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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: |
YOUNG CONAWAY STARGATT & TAYLOR, LLP |
| Address: |
1000 West Street, 17th Floor |
| |
P.O. Box 391 |
| City: |
Wilmington |
| State, Zip: |
Delaware, 19899-0391 |
| Country: |
United States |
| Phone: |
(302) 571-6600 |
| Fax: |
(302) 571-1253 |
| Web: |
www.YoungConaway.com |
|
| Hiring Attorney: |
Ms. Danielle Gibbs, Esquire |
|
| Recruiting Contact: |
Ms. Kara Peischl Zidek, Esquire |
| Title: |
Director of Recruiting & Associate Development |
| Employer Name: |
YOUNG CONAWAY STARGATT & TAYLOR, LLP |
| Address: |
1000 West Street, 17th Floor |
| |
P.O. Box 391 |
| City: |
Wilmington |
| State, Zip: |
Delaware, 19899-0391 |
| Country: |
United States |
| Phone: |
(302) 571-5006 |
| Fax: |
(302) 576-3505 |
| Email: |
kzidek@ycst.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
Y |
| Multi Office Form Reporting For: |
All Offices |
| Specify: |
|
| # Offices On Form: |
4 |
| Total # Offices: |
4 |
| Employer Size Range: |
101-250 |
| Office Size Range: |
101-250 |
| Total Attorneys In This Office: |
120 |
| DEMOGRAPHIC INFORMATION |
| 48 |
27 |
0 |
0 |
6 |
4 |
| 10 |
27 |
0 |
0 |
2 |
3 |
| 58 |
54 |
0 |
0 |
8 |
7 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 48 |
25 |
0 |
0 |
0 |
0 |
| 10 |
26 |
0 |
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 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
1 |
| 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 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 1 |
1 |
0 |
0 |
0 |
0 |
| OTHER OFFICES |
| Georgetown | DE | 2 | | Middletown | DE | | | New York | NY | |
| PRIMARY PRACTICE AREAS |
|
| Bankruptcy & Corporate Restructuring | 14 | 21 | | Business Planning | 4 | 4 | | Commercial Litigation | 6 | 8 | | Commercial Real Estate, Banking&Land Use | 8 | 3 | | Corporate Counseling and Litigation | 11 | 11 | | Employment | 7 | 6 | | Environmental | 2 | 3 | | Federal Courts&Tech/Intellectual Prop Li | 6 | 11 | | Personal Injury & Workers' Compensation | 9 | 1 | | Tax/Trusts & Estates and Benefits | 6 | 3 |
| COMPENSATION & EMPLOYMENT DATA |
| 1 |
(0) |
3 |
(0) |
2 |
| 2 |
(0) |
4 |
(2) |
1 |
| 145,000 |
$/yr |
10 |
(5) |
5 |
(5) |
4 |
| 0 |
(0) |
0 |
(0) |
0 |
| 0 |
(0) |
0 |
(0) |
0 |
| 2800 |
$/wk |
0 |
(0) |
0 |
(0) |
0 |
| 2800 |
$/wk |
5 |
(5) |
4 |
(3) |
7 |
| 2800 |
$/wk |
6 |
|
3 |
|
2 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
4 |
| # offers made: |
4 |
| Hire school term clerks? |
CBC |
| Prefer significant prior experience in area? |
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| 1Ls hired? |
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| 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? |
As soon as possible |
| Split summers allowed? |
Y |
| If yes, minimum weeks: |
7 |
| 1Ls considered for interns? |
|
| Comments: |
|
| Firm prefers split summers to complete at least 7 weeks. |
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? |
N |
| Students at non-US law schools? |
N |
What % of legal staff has been with the organization: |
| less than 2 years? |
|
| 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: |
|
|
| Do you hire domestic LL.M.s? |
N |
| In what 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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| Preferred application materials: |
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| Hiring Criteria: |
|
| Young Conaway values a well-rounded applicant with diverse skills and experiences, including academic accomplishments (top 20%, law review or journal, moot court), prior legal experience, participation in school and community activities, and local/regional connections or a demonstrated commitment to practicing law in Wilmington. Young Conaway prides itself on its diversity, both in its practice areas and its attorneys, and is looking for applicants whose academic accomplishments and personal experiences, background, and interests, contribute to such diversity. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
2370 (2008) |
2179 (2009) |
| Average annual associate billable hours: |
1878 (2008) |
1890 (2009) |
| Is there a minimum billable hour expectation? |
N |
|
| If "Yes", number: |
|
|
| Hours policy details: |
|
| No set billable hours to show that participation in firm, bar & community activities is valued. |
|
| Is billable hour credit given for pro bono work? |
N |
|
| Is there a maximum that will be credited? |
|
|
| If yes, what? |
|
|
| 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: |
|
| New associates receive a bonus ($15k for JLCs and $5k for 3Ls), a monthly parking allowance, and a $2k professional development account; summer associates receive a $1k bonus. |
| 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 Care Insurance
Long-term Disability Insurance
Medical Insurance
