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| INFORMATION | | Click on the icons below to print, view the employer questionnaire and add to your list. Click on FAQ at left for definitions of terms. |
 EMPLOYER INFO |
| Employer Name: |
SAUL EWING LLP |
| Address: |
CENTRE SQUARE WEST |
| |
1500 MARKET STREET, 38TH FLOOR |
| City: |
PHILADELPHIA |
| State, Zip: |
Pennsylvania, 19102-2186 |
| Country: |
United States |
| Phone: |
(215) 972-7777 |
| Fax: |
(215) 972-7725 |
| Web: |
www.saul.com |
|
| Hiring Attorney: |
Jason St. John, Esq. |
|
| Recruiting Contact: |
Sheri M. Zachary |
| Title: |
Manager of Career Development and Recruiting |
| Employer Name: |
SAUL EWING LLP |
| Address: |
Centre Square West |
| |
1500 Market Street, 38th Floor |
| City: |
Philadelphia |
| State, Zip: |
Pennsylvania, 19102-2186 |
| Country: |
United States |
| Phone: |
(215) 972-7991 |
| Fax: |
(215) 972-1822 |
| Email: |
szachary@saul.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
Y |
| Multi Office Form Reporting For: |
All Offices |
| Specify: |
|
| # Offices On Form: |
9 |
| Total # Offices: |
9 |
| Employer Size Range: |
101-250 |
| Office Size Range: |
101-250 |
| Total Attorneys In This Office: |
246 |
| DEMOGRAPHIC INFORMATION |
| 110 |
34 |
19 |
0 |
1 |
UNK |
| 27 |
44 |
10 |
0 |
1 |
UNK |
| 137 |
78 |
29 |
0 |
2 |
0 |
| 0 |
1 |
0 |
0 |
0 |
UNK |
| 0 |
1 |
0 |
0 |
0 |
UNK |
| 108 |
31 |
18 |
0 |
1 |
UNK |
| 27 |
35 |
10 |
0 |
1 |
UNK |
| 2 |
1 |
1 |
0 |
0 |
UNK |
| 0 |
3 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 0 |
1 |
0 |
0 |
0 |
UNK |
| 0 |
5 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| UNK |
UNK |
UNK |
UNK |
UNK |
UNK |
| UNK |
UNK |
UNK |
UNK |
UNK |
UNK |
| UNK |
UNK |
UNK |
UNK |
UNK |
UNK |
| UNK |
UNK |
UNK |
UNK |
UNK |
UNK |
| OTHER OFFICES |
| Baltimore | MD | 51 | | Chesterbrook | PA | 19 | | Harrisburg | PA | 20 | | New York | NY | 1 | | Newark | NJ | 8 | | Philadelphia | PA | 92 | | Princeton | NJ | 16 | | Washington | DC | 22 | | Wilmington | DE | 18 |
| PRIMARY PRACTICE AREAS |
|
| Bankruptcy and Reorganization | 7 | 6 | | Business | 56 | 22 | | Litigation | 29 | 48 | | Personal Wealth, Estates and Trusts | 6 | 7 | | Project & Resource Development | 37 | 22 | | Public Finance | 2 | 4 |
| COMPENSATION & EMPLOYMENT DATA |
| 15 |
(0) |
9 |
(0) |
TBD |
| 2 |
(2) |
0 |
(0) |
1 |
| 110,00 |
$/yr |
13 |
(12) |
1 |
(1) |
8 |
|
() |
|
() |
|
|
() |
|
() |
|
|
$/wk |
|
() |
|
() |
|
| TBD |
$/wk |
11 |
(0) |
10 |
(1) |
TBD |
| TBD |
$/wk |
1 |
|
0 |
|
1 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
9 |
| # offers made: |
3 |
| Hire school term clerks? |
N |
| Prefer significant prior experience in area? |
|
| 1Ls hired? |
N |
| For attorney hires, require: Bar admission? |
|
| For attorney hires, require: Prior practice experience? |
|
| If yes, # of years? |
|
| U.S. citizenship required? |
|
| When after 12/1 should 1Ls apply? |
|
| Split summers allowed? |
N |
| If yes, minimum weeks: |
|
| 1Ls considered for interns? |
|
| Comments: |
|
| We consider 1L's through the Phila. Diversity Law Group |
Accept applications for the 2011 Summer Program from: |
| Joint degree students graduating in 2013 or later? |
N |
| Evening students graduating in 2013? |
N |
| Judicial Clerks? |
N |
| Students at non-US law schools? |
N |
What % of legal staff has been with the organization: |
| less than 2 years? |
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| 2-5 years? |
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| 6-10 years? |
|
| more than 10 years? |
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Application Process: |
| Date applications first accepted for summer interns: |
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| Date applications first accepted for attorneys: |
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| Deadline for applications from summer interns: |
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| Deadline for applications from attorneys: |
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| Date offers are made to summer interns: |
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| Date offers are made to attorneys: |
