier from testifying at trial in support of Columbia’s inventorship claims. Norton originally identified Dacier as a fact witness regarding the inventorship issue. But during a years-long stay in the litigation, Dacier met with one of the Columbia professors at a professional event and expressed regret for Norton’s conduct regarding the inventorship issue. Columbia then contacted Dacier, who said he was unrepresented, to have him testify in support of Columbia’s inventorship claims. Norton then reconfirmed that Quinn still represented Dacier. Before trial, Quinn represented that Dacier had moved to Saudi Arabia and would not attend the trial.”
  • “During motions in limine, the district court sua sponte ruled that Quinn had a conflict of interest in representing Dacier based on his expressed regret over Norton’s conduct. The district court ruled the conflict ‘voided’ the retainer agreement and ordered Quinn to disclose information obtained from Dacier during the conflict period. Quinn refused and asserted attorney-client privilege. After trial, Columbia continued seeking Quinn’s compliance with the disclosure order to support an award for enhanced damages or attorneys’ fees. The district court held Quinn in civil contempt and imposed a negative‑inference sanction for purposes of enhanced damages and attorneys’ fees in the related infringement dispute.”
  • “The Federal Circuit reversed the disclosure order and the order holding Quinn in contempt. The court held that a conflict does not automatically terminate the attorney‑client relationship or vitiate attorney-client privilege, making the disclosure order invalid. Because civil contempt requires violation of a valid decree, the invalid disclosure order could not support contempt sanctions. As a result, the court also set aside the district court’s award of enhanced damages and attorneys’ fees, which were based in part on the contempt sanctions.”

Measure HB5487 was approved by a House judiciary committee last week. Context: “Illinois lawmakers move to limit investor influence as law firms, private equity edge closer” —

  • “Legislation… would sharply curb private-equity involvement with law firms, erecting new state-level guardrails just as investors and lawyers nationwide are increasingly exploring back‑office partnerships and taking advantage of loosened regulations on law firm ownership in Arizona.”
  • “Investors and other non-lawyers are broadly prohibited from owning direct stakes in U.S. law firms. One partial workaround that’s recently gained attention is the management services organization, or MSO: a separate company that runs a law firm’s business functions such as technology, HR and operations, collecting service fees without receiving a share of its profits.”
  • “The matching Illinois House, and Senate bills, introduced on February 6, would bar private equity groups, hedge funds and MSOs they control from interfering with ‘the professional judgment’ of lawyers; from owning or determining the content of client records; from hiring or firing attorneys or staff based on competency or proficiency; or from setting those proficiency parameters.”
  • “The bills would also prohibit outside investors from charging any fee ‘directly or indirectly’ tied to a firm’s fees, revenue or profits and from imposing non-compete agreements and non-disparagement agreements on lawyers and staff.”
  • “They would also limit Illinois lawyers’ ability to share fees with out-of-state ‘alternative business structures’ like those allowed in Arizona unless the Illinois attorney is licensed where the ABS is approved, and the fees are for work performed in that state.”
    Violations could carry steep consequences: attorney discipline, statutory damages of $10,000 per violation, or treble actual damages, plus fees and injunctive relief.”
  • “Arizona, meanwhile, has licensed more than 125 entities to provide legal services through its alternative business structure program, making it the most permissive jurisdiction for non-lawyer ownership of legal service providers and a key testing ground for non-lawyer or investor-backed law firms. Last year, KPMG under Arizona’s program became the first of the Big Four accounting firms to launch an affiliated law firm.”
  • “Some legal ethics practitioners argue the Illinois bills may test constitutional boundaries. Holland & Knight partners Trisha Rich and Joshua Porte, who have advised on MSO deals, said in a client alert that the legislation may intrude on the Illinois Supreme Court’s exclusive authority over attorney regulation.”
  • “Austin Maloney, a Hunton Andrews Kurth partner who advises MSO investors, said the proposal is ‘somewhere between a nothing-burger and problematic,’ pointing particularly to the language barring ‘indirect’ ties between law firm and MSO fees. Because every vendor relationship ultimately depends on firm revenue, ‘everything is indirectly tied,’ he said.”