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: |
|
| Young Conaway offers the following additional benefits as part of its compensation package (i) non-contributory insurance benefits including health insurance for attorney and family (providing an EPO plan and prescription coverage, vision plan and dental coverage), life insurance; short-term and long-term disability insurance, (ii) eligibility in the firm’s pension plan, which offers (a) a 401(k) component allowing for participant contributions after a one-year waiting period and (b) a profit sharing component with a firm contribution equal to 7½% of the attorney’s gross compensation after a two-year waiting period; (iii) eligibility for participation in the firm’s dependent care expense reimbursement and/or flexible spending account plans; (iv) a non-taxable monthly parking allowance of $110.00; (v) payment of registration fees/membership dues for the Delaware bar, the American Bar Association and the Delaware State Bar Association, including membership in two sections of each of the bar organizations; (vi) eligibility for a leave of absence for medical, maternity, FMLA and/or other reasons on a case-by-case basis;(vii) eligibility for an alternative work schedule on a case-by-case basis; (viii) a Professional Development Account; (ix) a Blackberry plus non-taxable monthly allowance for use of Blackberry; (x) Employee Assistance Program; and (xi) allowance for last-minute childcare. |
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| 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) 6 (w) |
| # of part-time partners/members: |
0 (m) 0 (w) |
| # of part-time other lawyers: |
0 (m) 2 (w) |
| Do you have a written part-time policy for associates? |
Y |
| Do you have a written part-time policy for partners? |
Y |
| What is the impact of working part-time as an associate, if any, on an associate's progression toward partner? |
|
| 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: |
Attorney,Section&Associate Committe |
| Paid non-medical parental leave? |
Y |
| Comments: |
|
| Young Conaway is proud of and strongly supports its attorneys electing to work an alternative hourly arrangement. Such arrangements are individualized plans developed specifically for each attorney. |
| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Semi-Annual |
| Upward reviews: |
Y |
| Professional development staff: |
Y |
| Billable hours credit for training time: |
N |
| Rotation for junior associates between departments/practice groups? |
N |
| Is rotation mandatory? |
|
| Comments: |
|
|
| 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 |
| How many years is the equity track? |
8 |
| Additional partnership progression information: |
|
| The firm's partnership policy provides that associates employed with the firm since their first year can generally expect to be first considered for general partnership in 8 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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Young Conaway is committed to the recruitment, retention, and promotion of a diverse firm workforce. Through its Diversity Committee, the firm continually works to create and implement initiatives furthering the recruitment, retention and promotion of diverse attorneys and staff.
Understanding that a commitment to diversity requires more than just internal action, the firm also actively supports and promotes diversity through its involvement in (i) service initiatives, such as the firm’s annual "MLK Day of Service," where firm employees honor Dr. King's legacy by participating in community service projects throughout the day; (ii) partnership initiatives, such as the Diversity Pipeline, a joint program with the DuPont Company that provides mentoring and education to high school students interested in pursuing a career in legal services; and (iii) recruiting programs, such as the firm's involvement in the Street Law Fair, the Lavender Law Conference, and the Delaware Minority Job Fair. Young Conaway is an active member of the Job Fair's planning committee and hosted the Job Fair in 1998, 1999, and 2004. Young Conaway next expects to host the Job Fair in 2010.
Additionally, Young Conaway is an active participant and sponsor of numerous events and organizations, such as (i) the Delaware Diversity Retreat, the first legal retreat in the state focused on diversity, where the firm was an inaugural event sponsor and the firm’s chairman, James L. Patton, Jr., was a panel speaker; (ii) the inaugural event of SABA-Delaware, where the firm was an event organizer and sponsor, (iii) the Annual Judge Haile L. Alford Memorial events and retreat, an initiative of the Multicultural Judges and Lawyers Section of the Delaware State Bar Association, where the firm is a standing attendee and sponsor; and (iv) the DuPont Martin Luther King, Jr. "Day of Celebration,” where the firm is an annual event sponsor.
