The litigation powerhouse of Williams & Connolly has announced associate pay raises, effective January 1, 2008. We have confirmed the fact of the raise with sources at the firm.
There was no comprehensive memo, so we’re not 100 percent certain of the specific numbers. But word on the street is that the new pay scale is as follows:
These base salaries are well above market (160 – 170 – 185, etc.). But remember that Williams & Connolly traditionally pays an above-market base salary, since it does not pay year-end bonuses. So W&C’s move to a $180,000 starting salary is not as exciting as a similar move by Cravath or Simpson would be.
The old pay scale is available here. The pay raise appears to be a $15K bump for the first three classes. Fourth-year associates get a $20K increase. Fifth-year through seventh-year associates get a $25K increase.
We’re reasonably confident in these numbers. But, as noted, they were not set forth in a memo. So if you see any errors, please contact us. Thanks. Earlier: Skaddenfreude: Williams & Connolly Weighs In
The firm of Dewey Ballantine was never known for being particularly PC. From a 2004 article by Anthony Lin, for the New York Law Journal:
Nearly one year after lawyers at Dewey Ballantine infuriated members of the Asian-American community by performing a stereotype-laden parody song at their annual dinner, the law firm is again dealing with allegations of racial insensitivity….
On Monday, an employee sent a firmwide e-mail advertising the availability of some puppies for adoption. Douglas Getter, a London-based American who heads Dewey Ballantine’s European mergers and acquisitions practice then sent a firmwide reply.
“Please don’t let these puppies go to a Chinese restaurant!” Getter wrote in his e-mail.
Now Dewey has merged with LeBoeuf Lamb. Happily, it appears their firm cultures are a good match. Check out this email exchange appearing below — and note that Partner X came from the LeBoeuf Lamb side of the marriage….
[At the time of the Second Amendment's drafting,] lawmakers took a devil-may-care approach to punctuation. Often, the whole business of punctuation was left to the discretion of scriveners, who liked to show their chops by inserting as many varied marks as possible.
Another problem with trying to find meaning in the Second Amendment’s commas is that nobody is certain how many commas it is supposed to have. The version that ended up in the National Archives has three, but that may be a fluke. Legal historians note that some states ratified a two-comma version. At least one recent law journal article refers to a four-comma version.
The best way to make sense of the Second Amendment is to take away all the commas (which, I know, means that only outlaws will have commas). Without the distracting commas, one can focus on the grammar of the sentence.
… [W]hen the justices finish diagramming the Second Amendment, they should end up with something that expresses a causal link, like: “Because a well regulated militia is necessary to the security of a free state, the right of the people to keep and bear Arms shall not be infringed.” In other words, the amendment is really about protecting militias, notwithstanding the originalist arguments to the contrary.
In fairness to the other side of the debate, that’s just one scholar’s opinion. Many others, including prominent liberal academics, disagree.
What do you think? Take our poll, after the jump.
For non-New York associates of Sidley Austin, Monday is the big day. The firm just sent out a memo informing them that bonuses will be distributed at that time. As you may recall, the firm previously announced special bonuses, but only for its New York office — news that was not well-received outside of NYC.
If you’re hoping for hard numbers, you’ll be disappointed; the memo is rather vague. It states:
[W]e continue to determine bonuses on an individual basis and consistent with our culture and practice, will communicate with you individually about them. Because year-end bonuses remain discretionary and are tailored to individual circumstances, no description of the relevant factors could be exhaustive. As in recent years, however, we again have considered the hours that each associate has spent on chargeable, pro bono, and certain non-chargeable matters such as legal services to the Firm, as well as the quality of each associate’s work and other special contributions to the Firm.
You can read the whole thing, in all of its glorious opacity, after the jump.
Law school list serve trainwrecks are a staple here at ATL. We’ve written about several — see, e.g., Cumberland Law School; Washington University School of Law — and they tend to be popular with readers.
A student at NYU Law School brought a recent listserv debacle to our attention:
[This listserve controversy] touches on many law school and other legal topics. They include grades, finals, state vs. T14 schools, Jesus, the Constitution, Jesus vs. the Constitution, and [people] who were arrested at Harvard [see April 24, 2:21 AM entry] and feel the need to announce it to the whole law school.
Perhaps it’s just exam stress all around, but having just taken my crim pro final earlier today, the last bit made things extra hilarious.
The reader then included several emails from the thread. But fortunately for us, another NYU law student already collected and posted them over here (which saves us the trouble of cutting and pasting).
More after the jump.
