LINCOLN MEMORIAL UNIVERSITY DUNCAN SCHOOL OF LAW invites applications from entry-level and lateral candidates for two full-time, tenure track faculty positions starting in the 2024-2025 academic year. 

We welcome all subject areas, with particular interest in contracts and sales, business associations, criminal law and procedure, and evidence. Nonetheless, as we grow our innovative part-time/hybrid J.D. program, which is approximately two-thirds online, our needs extend across all doctrinal areas. 

Requirements include a J.D. or equivalent law degree and an unwavering commitment to educating successful lawyers and leaders. The perfect candidate will embody collaborative effort, with an outstanding academic background and firm dedication to teaching, scholarship, and service. Practical legal experience and prior teaching are highly valued, although not mandatory. We are seeking candidates with the potential to grow into excellent legal educators and scholars.

This role will operate under a twelve-month contract, with teaching duties every alternate summer. Rest assured, we consider this schedule while formulating our scholarship requirements.

In line with our commitment to diversity, we strongly encourage applications from people of color, women, individuals with disabilities, LGBTQIA+ individuals, veterans, and others who can enhance our faculty, curricular, and program diversity through unique life experiences, viewpoints, or philosophies.

As faculty, your primary duty is teaching and mentoring students. We recognize this role’s importance in accomplishing our mission: providing a top-notch legal education to address the needs of the underserved. Join us in shaping the future of the legal profession.

Our law school is located in the heart of Knoxville, Tennessee, a city that offers a fusion of vibrant city life, stunning natural beauty, and a rich historical and cultural scene, complemented by the backdrop of the Great Smoky Mountains.

Interested applicants should contact Professor Syd Beckman, Chair of the Faculty Recruitment Committee, at Sydney.Beckman@lmunet.edu.

Greetings from SEALS, where I’ve just left a packed room of law professors grappling with some thorny issues related to ChatGPT4, Claude 2, Copilot, and other forms of generative AI. I don’t have answers to the questions below and some are well above my pay grade, but I am taking them into account as I prepare to teach courses in transactional skills; compliance, corporate governance, and sustainability; and ethics and technology this Fall.

In no particular order, here are some of the questions/points raised during the three-hour session. I’ll have more thoughts on using AI in the classroom in a future post.

  1. AI detectors that schools rely on have high false positives for nonnative speakers and neurodivergent students and they are easy to evade. How can you reliably ensure that students aren’t using AI tools such as ChatGPT if you’ve prohibited it?
  2. If we allow the use of AI in classrooms, how do we change how we assess students?
  3. If our goal is to teach the mastery of legal skills, what are the legal skills we should teach related to the use of AI? How will our students learn critical thinking skills if they can rely on generative AI?
  4. How should we keep up with the rapid pace of change?
  5. How will adjuncts use AI with our students if they are already integrating it into their practice? Alternatively, will adjuncts see the use of AI as cheating?
  6. If students use papers as writing samples, should there be attestations indicating that they are AI free? Same question for journals/law reviews.
  7. Can clinicians and others use generative AI to help with access to justice? If so, how can we ensure that the information is reliable and not a hallucination??
  8. How should schools assess faculty coming up for promotion and tenure? Will junior faculty feel pressured to rely on AI to be more productive?
  9. Can generative AI be helpful with students with disabilities and neurodivergent students? AI tools can help with creating study schedules, note taking (organizing by topic), time management, summarizing large articles, staying on task, academic support tool, ascertaining how long will tasks take, planning meals and more. If a policy prohibits the use of generative AI in the classroom, should its use be a reasonable accommodation?
  10. Do we as faculty members have the growth mindset to deal with this change? Or will we teach the way we always do, which may do a disservice to our students. How do we prepare our students to deal with generative AI in practice?
  11. Do you need a uniform policy or should each professor have their own policy? Should the default policy be that students cannot use it for work that gets academic credit unless the professor has specifically opted in?
  12. Should we embrace AI especially for students who can’t write? Is using ChatGPT any different from using a calculator? Is it any different from asking a partner for a template so you don’t have to start from scratch?
  13. Should we use more in-class exams? Should they be closed book? Do we need more oral presentations? How might this affect space planning at exam time?
  14. Should class participation count for more than it already does?
  15. If you’re not familiar with generative AI tools, where should you start?

