{ "media_type": "text", "post_content": "How normal is it to be pulled off a trial team because you tell your boss you are moving after trial? I have a trial coming up first week of Oct. This case has been my baby, and I’m going to try it with my boss. I tell my boss up front that, for family reasons, I’ve gotten a new job and will be moving to another city two weeks after trial will likely end. He then gives my trial witnesses to another attorney, but is still going to make me do grunt work. Is he unreasonable or am I?", "post_id": "6149bd457ca01b0023bbef49", "reply_count": 6, "vote_count": 2, "bowl_id": "5de71b89e674d9001a783fb1", "bowl_name": "Small Law / Solos" }

How normal is it to be pulled off a trial team because you tell your boss you are moving after trial? I have a trial coming up first week of Oct. This case has been my baby, and I’m going to try it with my boss. I tell my boss up front that, for family reasons, I’ve gotten a new job and will be moving to another city two weeks after trial will likely end. He then gives my trial witnesses to another attorney, but is still going to make me do grunt work. Is he unreasonable or am I?

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From his vantage point, why should he give you the opportunity to build trial skills so you can take them elsewhere when there is a loyal employee who will remain with the firm who wants the opportunity? I don’t necessarily think anyone is unreasonable here except if you were expecting there to be no impact on your current work by putting in notice. Sure, it would’ve been nice if he’d left you on your witnesses but I’m sure he thinks it would’ve been nice if you would not have chosen to leave the firm or put in notice right before a trial he’s been preparing for for a long time. Also, consider that he likely has client management and development issues to consider. For a client to get to know you well during trial and then leave immediately looks bad for the firm and has a client management impact too.

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Yeah, honestly, that’s super unprofessional. I’ve always tried to leave jobs with my head held high. It’s not about you. It’s about the client. You should want success on the client’s behalf. Don’t stoop to the petty or “check out” because that reflects on you and only you.

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You’re being unreasonable. Who’s going to write the post-trial motions? Why should you get this career development opportunity if you’re leaving two weeks later? I understand what you mean by “the case has been my baby” (we all feel that way about cases we’ve spent a lot of time on) but it’s not your case. It’s the partner’s…

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It’s possible the case will be continued and you won’t be there if that happens. Someone else has to get up to date on this case before you leave. Many places walk you out the door the day you say you are quitting. You may still be there because they need you to carry this case through. The “grunt work” is the action of carrying the case through. You hold the vital knowledge to do that, but they can’t rely completely on an employee who is leaving because: what if you do check out. I know it hurts because you see this as your trial and someone taking over the witness work feels like they are stealing your thunder, but it really isn’t about you. It’s about ensuring the client’s matter is not impacted by you leaving.

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I get all that. I believe in this case, and I think we can and should win. Our client was, by all accounts, a great guy. I know this case better than anyone in the office, and to give it away seems punitive, especially when I made every accommodation with my new gig to be able to try it and/or do all I can to see it through.

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