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The answer lies in your last sentence. Either do it yourself or give it to another paralegal if that's possible. All of these scenarios happen at my office as well with nothing ever done, so I feel your frustration.
Do they not put paralegals on PIPs there? I don't understand why so many places just let things like that slide when there are actually good paralegals out here that can't even get interviews. You should try and meet with her and explain the ongoing issues and what your expectations are moving forward.
The whole team needs refreshing but hiring has been difficult so they are not rushing to let anyone go.
Rising Star
The reality is that paralegals often have more job security than associates and tend to get a lot more latitude on performance issues. I’ve worked with paralegals everyone knew were ineffective who nonetheless stuck around for decades!
If management already knows and isn’t doing anything, there’s probably not much you can change. At that point your options are basically to handle the task yourself or try to work with a different paralegal.
Do what partners do with mediocre associates: work with someone else. If nobody gives that person work, management will have to accept something is off.
How long has this person been a paralegal?
4 years. Half of that at my firm
I always feel management gets scared that these paralegals with file a lawsuit
I think this is the fear and I don’t understand being held hostage by poor performers.
It’s to the point my other paralegals are so overworked that I can no longer give them work this one should be capable of doing in good consciousness. I’m also so busy that time on tasks the para should be doing means I’m neglecting other attorney functions.
This one has been here for 2 years and has been trained and retrained. It’s a waste of time and resources “training” someone that is not getting it. They have time because no one can trust them with work