Here are the results from yesterday’s Featured Job Survey, brought to you by ATL and Lateral Link, which inquired into billing rates.
More than 700 of you responded to yesterday’s survey, not counting a few dubious entries. In case you were wondering, yes, we really do discard your response if you claim to be billing out at $25 an hour at Sullivan & Cromwell. We’re asking for your rates for legal services.
For those of you wondering what the average rate for an hour of lawyerly time is these days — and whether your firm is selling you cheap — here are the national averages based on our (admittedly unscientific) survey:
How many associates think they’re worth more than that? Find out, after the jump.
Last month, Morgan Lewis & Bockius issued a bonus non-announcement — a placeholder memo, indicating that bonus news would be forthcoming.
Perhaps MLB associates have reason to be optimistic. The firm must be saving some money, since it’s making associates pay their own way on the ski trip of Business and Finance Practice Group. Our tipster observes: “[T]his is yet another reflection of Morgan Lewis’ caring attitude.”
When law firms hold “destination events” — e.g., the Boies Schiller firm meeting in Jamaica, the Kirkland & Ellis retreat at the Hotel Hershey, and other retreats mentioned here — they often pay for their associates to attend. But there’s no rule holding that they must do so, especially if attendance is voluntary (which is the case here).
And hey — at least the firm has negotiated a special ML&B discount!
(ML&B ski trip memo, after the jump.)
Our recent open thread about boutique law firms prompted another request for more beyond-Biglaw discussion:
Not really a tip, but how ’bout a thread on midsize firms — not quite big law, which has been going on for a while, and not quite boutique, which you just recently posted. I’m talking 75-200 attorney type firms that still pay $125K-$150K base in New York (don’t know much about other regions).
Our tipster provided a few examples of the firms in question, with starting salaries (note — we have not independently verified these numbers):
If you have information to share on year-end bonuses (or compensation more generally) at midsize / regional law firms, please share in the comments. It would be optimal if you could identify the firm by name; but if you can’t, please provide as much information as possible. Thanks. Earlier: Associate Bonus Watch: Beyond Biglaw
The evolution of relationships between the genders continues. Currently, in law firms, there is an interesting conundrum; balancing the desire for a gender-blind workplace where “the best lawyer gets the work and advances” and the reality of navigating the complicated maze created by the fact that, in general, men and women do possess differences in their work styles. These variations impact who they work with, how they work, how they build professional connections and how organizations ultimately leverage, reward and recognize the talents of all.
Henry Ford sat on his workbench and sighed. A year earlier, he had personally built 13,000 Model Ts with his own hands. Fashioning lugnuts and tie rods by hand, Ford was loath to ask for help. Sure, there were things about the car that he didn’t quite understand. This explains the lack of reliable navigation systems in the Model T. But Ford persevered because he knew that unless he did everything, he could not reliably call these cars his own.
“Unless my own personal toil is responsible for it, it may as well be called a Hyundai,” Ford remarked at the time.
The preceding may sound unfamiliar because it is categorically untrue. And also monumentally stupid. Henry Ford didn’t build all those cars by hand. He had help and plenty of it. Almost exactly one hundred years ago, Henry Ford opened up the most technologically advanced assembly line the world had ever seen. Built on the premise that work can be chopped up into digestible pieces and completed by many men better than one, the line ushered in an age of unparalleled productivity.
Today, an attorney refers business because he can’t do everything the client asks of him.
There are three reasons why this is way dumber than a made-up Henry Ford story…
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past six years. You can reach them by email: [email protected].
Since late last year, things have been booming in Hong Kong / China in cap markets, especially Hong Kong IPOs. M&A deal flow has recently been getting a bit stronger as well. Although one can’t predict such things with any certainty, all signs are pointing to a banner entire 2014 for the top end US corporate and cap markets practices in Hong Kong / China. This is not really new news, as its been the feeling most in the market have had for a few months now and things continue to look good.
The head of our Asia practice, Evan Jowers, has been in Hong Kong for about 10 days a month (with trips every other month to both Shanghai and Bejing) for the past 7 months, and spending most of his time there meeting with senior US hiring partners at just about all the major US and UK firms there, as well as prospective candidates at all associate levels and partner levels, and when in the US, Evan works Asia hours and is regularly on the phone with such persons, as our the other members of our Asia team. Our Yuliya Vinokurova is in Hong Kong every other month and Robert is there about 5 times a year as well. While we have a solid Asia team of recruiters, Evan Jowers will spend at least some time with all of our candidates for Asia position. We have had long standing relationships, and good friendships in some cases, with hiring partners and other senior US partners in Asia for 8 years now.