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| Average length of hiring process (months) for summer interns: |
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| Average length of hiring process (months) for attorneys: |
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| Do you hire domestic LL.M.s? |
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| In what practice areas: |
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| Do you hire foreign LL.M.s? |
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| In what practice areas: |
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| When should LL.M.s submit applications? |
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| Preferred application materials: |
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| Hiring Criteria: |
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| We seek highly motivated individuals with strong academic performance, demonstrated leadership, excellent communication skills, entrepreneurial spirit, and ties to the office of interest. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
(2008) |
(2009) |
| Average annual associate billable hours: |
(2008) |
(2009) |
| Is there a minimum billable hour expectation? |
Y |
|
| If "Yes", number: |
1900 |
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| Hours policy details: |
|
|
|
| Is billable hour credit given for pro bono work? |
Y |
|
| Is there a maximum that will be credited? |
Y |
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| If yes, what? |
25 |
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| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
Y |
|
CLERKSHIP/CREDIT/SUPPLEMENTAL
COMPENSATION |
| Do you have a Loan Repayment Assistance Program (LRAP)? |
|
| If yes, describe: |
|
| Judicial Clerkship Bonus: |
Y |
| Compensation/progression credit for judicial clerkship? |
Y |
| Compensation/progression credit for other advanced degrees? |
CBC |
| Other Compensation: |
|
|
| BENEFITS |
| Benefits: |
401(k)/IRA/Other Retirement Plan
529 College Savings Plan
Bar Association Fees
Business Casual Dress Code
CLE
Dental Insurance
Domestic Partner Benefits
Employee Assistance Program
Family/Dependent Care Leave
Flexible Spending Account/pre-tax Option
Life/AD&D
Long-term Care Insurance
Long-term Disability Insurance
Medical Insurance
Medical Spending Account
Parental Leave
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance |
| Benefit Package Comments: |
|
3-Month Maternity/Paternity/Adoption Leave
Transit Account
Travel Insurance
Off-Site Emergency Child Care |
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
Y |
| Part-time available to entry-level? |
N |
| # of part-time associates: |
(m) 8 (w) |
| # of part-time partners/members: |
2 (m) 2 (w) |
| # of part-time other lawyers: |
3 (m) 4 (w) |
| Do you have a written part-time policy for associates? |
Y |
| Do you have a written part-time policy for partners? |
N |
| What is the impact of working part-time as an associate, if any, on an associate's progression toward partner? |
Determined on a case by case basis |
| Can an associate be promoted to partner while s/he is working on a part-time schedule? |
Y |
| Can a partner work on a part-time schedule? |
Y |
| Eligibility for alternative work schedules determined by: |
Case by case |
| Paid non-medical parental leave? |
Y |
| Comments: |
|
|
| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Annual |
| Upward reviews: |
N |
| Professional development staff: |
Y |
| Billable hours credit for training time: |
N |
| Rotation for junior associates between departments/practice groups? |
N |
| Is rotation mandatory? |
|
| Comments: |
|
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| PARTNERSHIP DATA |
| Does the firm have two or more tiers of partner? |
Y |
| If no, how many years is the partnership track? |
|
| If yes, how many years is the non-equity track? |
8-10 |
| How many years is the equity track? |
CBC |
| Additional partnership progression information: |
|
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DIVERSITY RECRUITMENT & RETENTION
