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Uriel last won the day on December 15 2017

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About Uriel

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  1. Applicant information from Windsor leaked

    I think my whole life has revolved around how great I'll be as a human at 56. And who even knows how to measure year of call? There's no accepted definition. Calendar year of call (January 1, 2012): 6th year <- most commonly used as shorthand Call to the Bar (May 15, 2012): 5th year <- most commonly used when someone stops to think about it Start date (September 1, 2012): 5th year First year of practice ("non-stump year", "first year associate") (January 1, 2013): 5th year
  2. Applicant information from Windsor leaked

    Very disappointed to see that AD Herlehy is female, thus robbing me of a perfectly good "just let the boy leak your data" joke. *crickets* Egh, you kids with your YouTubes.
  3. Bad 1L Grades - large distribution

    Just came across this thread --- and mwa ha! You are all wrong. The assumption there is correct: it was a first-term "C" and first-term exam results don't count. My "C" was for a term paper, though, in small group Torts. It counted. My "C+"es in my Property and Contracts exams, though, did not.
  4. Firm Perks

    I've seen that too --- I think we went at 10 months or so. Seems like every two weeks there's another 18-month-old having a complete meltdown for their first week. I've heard that there can be very good outcomes from starting them as infants; it's just in my experience most parents don't want to take that option but feel they have little choice financially. Glad to hear that you had such a positive experience! I'm half-inclined to ask where you went.
  5. Firm Perks

    Maybe you can fill in the gap here, since you're much more of an expert on the ins and outs of employment law. I thought you had to stop working before you could even apply, that there was a one-week wait period of no pay, and then you would be paid for the remainder in the first 28 days. Which is to say, you're not making rent unless you put it on your credit card. So if you take three weeks off, you're getting $1,100. In my case, the mom was a student so she wasn't entitled to anything. It's a huge hit. Rather than saving up $3,000 to cover the month, I just blew my vacation and got paid. Things would be a lot easier if you could apply for EI in advance of going on leave. You're right in that my proposal doesn't apply to the much more dire situation facing sole practitioners and other small business owners. It was a specific proposal for a specific kind of workplace. If I'm honest, I don't have any good idea how to build a better system for women in those situations. In terms of the biological component, I'm definitely not advocating for any less time for maternity leave! I hope I didn't come across as suggesting that the paternity leave should be taken out of a partner's leave, or that mat leave should be in any way abridged or considered a closed issue. There's still a lot of work to be done, even in well-funded employer situations, to encourage and facilitate healthy pregnancies and infant rearing. (Why doesn't everyone just consider a mat leave year a nullity, rather than adding an integer to the denominator of billable hours over years worked?) I mean, if we're being honest, a year (or 35/61 weeks, as the case may be) is a completely arbitrary figure for mat leave. If we were actually designing the system intelligently from scratch, rather than reacting reflexively to women unexpectedly entering the workforce and then trying to build around that male-centered improvisation, we would probably start from the principle that you should have three months of sick leave in the third trimester and 18 months to get the child up to an age where external care isn't detrimental to mom or tot. We were lucky (kind of?) in that Mrs. Uriel was a student when she had our daughter. On the one hand, we were pretty broke. On the other, though, she had some freedom to hang on to the wee one until she was ready for daycare. It's nothing short of brutal what our system puts women and infants through when they don't have the luxury of not working, or getting by on a third of their pay. I don't know how we, as a society, can walk past infant rooms in a daycare and be all right with that as the status quo for anything but the most affluent families. But maybe that's just an unwarranted emotional reaction on my part.
  6. Firm Perks

    I've put my neck out more than a few times for extended paternity leave benefits. I think there are still some big firms that offer dads the statutorily mandated unpaid-leave time only, unless they've cleaned up their act since the last time I looked into it. That's a nightmare. EI takes longer to process than the average dad can afford to take off, particularly in large cities with large-city rent. My firm is now quite progressive on paternity leave and mandatory advancement of moms on leave --- I can't take the credit but I hope I helped --- but when I took off I had to burn three weeks' vacation just to avoid loss of pay while I supported my wife, who had complications after the birth. Not only does that egregiously suck, but it exacerbates the privilege of male lawyers. If you're going to press us back into service in a week and a half, you're effectively formalizing a rule that women (and women only) are to be penalized one full year of career progression per child. If men were given four months (a pipe dream, but imagine), then the difference between that dad and a career-driven mom that comes back after eight or nine months is basically negligible. A rounding error in an eight-year track. If your firm is still stuck in unpaid leave mode for dads, and especially if you're a dad-to-be, consider reaching out to recent moms and see if you can coordinate some pressure on the powers that be. It was miserable for me, and now we have people making partner while on mat leave. It's so much easier to promote a firm when you're proud of it.
  7. Firm Perks

    Often there's an executive committee or steering committee or some such group responsible for the overall strategic direction of the firm.
  8. Firm Perks

    Very good point, particularly with smaller employers. Someday the Millennials will be in charge. Someday. That actually reminds me of another good OCI question I once got about the executive committee here at the firm. Some firms on Bay Street are run by 45-year-olds, others by 60-year-olds. Useful knowledge with which to be equipped.
  9. Firm Perks

    Not every firm does this, either. Another good OCI question.
  10. Firm Perks

    Maybe? I thought we were talking about mid-sized and above, from utmguy's quote. Either way, I think we're not in disagreement.
  11. Firm Perks

    True. But usually it will be a non-competing boutique.
  12. Firm Perks

    Note to self: Still balling within unacceptable degree of control
  13. Firm Perks

    The exploitative feeling persists! I'm not lying!
  14. Firm Perks

    Okay, that's wrapped that up. My personal favourite perks (I am accepting the prevalent graphological inaccuracy): If you use your late meal and cab in conjunction with your gym membership, you can save money by working out three nights a week and you can bill nine extra hours *chef kiss* Medcan is awesome, great peace of mind knowing you don't have random cancer CLE/BD travel is amazing --- get to see all kinds of cities you've never experienced before; sometimes you can even bootstrap it into a family vacation* No controls at all on your arrival and departure time from the office --- go shopping when you're burned out, roll in after dropping the kid off at daycare, leave early when you're sleepy, just get your work done Firm picking up the phone bill is a mixed blessing, as we all know from employment law cases * Watch your ethics while doing this. You're at the conference for a defined reason and you need to give it 100% of your attention. Get a separate room and bill for the family and basically be absent during the conference, then join them once it's wrapped up. All you're really doing is saving one round-trip airfare on your vacation. It can be nice for them, too --- a day of bonding between the rest of the fam before Mommy or Daddy joins them on Saturday afternoon.