| DC Salaries for calendar year 2000 | ||||||||||
| Firm | 1999 | 1998 | 1997 | 1996 | 1995 | 1994 | 1993 | 1992 | 1991 | |
| Akin Gump (1/18/00) | $102,000 | $107,000 | $113,000 | $120,000 | $128,000 | $135,000 | $141,000 | $146,000 | See note | |
| $3,000-6,000 | $5,000-10,000 | $5,000-15,000 | $5,000-15,000 | $5,000-20,000 | $10,000-$25,000 | $15,000-$30,000 | $20,000-$40,000 | |||
| There is no minimum hours requirement for associates to earn a bonus. The amount that a particular associate receives as a bonus depends on several factors, including overall performance, work product, teamwork, time spent on non-billable firm matters, ability to supervise more junior associates and legal assistants, and productivity. The amount of bonus is based on the department head's recommendations as well as the written evaluations that the associate receives. An associate may earn an additional bonus if he/she generates business or in some other way makes an exceptional contribution to the firm. The above base salary assumes that associates make Akin's "counsel" program, which is available to the majority of attorneys upon reaching their sixth year. At this time, attorneys also receive a $60,000 one time bonus on top of the regular bonuses mentioned above. If attorneys are not given "counsel" status at this time, sixth years are paid a base salary of $132,000 with a bonus range of $5,000 - $20,000, seventh years receive $136,000 with a bonus range of $5,000 - $20,000, and eighth years receive $140,000 with a bonus range of $5,000 - $20,000. In December 1999, three associates were awarded more than $50,000 each after generating significant business. Akin also has a special "counsel" program for senior associates who are on the partnership track but not yet up for partnership. These associates received a 10-20% raise, and bonuses in the range of $20-40k. Associates with the firm for 6 years or more get a $60k bonus. (Aug. 9, 1999) | ||||||||||
| Alston & Bird | $90,000 | |||||||||
| Notes: $5000 signing bonus, $750 year-end bonuses, $350 bar expenses, $150 CLE expenses | ||||||||||
| Arent Fox | $92,000 | $96,000 | $100,000 | $104,000 | $130,000 | $135,000 | ||||
| Notes: Discretionary bonus available for years 3-8. $10,000 clerkship bonus; bar, CLE, moving/relocation expenses. | ||||||||||
| Arnold & Porter | $104,000 | $111,000 | $119,000 | $126,000 | $135,000 | $143,000 | $151,000 | $159,000 | $159,000 + | |
| 1998 & 1999 5% of calendar year 1999 salary 1996 & 1997 7.5% of calendar year 1999 salary 1994 & 1995 10% of calendar year 1999 salary 1993 & before 12.5% of calendar year 1999 salary A&P paid calendar year 1999 boom year bonuses. The structure is as follows for those who joined the firm before 7/1/99. Those who joined after 7/1/99 get half the bonus. A&P also paid $1000 holiday bonuses, in addition to the BYB, for those associates who had been with the firm for longer than 6 months. (Associates with the firm 6 months or less got $500). Laptops will be provided for all attorneys beginning in January. New associates get a bar stipend of $5000. There is no 401K matching, but the firm just reinstated profit sharing for associates. The firm contributes (an amount equal to) 5% of annual pay to a profit-sharing plan that vests after an associate's third year at the firm. $14,000 clerkship bonus (including bar stipend). | ||||||||||
| Baker & Botts | $94,500 | |||||||||
| Judicial clerkship bonuses range from $10,000 to $25,000, depending upon the court. | ||||||||||
| Baker & Hostetler | $92,000 | |||||||||
| Year-end bonus, bar fees, CLE, moving expenses, summer bar study stipend | ||||||||||
| Baker & McKenzie | 98000+5000 | 101000 + | 108000 + | 118000 + | 129000 + | 141000 + | 154000 + | |||
| 5/10/20% minimum bonus for 1900/2100/2300 hours | ||||||||||
| Ballard Spahr | $89,000 | |||||||||
| Beveridge & Diamond | $90,000 | $93,000 | $98,000 | $104,000 | ||||||
| Bingham Dana(2/7/00) | $100,000 | $110,000 | $125,000 | $140,000 | $155,000 | $155,000 | $155,000 | $155,000 | ||
| The numbers here represent discretionary bonuses awarded in 1999. | $14,000 - $18,000 | $50,000 | Bracewell & Patterson | $85,000 | ||||||
| $4,200 signing, $1,000 holiday bonuses; $3,000 moving expenses. | ||||||||||
| Brobeck, Phelger & Harrison(2/6/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $195,000 | $205,000 | $210,000 | ||
| The numbers here represent the bonuses received at 2,100, 2,250, and 2,400 billable hours, plus a discretionary bonus (eligibilty for that starts at 1950), then total potential compensation. | $5,000 + $7,500 + $12,500 + $5,000= $155,000 | $7,500 + $10,000 + $15,000 + $7,500= $175,000 | $8,500 + $11,500 + $16,500 + $8,500= $195,000 | $10,000 + $12,500 + $17,500 + $10,000= $215,000 | $10,000 + $12,500 + $17,500 + $10,000= $235,000 | $10,000 + $12,500 + $17,500 + $10,000= $245,000 | $10,000 + $12,500 + $17,500 + $10,000= $255,000 | $10,000 + $12,500 + $17,500 + $10,000= $260,000 | ||
| No 401(k) contributions. Brobeck will contribute $2500 a year per associate to a fund which invests in emerging growth companies and clients. The money vests over a five year period, and the fund is managed by a committee of partners and associates. | ||||||||||
| Brown & Wood (2/17/00) | $125,000 | $135,000 | $150,000 | $165,000 | $186,000 | $200,000 | $210,000 | $220,000 | $220,000 | These increases are retroactive to January 1, 2000. These increases and retroactive adjustments will appear in the March 7, 2000 paychecks. One effect of these salary adjustments is to shift the year-end guaranteed bonus into the base compensation. Accordingly, as is the case with many of our competitors, the payment of any year-end bonuses will be discretionary. Any year-end bonuses will be based upon the net income of the Firm determined at year-end, as well as individual associate performance and productivity. No decision has been made as to any compensation adjustments for the Firm's offices outside the United States, counsel, staff attorneys, and associates not assigned to a salary class. The Management Committee is considering the appropriateness of adjustments in these cases with the office liaison partners and practice group heads. |
| Bryan Cave | 95000 + 7500 =$103,000 | $97,000 | $100,000 | |||||||
