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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: |
GROOM LAW GROUP, CHARTERED |
| Address: |
1701 PENNSYLVANIA AVE., N.W. |
| |
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| City: |
WASHINGTON |
| State, Zip: |
District of Columbia, 20006-5805 |
| Country: |
United States |
| Phone: |
(202) 857-0620 |
| Fax: |
(202) 659-4503 |
| Web: |
www.groom.com |
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| Hiring Attorney: |
Mr. Douglas Ell |
|
| Recruiting Contact: |
Ms. Barbara Keller Madden |
| Title: |
Director of Administration |
| Employer Name: |
GROOM LAW GROUP, CHARTERED |
| Address: |
1701 Pennsylvania Ave., N.W. |
| |
|
| City: |
Washington |
| State, Zip: |
District of Columbia, 20006-5805 |
| Country: |
United States |
| Phone: |
(202) 861-6333 |
| Fax: |
(202) 659-4503 |
| Email: |
bmadden@groom.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
N |
| Multi Office Form Reporting For: |
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| Specify: |
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| # Offices On Form: |
1 |
| Total # Offices: |
1 |
| Employer Size Range: |
51-100 |
| Office Size Range: |
2-10 |
| Total Attorneys In This Office: |
55 |
| DEMOGRAPHIC INFORMATION |
| 22 |
12 |
1 |
0 |
0 |
1 |
| 7 |
8 |
5 |
0 |
0 |
0 |
| 29 |
20 |
6 |
0 |
0 |
1 |
| 0 |
0 |
1 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 21 |
9 |
0 |
0 |
0 |
1 |
| 7 |
7 |
5 |
0 |
0 |
0 |
| 0 |
2 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
2 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 1 |
2 |
0 |
0 |
0 |
0 |
| 1 |
0 |
0 |
0 |
0 |
0 |
| PRIMARY PRACTICE AREAS |
|
| Employee Benefits | 8 | 7 | | Employee Benefits, Tax, Exec. Compensati | 8 | 7 | | Erisa, Litigation | 7 | 11 | | Erisa, Health | 3 | 3 | | Legislation | 3 | 0 |
| COMPENSATION & EMPLOYMENT DATA |
| 3 |
(0) |
3 |
() |
|
|
() |
|
() |
|
| 145000 |
$/yr |
2 |
(2) |
3 |
(3) |
2 |
|
() |
|
() |
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|
() |
|
() |
|
|
$/wk |
|
() |
|
() |
|
| 2800 |
$/wk |
|
() |
|
() |
1 |
| 2800 |
$/wk |
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| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
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| # 2009 Summer 2Ls considered for associate offers: |
2 |
| # offers made: |
2 |
| Hire school term clerks? |
Y |
| Prefer significant prior experience in area? |
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| 1Ls hired? |
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| For attorney hires, require: Bar admission? |
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| For attorney hires, require: Prior practice experience? |
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| If yes, # of years? |
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| U.S. citizenship required? |
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| When after 12/1 should 1Ls apply? |
first sem. grade |
| Split summers allowed? |
N |
| If yes, minimum weeks: |
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| 1Ls considered for interns? |
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| Comments: |
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Accept applications for the 2011 Summer Program from: |
| Joint degree students graduating in 2013 or later? |
Y |
| Evening students graduating in 2013? |
Y |
| Judicial Clerks? |
Y |
| 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? |
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| 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? |
Y |
| In what practice areas: |
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| All of our practice areas. |
| Do you hire foreign LL.M.s? |
N |
| In what practice areas: |
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| When should LL.M.s submit applications? |
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| We accept applications year-round. |
| Preferred application materials: |
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| Resume, cover letter, and transcript. |
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| Hiring Criteria: |
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| Academic excellence. Journal or moot court experience also preferred. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
2001 (2008) |
1919 (2009) |
| Average annual associate billable hours: |
1495 (2008) |
1412 (2009) |
| Is there a minimum billable hour expectation? |
Y |
|
| If "Yes", number: |
1900 |
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| Hours policy details: |
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| 1850 billable hours for first year associates and 1900 hours thereafter |
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| Is billable hour credit given for pro bono work? |
Y |
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| Is there a maximum that will be credited? |
Y |
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| If yes, what? |
100 |
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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: |
CBC |
| Compensation/progression credit for judicial clerkship? |
CBC |
| Compensation/progression credit for other advanced degrees? |
CBC |
| Other Compensation: |
|
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| BENEFITS |
| Benefits: |
401(k)/IRA/Other Ret. Plan w/Employer Contribution
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 Disability Insurance
Medical Insurance
Medical Spending Account
Parental Leave
Parking/Transportation
Profit Sharing
Relocation Expenses
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance |
| Benefit Package Comments: |
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| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
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| Usual scheduled working day: |
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| Part-time allowed? |
CBC |
| Part-time available to entry-level? |
CBC |
| # of part-time associates: |
0 (m) 0 (w) |
| # of part-time partners/members: |
0 (m) 0 (w) |
| # of part-time other lawyers: |
0 (m) 0 (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? |
None |
| 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? |
CBC |
| Eligibility for alternative work schedules determined by: |
Practice Group, Executive Committee |
| Paid non-medical parental leave? |
Y |
| Comments: |
|
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| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Other |
| Upward reviews: |
N |
| Professional development staff: |
N |
| Billable hours credit for training time: |
Y |
| Rotation for junior associates between departments/practice groups? |
Y |
| Is rotation mandatory? |
Y |
| Comments: |
|
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| PARTNERSHIP DATA |
| Does the firm have two or more tiers of partner? |
N |
| If no, how many years is the partnership track? |
8 |
| If yes, how many years is the non-equity track? |
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| How many years is the equity track? |
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| Additional partnership progression information: |
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| Groom Law Group believes in early review and feedback. Over the firm's 30+ year history, all qualified associates have been considered for equity partnership after eight years. |
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: |
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Groom Law Group has always found strength in differences in background and persepective among our attorneys. We value professionals who are smart, creative, and able to participate in our team-oriented environment. We want our colleagues to be comfortable being themselves, and we encourage every person to realize his or her potential.