Big Law Cuts Back on Investor-Funded Lawsuits as Scrutiny Grows” —

  • “Big Law is backing away from investor-funded lawsuits, as the practice adds potential complications at firms and comes under attack on Capitol Hill. The firms also took fewer investor dollars that backed portfolios of cases, possibly because such groups of lawsuits could create tension between attorneys handling the various suits, said Charles Agee, Westfleet’s chief executive officer. ‘Partner A feels that his really good, strong, high-value case is being weighed down by Partner B’s weaker case,’ he said.”
  • “The 200 largest US law firms accounted for just under a quarter of investors’ new case commitments as of June 30 2025, down from 37% in the same period in the previous year, according to a Westfleet Advisors report released Wednesday.”
  • “The pullback reverses the trend in recent years that saw the biggest firms grow comfortable with third-party investments for the cost of lawsuits, a practice known as litigation finance. The investors in return for financing get a piece of any successful court awards or settlements.”
  • “Litigation finance grew to $16.1 billion of assets under management in the year ending mid-2024, an increase from less than $10 billion five years earlier, according to Westfleet. The money flow drew the ire of businesses who were alarmed by the prospect of frivolous lawsuits. Some US lawmakers last year pushed aggressively—though ultimately unsuccessfully—for legislation to curtail the practice.”
  • “‘It definitely had an impact,’ said Agee, whose firm advises funders, law firms, and clients on deals and transactions. ‘We were advising on transactions that should have closed in May or June of last year, but because of all the uncertainty wound up closing in July, August.'”
jobs

BRB Risk Jobs Board — Conflicts Attorney (Perkins Coie)

Posted on

In this BRB jobs update, I’m pleased to spotlight an open position at Perkins Coie: “Conflicts Attorney” —

  • Perkins Coie is looking for a dynamic, qualified individual to fill a Conflicts Attorney position performing conflicts analysis on new business and firm lateral hires and advising firm lawyers on conflicts of interest issues.
  • The Conflicts Attorney will independently review, research, and resolve conflicts issues related to new firm business and new business professional personnel and ensure compliance with ethical standards in all jurisdictions as well as firm policies.
  • For purposes of complying with export control laws, candidates must be U.S. citizens or lawful permanent residents.
  • Locations: Chicago, IL; Portland, OR; Phoenix, AZ; Madison, WI; Denver, CO; Dallas, TX; Boise, ID; Bellevue, WA; Austin, TX; Seattle, WA; New York, NY; Washington, D.C.


ESSENTIAL FUNCTIONS

  • Analyze conflicts of interest on new business and firm lateral hires. Resolve issues that arise in such matters, including when drafting waivers/consents and advising on ethical issues relating to withdrawal and screening.
  • Act as a legal advisor to firm lawyers on conflicts-of-interest issues.
  • Perform legal research and prepare legal memoranda in response to requests from the General Counsel, firm lawyers, managers, and various firm committees.
  • Assist management in handling sensitive and confidential issues related to practice management and firm ethics. Provide training on conflict issues.
  • Analyze complex factual situations and spot potential problematic issues.
  • Draft complex waivers/consents, engagement letters, and joint representation letters in final format.
  • Negotiate between lawyers in resolving disputes over conflicts and waivers.
  • Perform other related legal work as needed.


SPECIFIC SKILLS REQUIRED

  • Knowledge of the Rules of Professional Conduct and their application to the practice of law.
  • Solid understanding of jurisdictional differences in the application of varying rules and principles in making a choice-of-law analysis.
  • Ability to effectively cope with change, including the capacity to decide and act without having the total picture.
  • Thorough understanding of a wide range of areas of law, including being able to identify the roles of parties in matters, and possession of a solid comprehension of business organizations and financing concepts as well as litigation principles and procedures, such as depositions, subpoenas, roles of codefendants, and comparative fault.
  • Strong legal research and writing skills, including the ability to compile and analyze complex data and furnish detailed information clearly and concisely.
  • Strong critical-thinking skills and eye for detail; ability to spot problems and propose creative solutions.
  • Project management skills, including the ability to spot issues, manage time well, prioritize effectively, adapt to quick changes, and handle multiple deadlines.
  • Ability to work with minimal supervision.
  • Ability to collaborate with others within the department and firm, including with personnel in international offices.
  • Well-developed and professional interpersonal skills; ability to interact and communicate effectively with people at all organizational levels across the firm’s U.S. and international offices, both orally and in writing, consistent with communication best practices.
  • Proficiency with MS Office.