| Other first-year benefits: reimbursement of bar prep and bar expenses, reimbursement of moving/relocation expenses. Class of 1997 and upper years are eligible for bonuses if they reach a minimum target of 1900 hours. Other benefits include: judicial clerkship bonus; bar membership dues; cle expenses; 401(k) plan (no matching); free parking. Arrival, judicial clerkship bonuses; bar membership dues; bar, CLE, moving/relocation expenses. | ||||||||||
| Cadwalder | $106,500 | $120,500 | $131,000 | $144,500 | $160,000 | $177,500 | $182,500 | $191,500 | ||
| (incl. max. bonus for 2000 hours) | ||||||||||
| Caplin & Drysdale | $90,000 | $95,000 | $100,000 | $105,000 | $110,000 | $115,000 | $120,000 | |||
| Carr Goodson Warner (1/18/00) | $73,000 | $75,000 | $78,000 | $81,000 | $89,000 | $95,000 | ||||
| Chadbourne & Park (2/18/00) | $125,000 | $135,000 | $150,000 | $170,000 | $190,000 | $205,000 | $210,000 | $215,000 | $220,000 | |
| Bonuses are all or nothing and seem to be contingent on a minimum of about 1900 to 1950 billables (except for first year where the bonus amount is guaranteed). Most everyone receives their bonus each year. Boom year bonuses are also identical to those received in New York. | ||||||||||
| Cleary Gottlieb(2/18/00) | $125,000 | $135,000 | $150,000 | $170,000 | $190,000 | $205,000 | $220,000 | $235,000 | $ | |
| Figures include firm's 3% contribution to 401(k) plan. Boom year bonuses are not included in these figures. $15,000 clerkship bonus; bar, moving/relocation expenses, up to $2,500 broker's fee; bar dues. | ||||||||||
| Clifford Chance Rogers & Wells(2/9/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $205,000 | $210,000 | $210,000 | $210,000 | |
| "Like many of our competitors, we have not yet determined the amount of the bonus to be paid this year. However, the total compensation for each class year is expected to exceed the amount announced last fall. The change in your base rate of pay will be retroactive to January 1, 2000" | ||||||||||
| Collier Shannon(1/20/00) | $106,000 | |||||||||
| Cooley Godward(1/31/00) | $125,000 + bonus | $135,000 + bonus | $150,000 + bonus | $165,000 + bonus | $185,000 + bonus | $195,000 + bonus | $205,000 + bonus | |||
| Covington & Burling | $101,000 | 103000 + 4000* = $107,000 | 108000 + 5000* + 10800** = $123,800 | 112000 + 7000 + 11200 = $130,200 | 117000 + 8000 +11700 = $136,700 | 122000 + 10000 + 12200 = $144,200 | 129000 + 12000 + 12900 = $153,900 | 135000 + 15000 + 13500 = $163,500 | ||
| plus up to 4000 sp. bonus | plus up to 7000 sp. bonus | plus up to 10000 sp. bonus | plus up to 13000 sp. bonus | plus up to 16000 sp. bonus | plus up to 19000 sp. bonus | plus up to 22000 sp. bonus | plus up to 25000 sp. bonus | |||
| (*=deferred compensation; **=pension contribution). Special bonus based on quality of work | ||||||||||
| Crowell & Moring | $101,000 | $103,000 | $108,000 | $120,000 | ||||||
| All associate classes eligible for bonus. Associates must reach 1800 hours minimum to be eligible for a bonus. Bonuses are only given to "top 50%" of associates. All bonuses are discretionary both in terms of whether one is awarded, and in terms of amount of each level. Bonuses are based on merit, productivity and contribution to the firm. | ||||||||||
| Davis Wright | $84,000 | $95,000 | ||||||||
| Bonuses are possible for making billable hours (1800). Firm pays two bars (DC + another) and other bar memberships (voluntary bar associations). | ||||||||||
| Debevoise & Plimpton (2/18/00) | $125,000 | $135,000 | $150,000 | $170,000 | $190,000 | $205,000 | $220,000 | $235,000 | $236,000 | |
| Dechert Price | $92,000 | |||||||||
| Dewey Ballantine(2/5/00) | $125,000 | $135,000 | $150,000 | $170,000 | $190,000 | $200,000 | $205,000 | $210,000 | ||
| Dewey Ballantine also plans "to pay discretionary bonuses in December 2000, which will be designed to reward strong productivity and also recognize outstanding professional contributions that may not be captured by production numbers." Dewey bonuses will range from $5,000 to $50,000. | ||||||||||
| Dickstein Shapiro (Non-IP) (1/25/00) | $100,000 | $105,000 | $110,000 | $115,000 | $125,000 | $135,000 | $140,000 | $150,000 | ||
| Bonuses announced December 13, 1999 ranged (approximately) from $4,000 to $10,000 for 2100 to 2400 hours. | Dickstein Shapiro (IP) (1/25/00) | $110,000 | $115,000 | $120,000 | $125,000 | $135,000 | $145,000 | $150,000 | $160,000 | |
| Bonuses announced December 13, 1999 ranged (approximately) from $4,000 to $10,000 for 2100 to 2400 hours. | ||||||||||
| Dorsey & Whitney | $90,000 | |||||||||
| Dow Lohnes | $100,000 | $110,000 | $120,000 | $130,000 | $135,000 | $140,000 | $150,000 | $160,000 | $175,000 | |
| Full time casual dress policy. Recruiting bonuses for bringing in lateral hires are $15,000. "Regular" bonuses start at 2000 billables (narrowly defined) + 100 other hours (everything else). The formula for bonuses is not well understood, but corporate associates reportedly have gotten up to $30,000, whereas associates in other practice groups work fewer hours and get smaller bonuses. Generally speaking, the threshold to qualify for a year-end bonus is set at the median of the hours billed by all associates. In calendar year 1998, bonuses averaged about $11,000. | ||||||||||
| Drinker Biddle | $92,000 | |||||||||
| Duane Morris | $85,000 | |||||||||
| Epstein Becker (2/18/00) | $85,000 | |||||||||
| Fenwick & West (if 1950 billable hours billed previous year) (2/9/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $195,000 | $205,000 | $ | $ | |
| Maximum base if previous year's billings were less than 1950. | $110,000 | $118,000 | $132,000 | $145,000 | $163,000 | $172,000 | $181,000 | $ | $ | |
| Finnegan Henderson (2/9/00) | $100,000 (trademark) $108,000 (patent) | |||||||||
| Fish & Richardson(2/13/00) | $125,000 | $135,000 | $140,000 | $150,000 | $160,000 | $165,000 | $175,000 | $180,000 | $ | |
