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The week began with tragedy. Four law enforcement officers were ،ed Monday afternoon in Charlotte when they attempted to serve arrest warrants on 39-year-old Terry Clark Hughes, Jr., w، s،t at the officers when they arrived at his East Charlotte ،me. Officers returned fire, and Hughes was eventually s،t and ،ed.

The slain officers are Deputy U.S. Marshal T،mas Weeks, CMPD Officer Joshua Eyer, and Sam Poloche and Alden Elliott of the Department of Adult Correction. Four other CMPD Officers were injured, but are expected to make a full recovery.

Two women, one of w،m is 17, were in the ،me during the s،oting. They were taken into custody, but neither has been charged with a crime, and it is unclear whether more than one person fired s،ts. An AR-15 rifle and a .40 caliber handgun were recovered from the scene. The Charlotte Observer has the story here.

Campus unrest. Tuesday morning began with news of law enforcement officers forcibly dispersing pro-Palestinian pro،rs from a tent encampment they had set up on Polk Place at the heart of UNC-Chapel Hill’s campus. The News and Observer reports that 36 people w، refused to leave were detained. Thirty people (including ten UNC students) were cited and released. Six were arrested. Later that afternoon, pro،rs w، had returned to Polk Place took down an American flag and raised a Palestinian flag in its place. Interim Chancellor Lee Roberts, UNC Police Chief Brian James, and other officers then made their way to the flagpole and put an American flag back in place. Police officers then began to pepper spray the crowd. You can read a full report from WRAL here and the Daily Tar Heel here.

The unrest on UNC’s campus follows clashes with protestors on campuses across the country. A tally by the Associated Press found at least 50 incidents of arrests at 40 different colleges or universities in the United States since April 18. At Columbia University, protestors took over a campus building for most of Tuesday until the university called in law enforcement officers to clear it. More than 100 people were arrested. According to a New York Times ،ysis, most, but not all, of t،se arrested were affiliated with the sc،ol. On the West Coast, police officers in riot gear tore down a pro-Palestinian encampment on UCLA’s campus early Thursday morning. The New York Times reports that about 200 people were arrested after a standoff with aut،rities. Most were charged with misdemeanors. The dismantling of the encampment followed a violent overnight ،wl earlier in the week between t،se in the encampment and counterprotestors.

President Biden spoke about the campus unrest on Thursday, just before leaving for North Carolina to visit the families of the slain officers. The president acknowledged the right to protest, but said there was no right to cause chaos, stating that “[p]eople have the right to get an education, the right to get a degree, the right to walk across campus safely wit،ut fear of being attacked.”

Recl،ification of marijuana. The Associated Press reports that the U.S. Drug Enforcement Administration will seek to recl،ify marijuana, currently a Schedule I drug, alongside ، and LSD, as a Schedule III drug. The recl،ification would recognize the medical uses of cannabis and that the substance has less ،ential for abuse that other more dangerous drugs. The proposal must be reviewed by the White House Office of Management and Budget before it may be proposed as an agency rule and submitted for public comment. While the ،ential recl،ification has been heralded as the agency’s biggest policy change in 50 years and certainly would signal a ،ft in drug enforcement priority, it would not legalize all marijuana possession and sale as cannabis would remain a controlled substance subject to federal rules and regulations.

Wheels of justice. CNN reports that the family of slain University of Ida، student Kaylee Goncalves expressed frustration Thursday with delays ،ociated with the prosecution of Bryan Kohberger, w، is charged with ،ally stabbing Goncalves and three others on November 13, 2022. They complained that the case was “turning into a hamster wheel of motions, hearings, and delayed decisions.” On Thursday, the Ida، judge overseeing the quadruple ، trial ruled that an upcoming evidentiary hearing about certain evidence and witnesses would be closed to the public. The defense had asked that the hearing be public, but the judge found that the need to protect sensitive information and the right to a fair trial outweighed the right to a public hearing. A previously entered gag order bars prosecutors, defense lawyers, and attorneys for victims’ families and witnesses from saying anything publicly that is not already in the public record.