How many of these questions have  you asked yourself, your colleagues, or your dean? If you have some best practices or thoughts, please share them in the comments. 

 

 

 

 

 

 

 

 

 

 

 

The University of Wyoming

College of Law

Qualifications and Duties: The University of Wyoming College of Law invites applications for a tenure-track position with duties commencing in the fall of 2024. We will consider entry-level and/or lateral professors with expertise and interest generally in the areas of Business Law and/or Commercial Law. Specific curricular needs include, without limitation, Accounting for Lawyers, Bankruptcy Law, Business Organizations, Consumer Protection, Contract Law, Corporate Finance, Law & Technology, Payment Systems, Secured Transactions, and Securities Regulation. 

We welcome applications from candidates who would enhance the diversity of our faculty.  Applicants for these positions should hold a J.D. degree from an accredited law school, have distinguished academic credentials, relevant legal experience, and a demonstrated commitment to outstanding teaching, research, and scholarship.  

The University: The University of Wyoming is located in Laramie, a town of 31,000 in the heart of the Rocky Mountain West. The University has proven itself a leader in academics, research, inter-disciplinary study, and outreach. The university also boasts many advantages usually found only in larger university systems, including state-of-the-art facilities and nationally recognized energy and engineering programs. In addition, while small, Laramie is known in the State for its cultural, political, and ethnic diversity. Located in a high mountain valley near the Colorado border, Laramie offers both outstanding recreational opportunities and close proximity to Colorado’s Front Range, a bustling group of metropolitan cities including Denver, Boulder, and Fort Collins. This beautiful mountain landscape offers outdoor enjoyment in all seasons, with over 300 days of sunshine annually. For more information about the region, please visit http://visitlaramie.org/.

Hiring Statement:  UW is an Affirmative Action/Equal Opportunity Educator and Employer. We are committed to a multicultural environment and strongly encourage applications from women, minorities, veterans and persons with disabilities.  

In compliance with the ADA Amendments Act (ADAAA), if you have a disability and would like to request an accommodation to apply for a position, please call 307-766-2377 or email jobapps@uwyo.edu.

To Apply: Candidates should submit: a.) a cover letter—including sections on teaching philosophy and research agenda, b.) a complete CV, c.) the names and contact information for four work related references. All of the above should be submitted through the University of Wyoming online application system at this link: Asst Professor – College of Law Deans Office – UW Candidate Experience Careers (oraclecloud.com). Questions about the position or the hiring process may be directed to Professor Jim Delaney, Chair, Faculty Appointments Committee, University of Wyoming College of Law, Dept. 3035, 1000 E. University Ave., Laramie, WY 82071, chair of the search committee, at jdelaney@uwyo.edu. Review of applications will begin immediately, with new applications considered until the position is filled. However, to be assured of full consideration, candidates should submit materials by December 1, 2023.

Last month, the SEC released a report on Mandatory Arbitration Among SEC-Registered Advisers.  The report tackles a basic dispute resolution problem.  For context, investors with a problem with a financial adviser will likely have to go to arbitration.  If their financial adviser is an associated person for a FINRA-registered brokerage firm, the dispute will likely go through FINRA arbitration.  While the FINRA system isn’t perfect, it’s often much better than any other alternative out there.  FINRA has made improvements to its arbitration process over the years resulting in a forum that has become fairer for investors.

But many financial advisers are not brokers.  They are registered investment advisers.  They usually charge fees on an assets under management basis.  Where do disputes against these RIA firms go?  It depends on what kind of pre-dispute arbitration agreement exists between the adviser and the investor.  The SEC report details the current options available to investors.

