|
|
| 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: |
SQUIRE, SANDERS & DEMPSEY L.L.P. - US OFFICES |
| Address: |
Administration Center |
| |
1500 West Third Street, Suite 450 |
| City: |
Cleveland |
| State, Zip: |
Ohio, 44113-1408 |
| Country: |
United States |
| Phone: |
(216) 687-3400 |
| Fax: |
(216) 687-3401 |
| Web: |
www.ssd.com |
|
| Hiring Attorney: |
Ms. Aneca E. Lasley |
|
| Recruiting Contact: |
Ms. Crystal L. Arnold |
| Title: |
Firmwide Recruiting Coordinator |
| Employer Name: |
Squire, Sanders & Dempsey L.L.P. |
| Address: |
Administration Center |
| |
1500 West Third Street, Suite 450 |
| City: |
CLEVELAND |
| State, Zip: |
Ohio, 44113-1408 |
| Country: |
United States |
| Phone: |
(216) 687-3465 |
| Fax: |
(216) 687-3401 |
| Email: |
carnold@ssd.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
Y |
| Multi Office Form Reporting For: |
U.S. Offices only |
| Specify: |
Cincinnati, Cleveland, Columbus, Houston, Los Angeles, Miami, New York, Palo Alto, Phoenix, San Francisco, Tallahassee, Tampa, Tysons Corner, Washington DC, West Palm Beach |
| # Offices On Form: |
15 |
| Total # Offices: |
32 |
| Employer Size Range: |
701+ |
| Office Size Range: |
501-700 |
| Total Attorneys In This Office: |
579 |
| DEMOGRAPHIC INFORMATION |
| 207 |
132 |
55 |
0 |
11 |
UNK |
| 37 |
116 |
17 |
0 |
4 |
UNK |
| 244 |
248 |
72 |
0 |
15 |
0 |
| 7 |
4 |
1 |
0 |
0 |
UNK |
| 2 |
9 |
0 |
0 |
0 |
UNK |
| 183 |
116 |
53 |
0 |
11 |
UNK |
| 33 |
92 |
16 |
0 |
3 |
UNK |
| 7 |
3 |
1 |
0 |
0 |
UNK |
| 0 |
6 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 10 |
6 |
0 |
0 |
0 |
UNK |
| 1 |
8 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
0 |
0 |
0 |
UNK |
| 0 |
0 |
1 |
0 |
1 |
UNK |
| 0 |
3 |
0 |
0 |
0 |
UNK |
| 0 |
1 |
0 |
0 |
0 |
UNK |
| NC |
NC |
NC |
NC |
NC |
NC |
| NC |
NC |
NC |
NC |
NC |
NC |
| NC |
NC |
NC |
NC |
NC |
NC |
| NC |
NC |
NC |
NC |
NC |
NC |
| OTHER OFFICES |
| Cincinnati | OH | 22 | | Cleveland | OH | 147 | | Columbus | OH | 82 | | Houston | TX | 5 | | Los Angeles | CA | 33 | | Miami | FL | 38 | | New York | NY | 32 | | Palo Alto | CA | 13 | | Phoenix | AZ | 52 | | San Francisco | CA | 44 | | Tallahassee | FL | 4 | | Tampa | FL | 8 | | Tysons Corner | VA | 18 | | Washington | DC | 67 | | West Palm Beach | FL | 14 |
| PRIMARY PRACTICE AREAS |
|
| Bankruptcy & Restructuring | 7 | 13 | | Corporate & Corporate Finance | 40 | 41 | | Environmental, Health & Safety | 10 | 20 | | Financial Services | 6 | 8 | | Health Care & Life Sciences | 3 | 7 | | Intellectual Property | 16 | 21 | | International Dispute Resolution | 3 | 4 | | Labor & Employment | 13 | 25 | | Litigation | 62 | 111 | | Maritime | 2 | 3 | | Public Finance | 32 | 25 | | Real Estate | 15 | 15 | | Regulated Industries | 17 | 31 | | Taxation | 18 | 10 |
| COMPENSATION & EMPLOYMENT DATA |
| 36 |
(2) |
20 |
(2) |
TBD |
| 1 |
(1) |
0 |
(0) |
TBD |
|
$/yr |
32 |
(27) |
4 |
(2) |
TBD |
| 0 |
(0) |
0 |
(0) |
0 |
| 0 |
(0) |
0 |
(0) |
0 |
|
$/wk |
0 |
(0) |
0 |
(0) |
0 |
|
$/wk |
51 |
(16) |
19 |
(4) |
TBD |
|
$/wk |
16 |
|
9 |
|
TBD |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
19 |
| # offers made: |
|
| Hire school term clerks? |
CBC |
| Prefer significant prior experience in area? |
|
| 1Ls hired? |
Y |
| 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? |
12/1/2010 |
| Split summers allowed? |
CBC |
| If yes, minimum weeks: |
|
| 1Ls considered for interns? |
|
| Comments: |
|
|
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? |
|
| 2-5 years? |
|
| 6-10 years? |
|
| more than 10 years? |
|
Application Process: |
| Date applications first accepted for summer interns: |
|
| Date applications first accepted for attorneys: |
|
| Deadline for applications from summer interns: |
|
| Deadline for applications from attorneys: |
|
| Date offers are made to summer interns: |
|
| Date offers are made to attorneys: |
|
| Average length of hiring process (months) for summer interns: |
|
| Average length of hiring process (months) for attorneys: |
|
|
| Do you hire domestic LL.M.s? |