SPECIFIC SKILLS PREFERRED

  • Understanding of litigation practice and working knowledge of law firm processes.
  • Ability to detect procedural problems and determine appropriate relationships.
  • Relevant knowledge/familiarity with Intapp products (Conflicts, Intake, Walls, Terms) and Elite 3E.


EDUCATION AND EXPERIENCE

  • Qualified candidates must have a Juris Doctorate and a minimum of three years of legal practice experience.
  • Applicants must be licensed and in good standing to practice law in the state of the office out of which they will be based and the state in which they reside.
  • Previous experience clearing firm lateral hires is preferred, including working directly with new hire candidates and firm partners to resolve issues, reviewing and analyzing former client issues, and working cross-departmentally with new hire onboarding efforts.
  • Previous experience in clearing conflicts in international jurisdictions is preferred.
  • The candidate will need to possess a strong working knowledge of relevant topics, legal issues, and the rules governing professional responsibility and also be able to provide demonstrated success in a stressful environment.


About Perkins Coie

  • At Perkins Coie, we look for self-motivated individuals dedicated to providing value and superior service and who have a high degree of integrity and enthusiasm for their work. We have created a company culture based on collaboration, devotion to serving our clients, and mutual respect. Perkins Coie is committed to advancing diversity and inclusion both within the firm and throughout our collective communities. Work with one of the 100 Best Companies to Work For and receive great health insurance, tuition reimbursement, and paid sabbaticals.
  • This position is eligible for an annual discretionary bonus, 401(k) plan, medical, dental, and vision insurance, accrued paid time off plan starting at 20 days annually, personal medical and parental leave, up to 10 paid holidays, and family care benefits. More information regarding benefits and programs may be found here.
  • This position may be filled in the following location(s). The listed compensation range reflects the typical pay for this role, though it is rare for new hires to receive an offer at the top of the range. Actual compensation may vary depending on experience, skills, market conditions, and internal equity.
    • Colorado compensation range: $138,450 to $198,775 annually
    • New York compensation range: $160,640 to $253,980 annually
    • Washington state compensation range: $146,040 to $230,890 annually
    • Washington, D.C., compensation range: $157,720 to $249,360 annually

 

See their careers site for more on the company and work environment, see the complete job posting for more details on the position and to apply.


And if you’re interested in seeing your firm’s listings here, please feel free to
reach out

Risk Update

Conflicts and DQ News — Ethical Screen and Delayed DQ Motion Mean Firm Stands Firm on Case, Clerks Conflicts Allegation Rejected

Posted on

US judge will not toss Charlie Javice conviction for defrauding JPMorgan based on clerks’ alleged conflicts” —

  • “A federal judge on Tuesday rejected Charlie Javice’s bid to throw out her conviction for defrauding JPMorgan Chase into buying her education startup Frank for $175 million, after she said two law clerks had conflicts of interest by accepting jobs at the bank’s outside law firm.”
  • “U.S. District Judge Alvin Hellerstein in Manhattan said his clerks’ past and future employment at Davis Polk & Wardwell, including as summer associates prior to their clerkships, ‘did not create an appearance of partiality’ requiring a new trial for Javice and co-defendant Olivier Amar,”
  • “Frank’s former chief growth officer. Hellerstein, 92, also said there was no proof he relied too heavily on his clerks, including when the defendants accused a clerk of ‘participating in real time’ in decisions about important testimony, and no reasonable person who watched the entire case would question his impartiality. “‘The evidence in this case was strong, and there is no concern here that an innocent person may have been convicted,’ he added.”
  • “Davis Polk has more than 1,000 lawyers according to its website, and neither the law firm nor JPMorgan was a defendant in the criminal case. Javice, 34, founded Frank in 2017 and won praise for simplifying college financial aid for students and parents. Prosecutors said she deceived JPMorgan by claiming Frank had far more customers than it actually had.”
  • “JPMorgan Chief Executive Jamie Dimon has called the 2021 purchase a ‘huge mistake.’ Hellerstein sentenced Javice to 85 months in prison and Amar to 68 months in prison. Both were convicted last March of ?bank fraud, securities fraud, wire fraud and conspiracy to defraud. Javice has appealed her conviction. Amar is scheduled to surrender on May 5, Hellerstein said.”

