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Archive for the ‘Conflicts of Interest’

LAWPRO Magazine archives: Lawyers on client boards- Handle with care!

May 14, 2013 By: TimLemieux Category: Conflicts of Interest, Corporate

It is easy to understand why a corporate client might ask her lawyer to sit on the board of directors. The lawyer may have worked closely with the corporation’s founders to create the company, and will have a solid understanding of the corporation’s objectives, its relationships with industry partners, suppliers, customers and others, and the challenges it faces in the marketplace. It is also easy to understand why a lawyer might be honoured by, and readily accept, such an invitation.

However, sitting on a client’s board can be problematic for a number of reasons – from both the lawyer’s and the corporate client’s perspective. The following is a very brief introduction to a few of the problems that can flow from a lawyer’s decision to sit on a client board, and some suggestions for avoiding them.

Insurance coverage gaps

Problem: From an insurance perspective, a Ontario lawyers considering sitting on a client’s board need to be aware that LAWPRO’s mandatory insurance program extends coverage only to the provision of “professional services” as defined in the policy (lawyers outside Ontario should check with their own insurer). Acting as a corporate director does not fall within the definition of professional services.

Prevention: A lawyer who sits on a corporate board should ensure that he or she is
covered under a Directors’ and Officers’ liability coverage policy, and/ or an Outside Directors’ Liability policy.

Potential for conflicts of interest

A common source of claims against lawyer-directors is conflicts of interest. A lawyer who advises not only the corporation but also another party – for example, an individual corporate officer whose interests may diverge from those of the corporation – is in a conflict position. The following scenarios may help to highlight some of the
possible conflicts that arise in these situations:

  • lawyer acts for individual founders of the corporation, then later the corporation;
  • lawyer advises more than one shareholder in a closely-held corporation (for example, family members);
  • lawyer sits on the board of a merged corporation after having acted for one half of the corporation so formed;
  • lawyer advises both the corporation and individuals within the corporation, when these parties’ interests do not match; or
  • lawyer sits on the board of a corporation while having a financial or other interest in a party with which the corporation does business.

Prevention: Conflicts problems tend to creep up on the unaware. A lawyer’s best
defence is to continually ask him or herself the question “who is my client?” If the answer is ambiguous – or there is more than one right answer – the lawyer cannot afford to ignore his or her instincts, and must terminate the working relationship with one (or both) clients. Unfortunately, it may then be too late to undo the damage. Conflict problems can arise at any point in a working relationship, making this issue fairly intractable (and thus dangerous) from a liability perspective.

Potential for loss of solicitor/client privilege

Problem: Sometimes a lawyer is invited to sit on a client’s board so that he or she will be available to provide legal advice about company matters. While this arrangement is convenient, it does not reflect the traditional context for the provision of professional legal services. The duties and role of a corporate director and the director’s responsibility to the shareholders do not overlap neatly with the duties of a lawyer to a client. A lawyer sitting on a corporate board will be expected to consider non-legal issues and to comment
on business (non-legal) directions and decisions.

Where an individual provides legal advice, business advice, and mixed legal-andbusiness advice to a board or to its members, the statements made may NOT meet the established legal tests for solicitor-client privilege. While a lawyer can attempt to set up the conditions for the client’s later assertion of privilege (for example by saying, on the record, something like “speaking, now, in my capacity as legal counsel”), that attempt may not always be determinative, and the client may lose the benefit of privilege for certain communications.

Prevention: A lawyer who chooses to act as a director can attempt to distinguish legal advice from business discussions by causing the record of meetings to reflect the distinction. The lawyer might also, if asked for legal advice during board proceedings, advise that he or she “will get back to” the asker, and then do so in a context more consistent with lawyer-client communications. Neither option is foolproof, and the lawyer would do well to formally advise the client of the risk of loss of solicitor-client privilege that board participation poses.

Potential for loss of ability to represent client

Problem: Related to the foregoing discussion of communications during board meetings is a separate risk: the risk that being a party to those discussions might trigger the eventual termination of the lawyer-client relationship. Consider the scenario in which board proceedings – observed by a lawyer – lead to eventual litigation. If the lawyerdirector is called as a witness in those proceedings, he or she could easily become a party adverse in interest to either the company as a whole or to other individual directors. As a
result, the lawyer would lose the right to represent the corporate client (and the corporation would lose its counsel).

Prevention: Though rare, this contingency is likely not preventable.

In conclusion: lawyers who choose to sit on clients’ boards may be motivated to do so for very generous and practical reasons; however, the risks may outweigh the benefits so provided to the client. These risks are not only risks to the lawyer, but in many cases, to the client as well. Our advice: think carefully, considering the interests of all parties, before agreeing to sit on a client’s board of directors.