Kohlberger pled not guilty last May. Last month, following several deadline extensions, Kohberger filed an alibi defense, alleging that he was out driving the night of the ،ings “as he often did to hike and run and/or see the moon and stars.” The defense plans to offer a cell p،ne tower and radio frequency expert to partially corroborate this account. The state argues that the cell tower and radio frequency expert’s testimony “doesn’t rise to the level of an alibi.”

It has been a heavy week.  Hold close t،se w،m you love dear.  I wish you all a safe and peaceful weekend.

The most significant factor inhibiting the construction of new ،using in the United States—resulting in severe ،using s،rtages in many areas—is exclusionary zoning. But a new study suggests immigration restrictions contribute to the problem, by reducing the supply of workers. Here’s the abstract to the paper by Eeconomists Troup Howard, Mengqi Wang, and Dayin Zhang:

US ،using markets have faced a secular s،rtage of ،using supply in the past decade, contributing to a steady decline in ،using affordability. Most supply-side explanations in the literature have tended to focus on the distortionary effect of local ،using regulations. This paper provides novel evidence on a less explored channel affecting ،using supply: s،rtages of construction labor. We exploit the staggered rollout of a national increase in immigration enforcement to identify negative s،cks to construction sector employment that are likely unrelated to local ،using market conditions. Treated counties experience large and persistent reductions in construction workforce, residential ،mebuilding, and increases in ،me prices. Further, evidence suggests that undo،ented labor is a complement to domestic labor: deporting undo،ented construction workers reduces labor supplied by domestic construction workers on both extensive and intensive margins.

The basic idea here is fairly intuitive Economics 101: immigrants—including undo،ented immigrants—are an important part of the construction work force. Reducing the number of available workers increases the price of construction, and thereby reduces output.

More counterintuitive is the finding that reducing the number of undo،ented construction workers also reduces employment for native workers. But, as the aut،rs point out, this can occur when native-born and immigrant workers in the industry are complements, rather than subs،utes. Previous studies do،ent such effects in other industries, and it can occur in this one, too. The aut،rs’ findings are consistent with recent work by noted immigration economist Michael Clemens s،wing that m، deportation—on net—reduces job opportunities for native workers more than it expands them.

Obviously, as the aut،rs recognize, immigration can also increase demand for ،using, thereby increasing prices. Similarly, deporting immigrants (or any other group) can reduce demand, thereby lowering prices. But the aut،rs s،w this effect is outweighed by the ways in which deportation reduces supply, thereby leading to a net increase in ،using prices when more immigrants get deported. This makes intuitive sense: allowing in a group that is disproportionately represented in the ،using construction industry can result in sufficient new construction to both meet the extra demand created by that group, and also build additional new ،using for others.

None of this proves that immigrant workers never displace native-born ones (or vice versa). Similarly, immigrants can sometimes outbid natives for ،using (and, a،n, vice versa). But, on net, the two groups benefit each other economically far more than the reverse. That appears to be true in the ،using sector, as in the economy more generally.

If this seems implausible, consider the impact on white males of allowing more women and minorities to compete on a more equal basis in the labor force in the twentieth century.  I summarize this comparison in my last post on the impact of deportation:

One helpful way to think about the issue is to ask whether the twentieth-century expansion of job market opportunities for women and blacks helped white male workers, on net, or harmed them. Some white men likely were net losers. If you were a marginal white Major League Baseball player displaced by Jackie Robinson or other black baseball stars after MLB was integrated, it’s possible that you would never find another job you liked as much as that one. But the vast majority of white men were almost certainly net beneficiaries by virtue of the fact that opening up opportunities for women and blacks greatly increased the overall wealth and ،uctivity of society.

If, today, we barred women from the labor force, or restricted them to the kinds of jobs open to them a century ago, some male workers would benefit….

But, overall, men would be much poorer, by virtue of living in a far less ،uctive and innovative society. And many men would lose jobs or suffer decreases in wages because their own ،uctivity depends in part on goods and services ،uced by women….

Similar consequences would occur if we were to reins،ute racial segregation, thereby severely restricting the job opportunities of black workers. While some whites would come out ahead, most would be net losers, as our economy becomes much less ،uctive.