| The numbers here represent a merit bonus, and then the hours-based bonuses received at 2,000, 2,100, 2,200, 2,300 and 2,400 billable hours, then total potential compensation. | $5,000 + $5,000 + $7,500 + $8,750 + $10,000 = $170,000 | $5,000 + $5,000 + $8,100 + $9,450 + $9,450 + $10,800 = $182,800 | $5,000 + $15,000 + $8,440 + $9,800 + $9,800 + $11,200 = $199,200 | $10,000 + $20,000 + $9,000 + $10,500 + $10,500 + $12,000 = $222,000 | $10,000 + $27,500 + $9,600 + $11,200 + $11,200 + $12,800 = $242,300 | $15,000 + $27,500 + $9,900 + $11,550 + $11,550 + $13,200 = $253,700 | $15,000 + $27,500 + $10,500 + $12,250 + $12,250 + $14,000 = $266,500 | $15,000 + $27,500 + $10,800 + $12,600 + $12,600 + $14,400 = $272,900 | Foley & Lardner (2/13/00) | $92,000 | $98,000 | $102,000 | $114,000 | $119,000 | $125,000 | $135,000 | Individual bonuses will be paid with the February 29 payroll. Bonus amounts are 5%, 10%, 15%, and 20% of salary, and in a few cases where the associate's contribution to the firm this past year was truly extraordinary, 25% of salary. This year a significant number (more than 90%) of associates who achieved 1900 billable hours will receive a bonus; last year the number of associates who received bonuses was approximately two-thirds of those who achieved that level of productivity. The incentive bonus program for the new fiscal year will be included in the compensation program which will be announced by April 1. |
| Foley & Lardner (IP) | $95,000 | $108,000 | $122,000 | $130,000 | $134,000 | $154,000 | $180,000 | |||
| These figures do not include discretionary bonuses, which can range between 5-15% of salary. $10,000 clerkship, $5,000 signing/graduation bonuses; bar, CLE, $5,000 moving/relocation expenses; $5,000 interest-free loan. IP associates are billed out at higher rates than are other associates. | ||||||||||
| Freshfields | $105,000 | $210,000 | ||||||||
| Fried Frank (2/13/00) | $113,000 | $121,000 | $134,000 | $150,000 | $170,000 | $185,000 | $195,000 | $200,000 | $205,000 | |
| The following numbers are bonuses to be paid on 12/31/00, then total potential compensation. | $12,000 $125,000 |
$14,000 $135,000 |
$16,000 $150,000 |
$18,000 $168,000 |
$20,000 $190,000 |
$20,000 $205,000 |
$20,000 $215,000 |
$20,000 $220,000 |
$20,000 $225,000 |
|
| (Associates at Fried Frank DC got a bonus on June 25. Amounts: class of 98=$1K, 97=3K, 96=3.5K, 95=4K, 94 and earlier=5K. This is in addition to the similarly-sized bonus they got in March). No 401(k) match. | ||||||||||
| Fulbright & Jaworski | $90,000 | $94,000 | $103,000 | $109,000 | $118,000 | $128,500 | $138,000 | $145,000 | ||
| Gardner, Carton & Douglas (2/18/00) | $90,000 | $ | $ | $ | $ | $ | $ | $ | $ | |
| Gibson Dunn(2/15/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $195,000 | $205,000 | $210,000 | $156,000 | The firm expects to determine bonuses using hour levels of 1950, 2100, 2250 and 2400 in all offices. |
| Hale & Dorr(2/9/00) | $125,000 | $135,000 | $145,000 | $155,000 | $170,000 | $175,500 | $180,000 (junior partner) | $190,000 (junior partner) | $200,000 (junior partner) | |
| Bonus range, maximum potential salary | Up to $30,000, up to $155,000 | Up to $40,000, up to $175,000 | Up to $50,000, up to $195,000 | Up to $60,000, up to $215,000 | Up to $65,000, up to $235,000 | Up to $65,000, up to $240,000 | Up to $65,000, up to $245,000 | Up to $65,000, up to $255,000 | Up to $65,000, up to $265,000 | |
| Base salaries retroactive to 1/1/00. "The bonus ranges set forth above are meant to further reward the outstanding contributions made by attorneys in the Firm. While productivity will be a component in determining the size of individual bonuses, we remain committed to our tradition of weighing other critical contributions to the Firm, including the quality of work. We will not adopt a bonus structure tied solely to hours worked." "We have designed a Venture Capital Investment Program to provide a means for Associates, Junior Partners and Counsel to participate in the investment returns from H&D Investments 2000, the latest investment partnership in which the Senior Partners participate. The Firm will invest capital in the partnership to provide a bonus pool for the Program and will pay bonuses out of the returns from that investment. Bonuses under the Program will be in addition to the annual performance bonuses paid in January each year." | Harris Wiltshire | $87,000 + $3,430 + $2,863 + $9,543 = $102,836 (+ $5,000 bar stipend) | $92,000 + $8,575 + $3,017 + $10,058 = $113,650 | $96,000 + $17,150 + $3,395 + $11,315 = $127,860 | $99,000 + $25,725 + $3,742 + $12,473 = $140,939 | $101,000 + $34,300 + $4,059 + $13,530 = $152,889 | $103,000 + $42,875 + $4,376 + $14,588 = $164,839 | |||
| The first figure is base salary. The second figure is the projected annual value of a "tracking point" distribution that is paid quarterly in cash based on the value of the partners' points during the preceding quarter. The projection is based on the assumption that every associate bills 1500 hours per year. The third figure is a 50% 401(k) match, assuming the associate defers at least 6% of his or her salary voluntarily. The match vests immediately. The fourth figure is a 10% money purchase plan (a direct contribution to the lawyer's 401(k) at the end of the year even if the lawyer defers nothing on his or her own). Again, this amount vests immediately. | ||||||||||
| Heller Ehrman | $95,000 | Hogan & Hartson (1950 billable hours track) (2/18/00) | $125,000 | $135,000 | $150,000 | $165,000 | $180,000 | $190,000 | $200,000 | $210,000 | $ |
| 1800 billable hour track | $110,000 | $120,000 | $130,000 | $145,000 | $155,000 | $165,000 | $175,000 | $185,000 | $ | |
| Bonuses based upon "productivity" will continue to be provided, and will result in the following compensation at the 2400 billable hour level: | $152,500 | $170,000 | $190,000 | $217,500 | $232,500 | $242,500 | $252,500 | $262,500 | $ | |
| Under the discretionary bonus program, which is separate from the bonus schedule listed above, associates in all class levels who perform at the 1900 billable hour level or higher will be eligible for discretionary bonsues in amounts up to $10,000. | ||||||||||
| Holland & Knight | ||||||||||
| Bonuses have been known to run as high as $30,000. Bonuses are based on fees collected, rather than hours worked. | ||||||||||
| Howrey & Simon (2/16/00) | $110,000 | $120,000 | $130,000 | $140,000 | $150,000 | $160,000 | $170,000 | $180,000 | ||
