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The Fair Labor Standards Act's (FLSA) exemption for "learned" individuals -- it's a grey line sometimes. But other times, it's really, really not.

FLSA puts us lawyerly folk into the "exempt" category due to our advanced degrees. The same goes for engineers, doctors, and other individuals putting their graduate degrees to work. But what about paralegals -- they're almost lawyers. True, but no matter how valuable your paralegal is, Labor Department regulations clearly state that paralegals and legal assistants are not exempt from overtime rules, except in a few rare cases.

Pasricha & Patel handles FLSA cases. They're also now defending themselves in a FLSA case, against current and former paralegals who were allegedly not paid overtime when they worked at the firm, reports the ABA Journal.

The end of summer is near, and the fall semester of law school is approaching. As your summer associate season comes to a close, there's one big question looming: will you extend the summer associates offers?

These days, having a summer associate job doesn't guarantee an offer, so summer associates may have lower expectations. That said, rather than taking advantage of cheap summer labor, you should really put some thought into whether you should extend offers to any of your summer associates.

Here are some things to consider.

We recently read an interesting article about office oversharing, and were slightly amused by the fact that many of the examples cited in the piece involved attorneys, or people who worked in law offices. In a survey of 514 corporate and professional employees, three in five stated that they work with someone who overshares at least once a week, according to The Wall Street Journal.

So that got us thinking, as someone running, or working at, a small law firm, what should an attorney do to stop office oversharing? Read on to find out.

Ramadan is coming. And for those that fast, this is probably the worst time of year for Ramadan. With daylight hours clocking in at almost 15 hours of the day, Ramadan (always difficult) is especially hard during summer.

So, as an attorney that is working at a fast pace for much of the day, how do you fulfill your religious obligations, while also fulfilling your professional and ethical obligations?

On Monday, the President and First Lady hosted The White House Summit on Working Families to kick start the "conversation on working families for a 21st century workplace." The President's remarks showed his commitment to working families, and focused on four issues: paid maternity leave, workplace flexibility, childcare, and wages.

Earlier this week we provided a recap of President Obama's priorities and initiatives. Now, we'll look at how your law firm can help #FamiliesSucceed.

I've said it before, the issues facing women in the workplace are not women's issues but family issues -- but, this time I don't need to say it again. Instead, I'll let President Barack Obama say it: "This is not just a women's issue. This is a middle-class issue and an American issue."

Today, the President and First Lady hosted The White House Summit on Working Families to kickstart the "conversation on working families for a 21st century workplace." If you were not able to tune in to the President's remarks -- which were earnest, heartfelt and funny -- read on for a brief recap, and how your law firm can help #FamiliesSucceed.

Millennials get a really bad rap -- especially from the Baby Boomer set, which ironically, raised the Millennial generation, notes Entrepreneur. Many have said that the very same complaints about Millennials -- laziness, a sense of entitlement -- have been the same complaints about every generation just as they are coming of age.

If these negative stereotypes about Millennials have made you slow to hire any from that cohort, here are some reasons why you should reconsider.

The beauty of running your own firm is running your own firm: nobody tells you what to do, what to wear, or when to turn out the lights and go home. The flexibility to set your own wardrobe is especially appealing -- why wear a suit to the office if you're going to spend the entire day mostly alone, catching up on paperwork? But with freedom comes risk: portraying an unprofessional image, alienating clients and coworkers, or worse.

We're all about business casual, or if it's a client-free day, maybe even full casual, but there are a few things you should consider when setting a policy for yourself and your firm:

Want to spend more time practicing, and less time advertising? Leave the marketing to the experts.

A recent ethics opinion out of Texas has drawn a lot of scrutiny over its ban on managerial titles for nonlawyers (e.g., Chief Technical Officer) in firms -- indeed, we had a lot of fun coming up with alternative titles for CTOs -- but the opinion also pointed out another area where firms can get into trouble with nonlawyer ownership and management prohibitions: bonus structures.

Contingent bonuses are target of the opinion, and if your firm bases bonus on revenue, you might want to reconsider.

Want to spend more time practicing, and less time advertising? Leave the marketing to the experts.

How do you look for new hires? If you're like most lawyers, you probably spread the word amongst your network, and probably post job listings on various websites. But, there's a new trend in hiring: holding a hiring contest.

A contest? Yes, a contest. One company holds contests for getting successful referrals, according to Inc., and even BarBri got in on the action earlier this year. So how does it work exactly? Simple, you hold a contest, and the prize is a job.

It sounds easy, but whether you should hold a contest at your law firm to fill your next staffing need is another question. Here are the pros and cons of hiring staff by holding a contest.