I so badly wanted to be first...

I appreciate that the editors of this site have placed the spotlight on my hybrid tough love package. Peer and non-peer firms need to understand that there was never any need to hike associate compensation to stratospheric levels. The madness has to stop. $105-$115K per year is more than generous for starting associates that have no clue or skill on practicing law.

What have you people done with Kash?!!??

One big effect of lockstep is salary transparency. You know what a Firm A vs. Firm B pays, and you know what your colleagues make. Without transparent salaries, firms can more efficiently screw over everyone.

Awwww......the big law firm babies that don't have any work to do and have been doing nothing but document review and due diligence their whole careers aren't going to get paid for sitting around and doing nothing anymore??? While people that have work to do and are better at it are going to get paid more??? Someone call Congress...the police...Superman...anyone who can stop this madness.

Where

is

Kash???????????????

5, if lockstep is so useful, name me one other non-unionized private industry that pays everyone exactly the same based on seniority alone.

"We are still in the process of developing the new model and are meeting with associates around the firm to solicit their input."

MLB must think that ATL readers are idiots.

This is all just a complicated way of saying that associates are going to be paid market rates. It's supply and demand, simple as that.

This all assumes that the Firm leadership can accurately assess and evaluate associate performance, at a fine enough level of detail to make these "10 factors" fair and more than just guesswork.

Of course, lawyers are extraordinary managers and leaders of people, so I have NO doubt that this will work out wonderfully. Nevertheless, the pessimist in me thinks that this new system might quickly degenerate into a "1 factor" system: Who kisses the most ass?

Not cool. A 40% cut pushes starting salaries down into the 5 digits. At that level, what's the point of going into biglaw?

How you like me now?

Is this a joke?

Nobody should be deluded into thinking that the move away from lockstep is intended to result in GREATER compensation for associates. If any associate does get more, then it will be by accident - and despite managing partners' best efforts to prevent it.

lockstep compensation should and will end, relatively soon. i'm a 3L and i will be eternally grateful for the fact that huge numbers of firms that cannot afford to do so will no longer have to pay absurdly high salaries to incoming associates just because other firms are doing so.

Let's see if Morgan Lewis reduces their billing rates by a similar proportion...

If so, this can be spun as a sensible repsonse to a new economic reality, by a firm that understands the pressures facing its clients...

If not, then its nothing more than a cash grab by greeedy partners.

Odds that billing rates are reduced?

this is preposterous! OBVIOUSLY morgan lewis associates should be paid the same as cravath/s&c/williamsconnolly/dpw associates! after all, they all went to "law school" and are all equally accomplished/smart! clients should of course being willing to pay morgan lewis the same rates as cravath! duh!

Maybe if I had given my son more "hybrid tough love" he would not have turned out so badly.

Kash, Kash, why have you foresaken us?

"people that have work to do and are better at it are going to get paid more???"

Where does it say that? You really don't have much experience with the world of work if you believe this is the basis for disparate compensation.

"people that have work to do and are better at it are going to get paid more???"

Where does it say that? You really don't have much experience with the world of work if you believe this is the basis for disparate compensation.

Truth/16: I'm setting the over/under at "slim to none" and taking the under.

The thing I think firms are missing when they say stuff like "every company besides law firms pays on a merit-based system, of course getting rid of lock-step will work," is that in most corporations, employees report primarily to one supervisor. In that situation, it makes sense that one's supervisor is familiar with the employee's work and can properly evaluate it and recommend a raise (or not). It just seems that the firm system is so different, to say a firm--where associates may work for a short time for many different partners who have no direct responsibility for them or their career development--will be able to properly track associate "merit" just because other companies do it, doesn't quite follow.

Also, because associates are not assigned to just one boss/supervisor/partner, it would seem doing away with lockstep is going to create a system where associates compete to work for those partners that tend to give more complimentary reviews.