McGuireWoods Beats Sun Pharma’s DQ Bid In NJ Suit” —

  • “A New Jersey federal court has denied Sun Pharmaceutical’s bid to disqualify McGuireWoods LLP from representing pharmaceutical company Biofrontera in litigation over the alleged breach of a settlement agreement, ruling the firm’s continued representation won’t harm Sun Pharmaceutical and will avoid significant harm to Biofrontera.”
  • “U.S. Magistrate Judge J. Brendan Day held in a redacted opinion that while McGuireWoods attorney Kevin Madagan’s previous work for Sun Pharmaceutical as a regulatory lawyer at another firm disqualifies him from the Biofrontera case, and imputes that conflict to McGuireWoods, disqualifying McGuireWoods at this state in the case would be ‘immense and unfair.'”
  • “‘In the court’s judgment, this is the rare case in which the balance of equities tips decisively against disqualification and in favor of allowing Biofrontera to maintain its counsel of choice,’ the judge said in the opinion dated Feb. 25 and filed Friday.”
  • “Judge Day found disqualification was not warranted for several reasons: McGuireWoods didn’t violate New Jersey’s Rules of Professional Conduct when it screened Madagan from the case at the time he joined the firm; Sun Pharmaceutical did not move for disqualification for more than a year after the conflict arose; Sun Pharmaceutical significantly overstated the prejudice it would face; disqualifying McGuire Woods would upend the years it spent developing its familiarity with the case; and the disqualification would result in months, if not years, in delays.”
  • “The judge also cited the unique and unprecedented circumstances of the case and the facts that led to the conflict as reasons for not disqualifying McGuireWoods.”
  • “According to the opinion, Sun Pharmaceutical argued McGuireWoods should be disqualified because Madagan had provided regular legal advice to Sun Pharmaceutical on multiple issues at the core of Biofrontera’s counterclaims while he was at Reed Smith LLP, and that New Jersey’s Rules of Professional Conflict 1.10 imputes that conflict to McGuireWoods.”
  • “The judge noted, however, the question is one of first impression and one that the Supreme Court of New Jersey or the New Jersey Advisory Committee on Professional Ethics may wish to clarify ‘how to address imputation and screening of conflicts arising from a corporate, regulatory, or transactional lawyer’s legal advice to a former client well before litigation unfolds.'”
  • “According to the opinion, imputation and screening issues most often arise when an attorney advises a client in connection with litigation and then switches to a firm representing the adversary in litigation. Judge Day said although he sides with Sun Pharmaceutical’s reading of the rules of professional conduct at issue, Biofrontera’s reading of the rule is ‘neither implausible nor unreasonable.'”
  • “‘Although the court has concluded above that the best reading of the rule applies to this situation, it agrees with Biofrontera that, in the balance of things, it would be unfair to penalize it and its chosen counsel on a close question of first impression,’ Judge Day said.”
  • Decision: here.
Risk Update

Adversity and Conflicts — Firm Finds Lawyer Moonlighting on Adverse Matter, Another Data Center Conflicts Dust Up