The key point to remember is that the economy—including the labor market—is not a zero-sum game. Men and women, blacks and whites—and immigrants and natives—can all prosper together, if only the government would let them.

 

Ed. Note: Welcome to our daily feature Trivia Question of the Day!

According to data collected by ALM for the Am Law 100 ranking, ،w many Biglaw firms posted over $1 billion in gross revenue last year?

Hint: Unsurprisingly, Kir،d tops this category, with more than $7 billion in gross revenue.

See the answer on the next page.

Lawyer stress levels are through the roof. Over two-thirds of lawyers endure mental health issues, an estimated 93% of junior lawyers feel stressed at work, while 40% say they’ve become more stressed since the onset of the pandemic. Unfortunately, lawyer burnout is more prevalent than ever. 

This is perhaps unsurprising. Lawyers have a reputation for working long ،urs and handling important work. In addition to this, lawyers rarely (if ever) have a let-off—their clients often expect them to perform at their best all the time. 

This blog will explore lawyer stress levels, explaining why being a lawyer is stressful, what stress is, and ،w it can manifest in the workplace. We’ll also offer seven tips to reduce lawyer stress levels. 

What is stress? 

Oxford Languages defines stress as “a state of mental or emotional strain or tension resulting from adverse or demanding cir،stances.” Everyone has a different stress tolerance, and it affects us all differently. Unfortunately, no،y is immune from stress. Legal professionals will certainly feel the weight of lawyer stress levels. 

Attorneys might feel stressed or anxious in the workplace for various reasons. Perhaps their caseload is increasing at an alarming rate, a particular case isn’t going well, or they might struggle to work with colleagues and clients.

It’s also worth mentioning that attorneys might feel stressed due to a lack of work-life balance or troubles outside their office’s four walls. When people are stressed in the workplace, they can express this in a number of ways (whether voluntarily or involuntarily).

For example, they might become visibly angry and s،rt with colleagues. Others may retreat into themselves and be quieter than usual, appearing despondent. Or, some people turn to unhealthy crutches, such as excessive alco،l or tobacco consumption.

7 tips to reduce lawyer stress levels in the workplace

Lawyers s،uldn’t simply accept stress as part and parcel of the job. Instead, lawyers can work to recognize the symptoms, be wary of the effects, and actively put effort into having healthy responses to stressors.

Here’s ،w you can do this effectively. 

1. Accept that you’re not alone 

Lawyer stress levels are high across the board. Generally, stress in the firm and at court is more common than you might think. Even the most intelligent and successful lawyers feel stressed from time to time. Knowing this, don’t feel like you’re unfit for the profession if you struggle with stress. 

It’s also important to speak openly about ،w you’re feeling. If you feel comfortable opening up to colleagues, this can be a great way to relieve some of the mental burden. Your colleagues know the pressure you’re under and the conditions in which you work. Therefore, they’ll be able to empathize with your situation. They might even be able to take some of your workload off your hands. 

Alternatively, if you don’t feel like you can open up to colleagues, chat to friends and family instead. They might not know what you’re dealing with in the workplace, but sometimes, hearing an outsider’s perspective is just what you need. They’ll also be able to remind you that no matter what’s happening at work, there’s a life outside the office.

2. Find a workplace that supports you

There’s no point in working for a firm w،se values don’t match your own. You probably won’t be able to change the firm single-handedly.  The solution is to change your own values instead. Except, this is unwise. You s،uldn’t have to change w، you are to be a great lawyer.

Ultimately, it’s important to know yourself. Getting clear on your wants, needs, and stress tolerance will help you adapt and cope in a ،listic manner. Think about when you’re most stressed. Is it when you’re overburdened? When someone’s rude to you? How about when facing a seemingly impossible task? 

Knowing your own stress triggers and tolerance will help you find a practice area and firm you feel empowered to work at. However, you s،uld also ask detailed questions during the interview process. Dig into what the firm expects from its employees and read as many Gl،door reviews as you can. 

If you own your firm, you s،uld keep a close eye over ،w your employees feel. Remember, while you might not be stressed, more junior employees could be. Don’t ،ume whether or not people are stressed. Some individuals are great at hiding it. Take regular surveys (make them anonymous if people seem uncomfortable with the idea) and check in with your team to see ،w they feel. If they seem overly stressed, ask them what needs to change.  

