Tamkeen

Newly Practicing Lawyers!

An Opportunity to Join Taamneh & Partners

In light of the professional and economic challenges faced by many newly licensed lawyers such as limited job opportunities in both public and private sectors, high costs of establishing and operating private law offices, lack of a stable client base, and limited practical experience Taamneh & Partners opens its doors to help ambitious young lawyers integrate into its professional system as active members within a legal environment built on competence, teamwork, and merit.

This opportunity is based on the principle of “genuine professional empowerment”, allowing the lawyer to practice their work within the firm’s structure as an independent professional under an institutional umbrella, benefiting from all company facilities and administrative services, and launching their practice through the reputation and standing of Taamneh & Partners.

Team members participate in various real cases and files, performing their duties according to the firm’s well-established institutional work standards, under the direct supervision of partners and senior lawyers, within a spirit of cooperation and mutual appreciation.

Every lawyer will also have ample opportunity to build their own professional network and attract new clients, supported fully by the firm to help establish a personal client base that enables fair and sustainable income based on percentage-based fees for the legal work they perform. This creates a balanced relationship between effort and reward and supports a sustainable professional career path.

New members are viewed as part of the team—partners in the profession and responsible for elevating it through their performance and commitment. Those who prove their merit will be given priority for long-term continuation within the firm. Those who later choose an independent path will depart with valuable experience and professional standing worthy of recognition.

Section Two: General Principles

1. Merit as a Basis for Recognition

The belief that a lawyer’s true standing is built on their dedication, commitment, and quality of work not years of experience or job title.

2. Participation and Integration

Enhancing a culture of teamwork based on cooperation among partners and lawyers at all levels to achieve the best outcomes for clients and ensure cross-generational learning.

3. Responsible Professional Freedom

Providing every team member with space to manage their work and follow up with clients within the boundaries of professional discipline and the firm’s ethics.

4. Fairness in Opportunity and Reward

Establishing fairness in evaluating effort and return so that each lawyer receives compensation proportionate to their contribution and achievements.

5. Transparency and Mutual Respect

Maintaining a work environment based on respect, trust, and clarity in dealing among all team members.

These principles form the ethical framework governing the relationship between the firm and newly joined lawyers and reflect Taamneh & Partners’ vision for building an authentic legal environment that protects the dignity of the profession and reinforces its human and professional depth.

Section Three: Admission and Joining Mechanism

1. Target Group

Admission is open to Jordanian lawyers who are newly graduated or seeking a professional start, with no more than five years of practical experience, whether fully or partially dedicated to working at the firm.

2. Selection Criteria

Admission is based on personal and professional competence, ethical commitment, teamwork capability, and proper conduct with colleagues and clients. General professional behavior and good reputation are also considered.

3. Admission Procedures

The process begins with submitting an official application with a CV and relevant professional information via the “Grow with Us” page on the firm’s website: www.taamnehlaw.com.
This is followed by an introductory meeting with a partner or representative to discuss professional visions and work values.
Afterward, an acceptance decision is made, and a simple organizational memorandum is signed outlining general joining guidelines without compromising the lawyer’s independence or professional rights.

4. Evaluation Period

Newly joined lawyers undergo a professional evaluation during the first few months to measure their seriousness, discipline, and interaction with the firm’s work environment. This phase is viewed as a time for mutual familiarity and trust-building the foundation of the professional relationship within the firm.

Section Four: Tasks and Responsibilities

Based on these principles, the professional relationship within the firm is defined through key tasks and responsibilities, including:

1. Commitment to Institutional Work

Respecting the firm’s systems, internal procedures, and unified policies to ensure consistent performance and integrated efforts.

2. Active Participation in Cases and Files

Contributing to preparing legal memoranda, drafting contracts, attending hearings, and representing clients as assigned, with professionalism and teamwork.

3. Maintaining Professional Confidentiality

Upholding the highest standards of confidentiality regarding the firm’s or clients’ information and documents, both during and after employment.

4. Respecting Colleagues and Clients

Demonstrating professional courtesy toward all team members and clients, reflecting the firm’s values and enhancing its institutional image.

5. Self-Development and Professional Growth

Continuously improving legal, research, and analytical skills and staying updated on legislation and legal developments.

6. Time Commitment and Discipline

Respecting deadlines, hearings, and meetings while demonstrating seriousness and discipline in all tasks.

7. Responsible Representation of the Firm

Maintaining the firm’s reputation in all interactions with official bodies, clients, and fellow professionals.

These tasks and responsibilities are not merely formalities—they reflect the philosophy of Taamneh & Partners, where success is measured by commitment, trust is built on accuracy and integrity, and competence is recognized as the hallmark of true professionalism.

Section Five: Incentives and Rewards System

1. General Principles

The firm adopts a performance-based compensation model, where earnings depend directly on the lawyer’s results and contributions.
Work quality, commitment, and initiative are considered in awarding incentives.
The system aims to ensure fairness among team members and reward exceptional performance appropriately.

2. Structure of Incentives and Rewards

• Income Source and Fee System: The lawyer’s income is based primarily on fees arising from work performed under the firm, especially with clients the lawyer brings to the firm.
  This is done according to a fair and stable fee distribution system, whether for work handled directly or jointly with other lawyers, depending on the nature of the case and level of contribution.
  There is no fixed salary paid by the firm.

• Collective Performance Rewards: In cases or projects handled by more than one lawyer, incentives are fairly distributed based on actual effort as per the firm’s fee distribution system.

• Exemption from Operational Costs: The lawyer is granted full use of all firm facilities offices, meeting rooms, administrative services including printing, archiving, and logistical support without any financial obligations.\

• Exceptional Performance Rewards: Partners may grant special rewards to lawyers who show outstanding performance or contribute to the firm’s administrative, intellectual, or professional development.

3. Moral Incentives

Recognition extends beyond financial incentives, including enhanced professional standing, trust to handle major files, participation in strategic meetings, and potential future partnership for outstanding contributors.

Section Six: Career Path within the Firm

This path is based on merit rather than seniority, with advancement being a natural result of achievement and assessed through accurate periodic evaluations.

1. Joining and Integration Stage

The new lawyer is integrated into the firm’s environment and given full opportunity to practice tasks and attract their own clients with professional freedom under general supervision.
This stage is considered the beginning of an independent professional career—not a training period or test.

2. Development and Participation Stage

After demonstrating seriousness and commitment, the lawyer is granted greater independence in file management and client follow-up and is assigned advanced legal tasks that showcase their abilities in analysis, drafting, and advocacy.
They are also encouraged to propose innovative legal solutions and contribute to strategic planning for major files.

3. Excellence and Accreditation Stage

The lawyer earns “professional accreditation” after proving the ability to fully manage cases and represent the firm confidently before official and judicial entities.
Such lawyers become core pillars of the firm's structure and participate in internal meetings and major professional decisions.

4. Partnership or Independence Stage

This is the culmination of the career path:

• Professional Partnership: Joining the partners’ structure according to the firm’s regulations.

• Professional Independence: Starting an independent practice outside the firm while maintaining a cooperative and respectful relationship.

In both cases, Taamneh & Partners remains proud of all who contributed to its professional journey. Practical details regarding cooperation, fee percentages, and distribution mechanisms remain governed by the policy for newly licensed lawyers, the internal regulations, and the firm’s code of conduct.