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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: |
Wiggin and Dana LLP |
| Address: |
One Century Tower |
| |
265 Church Street |
| City: |
New Haven |
| State, Zip: |
Connecticut, 06510 |
| Country: |
United States |
| Phone: |
203-498-4400 |
| Fax: |
203-782-2889 |
| Web: |
www.wiggin.com |
|
| Hiring Attorney: |
Mr. Willam A. Perrone |
|
| Recruiting Contact: |
Ms. Kathleen I. Gilloran |
| Title: |
Director of Professional Recruitment and Development |
| Employer Name: |
Wiggin and Dana LLP |
| Address: |
One Century Tower |
| |
P.O. Box 1832 |
| City: |
New Haven |
| State, Zip: |
Connecticut, 06508-1832 |
| Country: |
United States |
| Phone: |
203-498-4472 |
| Fax: |
203-782-2889 |
| Email: |
KGilloran@wiggin.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
Y |
| Multi Office Form Reporting For: |
All Offices |
| Specify: |
|
| # Offices On Form: |
5 |
| Total # Offices: |
5 |
| Employer Size Range: |
101-250 |
| Office Size Range: |
101-250 |
| Total Attorneys In This Office: |
136 |
| DEMOGRAPHIC INFORMATION |
| 53 |
33 |
5 |
0 |
0 |
2 |
| 13 |
26 |
6 |
0 |
0 |
3 |
| 66 |
59 |
11 |
0 |
0 |
|
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 52 |
22 |
5 |
0 |
0 |
0 |
| 13 |
14 |
5 |
0 |
0 |
0 |
| 0 |
2 |
0 |
0 |
0 |
0 |
| 0 |
1 |
1 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 1 |
2 |
0 |
0 |
0 |
1 |
| 0 |
5 |
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 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
1 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| OTHER OFFICES |
| Stamford | CT | 29 | | Hartford | CT | 11 | | New York | NY | 14 | | Philadelphia | PA | 3 |
| PRIMARY PRACTICE AREAS |
|
| Appellate | 6 | 3 | | Biotechnology & Life Sciences | 13 | 8 | | Business | 23 | 17 | | Energy & Utilities | 13 | 3 | | Franchise | 5 | 7 | | Healthcare | 8 | 6 | | Insurance | 8 | 9 | | Intellectual Property | 11 | 7 | | Labor, Employment & Benefits | 4 | 6 | | Litigation | 21 | 30 | | Real Estate | 5 | 5 | | Tax Exempt Organizations | 7 | 3 | | Trusts & Estates | 8 | 5 | | White Collar | 7 | 8 |
| COMPENSATION & EMPLOYMENT DATA |
| 6 |
(0) |
1 |
(0) |
4 |
| 3 |
(0) |
0 |
(0) |
3 |
| 110000 |
$/yr |
8 |
(4) |
0 |
(0) |
4 |
| 0 |
(0) |
0 |
(0) |
0 |
| 0 |
(0) |
0 |
(0) |
0 |
|
$/wk |
0 |
(0) |
0 |
(0) |
0 |
| 2115 |
$/wk |
5 |
(0) |
4 |
(0) |
5 |
|
$/wk |
3 |
|
0 |
|
0 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
4 |
| # offers made: |
3 |
| Hire school term clerks? |
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| Prefer significant prior experience in area? |
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| 1Ls hired? |
Y |
| For attorney hires, require: Bar admission? |
|
| For attorney hires, require: Prior practice experience? |
|
| If yes, # of years? |
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| U.S. citizenship required? |
|
| When after 12/1 should 1Ls apply? |
December 1 |
| Split summers allowed? |
CBC |
| If yes, minimum weeks: |
5 |
| 1Ls considered for interns? |
|
| Comments: |
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| Firm sponsored Public Interest Split Summer |
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? |
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: |
|
|
| 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: |
|
| Candidates should demonstrate strong academic achievement, leadership and initiative. Involvement with law review, journal or moot court preferred. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
(2008) |
(2009) |
| Average annual associate billable hours: |
(2008) |
(2009) |
| Is there a minimum billable hour expectation? |
N |
|
| If "Yes", number: |
|
|
| Hours policy details: |
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| No billable requirements, but successful associates typically bill at least 1800 hours per year. |
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| Is billable hour credit given for pro bono work? |
|
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| Is there a maximum that will be credited? |
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| If yes, what? |
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| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
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|
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? |
Y |
| Compensation/progression credit for other advanced degrees? |
CBC |
| Other Compensation: |
|
| Entry-level assoc. are reimbursed for bar application and review course fees and given a 2,500 stipend. Firm pays malpractice insurance premiums, occupational tax and bar assn dues. |
| BENEFITS |