Posted on

Hearing held in Simpson data center lawsuit” —

  • “While preliminary development plans for a proposed data center have gotten approval, legal challenges related to the project have come before a judge for the first time. A status conference took place Monday in Simpson Circuit Court regarding a lawsuit brought by TenKey LandCo I LLC, the company that owns the land in Franklin where the proposed data center would be built.”
  • “TenKey’s project visualizes three large facilities built on about 200 acres on Steele Road, dedicated to cloud-based data storage and infrastructure to cool the computers necessary for such an operation. The Franklin Planning and Zoning Commission recently approved a preliminary development plan, but the lawsuit concerns an ordinance passed late last year by Simpson County Fiscal Court that would require any data center operation within the county to obtain a conditional use permit.”
  • “TenKey has sued the fiscal court, essentially arguing that the county government has overstepped its authority in attempting to regulate a project that would be located within Franklin’s city limits and be subject to the city’s planning and zoning regulations. Attorney Kathryn Eckert is part of a group of TenKey representatives who have requested that Simpson Circuit Judge Mark Thurmond issue a judgment invalidating the fiscal court’s ordinance.”
  • Eckert also filed a motion to disqualify Smith and attorney Josie Keusch, both from the Bowling Green law firm English, Lucas, Priest and Owsley, from representing the fiscal court in the lawsuit. According to court filings, TenKey retained a different ELPO attorney, Michael Vitale, in November, to write a cease-and-desist letter to a Franklin resident who posted defamatory statements online concerning TenKey and data center project manager Adam DeSimone.”
  • “The resident removed those statements. With ELPO attorneys retained now to represent the fiscal court, Eckert argued that represents a conflict of interest, with TenKey representatives having already shared confidential information about the project with Vitale to help him draft the cease-and-desist letter.”
  • “Smith countered that TenKey retained ELPO last year just for the letter, and had performed no other services for the company and had no communication with them since November. Smith also argued that the cease-and-desist letter and the current lawsuit involving the legality of the fiscal court’s ordinance are ‘substantially different’ issues and ELPO had received no confidential information from TenKey.”

Texas Firm Sues Former Associate For Running Her Own Firm” —

  • “Texas law firm Hoover Slovacek LLP has sued a former associate in state court, accusing her of running her own law firm and representing clients adverse to her employer while still working there full-time.”
  • “Hoover Slovacek accused Nancy Truong of opening and operating Integrity Law Group PLLC without disclosing that to firm management, it said in its complaint, filed Monday. It also accuses her of representing parties adverse to the firm, including obtaining a judgment against one of its clients.”
  • “On March 6, 2025, Hoover Slovacek learned that Truong obtained a judgment against one of its clients using an email address associated with Integrity Law Group, the petition states. She also allegedly coerced a legal assistant to file legal documents on behalf of her own firm while being employed by Hoover Slovacek.”
  • “Hoover Slovacek is suing Truong for breach of contract, stating she broke her employment agreement by not complying with its policies, and that her actions hurt the firm, including through its payment of compensation and benefits.”
  • “The firm also alleges a breach of fiduciary duty, as Truong owed it fiduciary duties of loyalty and good faith, including the duty to disclose conflicts and to refrain from competing and acting adversely to the firm’s interests while employed there.”
Risk Update

Conflicts and Confidentiality — Former Corporate Counsel Seeks DQ of Company Law Firm in Bias Suit, Confidential Information and Protective Order Nuances, DOJ/AG Lawyer Ties Questioned

Posted on

David Kluft asks: “If the government obtains information in discovery that is subject to a protective order, is it ‘confidential government information’ under Rule 1.11?” —

  • “A law firm represented Chicago and other cities in opioid-related public nuisance lawsuits against a pharmaceutical distributor defendant. The firm obtained certain discovery from the defendant that was subject to a protective order in those cases. Los Angeles then hired the same firm to bring a similar suit against the same defendant.”
  • “The defendant moved to disqualify the firm because of its access to information in the earlier cases, California Rule 1.11(c) prohibits a lawyer who represents a government entity from using ‘confidential government information’ learned from that representation on behalf of another client in a later representation.”
  • “The distributor argued that since the discovery in those earlier matters was subject to a protective order, it was not ‘publicly available’ and therefore qualified as ‘confidential government info.'”
  • “The CA Court of Appeals disagreed: ‘Confidential Government Information’ is information the government can obtain that a regular civil litigant could not – it does not include information subject to a routine protective order in a case that happens to involve the government.”