EFFORTS |
| Activities to increase the presence and retention of under-represented groups: |
| Minority job fairs: |
 |
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Bar sponsored Programs: |
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| Outreach to law student groups: |
|
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Firm Diversity Committee: |
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| Directed Mentoring Effors: |
|
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Rec. at schools w/ large min. pop.: |
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| Comments: |
|
| We view diversity as a defining feature of our professional excellence and are fully engaged in the long-term process of creating an enviroment that allows the unique backgrounds, perspectives, talents, and skills of our entire workforce to flourish. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
|
| Job Fair/Corsortia Attended: |
Daulphin County Minority Job Fair
Delaware Minority Job Fair
Philadelphia Area Minority Job Fair |
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| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
0 |
| # of Job Fairs / Consortia Attended in 2009: |
3 |
|
| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Susan Metrow |
| Title: |
Pro Bono Coordinator |
| Phone: |
|
| Fax: |
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| Email: |
smetrow@saul.com |
| |
| The information indicated here is: |
| Firm-wide: |
|
Office Specific: |
 |
| |
| %Firm Billable Hours last year: |
|
|
| |
| Average Hours per Attorney Last Year: |
Associates
Partners/Members
Other Lawyers
|
| |
| Participation last year: |
90% Associates
78% Partners/Members
73% Other Lawyers
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| What percentage of attorneys performed more than 20 hours? |
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| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
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| Does the organization maintain a formal pro bono policy that sets forth the organization's commitment to pro bono? |
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How does the organization define what constitutes pro bono legal work?
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| Does the organization set annual goals regarding the minimum number of pro bono hours to be contributed by the organization? |
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| If yes, what is that annual goal? |
| |
| Does the organization set individual attorney goals regarding the minimum number of pro bono hours to be contributed? |
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| If yes, what is that annual goal? 25 |
| |
| Is an attorney's commitment to pro bono activity considered a favorable factor in advancement and compensation decisions? |
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If yes, to what extent?
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| Are full-time support services (word processing, online research Lexis/Westlaw, out of pocket costs) available for pro bono representation? |
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If so, are there any limitations?
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| Are associates provided written evaluations of their work on pro bono matters? |
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| Does the organization employ one or more of the following structures to manage its pro bono program and to provide training and guidance to participating attorneys? |
| Full-time attorney in a dedicated pro bono coordination/oversight role |
| An attorney who coordinates pro bono projects as an ancillary duty to other work |
| Pro Bono Committee |
| Non-attorney administrator |
| Other: |
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How is pro bono work assigned/distributed?
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| If an attorney is permitted to bring a pro bono case
for possible consideration by the firm, who makes decisions about
whether the firm will handle the matter?
