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The following is a statement issued by Jackson Lewis to The American Lawyer. May 30, 2002 Jackson Lewis is a law firm with 330 attorneys in 20 offices nationwide. Since its founding 45 years ago, the firm has been on the cutting edge of workplace law and litigation representing employers. Jackson Lewis values the contribution of every one of its attorneys, including its many female attorneys. Women are leaders and role models within the firm. For example: Women partners founded and continue to manage two of our offices; A woman partner is a member of the Management Committee; Since its inception, a woman partner has chaired the committee that evaluates Partnership candidates; Women partners chair and serve on strategic planning groups; Women partners developed and present our Annual Women’s Corporate Counsel Conferences; Women partners are members of the Compensation Committee for associates and staff; 18 percent of the Partnership is female; 35 percent of our associates are women and 33 percent of the partners admitted within the last three years are women; Almost half (45 percent) of the attorneys hired in the last five years are women. 85 percent of our 27 key administrators are women. Jackson Lewis has been a pioneer with respect to many work/family issues that affect all of our attorneys. For example: Attorneys have flexible schedules and part time work arrangements; The firm credits part-time service towards meeting requirements for admission to the Partnership; The firm offers attorneys the option of transferring within our network of offices. In one instance, when an attorney needed to transfer for family reasons to a state where we did not have an office, Jackson Lewis equipped her with a home office. Over the past 45 years, many attorneys have been part of the Jackson Lewis family and nearly all have been enriched by the experience. While we strive for complete harmony within our firm, we know it is an ideal impossible to attain. Any employer knows that, from time to time, someone will misinterpret a comment, misconstrue an interaction or, most importantly, depart from core beliefs regarding treatment of people. In our firm, any allegation of unlawful or inappropriate conduct is taken seriously. When an allegation is made we investigate and, if warranted, take appropriate remedial action. In some instances we have settled claims solely for business reasons, not because we have violated the law. The issues identified by The American Lawyer fall into the following categories: Some situations are many years old. We were aware of them and addressed them at the time. Other issues are based on a misunderstanding of how Jackson Lewis admits attorneys into the Partnership and determines compensation. For example: During the Partnership admission process, a committee evaluates candidates and prepares a report for the full Partnership. A candidate’s qualifications are discussed by the full Partnership during an annually scheduled meeting and all partners vote on each candidate. Thus, Partnership admission decisions are never made by any one partner or handful of partners. The allegation that a female attorney was not admitted into the Partnership because of her gender is false. As noted above, one third of all partners admitted within the past three years are female. When discussing compensation issues, the partners in each of our 20 offices make recommendations to the Compensation Committee, who then makes recommendations to the full Partnership. Compensation is based on numerous factors, including merit and experience. In many cases, women are paid more than men in the same class and, in many cases; women are billed at a higher rate. Jackson Lewis has long maintained and enforced policies and practices embracing principles of equal opportunity employment. The values embodied in these policies and practices are manifested in a work environment free from harassment and retaliation and characterized by an atmosphere of collegial problem solving. We take seriously and apply internally the preventive advice we regularly give our clients on the importance of a commitment to these principles at all levels of our organization. We continue to ensure our human resource systems and policies meet not only the letter and spirit of the law, but also the higher standard of our employee relations philosophy, which is to treat every employee with dignity and respect. More specifically: We have reviewed and affirmed our various equal employment policies, which include our EEO policy, our policies prohibiting harassment, and our policies prohibiting retaliation for filing a complaint; We are establishing an internal committee consisting of a diverse group of partners to explore methods of improving these policies; We are re-distributing these policies to every Jackson Lewis employee; Our policies provide that complaints should be brought to any partner, or the Managing Partner of one of our offices, or a member of the Management Committee. We are adding an option for an employee to bring a complaint to an ombudsperson; We are continuing our practice of soliciting input from associates regarding the firm’s culture, practices and policies, including the firm’s equal employment opportunity policies; We will continue to provide periodic training to all of our employees on our EEO policies and the procedures for filing a complaint. Every Jackson Lewis employee will attend this training during 2002; We will continue to require that each Managing Partner enforce our equal employment policies in their respective office; We will continue our policy of addressing any inappropriate behavior that is brought to our attention; We have created a committee composed of representatives from all of our offices to further enhance and coordinate our efforts to recruit and retain a diverse workforce. Jackson Lewis has attained a national presence combining the talents of men and women with diverse philosophies, beliefs, races, and religions. Our core values are grounded in principles exceeding the minimum legal requirements. We regret that anyone may have perceived his or her treatment to be less than fair or appropriate. While it might suffice to note that allegations of mistreatment are commonly faced by many businesses in today’s litigious environment, our credibility in espousing, teaching and implementing preventive employee relations programs must rest upon our own higher standards of behavior. For these reasons, we have reaffirmed the letter and spirit of the program described above — to revisit, revise if necessary, and re-communicate to all of our employees the Jackson Lewis commitment to equal employment opportunity and to our core belief in treating every employee with dignity and respect.

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