2:22 - You should email ATL (especially since you have nothing to fear / lose at this point).

You stay classy, Shearman and Sterling!

Which firm was it, #2?

How about a post on where I can find a job now--with so many lawyers canned, I am screwed.

So the rumors are true:

"Davis Polk & Wardwell -- None (3 months notice)"

5 - Try Canada:

http://abovethelaw.com/2009/02/lawyers_move_to_canada.php

Or start your own firm:

http://abovethelaw.com/2009/02/cant_find_work_start_your_own.php

What about Faegre & Benson??

Yeah #2, who did you - work - for?

A. Powers

what about foley?

what about foley?

Proskauer Rose---2 months

So it seems like three months is "market," two months is "respectable," and under two months is "pathetic."

The list is bull. There haven't been any layoffs here at DPW (yet), stealth or otherwise. That said, cap markets is super slow and people are nervous.

CWT gave 5 months on the 2nd round but Lat hates CWT....

linklaters: 5 months for people considered "redundancies", 3 months for those considered "fired"

14 - I have a friend who was asked to leave Davis for performance reasons (and got three months of advance notice).

What about Squire Sanders Bratislava?

Good journalistic legwork, but...

I thought it was reported that Cadwalader gave 6 months. It also sounded like Thacher Proffitt may have given around 6 months, at least in their initial round in earlier 2008.

3 months = Half-Cadwalader (or Half-Thacher)

CWT gave six months

CWT is having a half price sale on NY 05 female associates. Get em while they're hot.

If Cravath does layoffs...

Half-Cadwalader?

Also, I didn't know Orrick had more layoffs post-November (though I could see someone on a winter review cycle getting three months' notice and two months' severance- I know someone who got tagged that way on a spring review).

15 - Because CWT screwed Lat over on the round 2 layoffs story by promising him an exclusive, to get him to hold off on his reporting, but then giving it to the WSJ.

Cooley gave 1 month of severance for every year of employment with a minimum of 3 months severance and a maximum of 6 months severance.

Much better than market for these sorts of things I suppose.

How funny to go from discussing market for bonuses to market for severance

15 / 20 - Looks like CWT has been added. It was three months in the first round and five months in the second round:

http://www.abovethelaw.com/2008/01/nationwide_layoff_watch_the_la.php

http://www.abovethelaw.com/2008/07/cadwalader_is_a_disaster_zone.php

What is wrong with a firm asking its weaker lawyers to leave?

Is a firm obligated to keep on deadweight? In this economy?

Any severance is good. (The more the better, of course.) I was at Thelen, where everyone got laid off, and no severance.

25 - i'm with you. this is very depressing. less than two years ago we were shouting NY to 190!

If BigLaw associates are truly fungible, then these terminations CANNOT be performance based.

I'm not telling you how much severance you get. Unless you happen to be on the Acela with me tonight.

Are H1-B visa associates (i.e., foreigners) a protected class when it comes to determining whom to layoff in a law firm?

This survey has some gaps and a few errors. But the perfect shouldn't be the enemy of the good.

Thanks, Kash and Lat.

Everyone is screwed. Even if you don't lose your job, raises/bonuses are going to be pitiful going forward, and real wages (yes even for lawyers) are going to decay with either inflation or deflation.

You think I-bankers (assuming any survive long enough to pay legal bills) are going to have their lawyers making more than they make?

Please update the chart to reflect Heller at -6 weeks

Is this an iPhone app? I would like to read this in my van down by the river.

Please don't post additions / corrections in the comments:

"If you have information to add, please email us (subject line: "Severance Watch"). We prefer email to posting in the comments because of the enhanced accountability and ability for us to ask follow up questions of you. We'll include your information in the next round-up of severance packages. Thanks."

"CWT is having a half price sale on NY 05 female associates. Get em while they're hot."

Lies! None of them are hot.

14 - You really need to go drinking more with your colleagues.

