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Ramin Rahimian for The New York Times Daphne Koller, a co-founder of Coursera, at the company’s offices in Mountain View, Calif. Over the next few months, Coursera plans to double its employees to about 100.Coursera, a year-old company offering free online courses, has raised another $43 million in venture capital from investors active in both domestic and international education.
The new investors include the International Finance Corporation, the investment arm of the World Bank, and Laureate Education, an international higher education company with dozens of profit-making universities around the world, as well as GSV Capital, Learn Capital and Yuri Milner, an individual entrepreneur.
“We hope it’s enough money to get us to profitability,’’ said Daphne Koller, a co-founder of Coursera. “We haven’t really focused yet on when that might be.’’
Coursera, based in Mountain View, Calif., previously raised $22 million from Kleiner Perkins Caufield & Byers; New Enterprise Associates; and the University of Pennsylvania and California Institute of Technology, two of its university partners.
Over the next few months, Coursera plans to double its employees to about 100, and expand in several areas, including mobile apps and its Signature Track offerings, which charge a fee to students who want an identity-verified certificate upon successful completion of Coursera’s free courses. Since January, when the Signature Track option was first offered in five courses, Signature Track fees have produced more than $800,000, Ms. Koller said — and in the long run, she said, such revenue may be enough to make the company sustainable.
The company also plans to invest in international expansion, through localization, translation and distribution partnerships, and techniques for blended learning, in which Coursera’s online materials are used alongside classroom sessions with a professor.
“We see great potential for using some of the Coursera materials in our universities, so there is a strategic element to this investment,’’ said Douglas L. Becker, chairman and chief executive officer of Laureate. “The I.F.C. made the largest education investment they ever made in Laureate, and they’re joining us in this investment. Coursera allows us to invest in something we see as a rising technology impacting higher education, and gives us access to their content and curriculum.”
Coursera has grown with stunning speed since it began in April 2012, with four university partners. Now, the company works with 83 educational institutions on four continents, offering about 400 free college-level courses to more than four million students from every country in the world.
But after the initial burst of enthusiasm last year about massive open online courses, or MOOCs, and their potential for democratizing higher education worldwide, this year has brought some pushback. Faculty members at several institutions have expressed concern about how the courses may change higher education, how quickly university administrators signed on to work with MOOC providers, and whether the aim is more to save money than improve the quality of education.
So far, most of the students who have completed Coursera MOOCs have been college graduates, and it is still unclear how well the format will work to help students without degrees earn college credit for their online work. Coursera has recently started to market its materials for use by public universities in blended on-campus classes. Universities that use the materials will pay licensing fees, which Coursera will share with the universities that produce the courses.
After my column on Wednesday about how the nation’s natural gas boom is helping reduce emissions of heat-trapping carbon, I received a bunch of e-mail arguing that gas obtained by hydraulic fracturing could, on the contrary, worsen climate change.
The main reason is that fracking wells — where water, chemicals and sand are pumped at high pressure into horizontal shafts to fracture shale rock deep underground — leak.
Cheap natural gas is helping to cut carbon emissions because power companies are using it to replace coal, a much dirtier fuel. But the benefits would be wiped out if a lot of the gas escaped into the atmosphere, because natural gas is mostly methane, which traps much more heat in the atmosphere than carbon dioxide.
One study last year suggested that replacing coal with gas would reduce greenhouse gas emissions only as long as the leakage of methane into the air from gas production did not exceed 3.6 percent.
The question is, how much do these wells leak? “There is a lot of debate over that,” noted Susan Brantley, a geoscientist who heads the Earth and Environmental Systems Institute at Pennsylvania State University. “It is very vitriolic.”
According to a draft of the Environmental Protection Agency’s annual inventory of greenhouse gases, methane emissions from natural gas production declined by 45 percent from 2006 to 2011, to about 48 million metric tons of CO2 equivalent.
Andrew Revkin’s Dot Earth blog has covered this controversy exhaustively. And in January, the magazine Nature published a good account of the state of knowledge on the subject.
But the best answer is that we don’t have a definite answer. Different groups of researchers have come up with vastly different estimates of leakage, from around 2 percent to a whopping rate of 9 percent, found in a recent analysis of a gas field in Utah.