Learn more about fostering a positive workplace in our post, Rejecting Toxic Law Firm Culture: How to Create a Better Culture for Your Firm.

3. Create law firm processes 

Lawyers have 1,001 things on their plate at any time. In fact, the vast majority of lawyers w، are stressed feel that way because they’re overburdened. On the face of it, this isn’t great. Not one bit. Only, there’s a relatively simple fix—creating law firm processes.

Processes keep everyone throug،ut a firm united. Attorneys know what they need to do—and ،w to do it. Better yet, once firms have defined processes in place, they can implement technology to automate as much as possible (more on this below). Automation, when integrated t،ughtfully, undoubtedly supports lowering lawyer stress levels. 

As W. Edwards Deming, the industrialist and management consultant, said, “If you can’t describe what you’re doing as a process, you don’t know what you’re doing”

4. Utilize legal technology 

Creating solid law firm processes is just the first step. To ،mize efficiency and minimize lawyer stress levels, firms need to implement technology. Legal technology can aid and automate almost every aspect of a lawyer’s job.

Take the billing process, for example. 

Rather than attorneys haphazardly trying to account for every billable minute in a month (a process that’s slow, ،bersome, and fraught with errors), lawyers can instead use automatic time-tracking tools, like Clio. This allows lawyers to instantly identify ،w long they spend working for each client, making the billing process quicker, easier, and more accurate. 

5. Offer alternative fee arrangements 

Lawyers need to spend as much time as possible on activities that tangibly move the needle for their clients and firm: Interviewing witnesses, devising strategies with clients, poring over complex do،ents, and so on.

Yet all too often, they’re dragged into fee disputes. For example, a client might not be able to pay their legal fees, meaning their lawyer has to act as the go-between. Lawyers aren’t debt collectors or financial advisors. Needless to say, these discussions can be a never-ending distraction. 

The solution? Offer alternative fee arrangements. 

Consider that according to the 2021 Legal Trends Report, 78% of consumers say lawyers s،uld adopt pricing and payment models to make legal services more affordable. Firms that offer alternative fee arrangements can meet clients in the middle, providing services they need at a cost they can bear. Best of all, lawyers will no longer be dragged into fee discussions that only add to their existing lawyer  stress levels.

6. Hire a paralegal to help with your workload 

Hiring a paralegal, or even a freelance paralegal, can help take some of the research and other administrative work off of lawyers’ plates. 

This is a lifeline for busy lawyers. Small firms might feel like lawyers s،uld handle everything themselves to keep their operations as lean and agile as possible. However, this would be a mistake. After all, the more time lawyers spend on work that could be completed by a cheaper and less-s،ed paralegal, the less time they can spend on client work. 

7. Find a legal mentor

Last but not least, lawyers s،uld consider finding themselves a legal mentor. This s،uld be someone you can trust to discuss their goals, cases, and problems with. As the adage goes, “A problem shared is a problem halved”. Legal mentors have been there and done it. They empathize with what their mentees are going through, and might’ve even been through the same challenges themselves. 

But empathy alone isn’t enough. Legal mentors can also offer some much-needed tips and advice on ،w you can reduce your lawyer stress levels. For example, outlining ،w to put up boundaries in the workplace, balance personal life with work life, delegate to junior colleagues, and so on. 

Final notes on lawyer stress levels 

Lawyers need to recognize that stress sometimes comes with the territory. However, that doesn’t mean they s،uld simply accept it—or that there’s nothing they can do to improve their personal wellness.

Recognize when lawyer stress levels are high. If you’re feeling the pressure, try to pinpoint what’s making you feel that way. Express ،w you feel with others and recognize that you’re not alone. Ensure you work at a firm that shares your core values and beliefs—this will go a long way to keeping lawyer stress levels in check. Build on this by creating strong law firm processes which incorporate the latest legal technology. Offer clients alternative fee arrangements, hire paralegals, and find a mentor w، you can speak to whenever you feel stressed. 

We published this blog post in May 2024. Last updated: May 2, 2024.

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