Back in July, Orrick told people exactly what it was going to do regarding recruiting for its 2010 summer program. Here is the crucial part of Orrick’s July announcement:

[W]e believe it would be irresponsible to recruit a class for the summer of 2010 - a class that would normally join us in late 2011 or early 2012, the same time our current class of summer associates would be joining us after the one year deferral - until we know how many of our 2009 summer associates accept their one-year deferred offers. We need to prioritize the interests of our current Orrick summer associates over the law students whom we have not yet met and who would otherwise be competing for the same positions.

For these reasons we have decided to shift our on-campus recruiting efforts from the normal time-frame to November 15, 2009 through March of 2010. After the November 15th NALP deadline, we will know how many of our current summer associates accept their deferred offers, and we will be able to better assess our needs for recruiting 2L associates for a 2010 summer program. We expect to reach out to 2L and possibly 1L students during this shifted time frame to meet our summer 2010 recruiting needs.

Well, we’re getting pretty close to November 15th. And Orrick has been placing recruiting ads at a law school near you. But some Above the Law tipsters are surprised that Orrick is doing exactly what Orrick said it would do:

I assumed that was BS though and figured it was just a way to avoid saying they weren’t recruiting at all. Given how things are going, why would they basically go to recruit fromt the bottom half of the class?

You know, when this whole recession is over, we are going to need to have some trust building exercises between firm management and employees.

Orrick didn’t lie back in July. They really are recruiting. Check it out after the jump.

The signals seem mixed in terms of whether the legal profession is on the road to recovery. On the one hand, the pace of layoffs is certainly slowing. On the other hand, firms are taking other steps to keep headcount (and expenses) down. They are not yet in a mode where they need more hands on deck to handle all the work.

One of the popular approaches is deferral extension, i.e., pushing start dates for incoming associates back yet again. A number of firms have gone down this path. To view our prior coverage, click here and scroll down.

The latest firm to take this approach: Winston & Strawn. The firm’s incoming associates were previously scheduled to arrive on January 19, 2010. Now, according to a memo issued yesterday by hiring partner Joseph Torres, class of 2009 associates will be starting on one of three dates: February 1, 2010; June 1, 2010; or October 4, 2010.

Deferral extension details, including the full memo, plus other information about Winston — after the jump.

Although November is just around the corner, some 2009 summer associates are still learning about their fates. As one might expect given how late it is in the recruiting season, the news that comes around now isn’t always the happiest.

Above the Law has received reports that summer associates from McGuireWoods are now hearing back about offers. The interesting part is that the firm has apparently decided to make offers in waves, i.e., on a rolling basis.

One tipster tells us that approximately 11 out of 48 summers have received offers of full-time employment — thus far. The rest haven’t been rejected; rather, they’ve been placed on what amounts to a waitlist. Depending on how things unfold over the coming weeks and months, they might get offers — or they might not.

This “hiring in waves” approach is effectively what Dechert did. The firm made offers to about half of its summer class, but told the other half that they’d hear about offers in January 2010.

Comment from a source at the firm, after the jump.

The Great Recession has been tough for many different types of firms — and that even includes intellectual property firms. During the past year, IP-focused shops have cut back on hiring, slashed salaries, and lost key partners to larger firms.

A few recent developments at Finnegan Henderson, the D.C.-based IP powerhouse, reflect the new realities. Multiple sources report the following:

1. Earlier this week, at an “all associates” meeting, the firm announced that it is freezing associate salaries.

2. At the same meeting, the firm announced that it is reducing first-year associate salaries from $160,000 to $145,000 (in all offices).

UPDATE: We understand that Finnegan has frozen support staff salaries as well.

Two additional items about Finnegan, after the jump.

Last month, we asked you to share your stories of summer associate craziness. Based on the responses we received, I feel very sorry for the 2009 summer associates. Obviously the days of summers peeing off the side of a Duck Boat are long gone.

This story we received from summers at Weil Gotshal in New York illustrates the difference between summer 2009 and actual fun:

Did you hear about the Weil partner who got a summer so wasted from shots the summer barfed on himself in the bathroom at a firm event?

Were this year’s summers really so dull that partners had to be the ones to encourage after-work debauchery? I mean seriously, if you can make it to the bathroom, you probably could have had at least one more shot.

The Weil summer rallies after the boot, after the jump.

On Wednesday, we reported that Fenwick & West paid $60,000 in “go away” money money to some members of its incoming associate class. Today, we have news about Fenwick’s 2009 summer program, i.e., the most recent summer program, and the firm’s offer rate.

Fenwick took on 36 2Ls and 3Ls this past summer. But the summer was only eight weeks long, and Fenwick’s summer salary was on a $145K scale instead of $160K.