Y |
| In what practice areas: |
|
|
| Do you hire foreign LL.M.s? |
N |
| In what practice areas: |
|
|
| When should LL.M.s submit applications? |
|
|
| Preferred application materials: |
|
|
|
| Hiring Criteria: |
|
| Candidates with superior academic achievement, extracurricular experiences such as law review and moot court and a demonstrated ability to practice successfully in a collegial environment. |
| 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: |
1950 |
|
| Hours policy details: |
|
| First year associates' billable goal is 1900. |
|
| Is billable hour credit given for pro bono work? |
Y |
|
| Is there a maximum that will be credited? |
Y |
|
| If yes, what? |
100 |
|
| 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: |
|
Bar prep. stipend, bar review course, one annual or biennial bar reg. dues for principal state of practice, reloc. expenses, assoc. bonus program, $10k atty referral bonus.
|
| BENEFITS |
| Benefits: |
401(k)/IRA/Other Retirement Plan
Bar Association Fees
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
Relocation Expenses
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance |
| Benefit Package Comments: |
|
| 22 Vacation Days, Guaranteed Home Loan Program |
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
Y |
| Part-time available to entry-level? |
CBC |
| # of part-time associates: |
3 (m) 16 (w) |
| # of part-time partners/members: |
2 (m) 2 (w) |
| # of part-time other lawyers: |
11 (m) 3 (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? |
Considered utilizing the same qualitative criteria as standard hour attorneys. |
| 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: |
Office/Practice Group Leadership |
| Paid non-medical parental leave? |
Y |
| Comments: |
|
| The firm's Balanced Hours Policy sets forth the procedure for requesting reduced and flexible schedule programs to accommodate work-life balance. Associates receive up to 18 weeks of paid parental leave. |
| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Semi-Annual |
| Upward reviews: |
N |
| Professional development staff: |
Y |
| Billable hours credit for training time: |
N |
| Rotation for junior associates between departments/practice groups? |
CBC |
| Is rotation mandatory? |
N |
| Comments: |
|
| External CLE is supported by the firm and reinforced by in-house office, practice, regional as well as firmwide training programs. The firm also practices "at the elbow training" which was developed to focus on individual training opportunities that occur in the course of everyday work. Mentoring, both formal and informal, are practiced regularly throughout the firm with much success. SSD University is a training program for all new associates joining the firm from law school or judicial clerkships. |
| 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? |
|
| How many years is the equity track? |
|
| Additional partnership progression information: |
|
| An associate is first eligible to be considered for partnership during his/her 7th year. |
DIVERSITY RECRUITMENT & RETENTION
EFFORTS |
| Activities to increase the presence and retention of under-represented groups: |
| Minority job fairs: |
 |
|
Bar sponsored Programs: |
|
| Outreach to law student groups: |
|
|
Firm Diversity Committee: |
|
| Directed Mentoring Effors: |
|
|
Rec. at schools w/ large min. pop.: |
|
| Comments: |
|
Squire Sanders has long valued and cultivated a diverse workplace. Our commitment to pursue that priority has kept us at the forefront in addressing issues affecting minorities and women in the legal profession. We continually strive to meet and exceed our goals for inclusiveness, and are proud to provide legal counsel to many corporations that have signed the Call to Action Commitment Statement for Diversity in the Legal Profession, a pledge to work with law firms that excel in diversity issues. Our leadership is in fact distinguished by a significant number of women and minorities holding key management and decision-making positions.