Just a couple of thoughts. I'm still a student so maybe this is all wrong, but I just compare my summer experience to my job at a corporation before law school, and they seem so different it's hard to imagine the corporate system working as well in a firm.

My son reeks of Axe body spray and Listerine.

MLB must really be hurting. No money for associates and no love for summers. Bummer.

12,

Prestige, lol

12,

Prestige, lol

Kash is having lunch with Jacob. A LONG lunch.

My whore ex-wife was always too hard on that boy.

My whore ex-wife was always too hard on that boy.

13, can you please explain at what time the current president will be responsible for the current economy? thanks

Mom always liked you better...

She sometimes makes me so mad I post twice.

People comment on here day after day about how the biglaw model is broken.

Well, here is a firm trying to fix it.

And let's be honest, 105-115k for first years is plenty. I think most deferred incoming associates would agree.

20 - You really must relax your sphincter so more oxygen gets to your brain.

Pay for performance is nothing new, outside of law firms of course. The formula is simple - deliver for the firm and you get well compensated, deliver mediocre results and get 2% increases, perform poorly and get quit.

Wait until law firms get their heads around forced ranking of associates. Top 10% get rewarded, middle 80% keep their jobs, bottom 10% get a box.

If you are texting from a meeting with your boss, you deserve to be fired, not just get a pay check. Jesus.

If you are texting from a meeting with your boss, you deserve to be fired, not just get a pay cut. Jesus.

Anyone want to guess if the end of lockstep, whether at MLB or elsewhere, leads to an increase in discrimination (gender, race, age, etc.) suits against firms, given the subjective nature of the new evaluative criteria? Query whether lockstep acted as a form of insurance against (some, but not all) such suits in the past.

Does anyone have any info on whether different offices will be treated differently? It seems like salaries in. Miami, Philadelphia and Texas aren't as inflated, relative to rates, as in DC and CA offices. There is also a lot more compression in those offices

Any word on the steroid use at MLB?

35 -- yeah, but you're assuming that partners are CAPABLE of making such fine distinctions and evaluations - of identifying those behaviors that benefit the Firm AND identifying the associates that exhibit such behaviors.

Mgmt consulting firms and banks do this b/c they're led by BUSINESSMEN who know how to evaluate people and run an organization. Lawyers -- not so much.

Lawyers used to be self aware enough to realize they sucked at this -- hence the lockstep system. Now Morgan Lewis is gonna play amateur "manager" and will almost certainly screw it up either in planning or execution. The fact it's taking them 6-u months to come up with a plan suggests its doomed from the start.,

First sign of the apocalypse:

A commenter personality on Above the Law spawns three additional commenter personalities.

As soon as I see "Dog Emeritus," "Associate Emeritus" (that'd be his son) or "Rick's Cabaret Bouncer," it's official. This guy has jumped the shark.

38 -- great call. i'm already drafting my complaint just in case i get a poor evaluation.

any "efficiencies" gained by this system will be grossly overshadowed by the cost of execution, lawsuits, more bureaucracy, etc. Simplicity is a virtue.

PE's mom is funny. I liked comment 24.

Elie rapes skinny sheep because he is jealous of their skinniness.

First sign of the apocalypse:

A commenter personality on Above the Law spawns three additional commenter personalities. And they all post in the same schizophrenic thread.

As soon as I see "Dog Emeritus," "Associate Emeritus" (that'd be his son) or "Rick's Cabaret Bouncer," it's official. This guy has jumped the shark.

The point is that law firms do not manage associates and partners have little to no incentive promote or encourage the career development of associates. In fact, there is a strong incentive to throw associates down the proverbial stairs at a certain point in their careers because they become your competition.

This fact is especially true for those income or service or non-share partners where that bright fourth or fifth year is starting to become a little too good at what they do and might end up replacing you as the capital partner's go-to guy or girl. A few vague, passive aggressive reviews about that associate's purported lack of attention to detail (For example: "I mean, who doesn't check to make sure there are two spaces at the end of each sentence in this TRO brief. My God.") and that kid's long gone.