| These salary increases will be given to all associates who have satisfied the firm's minimum performance expectations in terms of quality of work, workload and client value. Associates will receive credit for hours spent on pro bono matters up to 5% of his or her billable hours. Going forward, the firm has set 1,950 billable hours per year as one performance requirement. Associates who bill between 1,950 and 2,100 hours annually will be eligible for discretionary bonuses based upon all of the normal factors. In addition, associates with more than 2,100 billable hours will be eligible for bonuses ranging from a minimum bonus of $15,000 to a maximum of $50,000. There is also a profit sharing program from certain associates beyond fifth year. | Howrey & Simon (IP) (2/16/00) | $120,000 | $130,000 | $140,000 | $150,000 | $160,000 | $170,000 | $180,000 | $190,000 | |
| Merit-based bonuses for associates range from $4k to 25k | ||||||||||
| Hughes Hubbard & Reed | $93,000 + 5000 = $98,000 | |||||||||
| $10,000 to $20,000 clerkship, $7,000 year-end bonuses; bar, up to $2,500 moving/relocation expenses; $5,000 advance. | ||||||||||
| Hunton & Williams (DC)(Patent lawyers only) (1/31/00) | $121,000 | $130,000 | $141,000 | $152,000 | $162,000 | $172,000 | Class of 2000 base salary is $112,000. Each associate is also eligible for a merit bonus (10% of base) and production bonuses at 2200 (10%), 2400 (15%), and 2600 (20%). The new salary structure will be effective April 1, 2000. | |||
| Hunton & Williams (VA) | $89,000 | $109,000 | ||||||||
| No 401k matching. 1900 hrs required, + 400 non-billable, 2000 for bonus. Nobody really knows how bonuses are allocated, but there are two possible: hours and merit on top of hours. 2000 almost always gets a bonus, more $ for more hours. Average 10-25%. | ||||||||||
| Ivins, Phillips & Barker | $110,000 | $122,000 | $135,000 | $150,000 | $165,000 | |||||
| These numbers include a 3% mandatory 401k contribution. The firm doesn't pay bonuses. The billable goal is 1950, which everyone is strongly expected to meet. The firm pays for parking. | ||||||||||
| Jenner & Block | $95,000 | $100,000 | $110,000 | $115,000 | $120,000 | $130,000 | $140,000 | |||
| Jones Day(1/31/00) | $100,000 | The signing bonus for DC is still at $4K (which is exactly half of what people at other JD offices get). Clerkship bonus (at least for federal clerkships) is $20,000. | ||||||||
| Kaye Scholer(1/31/00) | $101,000 | $110,000 | $115,000 | $120,000 | ||||||
| These figures include a 15,000 "guaranteed bonus" a.k.a. deferred compensation. Calendar year 1999 bonuses were based on a minimum of 2,000 billables and many associates received no "real" bonus, in the words of one associate. Benefits do not include vision, dental, or 401K contribution). | ||||||||||
| Kelley Drye | $93,000 | |||||||||
| Kenyon & Kenyon (2/13/00) | $125,000 | $135,000 | $145,000 | $160,000 | $180,000 | $190,000 | $200,000 | $ | $ | |
| Bonuses have been approximately $5-10k in the past, possibly more for senior associates. Minimum billables for bonus are 1950 for patent prosecution only, 2100 for litigation only. The firm does not contribute to associates' 401(k) plans. | ||||||||||
| King & Spalding | $100,000 | $106,000 | $114,000 | $122,000 | $131,000 | $139,000 | $147,000 | |||
| (high end $4,000 disc. bonus) | $40,000 retention bonus after 4 yrs | |||||||||
| Discretionary bonus for all classes | ||||||||||
| Kirkland & Ellis (2/13/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $195,000 | $ | $ | $ | |
| These figures are retroactive to January 1, 2000. According to an internal VM: "Bonuses will continue to reflect the K&E meritocracy, and will enable K&E associates to make as much $$ as they could at any other national law firm." $10,000 summer stipend for new associates. | ||||||||||
| Kirkpatrick & Lockhart | $100,000 | $104,000 | $109,000 | $116,000 | $120,000 | $124,000 | $128,000 | |||
| 5th-7th years, bonuses are to comprise a greater percentage of compensation. 8th-10th years = non-equity partnership track. Partner memo: "Significant bonuses were provided to eligible associates this year [generally those billing greater than 1810 hours (next year's min. is 1850 hours)], and bonuses of similar magnitude should be provided going forward. We believe that the compensation for those K&L mid-level and senior associates who received a bonus this year was extremely competitive with similarly situated assocaites at our peer firms." "Among the more senior associates [5th year or higher], three received bonuses of $30,000, four received between $20,000 and $29,999, five received between $15,000 and $19,999, and three between $10,000 and $14,999. Four others did not qualify for bonuses based on hours, but received bonuses ranging from $2,500 to $5,000 because of extraordinary business development, pro bono, or other efforts." 16 junior associates received bonuses between $1,000 and $10,000. | ||||||||||
| Kutak Rock | $77,000 | $80,000 | $85,000 | $93,000 | $100,000 | $105,000 | ||||
| Discretionary bonuses available | ||||||||||
| Latham & Walkins(2/9/00) | $130,000 | $143,000 | $160,000 | $175,000 | $195,000 | $205,000 | $215,000 | $ | $ | |
| Further bonus ranges listed here. | $5,000 - $40,000 | $8,000 - $50,000 | $10,000 - $55,000 | $10,000 - $60,000 | $10,000 - $65,000 | $10,000 - $70,000 | $10,000 - $75,000 | $ | $ | |
| Salaries listed include guaranteed bonus for 1900 billable hours. | ||||||||||
| Littler Mendelson | $82,000 | |||||||||
| Lyon & Lyon(2/9/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $195,000 | $205,000 | $210,000 | ||
| The numbers here represent the bonuses received at 2,100, 2,250, and 2,400 billable hours, the discretionary bonus, and then then total potential compensation. | $5,000 + $7,500 + $12,500 + $5,000 = $155,000 | $7,500 + $10,000 + $15,000 + $7,500 = $175,000 | $21,438 + $12,853 + $12,853 + $8,500 = $205,553 | $23,525 + $14,175 + $14,175 + $10,000 = $225,975 | $24,938 + $14,953 + $14,953 + $10,000 = $249,853 | $25,250 + $15,750 + $15,750 + $10,000 = $262,750 | $27,563 + $16,538 + $16,538 + $10,000 = $275,638 | $28,438 + $17,053 + $17,053 + $10,000 = $282,563 | ||