Ms. Brantley suggests that the National Science Foundation underwrite an exhaustive study that could bring some clarity to the issue. But will it have the money? Sequestration just cut some $350 million from its budget for 2013.
Q: I have been a member of the bar for 15 years and with my firm, a litigation boutique started by a group of former BigLaw partners, for the last 10 years. It is now clear to me that I need to move on although I have not been told as much and believe I have time on my side to find whatever it is I am looking for. My problem is deciding what to do next. Do I go in-house or move to another firm? What size firm or company do I want to work for? The single most important criterion for my next position is that I have the opportunity to participate in the growth of a business -- law firm or corporate.
My problem is that my main practice area is in a very discrete area of litigation. Everyone knows everyone so I am very concerned about networking with the people who are most able to help me find opportunities at another law firm. On the other hand, I know almost no one in-house from whom I could seek advice, information, and referrals. Any advice on getting started on figuring out what my next step should be?
-- Nowhere to Network
A: Dear Nowhere to Network,
You identify two problems. First, you are unsure about your next move. So far, you know only that a new position must offer you the prospect of playing a role in the growth of the organization. You ask whether you should pursue opportunities with law firms or corporate legal departments and wonder about the size of the organization. Those questions just scratch the surface of what to seek in an employer, and only you can answer.
To address those issues, and others, you must understand your personality, as well as assess your work values and goals. Based on your 15 years of experience, what has been satisfying and what would you like to avoid? You may wish to consider the following questions and others that may spring from them. With whom do you want to work – attorneys, business people, others? What personality traits would you like colleagues to possess? What industries appeal to you? What is the mission of the organization? What is the organization’s culture? What qualities does the organization value? What role would you like to play, aside from participating in the organization’s growth? How transferable are your skills and how can you demonstrate their transferability?
Your second problem is identifying individuals with whom you can network. The way that you approach networking may partly depend on the basis for your understanding that you must make a transition, "have not been told as much," and have time to do so. Sometimes attorneys know that a move is necessary based on behavior or oblique statements by individuals in the organization. They have not yet received direct confirmation, but see the signs. At other times, attorneys are motivated by the realization that their current position is no longer satisfying; nothing else is pushing them to change.
Individuals are likely to be more skittish about networking when they are concerned about jeopardizing a secure job than when they believe their position is tenuous. Still, fear of discovery can be powerful in both situations. Yet, giving in to that fear can keep you frozen, which can result in either remaining tethered to a secure and unsatisfying position for many years, or scrambling to network to find a new position when asked to leave your current employment.
So, another question is how much time you can afford before you begin to network. Even though the attorneys in your practice area are a close-knit group, evaluate the nature of your relationship with them. Determine whether you can count on them to keep your conversations confidential. If there are only a limited number of practitioners in your practice area and you wish to remain in it, you may have no other way to let key players know of your interest in making a change. Consider, too, whether attorneys in your current firm may be willing to help with your transition.
You need not confine networking to the attorneys in your tight group, especially if you are interested in taking your career in a different direction. Regardless of whether you continue in your current practice or move into a new area, talk to attorneys in other practices; law school alumni who work in-house and may be identified through your law school or a search in www.martindale.com; individuals who work in corporations on the business side; friends; family members; and others with whom you come in contact. Your network can include individuals who work in fields aside from law. Do not limit your efforts to people you already know. To improve your chances for successful networking, you must expand your networks as far as possible.
As you seem to recognize, networking is the most effective job search method. Once you determine the next step in your career, you must weigh the risks and rewards of networking. At the same time, consider the consequences of not networking. You have somewhere to network. The question is: do you venture there?
Sincerely,
Linda E. Laufer
Linda E. Laufer was the author of the weekly Crossroads column at New York Lawyer, a publication of New York Law Journal. Laufer is an experienced career counselor and former practicing attorney.
This column originally appeared in New York Lawyer on July 6, 2009 and is reprinted from the New York Lawyer website.