I'm not at Davis Polk, but even I know about the people who have been "asked to leave" (not laid off, just politely asked to leave, in that oh-so-genteel DPW manner).

Once again, Shearman sets the market bottom. What a disappointment.

who in this time of massive layoffs can possibly be a protected class? not a lawyer just retired and love reading your blog.

32- No, I don't think so. I know of H-1B holders who have been terminated.

Protected class = A minority female who was sexually harassed by a senior partner of the firm (and perhaps has evidence, like incriminating emails, to back up her story).

Good job and thank you Kash and Lat. If anybody with an offer ANYWHERE else is deciding among that and Shearman, 1 month severance (in my mind, I'm equating notice with severance) and a nice middle finger out the door in the form of a merit based press release should give you guidance.

32, you also need to be "sitting on a potentially juicy cause of action against the firm."

Then you can negotiate with the firm for a better deal (in exchange for releasing whatever claims you might have against them).

Can you distinguish between generous severance -- i.e. you don't have to show up to work and get your paycheck -- from basically just giving you notice you are leaving in three months? I know people who have been laid off and they still have to work those three months and often get the worst assignments and weekend work. Obviously the latter is better than no pay and an immediate end to their employment but not as good as three months pay with no work (and for some people two paychecks if they get a new job.)

Anyone know how much time the Cahill people got?

46 - I think the table does that. Look at the entries for Davis and Katten.

Even with incriminating emails partners in big firms think sexual harassment is their birthright.

This confirms layoffs at Willkie. So that is why all those people disappeared. Generous package, though.

Clifford Chance - 3 months.

Comment removed by moderator.

The Management Committee would like to thank you for the convenient aggregated list of severance so that we may know exactly how little to offer our redundencies. Cheers!

50: Do you work at WFG? All what people?

Eugene Volokh,

Do you like reading about severance packages and other firm statistics? Well, did you know that the University of Chicago Law School has the largest collection of law firm data in the world?

And if you accept the deanship here at the nation's most underrated overrated law school, you'll be able to turn the internet back on and access the data. So act now!

Sincerely,

The University of Chicago Law School

A lot are being let go & not included in the so called layoff numbers, but are told the firm is downsizing. Given so called agreements to sign off on. Some firms are not being honest with their numbers.

Cahill gave three months' severance.

is severance guaranteed? or if you find a new job do the payments stop? 2 months guaranteed could be better than 5 months conditional, if you happen to land someplace else.

46 - if there's enough work to keep them busy on weekends, why are these people getting laid off?

Note the various changes that Kash and Lat have been making to the table (refresh your browser to see the latest version).

Latham gave Half-Cadwaladers. An apparent Latham partner posted on an earlier thread that he thought that was ungenerous of the firm and that severance should have been 6 months.

Is Shearman having layoffs? I heard for the first time yesterday that they were having firings based on "performance" even in litigation. True?

Pray you get laid off now. As recession turns into depression these deals will disappear.

Is Shearman having layoffs? I heard for the first time yesterday that they were having firings based on "performance" even in litigation. True?

What did Dickstein give those they laid off?

I thought wilson sonsini gave more than two months? Didn't they say in a release it was weekly based on seniority? Or was that for staff and attorneys got two months? Cheap...

Is Shearman having layoffs? I heard for the first time yesterday that they were having firings based on "performance" even in litigation. True?

Great post. 31, lol.

As an employment attorney, I recommend always asking for more severance, especially if you are (1) old (over 40); (2) a female (especially a recently pregnant female); or (3) a minority. You should also negotiate if you have recently returned from FMLA (or state equivalent) leave, or have recently reported illegal firm activity (or plan to). Even if you do not fit within these categories, the firm is not going to revoke its severance offer if you ask for more.

New York to three months!

Cahill = 3 months severance.

Stroock has laid off at least 30 associates since the Fall. They've provided 3 months.

Forgive the stupid question but I just wanted to know if I'm reading this correctly. CWT (second round) will continue paying you for FIVE MONTHS if you're laid off? Even if you get another job a week after getting laid off (to me that's what "severance" as opposed to "notice" means)?