Here’s the short version, far too many RIAs have put in place arbitration agreements that effectively frustrate an investor’s ability to resolve a complaint.  Most of these agreements force investors to resolve their disputes through AAA–the American Arbitration Association.  Within that forum, Advisers generally elect to apply the commercial arbitration rules.  The fees for commercial arbitration can be hefty and enough to deter many investors from even filing a claim.

PIABA, the Public Investor Advocate Bar Association, recently put out its view to follow on the SEC’s report.  It allowed one investor to explain the impact of the arbitration provision on her ability to seek a recovery:

Marykay Dragovich, the conservator for her cousin Rita Berardelli, described the process of forced arbitration after their trusted RIA lost over $228,000 in principal investments, money that Berardelli had saved as a registered nurse before suffering two life-altering brain aneurisms that left her incapacitated.  When Dragovich investigated recovering the losses for her cousin, she learned it would cost up to $202,000 to pay the upfront costs of an arbitration hearing.  So even if Berardelli got all her money back, she would have to pay as much as 90% of it to the arbitrators as prescribed by the overlooked forced arbitration clause in the agreement with her RIA.

Congress or the SEC will need to act to ensure that investors, who are now locked out of courts by arbitration agreements, will not also be locked out of arbitration by excessive fees.

 

** Disclosure — I am a member of PIABA.

Two quick hits this week.

First, I posted over at FT Alphaville on the Kirschner v. JP Morgan case, pending before the Second Circuit.  The court is being asked to decide whether syndicated loans are securities, and my post addresses what’s at stake for the parties.  Help yourself.

Second, VC Zurn rejected the first attempt at a settlement of the AMC class action over the creation of the APE preferred shares.  As I’m sure any reader of this blog knows, after AMC became a meme stock, it sought to sell more shares, but it needed a charter amendment to authorize an increase.  Retail holders of AMC stock refused to vote in favor – likely because retail simply doesn’t vote at all.  AMC thought it had a clever way around that, through the issuance of a new form of preferred shares, called APEs, that could vote alongside the common and would convert into common once additional common shares were authorized.  Many APEs were publicly traded, but some were placed with a hedge fund, Antara Capital, that was contractually obligated to vote in favor of the charter amendment.  As a practical matter, then, the issuance of the APE shares assured there would be sufficient votes to pass the charter amendment authorizing additional common shares that the common shareholders had rejected.  The AMC common shareholders sued, and the parties proposed to settle by issuing new shares to the common holders, which would mitigate the dilutive effect of the APE issuance.

VC Zurn rejected the settlement because it proposed to release all claims held by the common shareholders, not only relating to any breaches of duty with respect to the common, but also with respect to any breaches of duty to the APE holders, to the extent that any common shareholders also held APEs.  I.e., if you held only APE shares, you weren’t covered by the settlement, but if you held both common and APE, the settlement purported to release any claims concerning both holdings.  VC Zurn thought the release of APE claims was a bridge too far, but her reasoning was fascinating.

As I understand it, she offered two rationales.  The first was relatively mundane, and essentially was about due process in the class action context.  The claims asserted in the action were only about breaches of duty to common shareholders, not to APE shareholders.  The class reps were not appointed as representatives of the APE shareholders, and because the settlement itself – a share issuance that was dilutive to APEs – would be adverse to APE holders, class members might be differently situated with respect to APE shares (i.e., some might hold more APEs relatively to their common shares, some might hold fewer).  Under these circumstances, she held the claims alleged in the complaint were too distant from the claims being settled.

The second rationale was more interesting.  Here is what she said:

APE direct claims require not only proof of different facts than the claims asserted on behalf of the class of common stockholders: APE direct claims are appurtenant to a different security than common stock. APE direct claims can be brought only by APE unitholders. The class of common stockholders cannot release APE claims.

Under Delaware law, direct claims for violating voting rights associated with stock ownership are appurtenant to the share of stock that carries the voting power; they are not personal rights belonging to the stockholder who happens to own the shares….Any direct claims arising out of the rights appurtenant to the APE units are property rights associated with the APE units. They are not personal rights of the unitholder…

Get it? The rights attach to the shares.  The fact that a particular investor at a particular time may be holding those shares does not make them the investor’s rights; the rights are share rights.  The investor is the human avatar for the real object of interest, the shares.  Therefore, a class action of common shareholders can release claims associated with those shares, but not claims associated with another security, even if held by the same investors, because that other security is not in fact before the court.  It has not made an appearance, through its human host, in the courtroom.