This article by Nora Rock, corporate writer & policy analyst at LAWPRO, appeared in the January 2012 corporate-commercial issue of LAWPRO Webzine. All LAWPRO Magazie and Webzine articles can be found at www.lawpro.ca/magazinearchives

practicePRO Resource: A checklist for avoiding conflicts on lateral lawyer transfers

May 10, 2013 By: TimLemieux Category: Conflicts of Interest

Lateral hiring of partners or associates occurs at firms of every size, and is becoming far more common. In addition to reviewing the transferring lawyer’s credentials and suitability, the transferring lawyer and firm will need to identify and deal with potential conflicts of interest that may arise with respect to clients at the transferring lawyer’s previous firm, and in particular, clients for whom the transferring lawyer worked.

This critical task is not as easy as it might seem on first thought. The hiring firm must have sufficient information to complete an internal conflicts check, while at the same time making sure that no confidential client information is disclosed by either the transferring lawyer or the hiring firm.

Here are some steps you may want to take to identify potential conflicts of interest when dealing with a lateral hire:

  • Ask for a current curriculum vitae so that you can review the background of the transferring lawyer. You will want to look back at least five years, or to the time of articling if this was less than five years ago.
  • Check with the lawyers in your firm, or search within your conflicts system if it has the data to identify any matters on which the transferring lawyer’s previous firm was on the other side.
  • Ask the transferring lawyer for a list of major clients and the matters he or she worked on (but not any confidential information, including the identity of clients if that is confidential) and have your firm’s conflicts person run these names through your firm’s conflicts database.
  • In an interview (not in writing) ask the transferring lawyer if he or she is aware of any potential conflicts due to work done while at his or her previous firm.
  • Ask the transferring lawyer if he or she sat on any boards, and if so, have your firm’s conflicts person run this information through your firm’s conflicts database, including, ideally, the name of the entity, the directors and officers.

It is critical that both the firm and the transferring lawyer take an honest and critical look at any potential conflicts situations. Unfortunately, the serious assessment of conflicts often does not occur until the very final stages of the transfer when the lawyer and firm are committed to making the transfer happen. a strong desire to hire a transferring lawyer should not lessen the need to identify and fully assess potential conflicts, and to take appropriate steps to deal with them if necessary. This may include erecting confidentiality screens or seeking client consents. In some cases, it may mean that the transferring lawyer cannot be hired or that the hiring firm may have to send existing clients to another firm.

Informing all lawyers and staff about the transfer once the transferring lawyer starts at the new firm will help identify potential conflicts that were not identified in the pre-transfer screening, and will ensure that appropriate confidentiality screens are put in place. The CBA Conflicts of Interest Task Force’s Toolkit (www.cba.org/conflicts) has an excellent model of a Lateral Hire Memorandum.

Resist any temptation to overlook or ignore any real or potential conflicts that arise when a lawyer transfers from one firm to another. A failure to deal appropriately with these conflicts only delays the
inevitable. In all likelihood the firm will have to refer any clients with a conflict to another firm, and it may even face a malpractice claim as a result of a conflict.

This article originally appeared in the January 2012 issue of LAWPRO Magazine.

practicePRO Resource: Independent Legal Advice Checklist

February 01, 2013 By: TimLemieux Category: Communication errors, Conflicts of Interest, Practice aids

When providing independent legal advice, a checklist provides you with a handy tool to ensure that you are covering all the bases when discussing the underlying transaction and your client’s relationship to that transaction. Using this checklist, created by Phil Epstein Q.C., will allow you to be in a better position to successfully defend a negligence claim in relation to the provision of independent legal advice.

A checklist for avoiding conflicts on lateral lawyer transfers

February 14, 2012 By: TimLemieux Category: Conflicts of Interest

The following article by Dan Pinnington appears in the January 2012 issue of LAWPRO Magazine.

Lateral hiring of partners or associates occurs at firms of every size, and is becoming far more common. In addition to reviewing the transferring lawyer’s credentials and suitability, the transferring lawyer and firm will need to identify and deal with potential conflicts of interest that may arise with respect to clients at the transferring lawyer’s previous firm, and in particular, clients for whom the transferring lawyer worked.

This critical task is not as easy as it might seem on first thought. The hiring firm must have sufficient information to complete an internal conflicts check, while at the same time making sure that no confidential client information is disclosed by either the transferring lawyer or the hiring firm.

Here are some steps you may want to take to identify potential conflicts of interest when dealing with a lateral hire:

  • Ask for a current curriculum vitae so that you can review the background of the transferring lawyer. You will want to look back at least five years, or to the time of articling if this was less than five years ago.
  • Check with the lawyers in your firm, or search within your conflicts system if it has the data to identify any matters on which the transferring lawyer’s previous firm was on the other side.
  • Ask the transferring lawyer for a list of major clients and the matters he or she worked on (but not any confidential information, including the identity of clients if that is confidential) and have your firm’s conflicts person run these names through your firm’s conflicts database.
  • In an interview (not in writing) ask the transferring lawyer if he or she is aware of any potential conflicts due to work done while at his or her previous firm.
  • Ask the transferring lawyer if he or she sat on any boards, and if so, have your firm’s conflicts person run this information through your firm’s conflicts database, including, ideally, the name of the entity, the directors and officers.