Still, most summers probably would have been okay with Fenwick’s program if it had ended with a strong offer rate. But it didn’t. Sources report that the firm only made offers to 17 of the 36 summers. A tipster reports the breakdown:

Ultimately the firm extended 17 offers (47%): 8 litigation, 8 corporate and 1 patent.

During orientation the hiring partners told us those who did not receive an offer would receive a letter that they could show other firms as a means to explain why we did not get an offer.

Is anybody else interested in this letter that will explain everything to other firms? Let’s check it out after the jump.

“There are no NALP police.”
— James G. Leipold, Executive Director, NALP

Oh, but wouldn’t it be fun if there were? Let’s use our imaginations….

As the Bad Boys theme song plays in the background, a bespectacled Jim Leipold, accompanied by a gaggle of burly NALP goons, breaks down the door at 111 Huntington Avenue — the Boston offices of Edwards Angell Palmer & Dodge.

Leipold handcuffs Kelly. “You are being arrested for your firm’s violation of Part V.C.1 of the NALP Principles and Standards,” he tells her. “You have the right to remain silent. Anything you say can and will be used against you in a court of law. You have the right to speak to the managing partner of your law firm, as well as the right to blame the managing partner for your firm’s breach of the NALP rules. But don’t be surprised if you get hit with a stealth layoff after doing so.”

Bad firms, bad firms, whatcha gonna do? Whatcha gonna do when NALP comes for you?

NALP, the Association for Legal Career Professionals (fka the National Association for Law Placement), promulgates “guidelines that offer an ethical framework for all participants in law student recruiting.” In past years, these guidelines were generally followed by law firms, schools, and students. This year, however, with the economy in the tank, things are… different.

Over the summer, uber-prestigious Sullivan & Cromwell tried to ditch the requirement that law firms give law students 45 days to weigh offers of summer employment. S&C ultimately backed down. But as reported in these pages earlier today, Edwards Angell has told law students receiving offers that they have three weeks to accept, “or until the summer class fills up” — whichever is earlier.

And EAPD isn’t the only firm that has decided to make offers with shorter fuses. Another firm is giving offerees two weeks to make up their minds.

More information, plus reflections on the NALP rules, after the jump.

A couple of weeks ago, news broke that Sullivan & Cromwell was asking 2Ls to make summer decisions more quickly than the NALP rules suggest. You’ll remember that law schools banded together to pressure S&C to change its policy.

Will law schools react as strongly if other firms follow the S&C route? We could be about to find out. Above the Law is able to report that Edwards Angell Palmer & Dodge has made offers for its 2010 summer program. But 2Ls have been told that they have three weeks to decide “or until the summer class fills up.”

The 2Ls we spoke with that have received offers from EAPD are asking if NALP is going to step in and prevent the firm from shortening the deadline. But as we have mentioned multiple times, Jim Leipold, executive director of NALP, has said that “there are no NALP police.”

Sullivan & Cromwell tried to keep its open-ended offer period secret from the general public. In contrast, EAPD is happy to explain why the firm wants quicker decisions from 2Ls.

The firm’s statement, after the jump.

So what’s happening at Akin Gump these days? There has been some happy news — e.g., a thriving energy M&A practice, lawyers honored by the Washington Business Journal as top D.C. lawyers, and a perfect score on the Corporate Equality Index of the Human Rights Campaign.

And there has been some less happy news. We’ve heard there have been a number of cuts to the staff ranks in Akin’s D.C. office in the past few weeks, as well as a few attorney dismissals here and there (not couched as “layoffs”).

Through a spokesperson, the firm confirmed some trimming of staff ranks, but declined to provide numbers:

While we do not discuss specific personnel matters, we continue to review and streamline our operations to fit the current size of the firm. This has resulted in a small number of staff reductions across the firm. We are not involved in a larger effort aimed at reducing our staff or lawyer workforce.

We hear the severance was around three months, although the firm would not confirm this.

The firm did, however, respond to our inquiry about offer rates.

It’s the first Monday in October. There is a chill in the air, the Yankees and Red Sox are gearing up for the post-season (while the Mets mercifully go away), and the hearts and minds of Biglaw associates turn to their year-end bonuses.

Some have predicted a “no bonus” season, courtesy of the Great Recession. But DLA Piper has given Above the Law the first concrete bonus information of the season, and bonuses will be paid.

Associates at DLA Piper were informed on Friday that while this year’s bonus won’t meet last year’s half-Skadden levels, the firm will be paying bonuses this year. Sources report that DLA’s bonus will come in between $5,000 and $50,000. A tipster reported the news this way:

I’m just finishing up my first full calendar year at DLA. I’ve got a job, I’ve got a bonus. I’ve got all my life to live, I’ve got all my love to give. I WILL SURVIVE.