That idea – where the rights of the shares are abstracted away from the actual for real investors who hold them, to the point where the desires of the human investors have no role to play – has been a sub rosa theme in corporate case law for a while.  In Revlon, for example, the directors were deemed to have violated their fiduciary duties to the common stockholders by seeking a sale that would protect the value of corporate notes – even though, as Daniel Greenwood has pointed out, many of the noteholders were in fact stockholders and very possibly would have wanted a sale that balanced the value of those two securities.  But, I think more recently, Delaware’s rhetoric on this has become more overt – which, by the way, is something I talk about in my paper, Every Billionaire is a Policy Failure, addressing with Elon Musk’s takeover of Twitter.  (See what I did there? With the plug?). 

Anyway, none of that bodes particularly well for the claims in McRitchie v. Zuckerberg, which is a putative class action in which Meta shareholders claim that the Board violated its fiduciary duties by maximizing Facebook’s wealth while externalizing costs on to the rest of society, to the detriment of diversified holders of Meta stock. But we’ll see what VC Laster has to say. 

POSITION NOTICE

FACULTY POSITIONS
THE UNIVERSITY OF TENNESSEE COLLEGE OF LAW

THE UNIVERSITY OF TENNESSEE COLLEGE OF LAW invites applications from both entry-level and lateral candidates for up to three full-time, tenure-track faculty positions to begin at the start of the 2024-25 academic year. The College is primarily interested in candidates with scholarly aptitude and experience in one or more of the following curricular areas: criminal law (both substantive and procedural), environmental law (including energy law), and health law. Secondary interests include business law (including bankruptcy, real estate, or secured transactions) and estate planning (including tax-related courses).

All positions require a J.D. or equivalent law degree. Successful applicants should have an impressive academic background. Candidates also must have a strong commitment to excellence in teaching, scholarship, and service. Significant professional experience is desirable.

In furtherance of the University’s and the College’s fundamental commitment to diversity, we strongly encourage applications from people of color, women, individuals with disabilities, LGBTQ+ people, veterans, and others whose background, life experiences, viewpoints, or philosophy would contribute to the diversity of our faculty, curriculum, and programs.

The University of Tennessee, Knoxville, is an R1, land-grant university located in Knoxville, Tennessee. The City of Knoxville is a hidden gem with a beautiful and walkable downtown, varied nightlife, active neighborhoods, and eclectic shopping and restaurants. UT is located within easy driving distance to Asheville, Nashville, Atlanta, and the Great Smoky Mountains. Applications must be submitted through https://apply.interfolio.com/127752.

Applicants should submit a letter of interest, including the subjects the candidate is interested in teaching, a CV, and the names and contact information for three references. While applications will be considered on a rolling basis, applicants should submit their materials no later than August 18, 2023 for best consideration. For questions, please contact Professor Zack Buck, Chair of the Faculty Appointments Committee, at zbuck@tennessee.edu.

All qualified applicants will receive equal consideration for employment and admission without regard to race, color, national origin, religion, sex, pregnancy, marital status, sexual orientation, gender identity, age, physical or mental disability, genetic information, veteran status, and parental status, or any other characteristic protected by federal or state law. In accordance with the requirements of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and the Americans with Disabilities Act of 1990, the University of Tennessee affirmatively states that it does not discriminate on the basis of race, sex, or disability in its education programs and activities, and this policy extends to employment by the university. Inquiries and charges of violation of Title VI (race, color, and national origin), Title IX (sex), Section 504 (disability), the ADA (disability), the Age Discrimination in Employment Act (age), sexual orientation, or veteran status should be directed to the Office of Equity and Diversity, 1840 Melrose Avenue, Knoxville, TN 37996-3560, telephone 865-974-2498. Requests for accommodation of a disability should be directed to the ADA Coordinator at the Office of Equity and Diversity.