The partner continues to draw their 300K salary as a super associate and a new young, inexperienced (but doomed) associate walks in the door.

38, then why hasn't other industries switched to lockstep compensation for fear of discrimination lawsuits, especially considering that people are far less willing to sue law firms compared to other employers?

I'm thinking of selling my 2000 Dodge pickup to buy a new 2009 Ram 1500, but I worry that Chrysler's woes means that the autoworkers have lost any interest they had in doing quality work. My 2000 Dodge has been a good truck, no real problems in almost 10 years, but should I not take the risk on the new Dodges even though the price ($22k for a 1500 4wd SLT) is outstanding?

Ha ha! Self-entitled associates are being destroyed. I am glad.

Ha ha! Self-entitled associates are being destroyed. I am glad.

Let the record reflect that I was the first PE family member to join the fray...

Instead of a salary, first through third year lawyers should have their law school loans reimbursed and receive a housing stipend. The, beginning in 4th year, they should make $160,000 - $200,000, depending on merit. This would be a workable and fair system.

But where do we draw the line?

#8 -- what other private industry forces every new worker to quit after a handful of years in order to maintain the giant pyramid scheme they have going on? When I first started working years ago, my family and friends (who had no idea how big law firms worked) didn't understand why a company had a model in which they force everyone (or, as a practical matter, almost every single person) to leave, even if that person might be a good worker.

So much of the shit that big law firms do is non-sensical, even if lockstep compensation is common, who's to say it's bad? It certainly aids associates in making decisions about where , and lessening competition among any single firm's associates. Do you think that transparency is BAD for associates? The less transparency, the better it is for partners, not associates.

One year ago today, I earned $250,000 per year, had over $300,000 in cash and regularly chomped on Hoisin Chicken Salad via Seamless Web. Today I earn $40 per hour, have less than $150,000 in cash and regularly dine on pre-made fried chicken from Costco.

Moral: Do not get married and buy a house kids, it may come back to haunt you.

#55, how did getting married get you fired from your $250K job? And it is a lot cheaper to cook your own fried chicken, dude.

56--Me 55--Married didnt do it to me, the timing did. And you haven't tried Costco fried chicken my friend. Its pretty fucking outstanding.

$4.99 for the whole bird. I shit you not. And tasty? Forget about it.

54, you must be clueless about the world. Try banking, consulting, big accounting, GE (Jack Welch created "rank and yank"), etc.

I like steak.

First to say I LOVE Dog Emeritus! WOOF!

60 = Roxanna

Doggin Lewis would never cut compensation. Never. Right Dog Emeritus?

55 - i'm envious of your $150,000 in cash. i have nothing in the bank. and no prospects of earning income.

64-- 55 here. Fear not, my cash dwindles by the minute. I have been running acute monthly deficits since late 2008. I am in much the same boat as you, plus I have two, no three mortgages. I am no better off than you, trust me. I pray for everyone having been suckered by the allure of BIGLAW. I still have over $60,000 in student loans in, effectively, perpetual deferment.

54 - Why do you assume that without lockstep there is no transparancy? Plenty of industries have open compensation without using lockschlep.

Lockstep was a way to solve the problem of the unwilling or unable partners to actually manage and mentor the associates.

The world of "big law" may actually have to embrace some of the "big corporate" world to not only survive but thrive.

65 - Here's an idea, dump on or two of your properties and get out from under the mortgages. No one forced you to over-leverage yourself.

Posted by guest | Permalink
Wednesday, August 26, 2009 3:13 PM

20 - You really must relax your sphincter so more oxygen gets to your brain.

Pay for performance is nothing new, outside of law firms of course. The formula is simple - deliver for the firm and you get well compensated, deliver mediocre results and get 2% increases, perform poorly and get quit.
______________________________________________

And you must really complete law school, so that you can actually experience the real world.