| '97 and earlier graduates paid a 35% commission rate for hours billed above 1,850. Discretionary bonus predicated on reaching 1950 hours billed and to be based upon overall performance and contribution to the firm in areas such as recruiting, mentoring, client development, and teamwork. Total compensation potential calculated at 2400 hours billed. '97 or earlier graduates can potentially earn more. First and second year associates will be paid the bonus amounts identified above if their hours billed for the year meet or exceed the specified levels. For third year associates and above, the firm now provides a commission-based bonus of 35% for all hours billed beyond 1850. As a result, associates will earn compensation for every hour billed above 1850 without having to achieve specific tiers. The firm’s compensation plan not only exceeds the tiered bonus structure of other firms at all hourly levels, but also imposes no maximum on the amount of bonus that an associate can achieve. Discretionary bonuses up to the amounts indicated in the schedule above will also be available to the associates. The amount of the discretionary bonus paid will be determined by the firm and will be based upon each associate’s overall performance and contributions to the firm in areas such as recruiting, mentoring, client development, and teamwork. | ||||||||||
| Manatt, Phelps & Phillips | $95,000 | $98,000 | $100,000 | $105,000 | $117,000 | $117,000 | ||||
| Discr bonus up to $5,000 | Discr bonus up to $12,000 | Discr bonus up to $26,000 | Discr bonus up to $30,000 | Discr bonus up to $43,000 | Discr bonus up to $43,000 | Classified as income partner | Classified as income partner | |||
| Salary is $85k before passing bar, $95k after passing. The firm has a level system (with level 1 to 3 and an A and B within each level) that differs from the traditional lock-step advancement system. Advancement from A to B in a level is virtually automatic. Advancement between levels is based on merit. Bonus is discretionary based on a formula of which hours make up 30% at lowest levels and 55% at the upper levels. The remainder is based on merit. Associates typically receive an additional bonus of 10% of collections on work originated by the associate. The firm pays the same compensation in all offices: LA, DC, Palo Alto, Nashville. | ||||||||||
| Mayer Brown & Platt | $97,000 | $104,000 | $111,000 | $118,000 | $125,000 | $132,000 | $139,000 | $146,000 | ||
| This firm has been known to award senior associate bonuses in amounts equalling roughly 30% of base salary with more than 2300 "creditable" hours. | ||||||||||
| Mays & Valentine | $71,000 | |||||||||
| McDermott Will | $101,000 | $108,000 | $110,000 | $130,000 | $147,000 | $162,000 | $172,000 | $182,000 | ||
| No disc bonus | $7,000 avg disc bonus | $10,000 discretionary "target bonus" contingent on 2,000 hours and good reviews; 12,500 avg disc bonus total | $20,000 avg disc bonus | $23,000 avg disc bonus | $25,500 avg disc bonus | |||||
| Bonuses are contingent upon billing 2,000 hours and receiving positive reviews. The high bonus noted above actually represents the average bonus awarded. | ||||||||||
| McGuire Woods Battle & Booth (DC, VA)(1/31/00) | $97,000 | $ | $ | $ | $ | $ | $ | $ | $ | |
| Low point within a range | Low point within a range | Low point within a range | ||||||||
| $3,000 signing bonus; bonus for joint JD/MBA; federal or state high court clerkship bonus. | ||||||||||
| McKee Nelson (Ernst & Young) | $110,000 | $125,000 | $140,000 | $155,000 | ||||||
| Bonuses at 2000 billable hours | ||||||||||
| McKenna & Cuneo | $93,500 | |||||||||
| Associates qualify for two different bonuses - a "sweat bonus" tied closely to billable hours, and a second one based on performance reviews, business origination, and extraordinary travel. Bonuses distributed in December 1999 will peak at about $13,500 in the D.C. office. | ||||||||||
| Milbank Tweed (2/13/00) | $125,000 | $ | $ | $ | $190,000 | $ | $ | $ | $ | |
| Miller & Chevalier | $102,000 | $106,000 | $110,000 | $117,000 | $124,000 | $132,000 | $140,000 | $150,000 | $160,000 | |
| Three billable hour minimums for bonuses: 1900, 2050, 2250. (Bonuses range from $5,000 to $21,000 depending on class year and hours). All Assocs: 25% 401(k) match up to 2,500 (100% immediate vesting); $35 mo. cell phone subsidy; FSA, health/dental/vision w/ monthly co-pay; LTD (you pay taxes on premiums); 100,000 group term life; optional 300,000 individual life (you pay taxes on premiums); $30 mo. metrochek; fitness center; emergency childcare; CLE; Dues: ABA, DC Bar + 1 other bar, Sections. Additional benefits: 4+ yrs: mortgage asst program; 7+ years: $2,500 parking allowance, profit based bonus; 9+ years: same as above plus discretionary merit bonus, 50% 401(k) match 401(k) match of up to 25% of an associate's contribution (up to $2500), which vests immediately. | ||||||||||
| Mintz Levin | $91,000 | |||||||||
| Morgan & Finnegan L.L.P. (2/17/00) | $125,000 | $135,000 | $150,000 | $170,000 | $190,000 | $200,000 | $205,000 | $210,000 | $ | |
| Maximum potential bonus | $35,000 | $45,000 | $55,000 | $60,000 | $60,000 | $65,000 | $65,000 | $65,000 | ||
| The payment of bonuses will be discretionary based on the firm’s profits and individual performance. Associate work product quality, productivity and profitability will play key roles in determining the amount of any bonus | ||||||||||
| Morgan Lewis & Bockius(2/13/00) | $100,000 | $105,000 | $110,000 | $116,000 | $123,000 | |||||
| No disc bonus | Up to $2,500 disc bonus | Up to $10,000 disc bonus | Up to $14,000 disc bonus | |||||||
| MLB is rumored to raise its first year associate salary to $120,000 shortly (as of 2/12/00). The average associate billed about 1950 hours in 1999, just missing the firm target of about 1975. Just about 1/2 of associates billed more than that--3 billed more than 2600, but in that 1/2, most were in the 2200-2600 range. And just guess where the bonus money went. (Bonus info is for bonuses actually paid---about 1/3 of each class gets a bonus for *significant sacrifice and contribution* to the firm. Unofficially, you need at least 2,000 hours for the bonus. | ||||||||||
| Morrison & Forester (if 1950 billable hours billed previous year) (2/9/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $195,000 | $205,000 | $210,000 | $ | |
| Bonuses for 2100, 2200 hours. Bonuses are cumulative. | $5,000 + $7,000 = $137,000 | $7,500 + $9,500 = $152,000 | $8,500 + $11,000 = $169,500 | $10,000 + $12,000 = $187,000 | $10,000 + $12,000 = $217,000 | $10,000 + $12,000 = $227,000 | $10,000 + $12,000 = $232,000 | $ | $ | Maximum base if previous year's billings were less than 1950, second year and up. | N/A | $145,000 | $185,000 | $195,000 | $200,000 | $210,000 | $ |
