Hired as lawyer, now being called 'head of department' and 'supervisor'

[Waytooearly]

Hi everyone, I was hired at a new law firm several months ago. Really enjoying it. I was hired at the very bottom of the pay scale for my qualification, but promised a 'salary review' in six months. I'm glad I took the job, really good firm.

The firm's headquarters are in another city. For my city, there's just been two of us so far: me in one area of law, another woman in another area of law. We've just got our local office open so now we're getting things off the ground. Relevant fact: other lawyer is a partner, I'm not.

My only dilemma is, now that we've finally opened our new local office, we're hiring a lot of people in my area of law. Okay, great. Except they're being told that they're working 'under' me, and that I'm their supervisor. In a recent meeting, the other 'original' lawyer actually referred to me as 'head of department'. I said, 'What?' and laughed with surprise and she just mumbled and moved on.

Now, obviously getting a promotion would be great. I would actually enjoy being head of department. I need to address this directly with them, but I'm trying to work out how to lay out the two following concerns in a tactful way:

1. I'm not going to manage a team/department at a paralegal's salary.

1. Maybe even more importantly, I need to understand the new job description and management structure a bit better before I can say yes to a promotion. To whom do I report? What strategic plan am I working to?

Whenever I try to address it I get a bit of vagueness in return. I'm responding by digging my heels in a bit--for instance a new hire came to me with a holiday request yesterday and I was like, 'No, I'm not your supervisor, ask X'. She said, 'Oh right, but I thought...' And it all started feeling a bit silly.

Have you asked for a meeting with your direct manager to address it?

Sorry, just posted too soon!

Just trying to find a nice, positive tone to address the above! Any ideas for a 'script'?

I don't know who my direct manager is! Lol see above. I think I will have a meeting with the other original lawyer and just lay it out.

You are absolutely right. Keep raising it with them, if they don't do anything get the experience of being head of department for 6-12 months, then apply for a head of department/partner role elsewhere with the correct salary attached.

I can get meetings with anyone but I need to work out a script that will help me cut through the fog of vagueness without sounding aggressive.

I'm very surprised you don't know who your manage is. Who supervises you? Who do you ask re annual.leave etc?

When I ask for annual leave I email the firm's director and the other 'original' lawyer.

Could be this other lawyer is palming her responsibilities off on you?

I think you just sit down with the other lawyer and say 'Recently I have heard you refer to me as a supervisor, head of department and that the new hires are reporting to me. While I would welcome a promotion and the pay rise to match the new responsibilities, I have not been informed if such a change. Can I clarify what is going on, have I been promoted? I am not willing to take on extra responsibilities without this being reflected in my job title and my salary.

Be factual. No need to be nice or positive about it, when they employed you at the very lowest level for your grade and qualifications, then expect you to be operating at a Management grade. And have since obfuscated when you've tried to get clarity on your role and responsibilities. Don't put up with that treatment.

I was hired at the very bottom of the pay scale for my qualification, but promised a 'salary review' in six months. I'm glad I took the job, really good firm.

I'd hone your negotiation skills. Why did you accept the job on what was I assume was their first offer, the lowest in the grade, without challenging them? Then they fob you off with a 'salary review'. Don't undersell yourself!

Thanks for the perspective. When I've addressed it directly with other lawyer she is determinedly vague. 'Oh, we'll have a strategic meeting in the new quarter...'

The more direct I get, the more vague she gets.

The thing is, I actually would like the promotion, so I don't want to sour things too much.

Thanks, good pep talk. You're right, they're obfuscating.

It's normal for lawyers to supervise other lawyers as they progress in experience. There is not normally any bump up in salary for it. But there's no harm in asking.

It’s not normal for a paralegal to be expected to supervise other lawyers, surely?

It's normal to peer review and mentor, but no it's not normal to 'be a supervisor' without it being formally designated.

There are in fact regulatory requirements around supervision of casework. For instance, my legal work is officially supervised by the Head of the firm.

In most firms there's an official supervisor of someone's legal work, then a manager who does HR things. Sometimes it's the same person, sometimes not.

Paralegals normally supervise team of paralegals. The supervision requirements can still be complied with.

Be that as it may, I've no interest in taking on a 'team leader' role with no extra pay, and no interest in the sort of 'mission creep' that means I'm an unpaid manager.

Getting mad now.

Why are you on a paralegal salary in the first place? Surely as a lawyer you should be on the same as the other equivalent PQEs in other offices, barring any regional variation?

Doesn’t sound like you’re being nearly firm enough when you raise it really.

I wouldn’t be asking for a meeting - I think this needs to be in writing.

This is a good opportunity for you to get your salary review.

Email HR/Supervising Partner: I would be grateful for clarity around my role. I understood that to be X. Recently, junior staff and others have been describing me as Y. Please can you get back to me on the position.

Then when they email saying whatever, say ‘that’s now noted but I was promised a salary review and I am unwilling to take on more without that at this stage.

Yes, I think put it in an email. Any conversations you have about the same also write an email afterwards to confirm what was discussed/agreed.

Thanks. Of course I understand about emails and paper trails but... Is that the best way to get a result?

In practice I don't know anyone successful who does the 'carefully crafted email' thing. It strikes me as a weak move, politically, shows you don't think you have power.

What I want is to actually get the promotion they seem to want to give me. A Talk rather than an email seems the way forward.

Are you a paralegal, or a solicitor? Are the people you are expected to supervise paralegals or solicitors?

I'm a senior paralegal in this field. Finished LPC but no TC as wanted to stay in legal aid work. Will do super exam when it rolls out. Rest of 'my' team paralegals and sols. Given my qualifications I could technically supervise them all (only in our area of work).

Understand you're feeling annoyed, but surely as a well qualified legal professional you have the skills and communication tools to set up a conversation with them. There's no point going into work fuming every day, you need to take swift action. If your role has significantly deviated from what you were recruited to do, you've either got to raise your specific concerns and get your role back on track, or if you want to continue down the track they're sending you on, then have it formalised.

Either way, you're being employed on the cheap and the longer you sit there fuming but don't speak up, the more they'll pigeonhole you and take the piss.

Sounds like they are doing it deliberately because they don't have the budget to pay you properly. I would look elsewhere if you can - shame, but doesn't sound like it's going to change or end particularly well.