| Benefits: |
401(k)/IRA/Other Retirement Plan
Bar Association Fees
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
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave |
| Benefit Package Comments: |
|
| 4 weeks vacation; 11 paid holidays;health, dental, life and disability insurance; 8 weeks paid maternity leave; pre-tax commuting expense plan (parking/ mass transit); medical and dependent care flexible spending accounts; 401K for employee contribution. |
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
Y |
| Part-time available to entry-level? |
Y |
| # of part-time associates: |
0 (m) 7 (w) |
| # of part-time partners/members: |
2 (m) 2 (w) |
| # of part-time other lawyers: |
1 (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? |
Possible corresponding adjustment to partnership track. |
| 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: |
Executive Committee |
| Paid non-medical parental leave? |
Y |
| Comments: |
|
| In 2009, a part-time associate became a part-time partner. |
| 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: |
|
| First-year associates have an opportunity to work with a variety of practice groups before they affiliate with a specific department. |
| 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? |
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| How many years is the equity track? |
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| Additional partnership progression information: |
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| There is no set number of years to partnership. |
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: |
|
Wiggin and Dana is committed to attracting, retaining and promoting a diverse group of lawyers to build the strongest possible firm. We have a Diversity Advisory Board comprised of clients, alums and community leaders.
For more information go to www.wiggin.com |
| CAMPUS INTERVIEWS |
| Selected Campuses: |
Columbia University Law School
Fordham University School of Law
New York University School of Law
Quinnipiac University School of Law
University of Connecticut School of Law
Yale Law School |
| Job Fair/Corsortia Attended: |
Northeast Black Law Student Association Job Fair
UCONN Law Cultural Diversity Initiative |
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
6 |
| # of Job Fairs / Consortia Attended in 2009: |
2 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Alan Schwartz |
| Title: |
Partner |
| Phone: |
203-498-4332 |
| Fax: |
203-782-2889 |
| Email: |
aschwartz@wiggin.com |
| |
| The information indicated here is: |
| Firm-wide: |
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Office Specific: |
 |
| |
| %Firm Billable Hours last year: |
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| |
| Average Hours per Attorney Last Year: |
49 Associates
14 Partners/Members
8 Other Lawyers
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| |
| Participation last year: |
70% Associates
58% Partners/Members
55% Other Lawyers
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| What percentage of attorneys performed more than 20 hours? |
27 |
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
4188.5 |
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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? Pro bono legal services at Wiggin and Dana fall into four broad categories:
1) the provision of legal services directly to persons of limited means;
2) the provision of legal services to charitable, religious, civic, community, governmental, educational, arts-related or healthcare organizations in matters that are designed primarily to address the needs of persons of limited means;
3) the provision of legal resources to individuals, groups or organizations seeking to secure or protect human rights, civil rights, civil liberties, or public rights;
4) the provision of legal services to charitable, civic, community, governmental, educational, arts-related or healthcare organizations in furtherance of their organization purposes, where the payment of standard legal fees would significantly deplete the organization's resources or would otherwise be inappropriate.
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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?
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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? Lawyers learn about possible pro bono work through a variety of means including word of mouth, contact with the Pro Bono Committee, department chairs, and direct client contact. Assignments, however, are subject to the approval of the Pro Bono Committee and the department responsible for the work.