It is critical that both the firm and the transferring lawyer take an honest and critical look at any potential conflicts situations. Unfortunately, the serious assessment of conflicts often does not occur until the very final stages of the transfer when the lawyer and firm are committed to making the transfer happen. a strong desire to hire a transferring lawyer should not lessen the need to identify and fully assess potential conflicts, and to take appropriate steps to deal with them if necessary. This may include erecting confidentiality screens or seeking client consents. In some cases, it may mean that the transferring lawyer cannot be hired or that the hiring firm may have to send existing clients to another firm.

Informing all lawyers and staff about the transfer once the transferring lawyer starts at the new firm will help identify potential conflicts that were not identified in the pre-transfer screening, and will ensure that appropriate confidentiality screens are put in place. The CBA Conflicts of Interest Task Force’s Toolkit (www.cba.org/conflicts) has an excellent model of a Lateral Hire Memorandum.

Resist any temptation to overlook or ignore any real or potential conflicts that arise when a lawyer transfers from one firm to another. A failure to deal appropriately with these conflicts only delays the
inevitable. In all likelihood the firm will have to refer any clients with a conflict to another firm, and it may even face a malpractice claim as a result of a conflict.

Law Practice Magazine: Recognizing Risks and Avoiding Malpractice Claims

July 14, 2010 By: DanPinnington Category: Biggest claims risks, Conflicts of Interest, Fraud prevention, Legal technology, Practice aids, Risk management strategies

lpmDo you know where the greatest risks of a malpractice claim come from? More importantly—did you know there are simple steps you can take to reduce the risk of a claim being made against you?

The July/August issue of Law Practice Magazine is devoted to helping you avoid the dreaded allegation of legal malpractice, as well as other dangers to your law practice.

LAWPRO’s claims statistics indicate that four out of five lawyers will face at least one claim during the course of their careers. So the odds are you have already experienced a claim or two—and if not, you likely will. Let’s call this the bad news. What’s the good news? Many claims are preventable. The surprise for most lawyers—and the key take-away—is that failures to know or apply substantive law do not cause the majority of malpractice claims. The other significant causes of claims are task and deadline management errors, lawyer-client communications issues and conflicts of interest. I review the common errors in our cover story, and explain how improving basic law practice management skills can reduce your risk of a claim. The Web Extra has details of The Most Common Legal Malpractice Claims by Type of Alleged Error for US and Canadian claims.

Conflicts expert William Freivogel brings us up to date on conflicts risks, and Malcolm Mercer walks through the steps law firms can take to implement risk management strategies. Chris Stiegemeyer explains what underwriters look for (and don’t want to see) when reviewing malpractice insurance applications—and he has tips to help lower your premium.

In terms of unpleasant things, difficult clients probably rank slightly behind a malpractice claim for most lawyers. Justice Carole Curtis, who practiced family law for 30 years, discusses how to protect your practice and sanity when dealing with different types of difficult clients, while Sheila Blackford describes how to recognize them. A note of thanks to Sheila for her assistance in putting this issue together as well.

To reduce exposure to other risks, be sure to read Jim Calloway’s tips for recognizing bad cheque scams, along with David Ries’s explanation of new and expanding obligations to protect confidential client data. With all the foolishness happening on the Web, the issue would be incomplete without a discussion of online dangers. Michael Downey guides us through the online trouble spots, with invaluable advice on avoiding liability. It can be a dangerous world out there.

It was great to have the opportunity to spread the claims prevention gospel to Law Practice readers – and to share it further with Avoid A Claim readers – and I hope this issue of Law Practice helps you stay out of trouble.

Cross posted on Slaw.ca

Update on Work of CBA Task Force on Conflicts

April 29, 2010 By: DanPinnington Category: Conflicts of Interest, Practice aids

The CBA Task Force continues to work to help the profession with conflicts issues.

On top of the original report and the amended model code of conduct, there is the excellent collection of precedent documents and checklists in the CBA Conflicts Task Force Toolkit. A full list of the documents in the toolkit is here. I am a member of the Task Force did a lot of work on the Toolkit. I think it is truly a fantastic collection of resources that can help lawyers avoid conflicts of interest claims.

There is also an overview and list of recent cases on conflicts of interest matters.

The Task Force is now working on a universal annotated engagement letter. This engagement letter precedent will be adaptable for use in a wide range of areas of law and types of practice. The goal is to provide practitioners with a template that they can easily customize for every client.

To help us prepare an engagement letter that is truly useful and helpful for all lawyers, CBA has just sent its members a survey of how and where they use retainers and engagements letters, and in what circumstances they are not used. If you are a CBA member, please complete the survey as your feedback will help us with this work.

If you would like a direct email notice when the CBA model engagement letter is released, please provide your email address here.

Cross posted on Slaw.ca