Congratulations.

DLA won’t make a final decision until January. But as of now, we have a market floor for bonuses, and it is greater than zero! That is pretty awesome.

Other good news from DLA Piper after the jump.

Just the other day, we told you that things were looking pretty good for 2Ls who want to be part of Schulte Roth & Zabel’s 2010 summer program.

That positive report is of no consolation to participants in Schulte’s 2009 summer program. It looks like those kids had the bad fortune of going to law school a year too early. Their summer program was only eight weeks long, and yesterday Schulte finally got around to making offers. A tipster reports:

We’re all talking. Seems like Schulte was about 2/3rds [offer rate] or so … We had a listserv of everyone. Seems like a ton of no offers. They did no offers first.

The two-thirds of Schulte summers who received offers were not given a start date. But the benefit of having a listserv is that they are still pretty excited to have offers in comparison to their colleagues that were rejected by the firm.

Schulte declined to comment for this story. But we understand that it is full steam ahead for summer 2010.

Earlier: Schulte Roth Feeling Good About 2011

Yesterday, American Lawyer released its 2009 summer associate survey. We noted that, predictably, summers were terrified.

That is the “what” from the survey. Law Shucks has crunched some numbers, and given us a little insight into the “why.” Here are the top ten firms as ranked by summer associates:

Do you notice a theme there? The firms that summer associates liked the best were firms that didn’t conduct massive layoffs before the summers showed up. Hmmm ….

You’ll have to click over the Law Shucks to see the charts on how the firms with significant layoffs fared. But after the jump, there is a surprising correlation.

American Lawyer has released its annual summer associate survey. Not surprisingly, summer associates were generally terrified:

“The economic times suck,” one clerk at New York’s Skadden, Arps, Meagher, Slate & Flom wrote bluntly in response to our most recent summer associates survey. “The firm can’t change that. But the times have made for a difficult summer.” A Bryan Cave intern put it this way: “It is a scary time to be a law student.”

One indication of just how scary: The number of summer clerks who said they expected to receive full-time job offers was down sharply, according to our survey, while anecdotal evidence culled from respondents’ answers to open-ended questions suggested that stress and anxiety levels were up.

I had thought that many summers were stuck in the anger stage of grief. But this report suggests that many summers have actually jumped all the way ahead to stage four: depression. I guess that is progress?

As we suspected, 2009 summers took more of an “every man for himself” approach to this year’s summer experience. Details after the jump.

Are billing disputes between law firms and their clients on the rise in the recession? We feel like we’ve seen a lot of them lately.

The most recent disagreement involves Bingham McCutchen. A Boston-area investment company, Tuckerbrook Alternative Investments, has sued Bingham, claiming it was overcharged for legal services provided in connection with preparing an SEC registration statement.

The case isn’t that exciting — it seems like a garden-variety fee dispute — but this aspect struck us as interesting. From Massachusetts Lawyers Weekly (subscription):

The Sept. 16 complaint accuses Bingham of stacking the case with young associates who had “inadequate” experience. “The billing statements reflect that these junior lawyers in essence were enjoying the benefits of on-the-job-training at Tuckerbrook’s expense,” the complaint states.

So the allegation is that young lawyers were being trained on the client’s dime. But is that an indictment of Bingham McCutchen, or of the billable hour?

Grumpy in-house lawyers regularly complain about paying for the training of Biglaw’s junior associates. This is why some corporate counsel explicitly refuse to pay for first- and second-year associates (and provide for that in their retainer agreements; presumably Tuckerbrook could have done that here).

More news about Bingham, including its summer associate offer rate and its real estate needs in New York, after the jump.

A tipster pointed us in the direction of Schulte Roth & Zabel’s Frequently Asked Questions page for its 2010 summer program. While other firms are canceling their 2010 summer programs entirely, Schulte seems quite optimistic about its summer program. Check out the firm’s answers to three key questions every 2L is wondering about:

Will you hire more summer associates than you expect to be able to make offers to?

We will hire the number of summer associates we want for our fall class starting in the fall of 2011.

What is your summer associate salary?

In 2009 summer our summer associates were paid a weekly salary of $3,077. The salary is based on the first-year associate annual salary of $160,000.

How many weeks will your 2010 Summer Program be?

Our 2010 summer program will be 11 weeks.

The 2009 summer program at Schulte was only eight weeks long. But the firm is already committing to an 11 week summer program for 2010. And at the firm is sticking to the $160K payscale, and it’s planning on making full offers.

Schulte Roth is ranked #77 on the most recent Vault list. Arent Fox — the firm that just revoked offers to a number of its incoming associates — is ranked #76.

