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Legal - Pythia, 272 Bath Street, Glasgow (2026)

13/01/2022

We are happy to add two new apprentices to the Legal-Pythia team, Christopher Besillie and Abdul Ahad Farhan will join as developers for the next couple days f weeks!

22/12/2021

By Bernie Sugano ()

Introduction:

A law firm in the pre-technology world was vastly different to today’s modern legal practice. In today’s legal market with millions of law firms, how does a firm stay on top?

No Boundaries:

The pre-technology law firm would typically see senior lawyers such as partners in charge of new business acquisition, while junior lawyers were exempt. New business acquisitions in this age would usually be a small firm’s immediate community and a large firm’s partners’ connections. However, with the rise of digital marketing and globalization, firms are no longer limited as to who a potential client may be or where they may come from. Without the walls of the immediate community, a firm may find that a wider client base can be reached, but are their clients also beginning to look elsewhere?

A Big Change:

In today’s hybrid post-COVID and the mid-COVID world, the legal industry as a whole has been forced into technology adaptation with some firms opting for entire digital transformations. It is consensus that technology in light of COVID has supported new remote working structures. However, as we move out of COVID, the modern law firm must begin to ask, what else can technology do for a law firm?

In the area of new business acquisition, the current market observes more junior lawyers expected to take on responsibilities of securing new clients, a significant change from the pre-technology firm. When one asks, ‘what else can technology do for a firm?’, the new business acquisition is a major area that can be accelerated with the use of legal technology. In order to support junior lawyers who often lack a deep pool of contacts, a CRM for lawyers is the gold standard for legal BD.

Jameson Legal Tech:

In order for law firms to stay competitive in the modern legal industry, expanding legal tech adoption into areas beyond core legal practice is crucial.

For Jameson Legal Tech’s legal-tech consultation please fill the contact form: Contact Us - Jameson Legal

04/12/2021

Introduction:

Please read along as Cayetano Caparròs shares his journey as a lawyer with us.

Personality:

I consider myself a lawyer with a business soul, but I am also a corporate general attorney with substantial internal legal experience. I can provide legal support, in Spanish, English. I have a focus on investments, urban planning, banking, international law, business advice. But I do not close the doors to any other opportunity that life gives me.

Specialities:

Maritime and international law, civil and commercial law, real estate law, hotel investments, due diligence and international criminal law.

Conclusion:

I am creative, firm and charismatic. I like to interact positively with people. I quickly adapted to new environments and challenges, I like to improve myself and continue training daily. My main job traits are possibility, optimism, communication and expression. I am currently an associate in a law firm in Campo de Gibraltar, the name is Niebla Caparròs Abogados.

26/11/2021

We are happy to hire Lauren White for the role of junior business development manager. The role is part of the kickstart scheme, which is a funding programme to hire young people between the age of 16-24. We are confident that Lauren will bring value to the team.

13/11/2021

Introduction:

A nonqualified deferred compensation (NQDC) plan is an arrangement that an employer and employee agree to where the employer accepts to pay the employee sometime in the future. This post was created by Emily Langdon so please make sure to follow her .langdon.

Employers Can Benefit From NQDC Plans:

NQDC plans can benefit employers in many ways, such as:

NQDC plans can help attract and retain key employees by providing additional benefit incentives and awards for both performance and length of service.

NQDC plans can help facilitate business succession planning by providing additional ownership interest in the company over time for key employees.

NQDC plans can provide a mechanism to defer taxes in later years.

NQDC plans allow employees to defer amounts greater than those deferred under a qualified deferred compensation plan, leading to a higher level of retirement savings.

NQDC plans allow for employers to plan for changes in control events and related payment parameters.

NQDC Structure And Compliance:

As long as the applicable NQDC plan rules are complied with, there are numerous ways to structure NQDC plans and related payments. Each NQDC plan can be completely customized for the employer’s current needs and goals, as well as future needs and goals.

In addition, NQDC plans are exempt from most Employee Requirement Income Security Act (“ERISA”) requirements and related reporting requirements. This means there are no limitations on the amounts that can be deferred and no minimum distribution rules. In addition, NQDC plans can discriminate in favour of highly compensated employees and amongst employees in various compensation levels, which is largely impermissible for qualified plans.