Groom is committed to a workplace of diversity and inclusion. This is a priority of our firm leadership. Because we understand that achieving and maintaining a diverse and inclusive workplace requires sustained effort, our diversity initiatives are integrated with our firm's long-term strategic goals and will be measured with other strategic goals. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
University of Pennsylvania Law School
University of Virginia School of Law |
| Job Fair/Corsortia Attended: |
MCCA Vault Diversity Career Fair
Mid-Atlantic Black Law Students Assoc. Job Fair |
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| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
2 |
| # of Job Fairs / Consortia Attended in 2009: |
2 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Elizabeth Dold |
| Title: |
Principal, Committee Chair |
| Phone: |
(202) 861-5406 |
| Fax: |
(202) 659-4503 |
| Email: |
probono@groom.com |
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| The information indicated here is: |
| Firm-wide: |
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Office Specific: |
 |
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| %Firm Billable Hours last year: |
.18 |
|
| |
| Average Hours per Attorney Last Year: |
53 Associates
47 Partners/Members
1 Other Lawyers
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| |
| Participation last year: |
87% Associates
44% Partners/Members
20% Other Lawyers
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| What percentage of attorneys performed more than 20 hours? |
30 |
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
1656 |
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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? Groom Law Group is committed to providing legal representation to persons, or groups of persons, who are unable to pay all or a portion of reasonable attorney fees or who are otherwise unable to obtain counsel.
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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? |
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| 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? 50 |
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| 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? No.
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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: Pro Bono Advisor and Principal |
| 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: |
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| 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? |
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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: |
| Groom Law Group is an equal opportunity employer and complies with all applicable discrimination laws. It is Firm policy that employment decisions shall be based on merit, qualifications, and competence. Employment practices shall not be influenced or affected by virtue of an employee's or applicant's race, color, religion, sex, national origin, citizenship status, age, sexual orientation, marital status, disability, or any other characteristic protected by law. This policy governs every aspect of employment including: recruiting, hiring, compensation, benefits, promotion, assignment, discharge, and any other terms and conditions of employment. |
| NARRATIVE |
Our 55 lawyers specialize in all aspects of employee benefits including pensions, savings plans, health benefits, executive compensation, insurance, litigation, tax, and legislation. We are fortunate to have as clients some of the country's largest and most prominent organizations, such as: Microsoft, Prudential Life Insurance, NFL Players Association, NFL Players Retirement Plan, Bank of America, T. Rowe Price, SEI, Charles Schwab, United Healthcare Group, CIGNA, Pfizer, Eli Lilly, California State Teachers Fund, Central States Teamsters Pension and Health Plans, United Mine Workers Health and Retirement Funds, Texas Teachers Retirement System, Blue Cross Blue Shield Association and Archdiocese of Washington.
These organizations, and many others, retain our firm because of our national reputation and our experience in complex areas of the law. Associates have the opportunity to work on cutting-edge issues for sophisticated clients. For example, in recent years, associates helped draft legislative alternatives for Social Security reform, the Patients Bill of Rights, tax legislation, and amendments to ERISA that make it easier for plan participants to obtain investment advice. Associates also drafted innovative "cash balance" pension plans, helped major insurance companies convert from mutual form to stock form, worked on managed care and other health care policy issues, and worked on all aspects of employee benefits administration for a major professional sports league.
In addition to working on the latest issues, associates benefit from the firm's Washington-oriented practice. Groom Law Group regularly works with the Department of Labor, Internal Revenue Service, Pension Benefit Guaranty Corporation, Securities and Exchange Commission, and Congress.
Over the firm's 35-year history, Groom Law Group has had a one-track, eight year partnership structure. Associates work directly with principals, who place great emphasis on training and high quality work. Compensation, fringe benefits, and office arrangements are competitive with large Washington law firms.
Groom Law Group, Chartered was founded in 1975. Prior to June 1998 the firm was known as Groom and Nordberg, Chartered. |
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