Our firm efforts are recognized regularly in surveys performed by legal and corporate trade publications. For example, MultiCultural Law recently ranked Squire Sanders among the top 100 law firms for diversity, and the Human Rights Campaign Foundation gave Squire Sanders a perfect score in its Corporate Equality Index, an analysis and rating of policies and practices pertinent to LGBT employees, consumers and investors. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
|
| Job Fair/Corsortia Attended: |
DuPont Minority Job Fair
HNBA Job Fair
Lavender Law
NBLSA Midwest Minority Job Fair
Southeastern Minority Job Fair |
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
0 |
| # of Job Fairs / Consortia Attended in 2009: |
5 |
|
| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
David C. Weiner |
| Title: |
Partner |
| Phone: |
(216) 479-8344 |
| Fax: |
(216) 479-8780 |
| Email: |
dweiner@ssd.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: |
% Associates
% Partners/Members
% Other Lawyers
|
|
| What percentage of attorneys performed more than 20 hours? |
40 |
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
29900 |
| |
| Does the organization maintain a formal pro bono policy that sets forth the organization's commitment to pro bono? |
|
| |
|
How does the organization define what constitutes pro bono legal work? The Firm uses the ABA Model Rule 6.1 Voluntary Pro Bono Publico Service for purposes of what it does or does not constitute pro bono legal work.
|
| |
| Does the organization set annual goals regarding the minimum number of pro bono hours to be contributed by the organization? |
|
| 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? |
|
| If yes, what is that annual goal? |
| |
| Is an attorney's commitment to pro bono activity considered a favorable factor in advancement and compensation decisions? |
|
|
If yes, to what extent?
|
| |
| Are full-time support services (word processing, online research Lexis/Westlaw, out of pocket costs) available for pro bono representation? |
|
|
If so, are there any limitations? There are no limitations.
|
| |
| Are associates provided written evaluations of their work on pro bono matters? |
|
| |
| 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: |
|
How is pro bono work assigned/distributed? Squire Sanders has pro bono coordinators in offices and regions across the United States. Their mission is to encourage activity, address issues as they arise and ensure that the quality of the pro bono work performed by our lawyers remains strong. We encourage all our lawyers to participate in advising the firm's pro bono clients as well as bringing pro bono matters of interest to the firm.
|
| 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?
|
| 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: Yes, from time to time. We have established long-term relationships with public interest organizations across the United States and associates are given the opportunity to work for these organizations for varying lengths of time. |
| |
| Are pro bono opportunities available for summer associates? |
|
| |
| 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.): |
Squire, Sanders & Dempsey L.L.P. has strong pro bono programs in each of our 15 offices across the United States. The common theme is individual lawyer opportunity and support. Pro bono representation is a vital part of our commitment to our profession and the communities in which we live and work. We reach out to these communities to support civic, charitable, educational and professional organizations with extensive pro bono activities. Our lawyers dedicate thousands of hours annually to supporting pro bono clients. The firm has approximately 350 active pro bono clients; about 70 percent are organizations and the balance individuals. We specifically encourage our lawyers to take on pro bono matters that are of personal interest to them. In our pro bono representations we maintain the same high level of client service that we provide our paying clients. While many matters are handled individually, a significant amount of the larger matters are handled by teams of Squire Sanders’ lawyers, not all of whom are in the same office.
A variety of pro bono opportunities are available for summer associates, depending on the matters being covered at a given time and the amount of assistance required by the primary lawyers working on them. Though we do not track the number of hours summer associates spend on pro bono work, it is not insignificant.
Through our 17 offices outside the United States, we also provide for international pro bono opportunities and have, in fact, had some of our US-based lawyers work on those matters from time to time. Associates receive “credit” for pro bono hours, and we take into consideration both the number of hours and the quality of the representation in our yearly bonus calculations. We consider it a plus for lawyers to take on significant pro bono matters and encourage them to do so.
Our lawyers and offices have received a number of recognitions and awards over the past two years. Examples of these include:
• Our Los Angeles office was awarded the state bar president’s Pro Bono Service Award and the Pro Bono Law Firm of the Year Award by Public Counsel.
• A Tampa lawyer was recognized in 2007 by the Thirteenth Judicial Circuit’s pro bono program, H.A.V.E. A HEART and the Bay Area Volunteer Lawyers Program for her exceptional pro bono service to the Tampa community.
• A lawyer based in Tampa and West Palm Beach was selected by Florida Governor Charlie Crist in 2008 to receive the state’s Points of Light Award, a weekly award honoring Florida residents’ volunteerism.