Conclusion:

The key for employers to take into account is that NQDC plans must comply with the rules of Internal Revenue Code (“IRC”) Section 409A, which are fairly simple to navigate with the assistance of an experienced employee benefits attorney.

31/10/2021

Introduction:

Emily Langdon .langdon illustrates to us what Corporate-Owned Life Insurances are and why they are important. Make sure to follow her and comment on this post!

What is Corporate-Owned Life Insurance (“COLI”)?

Corporate-owned life insurance (“COLI”) refers to life insurance that is purchased by a corporation for its own use. The corporation can be either the full or partial beneficiary of the insurance policy. Typically, an employee or group of employees, corporate owner, or debtor are listed as the insured(s).

COLI differs from group life insurance policies that are offered to employees of a corporation because COLI benefits the corporation itself, whereas general life insurance policies are designed to protect the corporation’s employees and their families.

COLI can be structured in many different ways to accomplish a wide variety of business objectives. One of the most common objectives of COLI is to informally fund certain types of nonqualified deferred compensation (“NQDC”) plans. Other forms of COLI include key person life insurance that pays the corporation a death benefit upon the death of a key employee and buy-sell agreements that fund the buyout of a deceased partner or owner of the business.

In many cases, the death benefit is used to buy some or all of the shares of company stock owned by the deceased (such as with a closely-held business). COLI is also frequently used as a means of recovering the cost of funding various types of employee benefits.

For more information, please click on the link in our bio….

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30/10/2021

We are happy to announce that we will be partnering with the attorney alliance law office . We are looking forward to the partnership and hope it will benefit both parties equally. 🥳

26/10/2021

Introduction:

Emily Langdon .langdon introduces how current employers can retain their employees better in the long term through Nonqualified Deferred Compensation Plans. Please leave some feedback below and make sure to follow Emily.

What is a nonqualified deferred compensation plan?

A nonqualified deferred compensation (“NQDC”) plan is an elective or non-elective plan, agreement, method, or arrangement between an employer and an employee — or service recipient and service provider — to pay the service provider compensation in the future.

The NQDC rules apply to employees and other “service providers”, including directors and independent contractors. This article uses the term “employee” to refer to all service providers of an employer.

NQDC plans can provide for employee-only elective contributions, employer-only elective contributions, or both employee and employer contributions.

NQDC plans can provide for a single benefit (such as payment in a lump sum after retirement, upon reaching a stated event, or at a specified time or date in the future) or can permit the employee to select from various benefit payment options (such as a choice between benefit payments after 3, 5 or 7 years).

Employers typically offer NQDC plans only to top management or other highly compensated employees and generally should not cover non-highly compensated employees.

What are the advantages of NQDC plans for employers?

NQDC plans can help attract and retain key employees by providing additional benefit incentives and awards for both performance and length of service.

NQDC plans are exempt from most Employee Requirement Income Security Act (“ERISA”) requirements and related reporting requirements. This means there are no limitations on the amounts that can be deferred and no minimum distribution rules. In addition, NQDC plans can discriminate in favor of highly compensated employees and amongst employees in various compensation levels, which is largely impermissible for qualified plans.

To view the full story, click the link on our bio 💼 💼

18/10/2021

Introduction:

Good governance, responsive administration and coordination should be non-negotiable in a process driven by transparency and accountability.

The novel coronavirus disease (COVID-19) crisis has significantly redefined the humanitarian emergency paradigm and changed our understanding of disaster management in several ways.

First, the crisis is not limited by a geographic area or a cluster or physically defined areas in which the disaster occurred — as in an earthquake, flood or cyclone.

The Effects:

Second, the effects of the disaster are so microscopic and invisible that one can easily underestimate its virulence or potency, as it happened in the early days of the pandemic. Earlier epidemics like SARS (Severe Acute Respiratory Syndrome) and those due to bird flu and Ebola had a relatively lower geographical influence, but the speed of transmission and virulence of COVID-19 has posed an entirely new challenge.