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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: Attorneys have taken leave to work full-time for a pro bono organization. |
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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.): |
| Wiggin and Dana has established the Pro Bono Achievement Award to recognize Wiggin and Dana attorneys for their outstanding dedication to and achievements in pro bono work. This award is given annually to a partner or counsel and an associate based on pro bono hours, the nature and quality of the service and demonstrated commitment to the firm's goal of being a generous provider of pro bono services. The firm contributes $500 on behalf of each recipient to a charity of his or her choice. |
| What are some of the areas in which your firm has performed pro bono work in the past year? |
| Wiggin and Dana participates in a variety of pro bono matters including drafting agreements, reviewing policies, tax exemptions, estate work, foreclosures, family law matters, criminal appeals, civil litigation and asylum petitions. The firm also participates in Lawyers for Children America, representing abused and neglected children in juvenile court proceedings, and routinely accepts civil and criminal cases referred to us by federal judges both of the Second Circuit and the District of Connecticut. |
| PUBLIC INTEREST FELLOWSHIPS |
| Do you sponsor split public interest summer and/or post-graduate fellowships? |
Y |
| Public Interest Fellowship Comments: |
|
| We have sponsored a summer associate to split the summer between New Haven Legal Assistance and Wiggin and Dana LLP. |
| NON - DISCRIMINATION POLICY |
| Non-Discrimination: |
| It is the policy of Wiggin and Dana to provide equal opportunity in employment to qualified individuals regardless of race, color, religion, age, sex, marital status, national origin, ancestry, physical or mental disability, sexual orientation, veteran status or any other legally protected class in accordance with all applicable laws. |
| NARRATIVE |
Wiggin and Dana serves clients from five offices in Connecticut, Pennsylvania and New York. The firm has a history of steady growth and a solid reputation for excellence in handling the most challenging legal matters. Wiggin and Dana has represented clients in international and domestic matters for decades, with clients ranging from Fortune 500 companies to individuals.
SUMMER ASSOCIATES: The summer program is designed to give students a realistic view of what it would be like to work at Wiggin and Dana on a regular basis. While summer associates typically work out of the firm’s New Haven office, they regularly interact with lawyers from all offices. An administrator ensures that each summer associate has an even and diverse distribution of work from the departments and practice groups. Associate and partner mentors are available to help familiarize the summer associate with the firm and the partner mentor serves the added role of reviewing and commenting on all of the summer associate’s written work. In addition to regular feedback, each summer associate receives a formal evaluation of his or her work. The firm organizes numerous training and information sessions throughout the summer and strongly encourages summer associates to attend depositions, client meetings, closings and other proceedings. Several social events allow the summer associates and attorneys the opportunity to get to know one another outside of the office.
NEW ASSOCIATES: The firm believes that new associates benefit from obtaining experience in various areas of the law. Therefore, the firm does not typically hire first year lawyers for a specific department. During the first year, the associate’s work is coordinated through an administrator. A comprehensive orientation and training program is designed to help entry-level associates become familiar with the firm and develop their skills. Junior associates receive early opportunities to work directly with clients and represent the firm outside of the office by working closely with partners and taking an active role in transactions and proceedings. New associates usually identify an area of interest and become affiliated with a department during their first year.
ASSOCIATE TRAINING AND CAREER DEVELOPMENT: The firm has placed increased emphasis on associate training and career development. All associates are encouraged to attend firm-wide and departmental in-house training programs. In addition, associates at all levels routinely participate in educational programs and seminars outside of the office.
PRO BONO AND COMMUNITY INVOLVEMENT: Recognizing the importance of civic involvement, associates and partners alike perform a significant amount of pro bono work. Wiggin and Dana lawyers are also active in a wide variety of bar and community activities. They are committed to their work and dedicated to achieving distinction and recognition from their peers in the firm, the legal community and the community at large.
Please visit our website at www.wiggin.com. |
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