Seems too good to be true from such a bunch of hardcases.

#68, what if you already signed the agreement in exchange for a puny severance, and then you found out that others got much more? Non-lawyer here, obviously.

king & spalding has given a number of layoff people less than a month's severance - i think that is how they boost their PPP - they rock !

Where is Marin?!!!???!

Marin, start your own blog. You have as much talent as Lat and you crap talent that craps talent that is better than MysTTTal.

It is time Marin. If these folks at ATL can't give you a full-time gig, do it yourself. You would have a tipster network in no-time and advertisement would follow.

K&L Gates East Coast: less than 2 weeks notice, 2 months severance.

#68, what if you already signed the agreement in exchange for a puny severance, and then you found out that others got much more? Non-lawyer here, obviously.

How did the titans of Atlanta escape the notoriety of the layoff list? I know A&B has had at least some associate layoffs plus 24 staff. And 75 indicates K&S has as well. Are their propaganda machines for effective at those firms, or does ATL just feel sorry for them because they already carry the burden of being headquartered in that Gawd-awful city?

@67 -- true there were layoff in litigation -- at least 2 -- and elsewhere. S&S is firing.

I got laid off in October (big regional firm - 6 weeks severance). Got a new better job in 3 weeks by talking to everyone I know the moment I got the bad news. Not everyone laid off is a "weaker lawyer". You might just be junior in a department where the partners don't have enough work to do themselves. Look at small "boutique firms" as they are getting the clients leaving big firms.

Dechert did it two ways (i) 3 months OR until you find a new job (perverse incentive to NOT find job) or (ii) 3 months notice, no sev.

73/77 - I don't think you would have much of a leg to stand on. You may not be able to bring a claim at all, unless your potential claim for discrimination/disparate severance could be considered a future claim, which you typically can't release under the nondiscrimination statutes.

Even if you could bring a claim, if others were "offered" more then maybe you could make out some sort of discrimination claim, but those individuals would have to be identically situated to you (same years of service, position, etc.). Then you have that pesky burden of proving you were discriminated against on the basis of your ___.

If they "received" more than you, and they're similarly situated, then perhaps it's because they asked for more and you didn't. You also have the problem that severance agreements are supposed to be confidential, and if you're going to have to identify those individuals who shared their severance information with you in order to make out a claim, thus you put those individuals' severance at risk (because the Company could revoke it due to their breach of confidentiality).

In any event, it would be a tough claim to make, but if you made it, the Company might cave and just throw a few more bucks at you to go away, which is exactly what you wanted in the first place.

35 here. To clarify, my comment of "Heller -6 weeks" doesn't mean "6 weeks," it means "negative 6 weeks." HTH

I think it's rather disingenuous to include firms that haven't done public or stealth layoffs. A random layoff here and there doesn't mean you should put a firm on this list. Bingham McCutchen and DPW should at least have a little asterik next to their name that says they haven't conducted public or stealth layoffs as far as ATL knows.

Hey 14 - I'll confirm the DPW layoffs for you - stop by my office sometime before March 31. Or look at the Monday morning email on April 4 and look how many "departure" notices give a personal email address only and no forwarding job info.

- Gettin' FIG-y with it.

Comment removed by moderator.

Have it from good authority that Holland & Knight = 1 month.

I'm not an employment attorney. Are these releases enforceable? You can't bring ANY claims? Talk about a bind for those laid off attorneys who need some cash now.

88, yes, a well-crafted release typically releases all claims - there are some claims that can't be released as a matter of law, such as wage claims under the FLSA, and future claims. For instance, if you get laid off from Wal-Mart, you can't release a claim against them for 10 years down the road when you have a slip-and-fall on the pet food aisle.

89. how often will they change the wording in an agreement if asked, or do they?