| Additional discretionary bonus (not dependent on billing 1950 hours) available, ranging from $5,000 to $50,000. No 401(k) contributions; MoFo, however, has just implemented a mortgage assistance program. The firm will guarantee a 2nd loan (up to 15% of price or max of $75k) for the purchase of a first residence by associates that have been with the firm 2 years. However, loan has to be repaid over 5 year period. | ||||||||||
| Morrison & Hecker | $74,000 | |||||||||
| Nixon Peabody | $90,000 | $95,000 | $97,000 | |||||||
| All of these would be considered the middle of each class. Bonus structure for hours is as follows: 1950 hours - 7% of salary 2050 hours - 12% of salary 2150 hours - 17% of salary 2250+ hours - 22% of salary No boom year bonuses. Discretionary practice development bonus. $5,000 signing/graduation bonus. | ||||||||||
| O'Melveny | $96,000 | $96,000 + $5,000 = $106,000 | $107,000 + 10,000 = $117,000 | $122,000 + $15,000 = $137,000 | $132,000 + $20,000 = $152,000 | $144,000 + $30,000 = $174,000 | $153,000 + $30,000 = $183,000 | |||
| Note: (1) associates advance to the next compensation level on Jan. 1 each year; (2) bonuses stated above require 1900 billable hours, with "approved" pro bono projects counting toward that number; (3) additional bonuses are available for people who hit the 1900 minimum and make significant additional contributions to the firm (whether it's more billable hours, recruiting, client development, etc.). | ||||||||||
| Orrick, Herrington & Sutcliffe(1/31/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $195,000 | $205,000 | $210,000 | ||
| The numbers here represent the discretionary bonus, then the bonuses received at 2,100, 2,250, and 2,400 billable hours, then total potential compensation. | $10,000 + $5,000 + $10,000 + $10,000 = $160,000 | $10,000 + $10,000 + $10,000 + $15,000 = $180,000 | $10,000 + $10,000 + $15,000 + $15,000 = $200,000 | $10,000 + $10,000 + $15,000 + $20,000 = $220,000 | $15,000 + $10,000 + $15,000 + $20,000 = $245,000 | $15,000 + $10,000 + $15,000 + $20,000 = $255,000 | $15,000 + $10,000 + $15,000 + $20,000 = $265,000 | $15,000 + $10,000 + $15,000 + $20,000 = $270,000 | ||
| Matching 401(k) plan. | ||||||||||
| Patton Boggs(2/9/00) | $100,000 | $104,000 | $108,000 | $114,000 | $120,000 | $127,000 | $134,000 | $142,000 | ||
| $5,000 signing/graduation bonus. 8.25% contribution to 401(k) after 2 years. Discretionary bonus available to all classes. | ||||||||||
| Paul Hastings (2/13/00) | $125,000 | $135,000 | $ | $ | $ | $ | $ | $ | $ | |
| No 401(k) match | Bar stipend: $5000 | |||||||||
| Paul Weiss (2/13/00) | $125,000 | $135,000 | $150,000 | $ | $ | $ | $ | $ | $ | |
| There is a 10-year track at PW now. $10,000 year-end, $15,000 to $25,000 clerkship bonuses; bar, CLE, moving/relocation expenses; interest-free loan. | ||||||||||
| Pennie & Edmonds(2/17/00) | $125,000 | $135,000 | $150,000 | $165,000 | $185,000 | $200,000 | $210,000 | $220,000 | $ | |
| Discretionary bonus, traditionally up to $10,000 | Discretionary bonus, traditionally up to $15,000 | Discretionary bonus, traditionally up to $20,000 | Discretionary bonus, traditionally up to $25,000 | Discretionary bonus (amount not available) | Discretionary bonus (amount not available) | Discretionary bonus (amount not available) | ||||
| Pepper Hamilton | $86,000 | |||||||||
| Pillsbury Madison(2/17/00) | $125,000 | $135,000 | $150,000 | $165,000 | $180,000 | $185,000 (Senior Atty 1) | $185,000 (Senior Atty 2) | $185,000 (Senior Atty 3) | $ | |
| The firm pays a $5,000 bonus at 2100 hours, a $7,500 bonus at 2250 hours and a $12,500 bonus at the 2400 hour level. 1st years are also eligible for a $5,000 merit bonus. Total potential comp = $155,000 | The firm pays a $7,500 bonus at 2100 hours, a $10,000 bonus at 2250 hours and a $15,000 bonus at the 2400 hour level. 2nd years are also eligible for a $7,500 merit bonus. Total potential comp. = $175,000 | Associates not meeting the 1950 minimum billing will have a base of $135,000. The firm pays an $8,500 bonus at 2100 hours, an $11,500 bonus at 2250 hours and a $16,500 bonus at the 2400 hour level. 3rd years are also eligible for an $8,500 merit bonus. Total potential comp. = $195,000 | Associates not meeting the 1950 minimum billing will have a base of $140,000. The firm pays a $10,000 bonus at 2100 hours, a $12,500 bonus at 2250 hours and a $17,500 bonus at the 2400 hour level. 4th years are also eligible for a $10,000 merit bonus. Total potential comp. = $215,000 | Associates not meeting the 1950 hour minimum billing will have a base of $140,000. The firm pays a $10,000 bonus at 2100 hours, a $12,500 bonus at 2250 hours and a $17,500 bonus at the 2400 hour level. 5th years are also eligible for a $10,000 merit bonus. Total potential comp. = $235,000 | Associates not meeting the 1950 hour minimum billing will have a base of $140,000. The firm pays a $12,500 bonus at 2100 hours, a $17,500 bonus at 2250 hours and a $10,000 bonus at the 2400 hour level. 6th years are also eligible for a point-based merit bonus. Total potential comp. = $225,000 + discr. bonus | Associates not meeting the 1950 hour minimum billing will have a base of $140,000. The firm pays a $12,500 bonus at 2100 hours, a $17,500 bonus at 2250 hours and a $10,000 bonus at the 2400 hour level. 7th years are also eligible for a point-based merit bonus. Total potential comp. = $235,000 + discr. bonus | Associates not meeting the 1950 hour minimum billing will have a base of $140,000. The firm pays a $12,500 bonus at 2100 hours, a $17,500 bonus at 2250 hours and a $10,000 bonus at the 2400 hour level. 8th years are also eligible for a point-based merit bonus. Total potential comp. = $235,000 + discr. bonus | |||
| There is a minimum billable requirement of 1,950 hours. Only 1st years can include training and pro bono work as part of their minimum billable hours. The maximum for inclusion of training hours and pro bono hours is 100 hours. Discretionary bonuses for 6th years and above are based on a point system. The point system can yield between $10,000 and $30,000 for each senior associate on top of the bonus structure listed above. The firm contributes to the firm's venture fund on behalf of all associates who achieve certain billable hours. | ||||||||||
| Piper Marbury Rudnick & Wolfe(2/7/00) | $102,000 | $100,000 | $103,000-106,000 | $106,000-118,000 | $113,000 | $119,000 | $123,000 | |||