Where precisely are you pulling this "simple" formula from--your capacious asshole? Is it's demonstrated genius the reason that our finance industry--that has a long history of "paying for performance"--had to go begging the big, bad gubmint for a bailout so that it could continue to exist?

You are an ignorant ass who hasn't got the slightest idea how any business, legal or otherwise, functions outside of an economics textbook. Let me explain it to you in terms that even an autoadmit mouthbreather can understand:

"Performance" has nothing to do with anything. Life is not an Ayn Rand novel. Just as your admittance to Penn State U School of Law and your "A" in Civ Pro somehow ratified your "merit" sufficiently to guarantee your entree to the elite in 2003, but is now meaningless, billing 2200 hours per year is now meaningless as a measure of "performance" today.

The people at the top decide what superior performance is and who gets the rewards, so--surprise!!--they are the superior performers who get the rewards. Always.

Got it?

48 is absolutely right. service partners are eyeing mid-levels and senior associates and going out of their way to find ways to get them out the door either by lowering their pay to the point they just give up and move on to the gov't or stealthily writing luke warm reviews that will seal their fate as being a stealth layoff.

I'm actually shocked more of these partners without business aren't being fired during the recession.

Not sure how this compensation scheme is much different from merit based bonuses (where merit is defined by billables + "quality " work, etc.). Associates will definitely be screwed but many firms have been using this system for years.

Also, there are many firms out there which do not compensate their associates on a lockstep salary basis after a certain year. For example, at my firm, salaries are performance-based after the 3rd year. And yet our associates are among the most satisfied with their compensation.

My dog is fifty times smarter than my son and he doesn't smell nearly as bad. His vet bills are also substantially lower than the bills for my son's VD treatment.

67 - Have you ever owned a property? Probably not. Thus, STFU.

Like most people who vote for republicans, this new system is not in most of ya'lls interest. Any system that allows a partner to arbitrarily rate you for nothing other than the fact they get more money if you are fired is never in the associates interest.

Morgan lewis is not and has never been a market leader in anything. Let them pass this hybrid lawyers and never get good legal talent again. Fine with me.

8, "5, if lockstep is so useful, name me one other non-unionized private industry that pays everyone exactly the same based on seniority alone."
hmmmm, how about the medical profession for young doctors?

Poor Stan. Looks like your mom hates you and you have VD.

68 - Now that you have your anger out on the table let's have a reality check.

Yup, I'm an asshole - how is that germane? Your reliance on vitriol and vulgarity exposes the enormous gap in your cognitive ability and lack of vocabulary.

The bonus structure in the financial services industry, while contributing to, did not cause the implosion. Frankly, I haven't the time or inclination to explain things like derivatives (or hedge funds, etc.) to you. I presume you can do some basic research on your own (though your post does not support that presumption).

Job Performance is a valid measure, and sometimes series of measures which can be, and has been, quantified in many industries outside the legal services arena ( do research on performance scorecards).

That the concept of a merit based performance and compensation structure scares you is apparant. Your hours, if in fact your work is billable, must be off.

Too bad you're not as smart and good at your job as you are arrogant and stupid (you're not ignorant since you know what you don't know and simply choose to remain uninformed) .

Let me puts this in vulgar terms you might understand - The formula is part of what is referred to as forced ranking you megalomaniacal puddle of spilt fuck.

Look into it, it will be reducing your income soon.

74 - They don't use lockstep.

72 - In fact, I still do own real estate. The key is, let me say this again, not to over-leverage yourself. Hell, I might even pick up your property on the courthouse steps, know what I mean?

So suck it.

This comment is addressed to number 75.

First of all, that's clearly not my and Partner's mom. Her last name, Emerimom, is a dead giveaway. We're the Emeritus family.

Second, I'm not saying I have it, but in some circles VD is considered a badge of honor. A really disgusting, rancid badge of honor in circles of really disgusting, rancid people.

73 - So merit and performance are republican concepts, whereas lockstep is a democrat concept?