This article has been revised to reflect the following correction:
Correction: March 1, 2013
An earlier version of this article carried a headline that misstated the month of the data. The report was for January, not February. An earlier version of the article also misstated the name of a federal agency in Wiesbaden, Germany. It is the Federal Statistical Office, not the Federal Statistics Office.
Q: I have been a member of the bar for 15 years and with my firm, a litigation boutique started by a group of former BigLaw partners, for the last 10 years. It is now clear to me that I need to move on although I have not been told as much and believe I have time on my side to find whatever it is I am looking for. My problem is deciding what to do next. Do I go in-house or move to another firm? What size firm or company do I want to work for? The single most important criterion for my next position is that I have the opportunity to participate in the growth of a business -- law firm or corporate.
My problem is that my main practice area is in a very discrete area of litigation. Everyone knows everyone so I am very concerned about networking with the people who are most able to help me find opportunities at another law firm. On the other hand, I know almost no one in-house from whom I could seek advice, information, and referrals. Any advice on getting started on figuring out what my next step should be?
-- Nowhere to Network
A: Dear Nowhere to Network,
You identify two problems. First, you are unsure about your next move. So far, you know only that a new position must offer you the prospect of playing a role in the growth of the organization. You ask whether you should pursue opportunities with law firms or corporate legal departments and wonder about the size of the organization. Those questions just scratch the surface of what to seek in an employer, and only you can answer.
To address those issues, and others, you must understand your personality, as well as assess your work values and goals. Based on your 15 years of experience, what has been satisfying and what would you like to avoid? You may wish to consider the following questions and others that may spring from them. With whom do you want to work – attorneys, business people, others? What personality traits would you like colleagues to possess? What industries appeal to you? What is the mission of the organization? What is the organization’s culture? What qualities does the organization value? What role would you like to play, aside from participating in the organization’s growth? How transferable are your skills and how can you demonstrate their transferability?
Your second problem is identifying individuals with whom you can network. The way that you approach networking may partly depend on the basis for your understanding that you must make a transition, "have not been told as much," and have time to do so. Sometimes attorneys know that a move is necessary based on behavior or oblique statements by individuals in the organization. They have not yet received direct confirmation, but see the signs. At other times, attorneys are motivated by the realization that their current position is no longer satisfying; nothing else is pushing them to change.
Individuals are likely to be more skittish about networking when they are concerned about jeopardizing a secure job than when they believe their position is tenuous. Still, fear of discovery can be powerful in both situations. Yet, giving in to that fear can keep you frozen, which can result in either remaining tethered to a secure and unsatisfying position for many years, or scrambling to network to find a new position when asked to leave your current employment.
So, another question is how much time you can afford before you begin to network. Even though the attorneys in your practice area are a close-knit group, evaluate the nature of your relationship with them. Determine whether you can count on them to keep your conversations confidential. If there are only a limited number of practitioners in your practice area and you wish to remain in it, you may have no other way to let key players know of your interest in making a change. Consider, too, whether attorneys in your current firm may be willing to help with your transition.
You need not confine networking to the attorneys in your tight group, especially if you are interested in taking your career in a different direction. Regardless of whether you continue in your current practice or move into a new area, talk to attorneys in other practices; law school alumni who work in-house and may be identified through your law school or a search in www.martindale.com; individuals who work in corporations on the business side; friends; family members; and others with whom you come in contact. Your network can include individuals who work in fields aside from law. Do not limit your efforts to people you already know. To improve your chances for successful networking, you must expand your networks as far as possible.
As you seem to recognize, networking is the most effective job search method. Once you determine the next step in your career, you must weigh the risks and rewards of networking. At the same time, consider the consequences of not networking. You have somewhere to network. The question is: do you venture there?
Sincerely,
Linda E. Laufer
Linda E. Laufer was the author of the weekly Crossroads column at New York Lawyer, a publication of New York Law Journal. Laufer is an experienced career counselor and former practicing attorney.
This column originally appeared in New York Lawyer on July 6, 2009 and is reprinted from the New York Lawyer website.
Associated PressThe headquarters of the Securities and Exchange Commission in Washington, D.C.An obscure settlement announced in March 2011 has triggered questions from a federal judge about how much accountability the Securities and Exchange Commission should demand when it resolves a case.