#82, thanks so much. No individual told me how much they received, since it's not to be discussed. I read it in an article here. I felt hurt that everyone here believed that a certain firm paid everyone a certain amount, but I just got clarification that staff packages were completely different. Thanks so much, #82. I don't feel hurt anymore. This blog is about lawyers, after all, not staff!

90, well, understandably, I doubt they would agree not require you to release certain claims, because that would tip them off that you are potentially going to bring those claims, then they have basically paid you a severance for nothing, you dig?

What the hell? Tubby goes off to fat camp - er, Las Vegas - and this site suddenly becomes full of useful information.

why haven't the stroock layoffs been reported by ATL????

84, see the explanatory note:

"You may see below the names of firms that have not conducted layoffs (at least not public layoffs). We are NOT saying that these firms have conducted 'layoffs' as such, but it would appear that they have asked at least some of their lawyers to leave -- presumably for performance-based reasons, but short of being fired immediately and for cause."

94 - Maybe because you haven't emailed ATL about them?

tips at abovethelaw dot com

How does one negotiate for severance. What if the firm doesn't want to give you any, or want to give you less than you'd like. What would you say? I want more? What's the leverage?

92 got it. what do you know about employment imformation releases? are they wise to sign?

91, sorry to say but law firms never give staff decent severance packages -- they reserve that for attorneys and top administrative people (as if law firms ever reduce the bloated number of HR types)!

Simpson Thacher - no severance, 1 month notice

I guess I don't understand what "no" severance means. So, if a lawyer is told he has 3 months, 6 months, whatever, to find a job, and he gets to keep his office even if he's not working on anything, he's not receiving a paycheck? I find it hard to believe that people who are told they have 6 months to find a job, willingly come into the office for no pay.

Please fill me in.

Thanks so much, #99. You are very kind. Just so everyone knows, secretaries and paralegals have been glued to Above the Law these past few months.

101 - Generally you DO have to work for the whole time in one of these "notice but no severance" situations.

Thanks, 103. I work at one of the firms listed as "no severance," but I'm pretty sure affected attorneys are given the word, told not to accept any new work, and often don't seem to come around much after they've been told to go. Maybe the rumor mill is wrong, but word is that the fired attorneys collect paychecks the entire time. If someone lingers too long, it's been reported that their paychecks stop coming at that point.

If you want to know what a typical severance agreement / release of claims looks like, just take a look at the Paul Hastings document:

http://abovethelaw.com/2008/05/paul_hastings_farewell_email_a.php#more

Kashmir and David,

How to you conclude that because a firm has not made layoffs, such terminations are performance-based? Are you saying that all economy-based layoffs are made public?

Shouldn't there be a strong presumption of economy-based terminations in this environment?

But this paragraph of yours was largely incoherent anyway:

"You may see below the names of firms that have not conducted layoffs (at least not public layoffs). We are NOT saying that these firms have conducted "layoffs" as such, but it would appear that they have asked at least some of their lawyers to leave -- presumably for performance-based reasons, but short of being fired immediately and for cause."

103 / 104 - This varies from firm to firm. There is no hard and fast rule.

So much of this is individualized, both by firm and by individual attorney. And it tends to be shrouded in secrecy, with people required to sign agreements with non-disclosure / non-disparagement provisions.

That is why it is very difficult to do a chart like this perfectly. Inconsistencies will abound.

Simpson Thacher < half-Thacher Proffitt?

Correction to Kashmir and David post (#106) -

First sentence should read:

How do you conclude that because a firm has not made layoffs PUBLIC, such terminations are performance-based?

97, the leverage, I hate to say it, could simply be the color of your skin, your age, or your gender. You could simply start with, "you know, it's hard for a fella (or a dame) to find a job these days, and this severance is not going to last very long. I've got kids to feed. Etc." In so many words. They'll get the idea. If you have a legitimate beef and you want to play hardball, then I would mention the beef. Firms are so risk averse that they'll be willing to throw you a couple of extra large, or maybe even an extra month or so, for you not to bring the pain (and publicity) of a potential discrimination lawsuit upon upon them.