That is why I am proud to be a Republican.

This sounds like a bunch of whining from associates who do not work as hard as some of their colleagues. I am sure that the net effect of MLB's salary adjustments will be a decrease in overall compensation. I am equally sure that there will be some associates who get paid under the new system more than they are making now. Why? Because there are some that deserve it. There are also even more that deserve to have their salary decreased.

Where did this sense if entitlement come from? Grow up. The law is a business and for too long has not been treated as such. Under the lockstep system associates who work less, are not as good, and do not even have the level of intellect of some of their peers get paid the same amount of money???? If you want that, quit the law and join a union.

Good luck paying those law school loans back.

Stan's either in denial or the syphilis has finally made its way through to the memory region of his brain. His mother, that whore, went back to her maiden name after I threw her to the curb.

By the way, it is the exorbitant salaries of mostly non-profitable first and second-year associates (and the corresponding across-the-board increases to accommodate mid-levels) that is a leading contributor to the associate layoffs that everyone here is so afraid of happening to them.

The big CPA firms are a bit smarter. They don't have annual classes below partners, they have banded classes 1st year, 2nd year, then 2-3 years, then 5 years, then partner or out. These bands have high middle and low pay, which amounts are public, but not who is receiving them, and if you end up on the low end of thigns it's a hint to get out. You can also progress from one band to then next slighty faster than normal or slower, which if slower is another hint to get out.

However, morgan L is dropping lockstep so they can cut salaries without reading about it here or having to answer press inquiries.

38 - wait until other associates find out that being gay, black, hispanic, or female gets you another $5k in salary, just so the lawsuit issue isn't a problem and recruiting posters stay occupied. Not that there will be much of a lawsuit problem, what with the "Wise Latina" and her quickly-growing hoard of empath-o-bots being appointed to the Federal bench. But, don't be surprised to see a lot more associates discovering "lost heritages" and/or coming out of the closet to make up that lost dough. Diversity to 190!

86 - no doubt that's something to worry about.

Those of us without a grievance card to play will be SOL whenever our compensation is up for review.

86. What the hell are you talking about? If anything, firms will pay these minorities and women and gays less and will use the free market system to cover the systematic discrimination in place in a lot of these shops (for instance, partners who implicitly, yet fairly openly, refuse to work with women, blacks, etc.).

@ 69: "I'm actually shocked more of these partners without business aren't being fired during the recession."
________________________________________

At a lot of firms partners are being bought out, and some equity partners are being de-equitized. The more productive partners would love to get rid of the less productive ones, but it is generally a lot more difficult to get rid of a partner than to get rid of an associate.

To 69 AND TO EVERYONE ELSE INTERESTED IN MORGAN LEWIS-

Don't be shocked. Morgan Lewis brought in a huge amount of B&F partners in the last two months. For some reason, our dumb ass management thinks that it is a great business strategy to "diversify" the firm by bringing on partners that thrived in 2006 and tanked in 2008. So what do they do? Bring in all these assholes that generate no money and serve as nothing more than a drain on firm finances. GREAT FUCKING JOB ASSHOLES.

As for this new compensation system. Fuck it. This firm is so poorly managed, it is surprising that it has been around as long as it has. The firm management routinely lies to associates and misleads associates and junior partners. Further, they keep bloating the ranks with those that bring in NO BUSINESS. They fired too few people in March, and now they are going to transform to this clusterfuck of a compensation system.

Merit? Competency? Here is a thought: give the money to those that generate the fucking revenue that keeps the place going. But instead, a 3rd year labor person billing 2200 will get the same shit pay as a 3rd year real estate person billing 1200. Sure, there will be a bit of difference. But, at the end of the day, both 3rd years are in the same "band" as one another. Fuck this place.

