Litigation Department of the Year, Winner: Gibson Dunn
Gibson, Dunn & Crutcher doesn't just like to win. It likes to win big.
December 21, 2015 at 01:42 AM
8 minute read
For our judges, Gibson, Dunn & Crutcher was a tough sell. It had already won top honors in General Litigation twice in the last three contests, and was a runner-up in the third. Could the firm's record in the past two years possibly be good enough for it to win again?
Yes. Time and again, Gibson Dunn litigators set out to win big rather than just escape defeat, and they succeeded. Drawing on its deepening bench, harnessing a collective expertise through a collaborative approach, and viewing the legal landscape through a wide-angle lens, the firm repeatedly delivered when it mattered most. Gibson Dunn successfully built on earlier wins in a series of turn-around cases for clients such as Chevron Corp., Facebook Inc. and Dole Food Co. It achieved appellate victories that not only got corporate clients out of costly litigation but also reshaped constitutional law in ways that benefit entire industries. At the U.S. Supreme Court, Daimler v. Bauman made it harder to sue foreign companies in U.S. courts, while Alice v. CLS Bank raised the bar for patent eligibility, a ruling that has become a gamechanger for Silicon Valley tech companies. Laying waste to a suit the Equal Employment Opportunity Commission had brought against Ford Motor Co., Gibson Dunn put new limits on the reach of the Americans with Disabilities Act when an appellate court found that the ADA does not “endow all disabled persons with a job—or job schedule—of their choosing.”
“If there's a better-managed large law firm in the world, it hadn't been pointed out to me,” R. Hewitt Pate, general counsel of Chevron, which hired Gibson Dunn when the company was facing a megajudgment over claims of pollution in the Amazon rain forest in Ecuador. If he had to retain counsel for an urgent matter based on a firm alone, and not individual attorneys, Pate says, Gibson Dunn is the one law firm he'd be comfortable hiring. The “strong culture,” Pate says, means a “standard product.”
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