Following a path started by Jed S. Rakoff, a Federal District Court judge in Manhattan, Judge Richard J. Leon of the Federal District Court in Washington, D.C., has held up the settlement for nearly two years because of his demands for greater disclosure to ensure the public’s interest is protected.
The case involves violations of the Foreign Corrupt Practices Act by International Business Machines from 1999 to 2008 for payments made to foreign government officials. The amounts involved were not significant, about $207,000 paid in Korea and a slush fund of undisclosed size to pay for overseas trips by Chinese officials.
The settlement called for the company to pay $10 million. That included a civil penalty of $2 million, an amount that is small compared with some other recent overseas bribery cases. For example, Eli Lilly agreed last week to pay more than $29 million to settle with the S.E.C., with $8.7 million designated as a civil penalty.

Unlike the recent reporting by The New York Times about widespread bribery paid by Wal-Mart to officials in Mexico, the I.B.M. case created hardly a ripple when the S.E.C. announced it. It looked like a routine matter in which the company promised not to violate the law again and paid its fine in much the same way that you would pay a parking ticket.
That is, until Judge Leon took a hard look at the terms of the settlement. In a hearing last Thursday, Bloomberg reported, the judge raised questions about the deal, saying, “I’m not just going to roll over like the S.E.C. has.”
The proposed settlement involved the “books and records” provisions of the overseas bribery law that requires companies to properly report their transactions and maintain adequate internal controls. To ensure it does not violate the law again, Judge Leon has demanded that I.B.M. provide annual reports on its compliance with the Foreign Corrupt Practices Act and any possible accounting violations in the company.
The S.E.C. and I.B.M. defended the settlement and said that the additional reporting requirements would be too difficult for the company to comply. Judge Leon expressed some skepticism, asking “why, for one of the largest companies in the world, this is too burdensome.”
The judge is no stranger to Foreign Corrupt Practices Act cases. Last year, he acquitted two defendants in the “Africa sting” case. The Justice Department accused 22 defendants of violations, relying on an undercover operative to record the defendants discussing payments to obtain fictitious contracts from an African government. Federal prosecutors eventually dropped the entire case after Judge Leon questioned the fairness of the prosecution.
Judge Leon’s unwillingness to approve the settlement with I.B.M. raises the issue of the proper role the courts should play in overseeing how a government agency decides to resolve a case before trial.
Last year, Judge Rakoff rejected a settlement between the S.E.C. and Citigroup over the bank’s marketing of a collateralized debt obligation tied to subprime mortgages. The settlement imposed a $285 million penalty, but it did not include an admission of any wrongdoing. The judge found that without some basis to find the bank had violated the law, the proposed consent judgment was “neither fair, nor reasonable, nor adequate, nor in the public interest.”
Whether Judge Rakoff’s tough stand survives is questionable. The United States Court of Appeals for the Second Circuit is considering an appeal of his rejection of the settlement, having indicated in a preliminary decision that the S.E.C. was likely to succeed in compelling the court to approve it.
Unlike Judge Rakoff’s broad demand for accountability, Judge Leon is taking a much narrower approach. He wants I.B.M. to report on its continuing compliance with the law and disclose other potential violations it discovers. Such a mandate does not require the company to admit to anything improper but only how it is meeting the requirements of the settlement.
This case was not the first time I.B.M. had run afoul of the Foreign Corrupt Practices Act. In December 2000, the company settled a S.E.C. case by agreeing to not commit future violations of the same “books and records” provisions and paid a $300,000 penalty.
So, Judge Leon may have good grounds for seeking information about I.B.M.’s continuing compliance with the law because it is a prior offender of the overseas bribery law.
How this case will be resolved remains to be seen, as Judge Leon appears to be taking tough stance. Bloomberg reported that the judge told an S.E.C. lawyer at one point during the hearing, “I guess you want that $10 million judgment on your list of achievements this year. Well, it’s not going to happen.”
It looks like the settlement will continue to languish until the S.E.C. can come up with some type of continuing disclosure requirement that is palatable to both I.B.M. and Judge Leon.