I would provide advice to law students, but it doesn't matter. Morgan Lewis is so fucked up, it had to cancel its entire law student recruiting program. Instead, I will provide advice to laterals. When the market improves and people begin to lateral or come out of clerkships, stay FAR FAR away from this place. You will regret it in the end. It doesn't matter whether you are in NYC, Phil, or DC. There are MUCH better places out there.

Signed -

DISGRUNTLED 3RD YEAR ON PACE TO BILL 2200 WHILE GETTING FUCKED STRAIGHT UP THE ASS BY THE ASSHOLE MANAGEMENT AND SLACKFUCKS EXPECTING ME TO TAKE A PAY CUT SO SOME OTHER SHITBAG USELESS FUCKTWAT CAN KEEP IS OR HER JOB.

FUCK YOU!

88- right on. This will finally be an opportunity for the firm to prop up the systematic discrimination by white male partners- all of whom just happen to prefer the work of their white male associates-- under the guise of meritocracy.

didn't this firm bring in a bunch of shit from TTThelen. How's that working out?

I always agree with Partner Emeritus

70, you hit the nail almost on the head.

Some firms already determine pay (in theory) based on merit: bonuses are based on hours and quality of work. The problem is that the lock-step component is too large a percentage of overall compensation such that slackers often get almost as much as top performers - especially in half-skadden years. As top billers know, the more you work the less you gmake per hour than the slackers, as partners retain most of the pure profit.

A 10 factor test for merit will be so subjective and random that it will result in complete mess. But such messes are good for the partners, as they can create any outcome for an associate that they want.

Employee ranking is typical in corporate America. It is also practiced in firms. Ranking is of course political, subjective, and often random based on a number of factors that have nothing to do with performance. Ranking forces the formation of cliques in law firms, requiring associates to have partners that protect them from bad reviews. Those who do not have protectors eventually get screwed because the process is so random and subjective to begin with.

In corporate America, your salary and evaluation is often confidential information that you are not allowed to share with your peers. Thus the corporation can pay two different people with the same experience and performance level vastly different amounts, and no one will know. Keeping employees in the dark about pay is always the best scenario for employers.

90= Bart Winokur

Job Performance is a valid measure, and sometimes series of measures which can be, and has been, quantified in many industries outside the legal services arena ( do research on performance scorecards).
______________________________________________

Here's a reality check, sweetcheeks: "Job Performance" is whatever the people who hire and fire decide it is today; but your reference to "performance scorecards" IS amusing. Let me guess--you're a JD/MBA student from Chicago? Yes, you undoubtedly know all about "quantifying performance."

Just stop it. You don't have the foggiest idea what the fuck you're talking about. In 1996 you could have been some low-level suck-up flunky at LTCM, or some pink tie-wearing wannabe loser at Lehman; but in 2009 you're just another libertarian blatherer on the wrong side of history.

Welcome to the real world, kiddies. You are not only expected to show up for work, you are expected to produce a good work product while not acting like a self-important prickpeople who pay your salary. Reality bites, huh?

90--If you are the star performer that you say you are, you will benefit from the new system and the low biller in you scenario would take a hit. Makes me wonder if you are in fact the 1200 hour biller that you complain about. If you are so unhappy in your current job, step aside and let someone else take your place. Merit based pay will benefit the best performers and is ultimately more equitable than a lock-step program.

There's nothing wrong with merit pay in theory. But it is becoming more and more clear that this is all a cover for a broad pay cut.

It does appear that the firm is entering some kind of death spiral, that, like the economy will be self pertpetuating. Cut talent, lose business, repeat.

What concerns me most is that management seems to think associates will be honest at these feedback meetings. "Want to scream, will bend over" is what is going on.

The same people smart enough to be cheerleaders at these meetings are smart enough to go back to their offices, dust off resumes, and whisper to their friends to do the same. Plenty of firms in NY didn't even freeze pay, and there are several good in house openings in the city.

The firm will lose associates with the strongest resumes in still busy practice areas if they are really dumb enough to cut those salaries in January.