Severence package? Stop your bitchin' people. I say any severance package you can walk away from is a good one. My severance package included about 4 gunmen, 100 rounds of 5.56mm, and about 50 rounds of 9mm. I'd like to see some of you pansies deal with dat.

I was laid off while 8 months pregnant. The 'performance based' layoff included comments by the partner such as "mothers always want to have jobs where they can spend more time with their families" etc. They told me they would pay me thru maternity leave (approx 4 months from layoff date). I hired an employment lawyer and got 3 more months' severance.

106 / 109 - You might like the revised paragraph better:

"You may see on the list some firms that have not publicly admitted to conducting layoffs. We are not saying that these firms have conducted "layoffs" as such, but it would appear that they have asked at least some of their lawyers to leave. We take no position on how to characterize those departures; as we've previously opined, what constitutes a 'layoff' may be in the eye of the beholder."

This list is a thankless task for poor Kash and Lat. They get criticized from both sides.

1. You have people like 84, who say that a firm should not be on the list unless it has conducted public, openly acknowledged layoffs.

2. And then you have people like 106 / 109, who say that firms that have NOT admitted to layoffs, instead calling dismissals "performance based," should be called out on that.

I wouldn't be surprised if Kash and Lat decide to stop doing this list because it is so impossible to figure out who should belong on it.

112 : What was your net gain on that extra 3 months severance after accounting for the costs of your employment lawyer?

Anyway -- good job on that. Getting laid off 8 months pregnant must be an extra terrible experience.

114,

You have misunderstood my post. (Your fault or mine.) My quibble was with Kashmir and David drawing the conclusion that because a firm had not made layoffs public, that the reported termination was "presumably for performance-based reasons."

If anything there should be a strong presumption that any termination in BigLaw these days is necessitated (or caused) by the economic downturn. There are a number of reasons why this should be so:

(1) The extent and depth of the layoffs throughout BigLaw. Have so many high-achieving attorneys suddenly become poor performers?

(2) The widely reported decline in available billable hours at firms.

(3) The widespread opinion that associates, especially juniors and mid-levels, are fungible.

(4) The improbability that BigLaw associates, having been top performers throughout their lives before entering a firm, would be poor performers at a firm. I'm not saying it's impossible, it's just not probable.

Apparently Kashmir and David agreed with my criticism and have revised their report.

84's point is nonsensical. The core of this report is severance packages, however arising.

106/109

you'll get nothing and like it

112-

Do you think it is fair that you receive 7 months severance, along with the blessings of having your own child, while others are receiving 3 months or worse?

MoFo also gave everyone 2 months notice, on top of 2-6 months of severance.

My lawyer only cost $1500. Lump sum payment of about 60K (3 months plus accrued vacation). Damn straight I think it is fair, 118. Maternity leave is something you accrue while working. Plus this was a 'performance based' layoff a while back - not based on the economy. The HR people knew they were screwed for firing a pregnant person (I might add that my reviews were positive before becoming pregnant).

- 112

Kashmir and David,

I think the revision is an improvement (although I think even the agnosticism might be a little unwarranted, see my reply to 114).

All in all a very good job on the story (and a good job done this week). The story should be useful to many (although I guess another quibble I have is your decreeing 3 months as "the market"; might have waited to get more info as a number of firms seem to be paying more, unlike with the Skadden bonus outlier) and was a long time coming. I bet it has served as an unexpected source of additional layoff (versus severance) news.

It might be interesting to consider incorporating into one of your severance stories a few sentences on what these BigLaw attorneys' neighbors in the finance world are receiving as severance. I'm hearing it is significantly higher than in law.

Davis Polk is only paying half-Cadwaladers?

What about Faegre severance? The word is that the attorneys they fired are being paid through the end of May (making their severance package slightly above "market").

120, Girl you should have gone for more. Fuck those fuckers.

Winston is giving 5 months...

