Covington & Burling LLP - Since you have failed to meet the conditions of the private offer of settlement I conveyed to your employment counsel Lindsay Burke, that offer has expired. Since several Covington partners and your crisis management team have viewed my LinkedIn Premium account with their personal pages, I trust that this message will find its way to the appropriate Covington decision makers.

Since you failed to meet my one prior condition for settlement, a conversation with Covington’s managing partner, Douglas Gibson or one of either Jim Garland or Lanny Breuer, my new terms for settlment are as follows:

1. $30 million - A representative amount of the profits that Covington’s partnership earned from the work of me and the one other Black associate I know who had a nervous breakdown because of Kyle’s abuse.

Please note that that $30 million should be paid in two increments of $15 million. The first $15 million should be made payable to Paul Bryant (in his personal capacity) and the second $15 million should be made payable to the Sponsors for Educational Oportunity Law program; in the case of the second $15 million payment, such payment shall be made into an account designated by Chauniece Davis, director of the Sponsors for Educational Opportunity Program.

2. $7 million - An amount representing the cost it will take to build a center for mental health and wellness at Clinton Baptist Church (my home church), which I will use to spiritually and mentally shed the trauma you have caused me and my good friend as Black associates at Covington.

3. $5 million - An amount representing a donation to the West Point boxing team, which I will coach while I recover from the trauma you have caused me.

4. The immediate termination of Kyle Rabe.

5. A public apology for the systemic failures of Covington’s woefully inept Corporate mergers and acquisitions practice in Washington, DC and the dismantling of such practice until a full independent investigation into the methods and manners of practice of the firm is conducted and a concrete plan of action administered and supervised by an independent third party selected by the ABA (excluding any Covington lawyers who hold ABA positions).

You have 24 hours to respond.

In the event you fail to respond, I will proceed with requesting that the executive administration launch an EEOC (or other appropriate) governmental investigation into Covington & Burling LLP.

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49158896)

https://www.cov.com/en/professionals/r/kyle-rabe

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49158943)

shouldnt this be and/or?

no wonder he sucks at corp

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49158982)

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49159057)

Even if the partner was an Exalted Cyclops or something he wouldn't be dumb enough to do that

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49159467)

As much as there are many 120 aspects of biglaw, they are very generous when pushing someone out. Way more so than most private-sector employers. I remember a first year associate who wasn't cutting it, and the firm I worked at gave her 6 months of basically doing no work while she looked for a new job. And the rumor was that she could, at minimum, remain on unpaid leave and on the website for longer if it took longer.

Maybe it's different when someone is getting fired fired, instead of gracefully nudged toward the door.

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49159353)

(but ime youre right the good firms invested in their departing associates by letting them dick around for 6 months)

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49159367)

Covington partner 2: Let's call him a nigger to drive him away.

(http://www.autoadmit.com/thread.php?thread_id=5758645&forum_id=2],#49159370)