John Malone and Gregory Maffei are repeat players before the Delaware courts.  They often occupy complementary positions within Delaware companies, and are frequently accused of abusing their combined positions to muscle through interested transactions.  Here’s a footnote from the complaint in Atallah v. Malone, which is the subject of today’s blog post:

Malone and Maffei have been sued numerous other times for engaging in self-dealing to the detriment of public stockholders. See, e.g., New Orleans Empls. Ret. Sys. v. The DIRECTV Group, Inc., C.A. No. 4606-VCP (Del. Ch. 2009) (Malone accused of orchestrating transaction, with Maffei’s approval, to obtain supervoting shares dilutive to the minority stockholders and receiving disproportionate tax benefits); Blackthorn Partners LP vs John C Malone, et al., C.A. No. 5260-CS (Del. Ch. 2010) (Malone accused of receiving premium for high-vote shares, with Maffei’s approval, that public shareholders did not receive, with class ultimately receiving $10 million settlement); In re Sirius XM S’holder Litig., Consol. C.A. No. 7800-CS (Del. Ch. 2012) (Maffei and rest of Board accused of failing to employ anti-takeover measures thus allowing Malone affiliate to improperly obtain majority control); In re Starz S’holder Litig., C.A. No. 12584-VCG (Del. Ch. 2016) (Malone accused of structuring transaction, with Maffei’s approval, such that he received different and more valuable consideration than public stockholders regardless of stockholder vote); Tornetta vs. Gregory B. Maffei, et al., C.A. No. 2019-0649-KSJM (Del. Ch.) (Board of directors including Maffei accused of ignoring standstill agreements and relying on Malone-affiliated banker to steer sale of company to Malone affiliate rather than sell at higher value to third party); Vladimir Fishel v. Liberty Media Corp., et al., Docket No. 2021-0820-KSJM (Del. Ch.) (Board of directors including Maffei accused of using company coffers to help Malone affiliate squeeze out minority stockholders).

Not included on this list, I don’t think, is Sciabacucchi v. Liberty Broadband, 2023 WL 4157103 (Del. Ch. June 22, 2023), in which Malone and Maffei settled claims involving related party transactions at Charter Communications,

Maffei has been the subject of so many shareholder lawsuits that he’s now seeking to reincorporate two of his companies from Delaware to Nevada, apparently for the explicit purpose of engaging in interested transactions with less oversight – which reincorporation is itself the subject of another shareholder lawsuit.

So that’s the background for Atallah v. Malone, where VC Glasscock found that derivative claims were properly pled against Malone and Maffei for a conflicted transaction, and refused to dismiss the complaint.

The set up: Qurate is a publicly traded company, of which Malone held high vote shares.  These were not by themselves enough to confer hard control at the 50% level, but were controlling enough that he had – and was compensated for – a call right held by Qurate.  If a third party were to offer for his high vote shares, and he was willing to accept, Qurate could call the shares for the lower of the third party offer, or a price equal to a 10% premium over the common, publicly traded shares.

Maffei was Executive Chair at Qurate, and also had an employment agreement to the effect that if Qurate changed control, he’d be entitled to resign from Qurate and win change in control benefits.

Given the close relationship between Malone and Maffei, then, as Matt Levine might put it, there was an opportunity for a Good Trade.

Maffei could “offer” to buy Malone’s shares; that would trigger the call right by Qurate, which would buy Malone’s shares at a premium above market.  Once Malone no longer held high vote shares, that would trigger a change in control at Qurate, which would entitle Maffei to severance.

And so that’s exactly what they did.  Except, of course, neither wanted to really leave Qurate, so Malone accepted for his high vote shares payment in common stock instead of cash, at a 10% premium to market price.

Meanwhile, Maffei said, “Yes, I could resign and take my severance, but I would be willing to stay on for a renegotiated compensation package” – which Qurate did, which included granting him high vote shares.