People sitting on a summer offer from Schulte have to feel pretty good right now.

Earlier: Fall Recruiting Open Thread: Vault 71 - 80 (2010)

Here at ATL, we’ve received many, many emails about “no offers.” We’ve provided extensive coverage and open threads galore.

The general message conveyed in these comments and emails is that firms somehow “owe” full-time, post-graduation employment to their summer associates. Under this line of thinking, once firms invite law students to spend a summer with them, they’re inviting them to move in after graduation.

That line of thinking is very 2006.

Times have changed, kids. In 2006, bright law students were hot and desirable; all the firms wanted to get into bed with them. Law students today, however, are like single women over 35. They’re desperate — and firms are warier of committing to them.

Perhaps law students should be thankful that firms want to date them at all. Let’s consider the evidence.

On Friday, we mentioned that Harvard Law School took on Sullivan & Cromwell over how long to firm would hold open offers for summer associates. It was a good show by HLS.

But the question of what 2Ls should do if they get multiple summer associate offers remains open. Earlier, we suggested that instead of just holding open an offer while they mull it over, we suggested that 2Ls affirmatively accept all of the offers they receive. Later — once the 2Ls have had time to make a considered and wise decision based on relevant financial information about the law firms — 2Ls can call up their firms and revoke the agreement to summer with a particular firm. Hey what is good for the goose is good for the gander, right?

Apparently, bloggers out at U.C. Berkeley disagree. From the Nuts & Boalts blog:

Harvard’s Dean impressed me, and ATL’s advice disgusts me. Boalties: don’t hoard offers. If you have more than one opportunity at your door, it’s time to start making decisions, because the earlier you decline an offer the more likely it will redound to one of your peers.

Whoa. Above the Law-2008 just called, and they want their open thread back.

Summer associates with Alston & Bird in 2009 are starting to get a little anxious. We know that so far, none of you have received offers. But that is going to change. Alston & Bird will make offers to some people. The firm is just still trying to figure out how many offers to extend. This email was sent from Alston & Bird to its summers on Friday:

Hi everyone -

Just wanted to give you a quick update regarding the timing of offers. You may recall that we’re coordinating our decisions as a Firm this year rather than by office (though offers will be office specific). Unfortunately, not all of our offices are ready with their decisions and as a result, we won’t be able to communicate our decisions this week. We apologize for the delay, and assure you that we will be in touch as soon as possible. Please don’t hesitate to give me a call if you need anything. Many thanks.

One tipster doesn’t think Alston is wondering what its summers need:

She knows what we need…f****** job offers. Hate to say it, but this is definitely bringing the morale of the summer class down. Also seems really sketchy—there are rumors they were interviewing 3L’s. Wonder if that is what the delay is about?

Patience dear 3Ls, patience. Morale is irrelevant. Stick to your 3L interviewing schedule. Alston will get back to you when it is ready.

Earlier: Nationwide Salary Cut Watch: Alston & Bird Makes ‘Temporary’ Cuts
Prior ATL coverage of No Offers

Was the 2009 summer just an aberration?  Or are long hours, canceled retreats, and take-out lunch budgets the future of Big Law summer associate programs?  Find out which firms rolled out the red carpet for summer associates and which firms couldn’t say goodbye to their summers soon enough, over at the ATL Career Center , powered by Lateral Link. Check out the summer associate program snapshots to discover:

• Which firm’s summers report that “probably 80% of the summer class has pulled at least [one] all-nighter”?  Click here.

• Which firm held a “skip day,” where summer associates spent the day playing (firm-sanctioned) hooky at the beach?  Click here.

• Which firm offers a offers a Judicial Clerkship Mentoring Program to summer associates considering clerkships?  Click here.

• Which firm’s summer associates work with indigent clients through the Legal Aid Society’s Community Law Offices program in East Harlem?  Click here.

  More items, after the jump.

It seems that many of our friends in the upper Midwest are preparing for a long hard winter back on the 3L recruiting circuit. Above the Law has confirmed that Dorsey & Whitney made offers to only 56% of its 2009 summer associates. A Dorsey & Whitney spokesperson broke the news to Above the Law:

Firmwide, Dorsey made 28 offers of employment to the 50 2Ls who were with us this summer, including offers of employment to 16 2Ls in Minneapolis.

The competition was so tough this year that even the 1Ls summering with the firm felt the pinch:

Dorsey also made offers to return for Summer 2010 to 3 of the 8 1L candidates who were with us.

Those 3 1Ls are very lucky. In August, the firm announced that it was canceling its 2010 summer program in offices outside of Minneapolis.

After the jump, the firm and Above the Law tipsters say that economics caused the low offer rate.