|
|
| 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: |
Burr & Forman LLP |
| Address: |
171 17th Street |
| |
Suite 1100 |
| City: |
Atlanta |
| State, Zip: |
Georgia, 30363 |
| Country: |
United States |
| Phone: |
(404) 815-3000 |
| Fax: |
(404) 817-3244 |
| Web: |
www.burr.com |
|
| Hiring Attorney: |
|
|
| Recruiting Contact: |
Ms. Pamela K. Cofer |
| Title: |
Director of Recruitment |
| Employer Name: |
Burr & Forman LLP |
| Address: |
171 17th Street |
| |
Suite 1100 |
| City: |
Atlanta |
| State, Zip: |
Georgia, 30363 |
| Country: |
United States |
| Phone: |
(404) 815-3000 |
| Fax: |
(404) 817-3244 |
| Email: |
pcofer@burr.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
N |
| Multi Office Form Reporting For: |
|
| Specify: |
|
| # Offices On Form: |
1 |
| Total # Offices: |
8 |
| Employer Size Range: |
101-250 |
| Office Size Range: |
26-50 |
| Total Attorneys In This Office: |
37 |
| DEMOGRAPHIC INFORMATION |
| 18 |
7 |
4 |
0 |
0 |
UNK |
| 1 |
6 |
1 |
0 |
0 |
UNK |
| 19 |
13 |
5 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 17 |
6 |
4 |
0 |
0 |
0 |
| 1 |
6 |
1 |
0 |
0 |
0 |
| 1 |
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 |
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 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| OTHER OFFICES |
| Birmingham | AL | 133 | | Jackson | MS | 6 | | Mobile | AL | 18 | | Montgomery | AL | 2 | | Nashville | TN | 11 | | Orlando | FL | 4 | | Winter Park | FL | 18 |
| PRIMARY PRACTICE AREAS |
|
| Banking & Real Estate | 5 | 2 | | Construction Litigation | 1 | 3 | | Corporate, Real Estate, & Tax | 1 | 2 | | Creditors' Rights & Bankruptcy | 3 | 2 | | Financial Services | 1 | 0 | | General Commercial Litigation | 3 | 4 | | Insurance Regulations & Transactions | 0 | 1 | | Labor & Employment | 1 | 0 | | Torts/Insurance/Products Liability | 0 | 1 |
| COMPENSATION & EMPLOYMENT DATA |
| 3 |
() |
1 |
() |
UNK |
| 0 |
() |
0 |
() |
0 |
|
$/yr |
2 |
() |
2 |
() |
1 |
|
() |
|
() |
|
|
() |
|
() |
|
|
$/wk |
|
() |
|
() |
|
| $2,000.00 |
$/wk |
4 |
() |
3 |
() |
3 |
| $1,800.00 |
$/wk |
1 |
|
1 |
|
1 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
3 |
| # offers made: |
1 |
| 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? |
Y |
| If yes, minimum weeks: |
5 |
| 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? |
N |
| 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: |
|
|
| ATTORNEY HOURS |
| Average annual associate hours worked: |
2000 (2008) |
2000 (2009) |
| Average annual associate billable hours: |
1950 (2008) |
1950 (2009) |
| Is there a minimum billable hour expectation? |
|
|
| If "Yes", number: |
|
|
| Hours policy details: |
|
|
|
| Is billable hour credit given for pro bono work? |
|
|
| Is there a maximum that will be credited? |
|
|
| If yes, what? |
|
|
| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
|
|
CLERKSHIP/CREDIT/SUPPLEMENTAL
COMPENSATION |
| Do you have a Loan Repayment Assistance Program (LRAP)? |
|
| If yes, describe: |
|
| Judicial Clerkship Bonus: |
N |
| Compensation/progression credit for judicial clerkship? |
|
| Compensation/progression credit for other advanced degrees? |
Y |
| Other Compensation: |
|
|
| BENEFITS |
| Benefits: |
529 College Savings Plan
Bar Association Fees
Business Casual Dress Code
CLE
Dental Insurance
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
Parking/Transportation
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance |
| Benefit Package Comments: |
|
|
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
CBC |
| Part-time available to entry-level? |
N |
| # of part-time associates: |
(m) (w) |
| # of part-time partners/members: |
(m) (w) |
| # of part-time other lawyers: |
(m) (w) |
| Do you have a written part-time policy for associates? |
|
| Do you have a written part-time policy for partners? |
|
| 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? |
|
| Can a partner work on a part-time schedule? |
|
| Eligibility for alternative work schedules determined by: |
CBC |
| Paid non-medical parental leave? |
|
| Comments: |
|
|
| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Annual |
| Upward reviews: |
|
| Professional development staff: |
Y |
| Billable hours credit for training time: |
|
| Rotation for junior associates between departments/practice groups? |
|
| 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? |
|
| How many years is the equity track? |
|
| Additional partnership progression information: |
|
| 8.5 Year Minimum Partnership Track |
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: |
|
Burr & Forman LLP is committed to recruiting, hiring, developing and promoting lawyers and staff without regard to age, race, color, religion, sex, national origin, sexual orientation or disability.
We recognize that our ability to serve our clients is strengthened by establishing a diverse workforce in which differences are accepted and valued on an inclusive basis.
Burr & Forman LLP desires to foster a multi-cultured atmosphere that provides a cooperative work environment where everyone is treated with mutual respect, trust and understanding, and where everyone can reach their full potential. The firm values the knowledge and talents of a multicultural team in order to meet and exceed individual and business goals, and client expectations. |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
Emory University School of Law
Georgia State University College of Law
Mercer University School of Law
University of Alabama School of Law
University of Georgia School of Law
Vanderbilt University Law School |
| Job Fair/Corsortia Attended: |
|
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
6 |
| # of Job Fairs / Consortia Attended in 2009: |
0 |
|
| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
|
| Title: |
|
| Phone: |
|
| Fax: |
|
| Email: |
|
| |
| 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? |
|
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
|
| |
| 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?
|
| |
| 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?
|
| |
| 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?
|
| 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: |
| |
| 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.): |
|
| What are some of the areas in which your firm has performed pro bono work in the past year? |
|
| 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 Burr & Forman LLP to provide equal employment opportunities to qualified applicants without regard to age, race, color, religion, sex, national origin, sexual orientation or disability. |
| NARRATIVE |
| A great law firm can never rest. Every year, we recruit the best students from the nation's leading law schools so that the service we provide our clients never diminishes. When we recruit fresh talent, we base our initial hiring decisions on intervews either on campus or in our office. From potential recruits we, of course, look for people who excel in the classroom and balance their studies with extracurricular activities. We also look for people with dedication to the practice of law, good judgment and strong character. Each year, we hire between 3-5 students at the end of their second year in law school as summer associates. These associates get to see first hand our various areas of practice and, most importantly, get to work with our attorneys on current cases and issues we are handling for our clients. Our summer associates attend trials, depositions, client conferences and transaction closings, because nothing replaces up close, personal experience. We also schedule a variety of social activities so that our summer associates get a realistic sense of our culture and the communities in which we practice. Equally important, each summer associate has an attorney advisor to ensure the experience of working here is productive. |
|