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I have a potentially stupid question.

If I want to work in employment law, but have limited interest in labor law, will employers take me seriously if I don't take a labor law class with an employment law class?

I only ask because it appears to me that most practitioners who practice labor or employment law also practice the other. I didn't know if it is a standard that those who wish to work in employment law should know labor as well, or whether practitioners who practice one tended to like the other anyway.

My goal is to work in employment law and/or possibly employee benefits law for a firm for a few years, and then go in-house.

Thank you for any input.

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Likely the reason you see so much crossover is because L&E practices tend to be small, so practitioners in that practice area need to be versatile.

Ohiobumpkin wrote:I have a potentially stupid question.

If I want to work in employment law, but have limited interest in labor law, will employers take me seriously if I don't take a labor law class with an employment law class?

I only ask because it appears to me that most practitioners who practice labor or employment law also practice the other. I didn't know if it is a standard that those who wish to work in employment law should know labor as well, or whether practitioners who practice one tended to like the other anyway.

My goal is to work in employment law and/or possibly employee benefits law for a firm for a few years, and then go in-house.

Thank you for any input.

From my experience idk if this is true, I summered for a firm that did Employment/Employee benefits, and we did nothing labor law, but maybe they are the exception to the rule. Employment law is my area of interest as well, and i never took labor law, and so far, it has not been an issue at all

horriblegb wrote:From my experience idk if this is true, I summered for a firm that did Employment/Employee benefits, and we did nothing labor law, but maybe they are the exception to the rule. Employment law is my area of interest as well, and i never took labor law, and so far, it has not been an issue at all

That's encouraging. I just have very little interest in labor law personally, but if it was some sort of industry standard that lawyers practicing employment law also know labor law, then I would end up taking it.

Ohiobumpkin wrote:

horriblegb wrote:From my experience idk if this is true, I summered for a firm that did Employment/Employee benefits, and we did nothing labor law, but maybe they are the exception to the rule. Employment law is my area of interest as well, and i never took labor law, and so far, it has not been an issue at all

That's encouraging. I just have very little interest in labor law personally, but if it was some sort of industry standard that lawyers practicing employment law also know labor law, then I would end up taking it.

Neither do i and I dont think it would be the end of the world if I did end up having to practice some labor law without a labor law class, considering how much I know about other areas of employment law. but like I said, I am not 100% sure of this, I just know that I have not had any interviewer for employment ask me why I didnt take that class.

Take it anyway.

Labor law is pretty much a dead subject anyway, what with the union decline and all.

You don't need it.

I think it just depends on where you practice and who your firm represents. I don't think there are any true labor lawyers in my law school state because it's strongly "right to work" and has very little union presence. But if your client is an auto company or in some other highly unionized industry you will probably be dealing with labor law, yes (though I agree that what with the union decline it's becoming less of an issue). I doubt anyone would care much whether you'd taken the course, though.

I practice L&E, and I never took a labor law or an employment discrimination class. No one cares. Regardless of what classes you take during law school, you'll still be doing most of your learning on the job because most law school classes only give you a superficial overview of whatever subject they cover. I think most firms recognize that. Anyway, how much labor law you'll end up doing as an L&E lawyer will depend entirely on your firms' client base. Employers in manufacturing, utilities, transportation, construction, and even oil & gas frequently have at least some unionized employees.