Atty Seeks To Boot Ogletree From Microsoft Bias Suit” —

  • “An attorney who claimed Microsoft fired her out of pregnancy discrimination sought to disqualify Ogletree Deakins Nash Smoak & Stewart PC from representing the tech giant, telling a Washington federal judge the move is necessary because the firm also backs a client she’s fighting in another case.”
  • “Amber Montgomery filed a motion Monday asking the court to disqualify Ogletree from representing Microsoft Corp. in her Title VII pregnancy and disability discrimination suit, arguing it would be unfair for the firm to continue as counsel because Ogletree also represents a company that one of Montgomery’s clients is actively suing.”
  • “‘This motion is not directed at any individual attorney. It addresses a structural conflict arising from the firm’s concurrent representation of adverse clients — a conflict the firm created, failed to disclose, and refused to cure,’ Montgomery said. ‘Disqualification is necessary to preserve the integrity of these proceedings and to ensure public confidence in the fairness of the judicial process.'”
  • “In her Monday filing, Montgomery said that Ogletree is also representing security company ADT LLC against one of Montgomery’s clients, Trinity Moore, who accused the company of pregnancy discrimination and retaliation in a federal lawsuit filed in the Southern District of Georgia. Montgomery said Ogletree shareholder Patrick F. Clark, who previously represented Microsoft but withdrew from the case in February, had been working on the case while supervising an associate who represented ADT in Moore’s suit.”
  • “Montgomery claimed her client may have faced negative repercussions from Ogletree’s involvement in both cases. The day after Montgomery said she filed a response cooperating with Microsoft’s bid to transfer her case from Georgia federal court to Washington federal court, she said ADT terminated Moore in a phone call.”
  • “During the call, Montgomery claimed Moore’s supervisor laughed and said that they were just following orders. This appearance of impropriety is enough to justify Ogletree’s disqualification, Montgomery argued. Montgomery said the firm decided to ‘double down’ after she raised concerns about the conflict in early March and added a third attorney to represent Microsoft in the case.”
  • “‘Ogletree’s belated attempt to cure this conflict by withdrawing Mr. Clark and substituting attorneys from its Seattle office on February 18, 2026 is precisely the type of strategic maneuvering prohibited by the Hot Potato Doctrine,’ Montgomery said, a legal principle that prevents lawyers from unreasonably dropping a client, sometimes to take on a client with adverse interests.”
  • “She argued that Ogletree’s presence as an adversary in both cases gives the firm access to her litigation strategies from the two different disputes, and added that the firm’s efforts to attack her credibility in her case against Microsoft would undermine her effectiveness as an attorney for Moore.”

Pam Bondi’s close ties to lawyer brother Brad Bondi raise questions” —

  • “Attorney General Pam Bondi is facing fresh scrutiny over whether she had any influence on her brother Brad Bondi’s career.
  • “Just like AG Bondi, Brad is a lawyer, working as a partner at Paul Hastings. However, a few of Brad’s legal wins have come under the microscope, considering that a number of the cases he represented have been dismissed altogether by the Department of Justice ever since Pam assumed office.”
  • “According to Nicki Swift, one such instance is the high-profile case of Carolina Amesty, who served as a Republican lawmaker for Florida from late 2022 to late 2024. Amnesty was reportedly accused of stealing money meant for COVID relief. She was facing 20 years in prison if she were found guilty. “
  • “But, in August 2025, Amesty’s case was dismissed. According to the media outlet, which cited the Tampa Bay Times, Brad had informed the court that it had all come down to ‘significant exculpatory material.’ However, the material was not made public, and per Central Florida Public Media, the presiding judge wrote in the dismissal order: ‘Without providing any explanation or argument in support of its request, the United States asks the Court to dismiss the criminal complaint.'”
  • “More than one news outlet noted Brad’s connection to AG Bondi when covering the news. ABC News also asked the DOJ about the controversial dismissal, to which they replied, ‘This decision was made through proper channels and the Attorney General had no role in it.'”
  • “Carolina Amesty is not the only client represented by Brad Bondi whose charges have been dropped by the DOJ. Now, many lawmakers are calling for an investigation into AG Pam Bondi‘s possible involvement in these developments. Among them is Senator Adam Schiff, who had a tense exchange with the Attorney General during an oversight hearing in October 2025. According to CNBC-TV18, in response to a question Schiff asked Bondi, she pointedly replied, ‘Will you apologize to Donald Trump for trying to impeach him?'”
  • “In the case of Brad Bondi, Schiff wrote a letter with Rep. Dave Min, putting forth his concerns that some of Brad’s wins may be connected to him being AG Bondi’s brother. According to ABC News, the California Democrats wrote, ‘We are concerned that DOJ officials, including the Attorney General, may have failed to ensure the independence of internal accountability mechanisms.’ Schiff and Minn specifically asked for an investigation into ‘Whether Attorney General Pamela Bondi properly recused herself from, or otherwise improperly influenced, several cases involving defendants represented by her brother.'”
  • “The DOJ responded in a similar way to how it addressed the Carolina Amesty case, saying that Pam Bondi had no involvement in the matter. Speaking to ABC News, they stated, ‘These decisions were made through the proper channels, and the Attorney General had no role in them.'”
jobs

