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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: |
MORRIS, NICHOLS, ARSHT & TUNNELL LLP |
| Address: |
1201 N. MARKET STREET |
| |
P.O. BOX 1347 |
| City: |
WILMINGTON |
| State, Zip: |
Delaware, 19899 |
| Country: |
United States |
| Phone: |
(302) 658-9200 |
| Fax: |
(302) 658-3989 |
| Web: |
www.mnat.com |
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| Hiring Attorney: |
Derek C. Abbott |
|
| Recruiting Contact: |
Ms. Terry V. Derr |
| Title: |
Director of Attorney Recruiting |
| Employer Name: |
MORRIS, NICHOLS, ARSHT & TUNNELL LLP |
| Address: |
1201 N. Market Street |
| |
P.O. Box 1347 |
| City: |
Wilmington |
| State, Zip: |
Delaware, 19899-1347 |
| Country: |
United States |
| Phone: |
(302) 351-9246 |
| Fax: |
(302) 425-4665 |
| Email: |
tderr@mnat.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
N |
| Multi Office Form Reporting For: |
|
| Specify: |
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| # Offices On Form: |
1 |
| Total # Offices: |
1 |
| Employer Size Range: |
101-250 |
| Office Size Range: |
101-250 |
| Total Attorneys In This Office: |
103 |
| DEMOGRAPHIC INFORMATION |
| 29 |
41 |
3 |
9 |
| 6 |
22 |
2 |
4 |
| 35 |
63 |
5 |
13 |
| 0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
| 29 |
37 |
3 |
8 |
| 6 |
21 |
2 |
2 |
| 0 |
1 |
0 |
0 |
| 0 |
0 |
0 |
1 |
| 0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
1 |
| 0 |
0 |
0 |
1 |
| 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 |
2 |
0 |
0 |
| 0 |
1 |
0 |
0 |
| PRIMARY PRACTICE AREAS |
|
| Bankruptcy | 5 | 13 | | Commercial/Transactional | 7 | 10 | | Corporate Counseling | 5 | 12 | | Corporate/Business Litigation | 14 | 17 | | Intellectual Property Litigation | 8 | 10 | | Real Estate | 1 | 0 | | Trusts, Estates and Tax | 2 | 2 |
| COMPENSATION & EMPLOYMENT DATA |
| 1 |
(1) |
2 |
(0) |
5 |
| 4 |
(0) |
6 |
(3) |
4 |
| 145,000 |
$/yr |
7 |
(6) |
10 |
(9) |
9 |
|
() |
|
() |
|
|
() |
|
() |
|
| 2,788 |
$/wk |
|
() |
|
() |
|
| 2,788 |
$/wk |
16 |
(2) |
15 |
(3) |
12 |
| 2,788 |
$/wk |
5 |
|
5 |
|
2 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2008 entry-level attorneys who were former interns: |
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| # 2008 Summer 2Ls considered for associate offers: |
15 |
| # offers made: |
15 |
| Hire school term clerks? |
CBC |
| Prefer significant prior experience in area? |
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| 1Ls hired? |
Y |
| 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? |
|
| U.S. citizenship required? |
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| When after 12/1 should 1Ls apply? |
Anytime after 12/1 |
| Split summers allowed? |
CBC |
| If yes, minimum weeks: |
6 |
| 1Ls considered for interns? |
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| Comments: |
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| Prefer first half split. |
Accept applications for the 2010 Summer Program from: |
| Joint degree students graduating in 2012 or later? |
N |
| Evening students graduating in 2012? |
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? |
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| In what practice areas: |
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| Do you hire foreign LL.M.s? |
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| 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: |
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Strong academic performance in law school as well as significant life and work experiences.