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| Pro Bono Coordinator |
| Pro Bono Committee |
| Department Chair |
| Other: |
| N/A |
| Does the organization provide any of the following to enable its attorneys to participate in pro bono activities or work in a public interest setting? (Check all that apply) |
| Externships |
| Sabbaticals |
| Fellowships |
| Part-time pro bono programs |
| Other |
| If so, please describe: |
| |
| Are pro bono opportunities available for summer associates? |
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| Additional comments (Please use this space to provide any additional information about your organization's pro bono program including any special recognition or awards the organization has received for its pro bono work.): |
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| What are some of the areas in which your firm has performed pro bono work in the past year? |
Administrative Law
Adoption
Civil Rights
Community Education
Construction
Consumer
Contracts
Criminal Defense
Domestic Relations
Education
Environmental
Estate Planning
Ethics
Immigration
Intellectual Property
Labor/Employment
Landlord/Tenant
Legislative Advocacy
Litigation
Mediation
Non-Profit
Probate
Public Benefits
Real Estate
Securities
Small Business/Economic Development
Tax
Tort/Negligence
Training
Transportation
Veterans Benefits
Zoning
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| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
N |
| Public Interest Fellowship Comments: |
|
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| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
| The Firm has an Equal Employment Opportunity policy which is available for review. |
| NARRATIVE |
With more than 245 lawyers in nine offices in Pennsylvania, Maryland, New Jersey, New York, Delaware, and the District of Columbia, SAUL EWING LLP is a full service law firm serving national and international businesses, as well as startups, nonprofits, educational institutions, and individuals. SAUL EWING is dedicated to the core values of excellence in our legal services and is committed to a workplace that reflects the increasingly diverse nature of the legal profession and the clients we serve. We view diversity as a defining feature of our professional excellence and are fully engaged in the long-term process of creating an environment that allows the unique backgrounds, perspectives, talents, and skills of our entire workforce to flourish. We recognize that the ever-changing needs of the business community in the 21st century’s global economy demand recognition of these different experiences as well as new and creative approaches to problem-solving.
We provide our clients with a broad spectrum of legal services through traditional Departments, as well as through innovative and interdisciplinary Industry Service Teams and Practice Groups. Our Departments include Bankruptcy, Business (incl. Health Law, Labor & Employment, Employee Benefits, Securities, Tax, Technology, Emerging Companies, Capital, and Intellectual Property practices, among others), Litigation (including Antitrust, Employee Defection and Recruitment, and White Collar/Government Enforcement practices, among others), Personal Wealth Estates and Trusts, Project & Resource Development, and Public Finance. Our Industry Service Teams include Brownfields, Construction, Corporate Governance, Golf, Insurance, Life Sciences, Telecommunications and Transportation. The use of state of the art technologies enhances our ability to provide exceptional service to our clients. SAUL EWING’s success is founded upon our ability to attract outstanding lawyers at all levels of experience to practice with us in a supportive and collegial environment that emphasizes excellence in service, personal integrity, teamwork and professional growth and satisfaction. Associates are assigned both a Partner Mentor and an Associate Mentor, and receive training and career guidance through the Moving Ahead Program (MAP), a formalized orientation, mentoring and training program administered by our Career Development Committee. In all practice areas, our Firm encourages rapid development and strives to ensure that associates receive meaningful responsibility and client contact early in their careers. Associates work with different attorneys both within and beyond their Departments, and are not "assigned" to a specific partner or senior associate. Associates receive regular feedback from assigning attorneys on individual projects and receive annual formal performance evaluations. SAUL EWING's associate salaries and benefits are highly competitive with other large firms. An Associates Committee made up of elected representatives from each of the Firm’s offices, serves as a formal conduit between associates and the Executive Committee. Associates are also encouraged to approach partners and the Executive Committee on an informal basis with questions, concerns and ideas.
SAUL EWING's Summer Expedition represents a vital source of talented new associates for the Firm. By design, the program is small and collegial. We offer summer associates the widest possible exposure to our Firm’s practices and provide a reliable and realistic sense of what full-time associate life at SAUL EWING is like. While the Summer Expedition involves traditional responsibilities such as legal research and brief writing, our summer associates are also encouraged to attend “observational opportunities” such as trials, depositions, transaction closings and client meetings. Summer associates’ legal writing skills are sharpened through an intensive writing program and through the guidance of a Writing Advisor assigned to each student. Regular performance evaluations provide valuable feedback to summer associates. Our summer associates also attend a wide range of social, cultural and civic activities designed to enable them to interact with lawyers from all of SAUL EWING's offices and practice areas. Hiring decisions are made shortly after the conclusion of the Summer Expedition.
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