| Discr bonus up to $12,000 | Discr bonus up to $16,000 | |||||||||
| PMRW has contributed $500,000 to a venture capital fund that will be for client investments, on behalf of PMRW's associates. These salaries are for the former Piper & Marbury associates. Piper will be making the salaries equivalent in the near future. Salaries for calendar year 2000 are being re-evaluated. At P&M, salaries are higher for associates in the venture capital, corporate and securities groups in DC and Baltimore. PMRW pays lockstep the first two years, and within a "range" for the following years. PMRW does not contribute to associate 401(k) plans. PMRW associates are eligible for bonus at 1950 hours, 50 of which may be pro bono. For calendar year 1999, Piper associates received discretionary bonuses as high as $26,000. P&M paid all bar expenses, and made a $2,000 interest free loan available to first year associates over the summer. | ||||||||||
| Piper Marbury Rudnick & Wolfe (Venture Capital group) (2/7/00) | $109,000 | $130,000 | $145,000 | $ | $170,000 $180,000 | $180,000 | $190,000 | |||
| Powell Goldstein | $87,000 | |||||||||
| Preston Gates Ellis & Rouvelas Meeds | $100,000 | $104,000 | $108,000 | $112,000 | $117,000 | $122,000 | $128,000 | $134,000 | ||
| Associates must bill 2,000 hours to qualify for discretionary bonus, which ranges between $10,000-25,000 | ||||||||||
| Proskauer Rose | $95,000 + $5,000 min. bonus = $100,000 | $102K + $5K min. bonus = $107,000 | $108K + $6K min. bonus = $114,000 | $113K + $7-12K min. bonus = $120,000-125,000 | $118K + $9-12K min. bonus = $127,000-130,000 | $123K + $10-15K min. bonus = $133,000-138,000 | $128K + $10-15K min. bonus = $138,000-143,000 | $133K + $15-20K min. bonus = $148,000-153,000 | ||
| The bonus amounts are guaranteed minimums, and may be higher based on performance (hours, business development, technical competence, handling matters, firm relationships, professionalism, etc). | ||||||||||
| Reed Smith | $95,000 | $100,000 | $105,000 | $110,000 | $115,000 | $120,000 | ||||
| Minimum 1950 hrs. qualifies for bonuses of $5K-15K. 3% 401(k) match (after 1st year?). | ||||||||||
| Ropes & Gray | $90,000 + 6,000 = $96,000 | $100,000 + 10,000 = $110,000 | $110,000 + $15,000 = $125,000 | $125,000 + $20,000 = $145,000 | ||||||
| Associates in years 5-9 are paid a "draw" based upon firm performance, associate performance, and other evaluation factors. Firm contributes $10k each year to associates' 401(k) plans. The associates get each year's gains starting in their third year. | ||||||||||
| Rudnick & Wolfe | $93,000 | $98,000 | $104,000 | $110,000 | $115,000 | $125,000 | $135,000 | |||
| Seyfarth Shaw | $90,000 | $90,000-92,000 | $94,000-96,000 | $98,000-100,000 | $104,000-107,000 | |||||
| For bonus, there is a minimum billable hour requirement of 1900 hours. Then, all hours charged (including pro bono, recruiting, and some promotional time) will count towards the total number. | ||||||||||
| Shaw Pittman DC & VA (2/16/00) | $125,000 | $135,000 | $ | $ | $ | $ | $ | $ | $ | |
| The numbers here represent the bonuses received at 2,100, 2,200, and 2,400 billable hours, then the potential discretionary bonus, and then total potential compensation. | $5,000 + $10,000 + +$25,000 + $10,000 = $160,000 | $10,000 + $20,000 + $30,000 + $10,000 = $175,000 | $10,000 + $20,000 + $30,000 + $20,000 = $195,000 | $20,000 + $30,000 + $35,000 + $20,000 = $210,000 | $20,000 + $30,000 + $35,000 + $20,000 = $230,000 | $20,000 + $35,000 + $40,000 + $20,000 = $245,000 | $20,000 + $35,000 + $40,000 + $20,000 = $255,000 | $20,000 + $35,000 + $40,000 + $20,000 = $260,000 | ||
| "Effective March 1, 2000, our U.S. starting salary will be $125,000. First-year associates and all other associates will be eligible for two types of performance bonuses--one based on quantity of good work, and the other based on factors such as firm citizenship, exceptional value, and hardship. Including bonuses, total first-year compensation potential will be $160,000. The benchmark compensation level for second-year associates will be $135,000, with total potential compensation of $175,000. For the classes of 1997 through 1992, benchmark compensation will range from $145,000 to $200,000, and total potential compensation including bonuses will range from $195,000 to $260,000. Pay at the benchmark level for associates above the first-year class will be linked to productivity. Going forward, associates who perform high-quality work at an annual level of 1950 hours of billable and pro bono work will be paid at this scale. Those who work at lower levels will be paid at a somewhat lower level, but well above their current compensation. Because this standard has not previously been stated explicitly, we will adopt a lower threshold of 1850 hours of billable and pro bono work in 1999 as a basis for moving associates to our highest levels of compensation. Those who worked at a level below this threshold in 1999 will move to new levels that are somewhat lower than the benchmark levels, but substantially above their current base compensation. I am also pleased to report that we are setting up an investment vehicle for the benefit of our associates. That vehicle will be funded by Shaw Pittman and will make investments in our clients. When distributions are made from time to time, our associates will be able to participate directly in our clients' successes." | Shea & Gardner | $100,000 | $103,000 | $106,000 | $112,000 | $118,000 | $126,000 | $134,000 | ||
| New associates with a judicial clerkship receive a starting bonus of $15,000; those who did not clerk get a starting bonus of $5000. | ||||||||||
| Shearman & Sterling(2/4/00) | $125,000 | $ | $ | $ | $ | $ | $205,000 | $ | $ | |
| Does not include bonus | ||||||||||
| Shook Hardy & Bacon | $87,000 | |||||||||
| Sidley & Austin (2/18/00) | $125,000 | $135,000 | $150,000 | $165,000 | ||||||
| Lockstep pay ends after fourth year. | ||||||||||
| Skadden Arps(2/6/00) | $140,000 | $150,000 | $160,000 | $170,000 | $185,000 | $200,000 | $213,000 | $219,000 | $ | |
| The "discretionary" bonus has not been changed and was 12.5% in 1999, and between 10 and 12% in earlier years.There is also a $3k "technology allowance" for new associates. | ||||||||||
| Sonnenschein Nath | $90,000 | |||||||||
| Spriggs & Hollingsworth(2/1/00) | $102,000 | $108,000 | $114,500 | $122,000 | $129,500 | $137,000 | $145,000 | $ | $ | |