Third, to mitigate the impacts of COVID-19, we have severely restricted the process of globalisation, travel and access, which we welcomed with wide-open arms two decades earlier.

In countries like India, we are seeing how high population densities, coupled with the impossibility of physical distancing in small housing units, lack of running water and toilets, shortage of hygiene materials and personal protective equipment can exacerbate infection rates in several clusters that then become hot spots or red zones for the pandemic.

The Future:

So how we can manage disasters in the future?

With the nature of disasters changing constantly, they can surprise us by their unpredictability and speed of onset, despite our access to the most advanced and sophisticated information and early warning systems.

Conclusion:

Make sure to follow and support the author, Krishna .

13/10/2021

Introduction:

My name is Emily Langdon .langdon.

Practice:

I am a corporate attorney in Omaha, Nebraska specializing in employee benefits and health care law. As part of this practice, I assist clients with matters related to health and welfare benefits, executive compensation, pension and retirement plans, wellness plans, and health care reform. I also have significant experience in the areas of health care law, corporate transactions, business formation and advising, and employment law.

Although I am located in Omaha, Nebraska, I represent clients nationally and internationally.

Life:

I am a full-time attorney, mom of three and avid ultra runner. I have completed 21 50ks and 11 marathons, as well as one 100k and one 50 mile race.

Conclusion:

I love my work as an attorney and love to be busy. You can follow my work/life journey at .langdon and learn more about me and my firm at www.fraserstryker.com

13/10/2021

We are hiring!

The ideal candidate will lead initiatives to generate and engage with business partners to build new business for the company. This candidate will be focused and have strong communication skills. They should be able to think critically when making plans and have a demonstrated ability to execute a particular strategy. As the hire is part of a government scheme, the age of the candidates has to be between 16-24. The paid-placement will be six months long with a minimum of 25 hours per week. The payment will be minimum national wage plus insurance. The location will be remote, but the person has to reside in the UK.

Responsibilities:

Identify partnership opportunities.

Develop new relationships in an effort to grow business and help company expand.

Maintain existing business.

Think critically when planning to assure project success.

Increasing the value of current customers while attracting new ones.

Developing quotes and proposals for clients.

Qualifications:

Prior industry related business development experience would be ideal, but not a must.

Strong communication and interpersonal skills.

Proven knowledge and ex*****on of successful development strategies.

Focused and goal-oriented.

Works well under pressure.

Self-starter self-disciplined and target focussed but able to work in a team matrix environment.

Demonstrates drive, passion and flexibility.

Is proficient in communicating in English.

When applying, please use KSB9B1DC92 as the reference number. If you are interested, please DM us.

01/10/2021

Introduction:

My name is Keshia and my experience as an attorney has been interesting, to say the least. I graduated from law school in 2017 and had many dreams of being a Trademark attorney. As I pursued different opportunities in this area of law, I noticed that many doors kept closing on me. Since I was not able to obtain any opportunities in this area of law, I worked for various contract JD preferred roles until I landed a job at a small civil litigation firm. Although I was grateful for the experience, I knew that my heart was still passionate about Trademark law.

Passion:

I began assisting family members and friends with questions regarding Intellectual property law, specifically Trademark. I frequented the USPTO website and I would read articles regarding this area of law. Furthermore, I followed the latest Trademark news. I continued to work for the Civil Litigation firm but still assisted family and friends with their Trademark questions on the side.

A few years later, I found an opportunity to work for an Immigration organization. I had previously been exposed to Immigration law when I did an internship in college for an immigration/criminal attorney. The internship piqued my interest but I never thought to continue to learn more about this area of law. As I began working for the Immigration organization, my interest began to grow and I was engulfed in my clients' cases. I had an intense passion for helping those who had migrated to the United States, looking for better opportunities.

Practice:

I always had the desire to start my law practice. I wanted my firm to focus on Trademark/Copyright law but decided to add Immigration law as well. In June 2021, I took a leap of faith and launched K&A Law Group LLC. I have been serving clients with their Trademark and Immigration needs.

Conclusion:

As always, please follow, like and share.

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