Simpson Thacher has been doing performance-related dismissals lately. But I think that the notice period is longer than one month.

Can someone who actually knows the answer email Kash and Lat?

When does Simpson Thacher (a) determine associate bonuse, and (b) pay them out?

Re: Is Shearman laying off? The answer is absolutely yes. And it extends to litigation. There is a rumor that litigation associates are being sacrificed to keep M&A lawyers around. The idea is to put the deal lawyers on the lit doc review while the firm waits out the downturn.

Oh, and if you are looking for leverage, here's a suggestion, especially for mid-levels: it helps to have matters where only you know what is going on. Partners faced with the prospect of telling their clients that they really aren't sure of all the details is made worse when they have to explain that they fired the only person who did know what what was going on. Sure it sounds crazy. What firm is so stupid to fire someone for "performance" without checking with the partners she is working for before they tell the associate to pack up the desk? Shearman is that stupid.

Firms listed as paying "None" in terms of severance, but providing notice before you lose your job, are the ones engaged in "stealth layoffs."

What they are doing is really no different from what other firms are doing more openly. But they prefer to sacrifice their associates to preserve their own reputations as firms.

McDermott is more like 3 month's notice versus a severance because they expect you to come in and work.

125, From what I've heard, Winston is giving only 3 months (at least to associates).

128 -- that's what Shearman did during the 2001-2002 recession. Put corporate lawyers to lit doc review and fired lit associates. Lit has no political power over there.

Holland & Knight is 2 months for attorneys, staff got a week for each year of service to the firm (probably to a 2-month limit)

I have heard that Schulte has been doing stealth firings (supposedly 40 in December alone). They are giving 2-3 months severance.

I have heard that Schulte has been doing stealth firings (supposedly 40 in December alone). They are giving 2-3 months severance.

What about paycuts at Holland and Knight, 133?

O'Melveny & Myers is paying only 2 months? I'm surprised they're paying less than "market" for severance when they paid above-average bonuses this year, at least in non-NY offices. Has anyone here heard otherwise?

2 weeks.

Orrick is doing the majority of their layoffs through stealth firings. They just gave the (few) associates that were formally laid off five months severance so they would look good. Crafty bastards!

130 - That's not true on my end. At least to first years, MWE is giving 3 months severance, not notice. And they're giving laid off first years a public interest fellowship option until December.

78 is right. Atlanta has had its share of layoffs. A&B, Kilpatrick, and Sutherland have had substantial layoffs in the past months. Staff and attorneys.

78 is right. Atlanta has had its share of layoffs. A&B, Kilpatrick, and Sutherland have had substantial layoffs in the past months. Staff and attorneys.

Severance pay of any amount is a gift in most states. The employee above who manipulated the fact that SHE chose to have a baby in order to get more severance than everyone else just shows what a f---ed up society we are living in. She should not be given more than others just because she's pregnant, and no one should get more because of their race, etc. It's ridiculous and disgusting that people manipulate these issues to get themselves more money.

Let this be a lesson to you all in Philly- do not work at Blank Rome- one month is pathetic. That firm is definitely headed downhill and fast.

I tell ya golf courses and cemeteries are the biggest wasters of prime real estate.

king & spalding offers layoff victims less than a months severance - or, you have to have sex with one of their older lesbian partners

"Not every firm uses lube"? So, we're talking about getting fucked in the ass here? Hey ATL, can we leave the homophobia to the jerk commenters?

147- why is that homophobic? have you ever tried not using lube?

So any comment referring to lack of lube is homophobic?

14, you have no idea what you are talking about at all. 84, no asterisked needed on DPW.

150 here: i mean no "asterisk" needed of course, before the grammarians get their knives out.

Quinn Emanuel =2 months.

145 you're no gentleman

153 - I'm no door knob either

147 might make more sense if a number of the writers weren't gay.

Bingham shouldn't be on this list. I appreciate the hard work and the research, but if the research has glaring and inexplicable errors in it it essentially has little to no use.