In 2009, Young Conaway hired a diversity consultant to lead the Firm in an analysis of our diversity status and to assist in the implementation of her recommendations to achieve appropriate diversity. Young Conaway is also currently working with the State of Delaware on becoming involved in local public schools to mentor underprivileged students. Individual Firm members participate in a vast number of community pro bono projects of all kinds. Both the Firm and individual members have been recognized repeatedly for their community work. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
Duke University School of Law
Georgetown University Law Center
New York University School of Law
Temple University School of Law
University of Pennsylvania Law School
University of Pittsburgh School of Law
University of Virginia School of Law
Villanova University School of Law
Widener University School of Law |
| Job Fair/Corsortia Attended: |
Delaware Minority Job Fair
Lavendar Law Job Fair |
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
9 |
| # of Job Fairs / Consortia Attended in 2009: |
2 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
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| Title: |
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| Phone: |
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| Fax: |
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| Email: |
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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: |
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| |
| Average Hours per Attorney Last Year: |
Associates
Partners/Members
Other Lawyers
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| Participation last year: |
% Associates
% Partners/Members
% 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? |
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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? |
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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?
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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? |
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| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
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| Public Interest Fellowship Comments: |
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| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
| Young Conaway strongly supports and ensures equal employment opportunities for all employees and applicants. We make all employment-related decisions, including recruiting, hiring, training, promotion, transfer, compensation, discipline, and discharge decisions, without regard for gender, sexual orientation, age, race, color, national origin, religion, citizenship status, marital status, veteran status, disability, genetic make-up, or any other classification protected by applicable federal, state or local laws. |
| NARRATIVE |
Founded in 1959, Young Conaway has grown into one of the largest law firms in Delaware, with over 100 attorneys based in the firm’s headquarters in Wilmington. A multi-practice law firm, Young Conaway currently provides legal services through its ten diverse national, regional, and local practice areas. Young Conaway actively recruits 1L and 2L students for its annual Summer Associate Program and 3L students and judicial law clerks for its first-year associate and lateral positions.
Young Conaway prides itself on providing its summer associates the opportunity to sample the practice of law at the firm. Students participating in the Summer Program receive exposure to the firm’s diverse practice areas through varied assignments, and to its culture and personality through social functions designed to provide informal out-of-the-office opportunities for interaction with the firm’s attorneys. Hallmarks of the Summer Program include a centrally coordinated assignment allocation process, a summer-long writing program, and extensive mentoring and feedback, all fostered by the firm’s open-door, collegial atmosphere. Young Conaway only hires as many 2L summer associates as it expects to have entry-level opportunities for the following fall.
Young Conaway’s commitment to the professional development of its attorneys continues as it welcomes returning summer associates and first-year and lateral associates. The firm’s dual path developmental structure allows new attorneys to learn strategic thinking and legal theory from more experienced attorneys through involvement in large, complex matters, while also providing opportunities for new attorneys to individually handle smaller, less complex matters with significant client contact and case management responsibilities. Further training occurs through Young Conaway’s in-house continuing legal education program, which provides opportunities for its attorneys to continue their legal and professional development through programs focused on litigation and transactional primers, legal research and writing, recent developments in the law, ethical responsibilities and obligations, and law practice management. Young Conaway encourages its attorneys' professional development by providing each associate with an annual to be used for business development, continuing legal education, professional association memberships and business-related technology expenses. Recognizing that true legal excellence requires a commitment to the community, Young Conaway encourages its associates to become involved in bar associations and to provide public service through participation in community, civic, alumni and religious organizations, and to “give back” to the community by providing pro bono representation.
Young Conaway understands that substantive training, effective mentoring, and timely performance feedback are essential tools for developing attorneys and has implemented structured programs for each of these areas. Substantive learning occurs through the firm's monthly in-house training programs and CLE opportunities. Effective mentoring begins with the pairing of each new attorney with their first-year partner mentor, who is tasked with the role of guiding the new associate through the transition from law student or law clerk to practicing attorney. Mentoring relationships continue with the assignment of the new associate's second-year mentor and Associate Committee representative, who provide instruction and guidance regarding all aspects the associate's ongoing professional development. The firm's bi-annual evaluation process ensures timely performance feedback through informal mid-year and formal year-end reviews, and also provides associates with opportunities for upward review.
Young Conaway also emphasizes service to the firm, and provides numerous opportunities for associates to become involved in firm decision-making through participation in the firm’s various committees. At Young Conaway, each associate is offered the opportunity to make a difference. |
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