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Feeling swamped with extra work, but not enough to justify hiring full time assistance? Part-time employees can be a great way to spread out your workload, whether you're hiring contract attorneys, interns, or support staff.

Part-time employees, like any new hire, require that you pay close attention to the rules and regulations governing part-time work and law practices. Here's seven tips that will help you take advantage of part-time work without the legal pitfalls:

Good news, women who get paid a fraction of what men get paid! You're also working harder for that fraction of pay! That's what the women's equality movement was all about, right?

A survey of four Harvard Law School alumni classes -- one from each decade since the 1970s -- revealed that women from the class of 1975 worked about six more hours per week than men, and women from the class of 2000 worked almost eight more hours per week.

This article contains spoilers aplenty. If you're not up to date on the TV version of "Game of Thrones" as of April 29, 2015, go watch that before you get any advice.

Jon Snow may know nothing when it comes to ... well, most things, apparently, but it turns out he's a pretty good manager. (Barely) voted the 98th Lord Commander of the Night's Watch, Jon has the unenviable task of keeping White Walkers, Wildlings, and Stannis Baratheon's ego at bay.

Believe it or not, there's a lesson for lawyers to be learned from all this -- and it's not that winter is coming. What can you learn from Jon Snow?

The legal secretary is the backbone of any law office, handling a lot of the logistical functions like taking calls, mailing, and scheduling. Because the legal secretary's work is the foundation for the business side of the law firm, hiring a bad secretary affects everyone in the office.

When you're hiring a new legal secretary, avoid these three mistakes lawyers make so that your new legal secretary is, in a word, awesome.

Uh oh. You forgot that tomorrow was Administrative Professional's Day (again)? You've probably missed out on the chance to get your admin something meaningful, like that Napa Valley wine gift basket, or that spa day.

Don't worry, though: There's still time to get a good gift that doesn't say, "I forgot and bought this at Walgreen's on the way to work," like a Whitman's Sampler. Here are some last-minute gift ideas to save your bacon.

If you're looking to hire a new employee, be aware that salary is just the start of the costs. There are plenty of associated, non-wage costs to bringing someone new to your firm. From taxes and insurance, to simply finding a new location to put someone, the costs of hiring a new employee can vary wildly.

If you're not anticipating them, these costs can be unexpected. But they're certainly not indeterminable and should be included in any plans to hire. Here are some factors to take into account when looking at the real cost of a new employee.

Kids these days -- try as you might, there's no escaping them. In the U.S., there's more than 70 million Millenials, people born from the early eighties through to the new millennium. They're the largest generation outside of baby boomers and becoming a major part of the workforce, including your workforce.

The generation gap can lead to difficulties, particularly in interviews, where you have to get to know a candidate in a short amount of time. That means your tried and true methods might need to be updated when interviewing these youngsters. But don't worry, you don't have to ask them what their favorite emoji is just yet.

When interviewing Millennials, here are three areas to focus on:

Hiring support staff is always a risky endeavor, something which requires you to place faith in absolute strangers and hope they can deliver. When hiring an admin, the risks can be even greater, as a firm administrator is often the most senior non-lawyer employee.

That's why firms should tread carefully and search rigorously. Do things the wrong way and you'll be left with a headache. So don't learn from your mistakes, avoid them in the first place. Here's three pitfalls to steer clear off in your admin search:

Phone interviews are about as fun as flu shots. And like shots, they're painful, sometimes nauseating, but a necessary part of life. Deprived of the many cues afforded by a face to face meeting -- the types of visual aids that let us know when the other side is done speaking or if they are even still listening -- phone interviews can be stilted and awkward for both the interviewer and interviewee.

However, there's a reason we do them. The phone interview can be a great, quick way to connect with candidates who are far away, or to screen candidates before bringing them in to meet face-to-face. So don't dread them, make them better. Here are three simple tips to help you conduct improved phone interviews.

Firms go to great lengths to find and hire the best talent, but once hired, many firms stand back and see who sinks and who swims. While some talent can thrive on its own, taking an active hand in managing your lawyers' development ensures that the firm gets the most out of its employees.

How can you build your firm's professional development program in order to turn promising talent into an actual pay out? Here are some ideas to start with.