The S.E.C. and I.B.M. could try to go over Judge Leon’s head by seeking a writ of mandamus from the United States Court of Appeals for the District of Columbia Circuit directing him to approve the settlement. But appellate courts are reluctant to issue such orders. A number of overseas bribery cases are filed in the Federal District Court in Washington, D.C., so trying to bypass Judge Leon could cause the S.E.C. problems in other cases.
Whatever the resolution, the tussle is another signal that federal judges will not just rubber-stamp settlements by the S.E.C.
Q: I have been a member of the bar for 15 years and with my firm, a litigation boutique started by a group of former BigLaw partners, for the last 10 years. It is now clear to me that I need to move on although I have not been told as much and believe I have time on my side to find whatever it is I am looking for. My problem is deciding what to do next. Do I go in-house or move to another firm? What size firm or company do I want to work for? The single most important criterion for my next position is that I have the opportunity to participate in the growth of a business -- law firm or corporate.
My problem is that my main practice area is in a very discrete area of litigation. Everyone knows everyone so I am very concerned about networking with the people who are most able to help me find opportunities at another law firm. On the other hand, I know almost no one in-house from whom I could seek advice, information, and referrals. Any advice on getting started on figuring out what my next step should be?
-- Nowhere to Network
A: Dear Nowhere to Network,
You identify two problems. First, you are unsure about your next move. So far, you know only that a new position must offer you the prospect of playing a role in the growth of the organization. You ask whether you should pursue opportunities with law firms or corporate legal departments and wonder about the size of the organization. Those questions just scratch the surface of what to seek in an employer, and only you can answer.
To address those issues, and others, you must understand your personality, as well as assess your work values and goals. Based on your 15 years of experience, what has been satisfying and what would you like to avoid? You may wish to consider the following questions and others that may spring from them. With whom do you want to work – attorneys, business people, others? What personality traits would you like colleagues to possess? What industries appeal to you? What is the mission of the organization? What is the organization’s culture? What qualities does the organization value? What role would you like to play, aside from participating in the organization’s growth? How transferable are your skills and how can you demonstrate their transferability?
Your second problem is identifying individuals with whom you can network. The way that you approach networking may partly depend on the basis for your understanding that you must make a transition, "have not been told as much," and have time to do so. Sometimes attorneys know that a move is necessary based on behavior or oblique statements by individuals in the organization. They have not yet received direct confirmation, but see the signs. At other times, attorneys are motivated by the realization that their current position is no longer satisfying; nothing else is pushing them to change.
Individuals are likely to be more skittish about networking when they are concerned about jeopardizing a secure job than when they believe their position is tenuous. Still, fear of discovery can be powerful in both situations. Yet, giving in to that fear can keep you frozen, which can result in either remaining tethered to a secure and unsatisfying position for many years, or scrambling to network to find a new position when asked to leave your current employment.
So, another question is how much time you can afford before you begin to network. Even though the attorneys in your practice area are a close-knit group, evaluate the nature of your relationship with them. Determine whether you can count on them to keep your conversations confidential. If there are only a limited number of practitioners in your practice area and you wish to remain in it, you may have no other way to let key players know of your interest in making a change. Consider, too, whether attorneys in your current firm may be willing to help with your transition.
You need not confine networking to the attorneys in your tight group, especially if you are interested in taking your career in a different direction. Regardless of whether you continue in your current practice or move into a new area, talk to attorneys in other practices; law school alumni who work in-house and may be identified through your law school or a search in www.martindale.com; individuals who work in corporations on the business side; friends; family members; and others with whom you come in contact. Your network can include individuals who work in fields aside from law. Do not limit your efforts to people you already know. To improve your chances for successful networking, you must expand your networks as far as possible.
As you seem to recognize, networking is the most effective job search method. Once you determine the next step in your career, you must weigh the risks and rewards of networking. At the same time, consider the consequences of not networking. You have somewhere to network. The question is: do you venture there?
Sincerely,
Linda E. Laufer
Linda E. Laufer was the author of the weekly Crossroads column at New York Lawyer, a publication of New York Law Journal. Laufer is an experienced career counselor and former practicing attorney.
This column originally appeared in New York Lawyer on July 6, 2009 and is reprinted from the New York Lawyer website.