As developments in technology increase the role of forensic science in the courtroom, the demand for forensic scientists is growing. In fact, the U.S. Department of Labor, Bureau of Labor Statistics (BLS) reports that forensic science is one of the 30 fastest growing occupations in the Occupational Outlook Handbook. This employment growth is driven, in part, by the increasing application of forensic science to examine, solve and prevent crime. Crime scene technicians who work for state and county crime labs should experience favorable employment prospects resulting from strong job growth, according to the BLS.

The field of forensics is broad and involves many kinds of workers. But one thing all forensic specialists have in common is that their work is connected to the law in some way. Forensic scientists might have a background in life sciences, engineering, healthcare, social sciences, or a number of other fields. If you have an interest in the law or law enforcement, a career as a forensic scientist may be right for you.

Short-staffed and short on time? You might hire a virtual assistant.

Virtual assistants are paralegals or other administrative specialists who work offsite and online. For example, virtual assistants can perform legal research or transcribe voice files from anywhere on the globe. If you are facing a tight deadline or are overwhelmed with work, you can hire a virtual assistant for a basic retainer fee. When your workload recedes, you can terminate the virtual assistant relationship.

Virtual assistants eliminate the need to hire and pay for permanent, full-time staff during peak periods. On the downside, the virtual assistants may not be as familiar with your firm or as attuned to the particular needs of the firm as a traditional, in-house assistant. Nevertheless, as virtual assistants become more commonplace, lawyers will eventually establish ongoing relationships with providers of virtual assistance, creating a more collaborative experience.

Before you hire a virtual assistant, carefully screen each candidate and ask for references. Make sure the virtual assistant has the appropriate education, experience and technical tools (such as VoIP and web video streaming) to handle your work duties.

The swine flu pandemic has spurred a flurry of litigation around the globe. Some experts predict that vaccinated and unvaccinated victims will target doctors and the medical industry for ills that befall as a result of the vaccine or lack of the vaccine, causing a surge of medical malpractice suits against doctors, hospitals, clinics, insurance companies and schools as the height of the flu season approaches. In fact, in preparation for the anticipated wave of swine flu litigation, the Department of Justice is hiring attorneys in its Office of Vaccine Litigation.

In addition, businesses could face a spate of legal claims from employees hit by swine flu, The Guardian reports, as concerns mount that firms are not prepared to deal with legal issues arising from affected staff. Employment-related claims arising from the swine flu pandemic may include personal injury, health and safety, and negligence claims. For example, pregnant women and those suffering disabilities are particularly likely to sue if they can show adequate precautions, such as flexible working, were not offered by their employers, The Guardian reports.

In New York state court, a group of health care workers has filed a lawsuit alleging that mandatory vaccination of all health care workers violates their civil rights, the Civil Procedure and Federal Courts blog reports. Another lawsuit filed in the D.C. Circuit challenges the licensing of the vaccines, alleging that the vaccines are untested and unsafe.

While not much good can be said about the swine flu, it appears to be fueling more work for the legal industry.

In the past year, law firms have implemented a number of strategies to adjust to the realities of the current economy. Layoffs, deferrals, salary freezes and curtailed recruitment have changed the employment picture for associates and other legal professionals. Below are three associate compensation trends that, while not good news, reflect the current business climate.

1. Associate salaries are decreasing - Although associate salaries have steadily risen since 2006, the National Association for Law Placement's (NALP) 2009 Associate Salary Survey reveals that law firm associate salaries have nowhere to go but down. A recessionary economy and budget-conscious clients have forced firms to reign in escalating compensation.

2. Law firms are hiring fewer associates - Two years ago, firms across the country hired about 10,000 fresh graduates, Altman Weil consultant Ward Bower told The Recorder. He predicts that in 2010, firms will hire only two-thirds or half of that number. Layoffs and reduced recruitment will severely limit law grad recruitment.

3. Compensation models are changing - More firms may be shifting from the lockstep model to merit-based compensation models. Lisa Smith, who heads Hildebrandt's law firm consulting practice, including associate management and finances, estimates that about one-third of large law firms are seriously looking at merit-based compensation models. Gone are the days of one market rate for each associate class.