We enjoy an exciting practice that is driven by providing superior service to our clients while preserving the informality, collegiality, and entrepreneurial spirit that are often suppressed in larger firms. Some firms say they are different, but we ARE different because we do not “manage by the numbers.” We seek to hire attorneys who share our commitment to hard work, who have unique ideas, and who want to control their own careers and maintain lifestyles of their own choosing. Entry-level associates are hired from our summer associate program, federal judicial clerkships, and directly out of law school.
First-year associates are encouraged to work in a variety of subject areas and for many Shareholders without being assigned to a specific practice area. Assignments are made through a small central committee that listens carefully to each associate’s interests and preferences and blends that information into a well-rounded professional development curriculum for each associate. We assign front-line responsibility to associates early, from working directly with clients and consultants to conducting discovery and arguing motions. At their own pace, our associates develop their individual style and carve out their own niche. We devote considerable Shareholder time and energy to our associates because they contribute significantly to our culture and help shape our reputation and our future.
Mentoring, Training and Development, and Promotion
One of the first steps we take to help launch our new associates’ careers is the appointment of mentors. New associates are assigned mentors who serve as coaches to help them jump-start their careers. Mentors facilitate their mentee’s introduction to the firm, the legal community, and the practice of law and then remain to guide that associate’s professional development.
Among the training opportunities available to our new associates are:
- Environmental Law Institute’s “Environmental Boot Camp.”
- State and Local Bar CLE Program.
- In-house seminars.
- One-on-one OJT with our own prominent members of the bar.
Our attorneys’ practices are not limited by defined practice groups. Practice groups are primarily management tools and are utilized for continuing education, specialized training, and the coordination of the firm’s marketing efforts. Associates are encouraged to sample a variety of practice areas, especially in their first few years.
We work individually with each associate to develop a successful and satisfying legal career. To that end, twice annually, each Associate is given an evaluation of his or her professional progress. During these bi-annual, interactive meetings, we encourage and support associates to tailor their own specific professional development curriculum.
Shareholders are selected based on an Associate’s demonstrated adherence to the highest ethical standards, service to clients and the profession, legal acumen, and firm citizenship. Associates are usually considered eligible to become principals after seven plus years with the firm.
Our Associates Committee includes both Shareholders and Associates in our largest offices and is charged with addressing issues of particular relevance to Associates. In addition, the Associates Committee hosts regular meetings and training programs for all associates.
*Compensation and Bonuses
The salary for entry-level associates starting in 2020 is $131,500. Associates are also eligible to receive productivity bonuses. The first bonus of $5,500 is paid when associates record billable hours of 1,850 hours and a second bonus of $5,500 is paid when associates record billable hours of 1,900 hours for the year. Thereafter, when associates record billable hours of 1,950 hours, and at every 50 billable-hour increment above 1,950 hours for the year, an additional bonus is paid for each level reached in increments of $5,750. Billable hours include up to 100 hours per year on pro bono work. Discretionary bonuses also may be awarded each year at the discretion of the firm on the basis of a variety of factors, including exceptional contributions to the firm or the community, firm-wide profitability, and other factors. Salaries and bonuses are reviewed annually.
*The firm’s compensation and bonus structure is reviewed periodically and is subject to change.
We offer a highly competitive benefits package to our lawyers including:
- Group Health/Prescription/Dental Insurance for Employees, Families and Domestic Partners.
- Short-Term Disability Benefits – 70% of Earnings.
- Long-Term Disability Benefits – 66.6% of Earnings.
- Life and AD&D Insurance.
- Business Travel Accident Insurance.
- 401(k) Plan.
- Employee Assistance Program.
- Pre-tax Flexible Spending Account for Dependent Care and Health Care Expenses.
- Pre-tax Transportation Benefit (Transit and Parking).
- Vision Plan.
- Long-Term Care Plan.
- Payroll Deduction Savings Plan.
- Section 529 College Savings Plan.
- Subsidized Health Club Membership.
- Technology Stipend of $2,000 Every Four Years.
- $7,500 Stipend – Post-Graduation or Judicial Clerkship.
- Relocation Expense Reimbursement up to $4,000.
- Four Weeks of Vacation per year.
- Sick Leave (as needed).
- 10 Holidays per year.
- Paid Pregnancy/Adoption Leave.
- Paid Parental Leave.
- Bereavement Leave.
- Flexible Work Arrangements.
- Transfers Between Offices.
- Paid Bar Membership.
- Paid CLE and MCLE.