I haven’t done the math regarding the exact number of shares involved, but in many ways, the transaction appears to be designed to transfer Malone’s high vote shares to Maffei, while simultaneously giving Malone a premium and possibly Maffei a bit of a premium in stock awards, all out of Qurate’s pocket.

So of course, shareholders sued, claiming this entire series of transactions was undertaken by a controlling shareholder group – Malone and Maffei coordinating – to benefit them both.

What’s interesting here?

[More under the cut]

Continue Reading The One Where They Castrated Calves Together

The Nevada Supreme Court recently delivered an opinion on Series LLCs.  These entities are relatively new and not much caselaw on them currently exists so it’s good to get some more guidance about how to deal with them.

The case, Federal Housing Finance Agency v. Saticoy Bay LLC, reached the Nevada Supreme Court on a certified question from the Ninth Circuit about how to obtain jurisdiction over series LLC entities.  In short, the question the Ninth Circuit wanted answered was whether a court obtained jurisdiction over series entities by naming the master LLC itself or whether the individual series must be sued in its own name to establish jurisdiction over it?  Nevada’s Supreme Court answered that naming the individual series LLC at issue was not an “optional” matter.  To establish jurisdiction over a series entity, the entity itself must be sued.  It found that the “plain language of NRS 86.296(2) does not allow a party to sue a master LLC in lieu of a series LLC at the party’s discretion.”

 

Just a reminder that applications are open for the permanent directorship of the Institute for Professional Leadership at The University of Tennessee College of Law.  As many of you know, I have been the Interim Director of this important academic program at UT Law for three years.  It has been a great joy for me to serve, but we are ready now to find a new permanent director for the program.  Applications are being accepted here.  Additional information also is available at the same link.  And here is the general job description:

The University of Tennessee College of Law invites applications for the position of Director of the Institute for Professional Leadership. The Institute for Professional Leadership (IPL) is a unique academic program that focuses on guiding students in identifying and developing their leadership skills and professional values, in conjunction with constructing a successful career plan. The IPL offers a rich selection of courses and programs designed to prepare students to be lawyer leaders within the profession and beyond, promotes active community engagement through pro bono opportunities, and serves as a platform for research and scholarly debate in the leadership field. The Director will provide vision and oversight for the IPL’s existing programs and activities and will be responsible for expanding and enhancing the IPL’s reach and stature. The Director will be an important part of the College of Law’s administrative leadership. The position will report directly to the Dean and work more broadly with the College of Law administration to support high-quality instruction, programming, engagement, and professional leadership development. Additionally, the Director will be a member of the College of Law faculty; the nature of the appointment will depend upon the chosen candidate’s academic and professional experience and credentials.

Of course, let me know if you have questions!  I know the job well . . . .  Please pass this on to others who may be interested.

Dear BLPB Readers:

“The University of Alabama School of Law seeks to fill up to five tenure-track positions for the 2024-25 academic year.

JOB QUALIFICATIONS: Candidates must have outstanding academic credentials, including a J.D. from an accredited law school or an equivalent degree (such as a Ph.D. in a related field). Entry-level candidates should demonstrate potential for strong teaching and scholarship. Qualified applicants in any of the following areas will be considered: civil procedure, criminal law, torts, property, environmental, business (all sub-fields), antitrust, healthcare, intellectual property, legal ethics, evidence, election law, employment/labor, state & local law, and law & economics. We welcome applications from candidates who approach scholarship from a variety of perspectives and methods. The University embraces diversity in its faculty, students, and staff, and we welcome applications from those who would add to the diversity of our academic community.

APPLICATIONS/FURTHER INFORMATION: Salary, benefits, and research support will be nationally competitive. All applications are confidential to the extent permitted by state and federal law. These positions will remain open until filled. Questions should be directed to Benjamin McMichael, Chair of the Faculty Appointments Committee (facappts@law.ua.edu). Interested candidates can apply online at https://careers.ua.edu/jobs/search/law

Visit UA’s employment website at https://careers.ua.edu/home for more information. The University of Alabama is an equal-opportunity employer (EOE), including an EOE of protected vets and individuals with disabilities.”