Our Blueprint
Blueprint
The PortaLaw Blueprint is a map of the most fundamental parts of PortaLaw. It guides our team on how we treat each other, how we work together, how we treat ourselves in our work, and what we are collectively working toward.
Vision
Vision
Vision
We envision a world where employers and workers treat each other with respect and empathy, and together, create healthy workplaces.
Mission
Mission
Mission
We leverage teamwork and technology to provide respectful and dignified legal solutions to our clients’ workplace challenges.
Our Values
Our Values
Our Values
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Work should bring you joy.
To our clients
We want to help clients solve their workplace problems so they can focus on building their businesses, careers and impacts. We want to do the law stuff, so that our clients can focus on what brings them joy.
To ourselves
As a team, we value joy in our own workplace and personal lives as well. Every team member should prioritize their own goals and happiness and add value to the business in a way that reflects that. We want to create a workplace where individuals can find their joyful balance between life and professional success.
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PortaLaw’s business is based on trust – between us and our clients, and amongst our team. Underlying this is our commitment to honesty.
To our clients
For clients, this means providing advice that they need to hear. Our clients can trust in the quality and thoughtfulness of our advice, and that we respect the ethical and practical standards of the legal profession.
A cornerstone of commitment to honesty is our transparent pricing model. It fosters predictability in our legal fees, and ensures that clients know what they’re getting, know what we’re doing, and own their decision-making process.
To ourselves
PortaLaw succeeds when each team member is honest with themselves and each other about their needs, strengths, weaknesses, gaps, goals and fears.
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To our clients and to ourselves
We believe that the delivery of legal services is overdue for innovation and we intend to be leaders in our changing industry. This means that we leverage technology wherever it improves the delivery of our mission, and that we stay on top of legal tech.
But being innovative isn’t just about technology. It’s about systems, processes, workflows, communication styles and so much more.
We work as a team at PortaLaw – which can be very different from the traditional legal firm model centered around individual partners. We outsource tasks that can be better (and more cost effectively) completed by other suppliers and service providers. We project-manage and scope out our work like our clients do – in other words, more like a business and less like a traditional law firm.
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To our clients and to ourselves
Employment and human rights law is more about people and experiences than contracts and transactions. It is as human-centered as the practice of law gets. We are committed to approach our clients and practice this way, with compassion and empathy. Our clients see our humanity in how we communicate, how we advise and how we relate.
Benefit Purpose
Benefit Purpose
Benefit Purpose
As a benefit company and certified B Corp, our stakeholders are not just our clients and shareholders. Just as important, we are accountable to our employees, the environment, and our local community.
We want to use our greatest strength—knowledge of the law and the legal system—to help achieve our overall vision. We serve our benefit stakeholders by sharing that strength.
We are a legal services hub.
That is our Benefit Purpose: to be a legal services hub where anyone can find valuable and reliable legal resources. We strive to find a solution for all seeking legal information or advice, whether it be through free online resources, community outreach or for-hire legal services and products.
Culture
Culture
Culture: All of it, together
All of it, together
PortaLaw’s culture is a meeting of: our purpose and values, people and everyday practices, and the work environment. Our culture is what happens when we say what we do and do what we say.