Forgot Holland and Knight who gave two months severance

Reliable source has Holland and Knight at 3 mos. so maybe a 2-3 mos. severance range should be their entry.

What about the paycuts at Holland and Knight? Any details?

112 - good for you!

118 - 112 is at a disadvantage from others who got laid off. How is 112 going to compete for work with people who aren't pregnant and about to give birth? Name a firm who would hire 112 next week.

if you get lesser of 3 months or when you find a job, why can't you keep collecting (i.e. double dip)?

if you get lesser of 3 months or when you find a job, why can't you keep collecting (i.e. double dip) even after you find a new job?

I agree #80. Baker & McKenzie laid off some GREAT lawyers in San Francisco/Palo Alto. A shame to see them go!

"The employee above who manipulated the fact that SHE chose to have a baby in order to get more severance than everyone else just shows what a f---ed up society we are living in."

Okay, let me get this straight. The lawyer in question was laid off while 8 months pregnant and, in the process, told that her performance was presumed to drop off b/c she would be a mother and that her layoff was linked to that presumption. Sounds to me as though her employer manipulated her parent-to-be status to screw her and she was smart enough to call them on it. They got out cheap with just a few months extra pay, if you ask me. Employers that moronic deserve to take even more of a hit.

120: I have strong feeling the same thing is going to happen to me soon as my firm is hurting and they're looking to lop heads (after giving everybody good reviews). Did you pay that $1500 up front or out of the 1/3 contingency fee? Was it a contingency fee arrangement?

Employment lawyers: I read that Paul Hastings release. Can you really just give up any discrimination claim for a few months' pay? That seems really onerous and seems to be a pretty cheap way for firms to avoid litigation because they have the laid-off employee by the you-know-whats. Is that kind of thing enforceable?

Yes, it's enforceable. You aren't entitled to any severance at all, so if they're giving you a few months pay for not doing any work, you're actually getting a lot of money in exchange for your release of claims. That would be sufficient consideration. Not to be rude, but why do you think the firms are getting off cheap? In that severance package, they're paying you more than many people earn in an entire year, and you aren't doing any work for it.

165 - I paid the employment lawyer a $1000 retainer and $500 afterwards. Good luck. Hopefully your firm won't fire the pregnant person in your case!

- 112/120

K&S has definitely had "stealth" layoffs but has given 3 months severance at least in a few cases

Any word on what Thacher Proffitt's severance plan was?

Does anyone know number of associates laid off in Winston Chicago?

Bryan Cave reportedly gave 12 weeks.

105

Paul Hastings is being cute. By characterizing the termination as a "resignation" many states would automatically disqualify you from receiving unemployment.

173 - people now days, they don't want to be buried. Just ask my friend Wang - we just bought property behind the great wall. On the good side!

169 - no doubt - but some have gotten less than a month

167: If a person has a legitimate discrimination claim, the damages could greatly exceed a few month's salary (even at a large law firm). It just seems that signing away your right to sue for discrimination when most people aren't in the position to walk away without three months' severance is pretty tough.

Yeah, I know most people aren't as well-compensated or well-treated as large firm associates, but it doesn't mean you can't question the terms of your dismissal.

Hmm. Hope the L&E folks at some of these big firms are reading this. I was a staffer that got cut despite good reviews - never a bad word about performance. They cut staffers off mid-week and offered the same one-month package to people who got bad reviews as the people who got good reviews. Seems like you would distinguish. Saying it was perfomance based afterwards, during severance negotiations, seems a little late.

177 how many yrs were you with them?

178 from 177 - 2 years - but it was a growing, mergered firm so many people have not been there long.

a lot of firms are not telling their true numbers of layoffs. I think to save their image.

NYC to 190!

Cooley's severance was a minimum of 3 months and a maximum of 6 months depending on how many years you worked there.

Bingham absolutely should be on the list; but unfortunately they do not pay out much under stealth layoffs.