| Squire Sanders & Dempsey | $93,000 | $98,000 | $106,000 | $111,000 | $118,000 | $126,000 | $133,000 | $140,000 | ||
| $5k-20k disc bonus | $5k-20k disc bonus | $5k-20k disc bonus | $5k-20k disc bonus | $5k-20k disc bonus | ||||||
| Eligible for bonus if bill more than 2,021 hours. Specific amount of bonus is a merit based determination. | ||||||||||
| Steptoe & Johnson | $101,000 | $103,000 | $107,000 | $113,000 | $119,000 | $125,000 | $131,000 | $137,000 | ||
| Bonus available for 1900 billable/2000 legal hours for all associates, except first years. For years 7 and 8, amount of bonus above $12,000 is based upon performance. | ||||||||||
| Sughrue, Mion, Zinn, Macpeak & Seas (2/17/00) | $105,000 | $ | $ | $ | $ | $ | $ | $ | $ | |
| Sullivan & Cromwell(2/4/00) | $125,000 | $135,000 | $150,000 | $170,000 | $190,000 | $205,000 | $220,000 | $235,000 | ||
| Year end bonuses (not included in the numbers above) are planned, and the bonuses will not be tied to billable hours. | ||||||||||
| Sutherland Asbill & Brennan | $96,000 | $102,000 | $108,000 | $114,000 | $120,000 | $126,000 | $132,000 | $138,000 | ||
| Swidler Berlin Shereff Friedman(1/19/00) | $96,000 | $101,000 | $106,000 | $113,000 | $124,000 | $132,000 | $140,000 | $145,000 | $150,000 | |
| Max bonus $10,000 | Max bonus $15,000 | Max bonus $17,000 | Max bonus $20,000 | Max bonus $20,000 | Max bonus $20,000 | Max bonus $20,000 | Max bonus $20,000 | Max bonus $20,000 | ||
| Bonuses for '98-'96 are percentage, for the rest, merit based | ||||||||||
| Thelen Reid | $92,000 | |||||||||
| Thompson Hine | $85,000 | |||||||||
| Troutman Sanders | $85,000 | |||||||||
| Venable Baetjer(1/31/00) | $92,000 | $94,000 | $100,000 | $102,000 | $105,000 | $130,000 | ||||
| Several associates received bonuses after billing within a range of 1900-2000 hours in 1999. | Max bonus $10,000 | Max bonus $10,000 | High point within a range | Within a range | ||||||
| Verner Liipfert | $90,000 | $95,000 | $100,000 | $107,000 | $112,000 | $117,000 | $125,000 | $130,000 | ||
| Bonus is based upon a percentage of billable hours in excess of 1850. Firm also provides a discretionary bonus for business generated, pro bono, etc. These plans are for the Washington office only | ||||||||||
| Vinson & Elkins | $100,000 + $4,000 = $104,000 | $105,000+$5,000 = $110,000 | $111,000+$8,000 = $119,000 | $120,000+$10,000 = $130,000 | $130,000+$15,000 = $145,000 | $142,000+$18,000 = $160,000 | $150,000+$18,000 = $168,000 | |||
| All compensation, including bonuses, is lock-step. The bonuses are retention bonuses (aka deferred compensation), paid at the end of the year, and are not dependent upon hours at all. The firm does not match 401K contributions. The firm provides three months paid maternity and paternity leave. | ||||||||||
| Watt Tieder Hoffar & Fitzgerald | $90,000 | $94,000 | $98,000 | $103,000 | $108,000 | |||||
| 1999 salary may go up in February; bonuses of 10 percent of fees from work originated; performance bonus. | ||||||||||
| Weil, Gotshal & Manges | $100,000 | $110,000 | $125,000 | $150,000 | $160,000 | $175,000 | $190,000 | |||
| Previously paid non-discretionary bonus now considered part of base salaries as included here. | ||||||||||
| White & Case | $103,000 + $2,000 = $105,000 | $108,000 + $4,000 = $112,000 | $117,000 + $5,000 = $122,000 | $124,000 + $6,000 = $130,000 | $130,000 + $7,000 = $137,000 | $137,000 + $8,000 = $145,000 | $145,000 + $9,000 = $154,000 | $154,000 + $10,000 = $164,000 | ||
| The above grid is effective October 1, 1999 for salary, and the standard bonus/deferred compensation will be paid in December 2000. In addition to the standard bonus, the firm may provide incentive bonuses for outstanding D.C. associates. Payment of any bonuses (standard and incentive) is discretionary. | ||||||||||
| Wiley Rein & Fielding | $99,000 | $104,000 | $110,000 | $117,000 | $125,000 | |||||
| $2,000-5,000 disc bonus | $3,000-7,000 disc bonus | $4,000-10,000 disc bonus | $5,000-10,000 disc bonus | $6,000-12,000 disc bonus | ||||||
| There is an additional non-discretionary "hourly" bonus awarded at the rate of $1000/100 hours beginning at 2000 hours. The above base salaries are conditioned on meeting two hourly targets: 1800 billable and 2000 total (which includes pro bono, client development, etc.). For each target that is not met, salary is reduced by $1,000. If both targets are exceeded by a minimum amount (varies), salary is increased by as much as $2,000. | ||||||||||
| Williams & Connolly | $102,000 | $108,000 | $116,000 | $124,000 | $132,000 | $141,000 | $150,000 | |||
| Generally, no bonuses, except for Supreme Court clerkship bonus of $45,000; $2,000 summer/bar study stipend. | ||||||||||
| Williams Mullen | $75,000 | |||||||||
| Wilmer Cutler & Pickering | $102,000 | $110,000 | $118,000 | $126,000 | $134,000 | $142,000 | $150,000 | $158,000 | ||
| Associates joining the firm directly after law school graduation are eligible for a transition stipend in the amount of $4,000. Associates joining the firm directly after a judicial clerkship(s) are eligiblefor a $15,000 transition stipend. Associates joining WCP directly after a clerkship or after law school receive a $3000 stipend to cover costs associated with the bar examination. The firm will cover $2,800 in moving costs. A new profit-sharing program gives associates "points" like the ones used to allocate profits to partners. Points are accumulated over time, and the firm pays out based on the accumulated points after three years with the firm (NOT three years out of school), and again after 5 or 6 years with the firm. Bonus for year 3, $11.5k; 4, 11.5k; 5, 23k; 6, 23k; 7, 23k. 401(k): The firm contributes 5% of the associate's salary each year (but does it after the end of the calendar year),but it vests over a three-year period, so if you leave before three years, you get a proportion (1/3 or 2/3, dep | ||||||||||
| Winston & Strawn | $95,000 | $100,000 | $106,000 | $112,000 | $112,000; $111,000; $101,000 | $121,000; $118,000; $106,000 | $132,000; $125,000; $110,000 | $139,000; $129,000; $115,000 | $146,000; $131,000; $115,000 | |
| The firm has grades of A, B, or C starting 4th year hence the salary ranges. A = Excellent, B = Good, C= Get out now. Bonuses at 1900 billable/credited. | ||||||||||