Fran and company lost a lot of credibility with associates when they promised no lay offs after the salary freeze, and then laid people off just a couple months later. And, oh, there was that big promise to staff that they would get their usual cost of living adjustments after associate pay was frozen. My secretary was really relieved when they made that promise. You should have seen her, and all the other secretaries they day the went back on their word and froze pay.

Sure we're going to have the opportunity to make back any pay cut by merit. Oh, Mr. Malone, I'd LOVE to buy that bridge from you, since you're offering such a good deal - it is the best way to get to brooklyn.

Welcome to IP heavy overgrowth death spiral grudge match.

Who dissolves first? Morgan Lewis Bigassius or Dead Fish and Richardson? My money was on MLB, now i wonder.

It'll be both. Sorry 90. A 30% pay cut means that there is no money to make payroll. Are your reimbursement checks paid slow lately? Be careful or you will be paying for a business class airfare yourself. Morgan Finnegan bounced severance checks. Repent and be saving your pennies.

96 - Flattered that you like my butt (or even the thought of it, though you've never seen me.

The merit of your argument seems to hinge on your predilection for attempted personal insults. Your argument, frankly, fails. Both as to your butterknife like wit in insult and as to your understanding of the owrking of business and performance measurement outside the world of lockstep within a law firm.

Perhaps you could engage the assistance of your local librarian to assist you in some research. Sit down, do some reading, ask someone to help you with a review, and then come back when you have something germane to say.

A merit-based compensation system works well where there is a normal distribution of talent and motivation and a 3% annual increase pie to cut up, but I doubt such a system would work at a Biglaw firm like Morgan. You have to be a superstar just to get an interview. Then, you have to prove your mettle in a series of interviews with partners and associates, any one of whom has a significant impact on whether you get an offer. Many stars on paper turn out to be in person douche bags with no interpersonal skills, and almost all of these folks get weeded-out through the interview process.

What you get at the end of the day is a pretty much excellence across the board, with a relatively narrow performance distribution. If an under-performer makes it through the process somehow, he or she gets jettisoned rather quickly with little or no fanfare. In this context, lock-step base salary seems to make some sense, and those who expend extraordinary effort can be rewarded through a larger bonus.

Here's what I've got to say about MLB:

1. While the firm laid off several associates in my practice group (Business and Finance), the majority of the remainder of the group works 200+ hour months. Don't get me wrong - we would rather bill more than less hours in this economy. And many of the Business and Finance associates will bill well over 2000 hours this year (and I note that more than a few billed over 2300, 2400... etc., last year), yet they experienced a salary freeze last year, half-bonuses and now are facing the prospects of this new "merit-based compensation system." Let's face it, the new "merit-based compensation system" is a way for the firm to anonymously slash salaries on an associate-by-associate basis and screw us over even more so. We're not stupid. Many, MANY of my peers have already interviewed and those fortunate to have lateralled-in have received calls from former employers asking if they would like to go back to their old firms. Those of us that started our legal careers at Morgan Lewis are regretting that decision.

2. This place gives you NO incentive to do good work or to do a lot of work. See #1, above.

3. As you can imagine, the morale around here SUCKS. As you've noticed, NO FIRM FOLLOWED MORGAN LEWIS' LEAD AFTER ITS MERIT-BASED COMPENSATION ANNOUNCEMENT LAST WEEK. In fact, several firms have announced that they are asking first-years to start early and others have announced that they are hiring! Maybe every other BigLaw firm in America is doing something wrong... but soon enough, we'll be doing it right. NOT.

4. If laying off over 200 staff and attorneys + freezing salaries + halving bonuses still requires additional measures (i.e. the new "merit-based compensation system"), THE FIRM HAS SERIOUS PROBLEMS. Per recent announcements, profits were only down 8% despite the challenging economic times.... So why the CONTINUED need to screw over its hardest working, most profitable associates? Sure, they can continue to take advantage of us, but how will they compensate when THERE IS NO MERIT LEFT IN THIS SHITHOLE?