• In 2007 a Los Angeles-based lawyer received the California Lawyer's Angel Award for outstanding pro bono service. |
| What are some of the areas in which your firm has performed pro bono work in the past year? |
We do not put restrictions on the areas of law in which we perform pro bono work. Our lawyers worked on everything from criminal appeals, including death penalty cases, to small claims court to legal representation of nonprofit institutions and everything in between. In the past year, for example, we have had an increase in activity on domestic violence and housing issues.
• Our Cleveland office recently launched a domestic violence relief program with our longtime partner, the Legal Aid Society of Cleveland. Our firm has been involved with the society for 40 years and provided assistance in launching a major fundraising campaign. Under the program, Legal Aid Society lawyers train Squire Sanders lawyers to handle abuse and domestic violence cases, a largely unmet need of the society and its clients. Our firm is also making a significant four-year contribution to fund a domestic violence staff attorney position at the Legal Aid Society.
• A number of our lawyers participated on the American Bar Association’s Disaster Legal Services team, which provides immediate pro bono assistance to victims and their family members in the wake of calamities.
• Several of our Phoenix office lawyers are serving on a pro bono committee of the Florence Immigrant and Refugee Rights Project, which represents refugees who have been victims of domestic violence and face removal action to their countries of origin. We coordinated a continuing legal education program that drew attendees from across Arizona. |
| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
|
| Public Interest Fellowship Comments: |
|
|
| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
It is the policy of the Firm that employees and applicants for employment shall receive fair and equal treatment regardless of race, gender, color, ancestry, religion or creed, sex, age, national origin, medical condition, marital or civil union status, familial status, veteran status, sexual orientation, gender identity or any other category protected by applicable law. This policy applies to all aspects of the employment relationship, including, but not limited to, recruitment, hiring, training, promotion, demotion, transfer, selection for lay-off, termination, compensation, and benefits.
|
| NARRATIVE |
Among the strongest global law firms, Squire Sanders combines sound legal counsel with practical solutions to resolve our clients' legal challenges and maximize opportunities. Founded in 1890, Squire Sanders has lawyers in 32 offices and 15 countries around the world. Our lawyers are fluent in more than 40 languages and are admitted to practice in more than 140 courts and jurisdictions worldwide. We represent a diverse mix of clients, from Fortune 100 companies to privately held enterprises, from emerging companies to mature conglomerates, and from individuals to national, regional and local governments. Squire Sanders is a single partnership and operates as an integrated unit, providing clients with a wealth of resources and prompt, efficient access to the expertise available throughout all offices and across all practices.
FIRM FOCUS - The firm is structured to deliver services along two lines: practices and industries. Three practice umbrellas provide strategy, management, development and direction for key areas of the firm: advocacy, business and finance, and regulated industries. Aligned under these three areas are the broad array of practices offered by the business-focused law firm, which has 32 offices in 15 countries around the world. The firm's clients are active in nearly every industry sector, and the firm's industry focus facilitates delivery of legal services via its globally integrated multipractice platform.
WHY SQUIRE SANDERS - We offer an exciting environment in which to build a career and to develop into a superior lawyer, with the opportunity to experience a truly global practice. Squire Sanders is committed to the idea that people make us who we are. That was one of our core values when we were founded more than 100 years ago and remains a core value today.
The summer associate programs offered at several of our offices are as dynamic and unique as the cities themselves and include outside social, cultural and athletic activities to help you get to know us and our communities. Our summer programs are at the core of our hiring efforts and offer opportunities to work on sophisticated assignments similar to first-year associates' work. The programs are designed to give you a realistic look at our diverse practices and our diverse group of lawyers.
We strive to attract and retain quality associates, thus we take a long-term view of your development. We encourage and expect well-rounded practitioners instead of narrowly trained technicians. In addition to developing legal skills, we encourage you to grow as a member of the community by volunteering in community activities and by joining professional associations outside of the legal industry.
Squire Sanders nurtures well-rounded lawyers with the training and experience to provide the highest levels of client service. Partners and senior associates work with and mentor new associates to ensure such development. Broad work experience, continually increasing responsibilities and new challenges are all part of our efforts to see our lawyers progress. These efforts are complemented by in-house and outside training. For our associates, working relationships with senior lawyers provide meaningful opportunities for informal feedback and discussion. Newer associates receive detailed written evaluations of their work and progress annually, which offer a valued opportunity to discuss development and expectations for both the lawyer and the firm. Each year, our Firm hosts SSD University, an orientation and training event for all of our new associates joining us directly from law school or judicial clerkships.
We invite you to visit our Web site at www.ssd.com for more information about our Firm and for a listing of our Recruiting Managers. |
|