Page 7 - SeptemberOctober25 Report

Further, Generative AI can be – and
will be – incorrect in its responses or rely
on incorrect sources. You have an obliga-
tion to verify any information you receive
from Generative AI and to correct it if
necessary. Any final product you produce
should be your own. While it is accept-
able to use these tools to refine your work,
Lawrence & Associates wants the final
product to be a result of your knowledge,
reasoning, and skills rather than the work
of a program. Please direct any questions
on this policy to the HR admin.”
This policy works because:
It’s flexible: While it gives exam-
ples like ChatGPT and Claude, it doesn’t
restrict future tools, leaving room to grow
with the technology.
It’s simple: The policy is short enough
to fit comfortably on a page in the hand-
book, but long enough to leave little room
for confusion. It’s easy to understand and
easy to follow.
It’s trust-based: It relies on the due dili-
gence of good hiring and training, then
puts trust in the team. Just as we don’t
micromanage someone’s use of Google
or Westlaw, we shouldn’t panic over AI
either.
Why This Matters to
Young Lawyers
For young clerks or attorneys, step-
ping into a firm with an established AI
policy offers immediate peace of mind. It
signals that the workplace isn’t afraid of
change; it embraces it. More importantly,
it makes them feel respected and valued
as contributors, people whose education
and developing skill set might be different
than what employers might be used to but
nonetheless are recognized as assets and
insight rather than liabilities.
Instead of hiding how they are taught
or tiptoeing around outdated expec-
tations, they can feel empowered to
contribute both meaningfully and effi-
ciently in the way they know best. That
clarity and trust from the beginning gives
them space to grow, find their voice, and
focus on producing great work. It creates
an environment where innovation is
welcomed and where they and their fellow
law clerks can be shaped into capable,
thoughtful future attorneys. That begins
with a forward-thinking team, one that
knows good lawyers are built, not born.
Let your new hires build the future of your
firm on the AI foundation they’ve learned
in school.
Building the Future,
Not Fearing It
AI isn’t here to replace lawyers, it’s
here to reshape the way we practice. Law
schools are already preparing students to
use these tools with confidence and care.
Forward-looking firms are doing the same
by adopting flexible policies, promoting
ethical use, and fostering cultures of trust.
The future of law is already underway.
The only question is whether you’ll be
ready to build with it, or risk falling
behind.
Jeimarie Morales is a 2L at Northern Kentucky
University’s Salmon P. Chase College of Law and a
first-generation law student. She is currently working
as a law clerk at Lawrence & Associates where she is
growing her passion for litigation, client advocacy, and
exploring different areas of the law. Justin Lawrence
is the managing partner of Lawrence & Associates,
a litigation firm operating throughout Kentucky and
Ohio.
THE REPORT | September/October 2025 | CincyBar.org 7