BRB Risk Jobs Board — Conflicts Counsel (Parker Poe)

Posted on

In this BRB jobs update, I’m pleased to spotlight an open position at Parker Poe: “Conflicts Counsel” —

  • Conflicts Counsel works with the Office of General Counsel and a team of conflicts analysts, billing attorneys, and the Accounting Department to ensure that new matters and clients are opened in compliance with the Rules of Professional Conduct.
  • Conflicts Counsel may prepare and conduct educational presentations on process, ethics and business aspects of a law firm to all levels of employees.
  • Conflicts Counsel analyzes state bar rules, ethics opinions, fact patterns and case law in order to advise the firm and its attorneys on conflicts and ethics issues.
  • Conflicts Counsel analyzes conflict search results and researches businesses, individuals, properties and the firm’s databases to identify potential conflicts of interest and communicates with attorneys and clients to resolve conflicts as necessary.

 

Primary Duties and Responsibilities

  • Reviews and analyzes client and matter intake requests, including interaction with attorneys and staff to verify information contained in the requests.
  • Researches entities and individuals involved in potential conflicts identified in the firm database and utilizes analytical skills to determine what action, if any, needs to be taken.
  • Facilitates communication among attorneys to resolve ethical, business and positional conflict situations.
  • Recommends appropriate responses to conflict situations.
  • Assists with conflict waiver requests and recommends appropriate waiver language to relevant attorneys.
  • Documents conflicts resolutions and records with the appropriate client and matter file.
  • Identifies, researches and removes out-of-date information from the conflicts database through database research and communication with responsible attorneys.
  • Drafts and reviews consent letters, engagement letters and various firm policies.
  • Adheres to all firm policies, procedures, standards and guidelines.
  • Assists with risk management and other Office of General Counsel responsibilities or other duties as assigned by leadership.

 

Requirements

  • Law degree from an accredited law school and a minimum of two years’ experience as a practicing attorney or conflicts counsel.
  • Experience in a law firm setting preferred. Licensed in good standing to practice law in North Carolina, South Carolina or Georgia.
  • Working knowledge of the Rules of Professional Responsibility.
  • Excellent written and oral communication skills.
  • Substantial analytical, research, evaluative, risk management, and problem-solving skills with a keen attention to detail.
  • Excellent time management and project management skills. Must effectively prioritize work/projects and execute tasks in a fast-paced, high-pressure environment.
  • Maintains confidentiality and exercises discretion and good judgment.
  • Exceptional interpersonal and customer service skills. Works well within teams and in a collaborative environment. Builds and maintains relationships with attorneys to assist in managing the conflicts process in their respective matters in a consistent high-quality manner.
  • Highly self-motivated and self-directed. Ability to work independently with minimal supervision.

 

About Parker Poe

Become part of the Parker Poe team that – for more than a century – has represented many of the Southeast’s largest companies and local governments. We are a tight-knit firm that values the person beyond the lawyer or professional. Because of this, in addition to structured integration efforts, you will find that mentorship, professional development, and internal referrals happen organically. If you want to join a collaborative team providing sophisticated legal services – without losing sight of our calling to give back to our communities – this is the place to be.

See their careers site for more on the company and work environment, see the complete job posting for more details on the position and to apply.


And if you’re interested in seeing your firm’s listings here, please feel free to
reach out