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| ATTORNEY HOURS |
| Average annual associate hours worked: |
(2007) |
(2008) |
| Average annual associate billable hours: |
2095 (2007) |
2050 (2008) |
| Is there a minimum billable hour expectation? |
N |
|
| If "Yes", number: |
|
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| Hours policy details: |
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| Morris, Nichols has no billable hours requirement. |
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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: |
Y |
| Compensation/progression credit for judicial clerkship? |
Y |
| Compensation/progression credit for other advanced degrees? |
N |
| Other Compensation: |
|
|
| BENEFITS |
| Benefits: |
Bar Association Fees
CLE
Dental Insurance
Domestic Partner Benefits
Family/Dependent Care Leave
Flexible Spending Account/pre-tax Option
Life/AD&D
Long-term Disability Insurance
Medical Insurance
Medical Spending Account
Profit Sharing
Relocation Expenses
Short-term Disability Insurance
Technology (Laptop, PDA, etc.) |
| Benefit Package Comments: |
|
Morris, Nichols traditionally has been the leader among Wilmington firms in compensation and benefits. Compensation and benefits for associates include:
First-year associate annual salary $145,000
Associate Bonus program based on seniority
Profit Sharing Plan: associates may make pre-tax contributions up to the maximum allowed by law. Beginning the next January 1 or July 1 after two years of service with the Firm, associates may be eligible for monthly contributions to their account from the Firm. In general, these contributions have been equal to approximately 9.5% of annual compensation. Employer and employee contributions vest immediately.
Health, life and disability insurance (family and domestic partner insurance options) , and medical flexible spending plan
Four weeks vacation
$5,000 bar study stipend plus bar review course and application fees
Professional license fees and bar association dues
Tuition and travel expenses for continuing legal education programs
Blackberrys
Dependent care assistance plan
Transportation reimbursement benefit plan
Up to $3,000 for reasonable, documented relocation expenses
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| 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) 3 (w) |
| # of part-time partners/members: |
(m) (w) |
| # of part-time other lawyers: |
(m) 2 (w) |
| Eligibility for alternative work schedules determined by: |
|
| Paid non-medical parental leave? |
Y |
| Comments: |
|
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| TRAINING AND PROFESSIONAL DEVELOPMENT |
| Coaching/mentoring program? |
Y |
| Evaluations: |
Annual |
| Upward reviews: |
N |
| Professional development staff: |
Y |
| Billable hours credit for training time: |
|
| Rotation for junior associates between departments/practice groups? |
N |
| Is rotation mandatory? |
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| Comments: |
|
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| PARTNERSHIP DATA |
| Two or more tiers: |
N |
| Partnership track (years): |
8 |
| Additional partnership progression information: |
|
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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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Morris, Nichols is committed to promoting the diversity of our firm and to creating a work environment that values the backgrounds and contributions of each individual employed here. We believe that an inclusive culture improves the scope as well as the quality of our legal practice, aids us in responding to the needs of our clients, and helps us thrive as members of the national legal community.
Throughout our history, we have been committed to recruiting, retaining, and promoting a diverse group of attorneys. We seek highly qualified attorneys of all backgrounds. Our recruiting mandate is to hire the best of the best, without regard to gender, race, color, sexual orientation, marital status, age, disability, ethnicity, or religious background.
As part of our strategic recruiting plan, we have adopted the goal of improving the recruitment, retention, and advancement of women and minority attorneys at the firm. In an effort to manage these diversity initiatives proactively, Morris Nichols formed a Diversity Committee to work with the firm’s other committees and to provide recommendations on ways to integrate awareness of diversity issues within the firm.
Recognizing that talented candidates may be unaware of the opportunities at Morris, Nichols, we have made a concerted effort to raise the visibility of our firm among law schools and law students. We actively solicit feedback from our colleagues within the firm, as a benchmark for our efforts and for ideas and insights into issues of personal concern to them.
Morris, Nichols participates in the Delaware Minority Job Fair (DMJF), which is sponsored each year by the Delaware State Bar Association and a group of legal employers interested in increasing diversity in the Delaware legal and business communities. The DMJF is a unique opportunity for law students to interview with Delaware employers, and to learn about the practice of law in Delaware from leaders of the legal community.
The Firm also participates in the Lavender Law Career Fair, which is designed to achieve a sense of community and inclusion of LGBT candidates within the legal profession's recruiting efforts.
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| CAMPUS INTERVIEWS |
| Selected Campuses: |
American University, Washington College of Law
Boston College Law School
Boston University School of Law
Columbia University Law School
Cornell Law School
Dickinson School of Law at Pennsylvania State University
Duke University School of Law
George Mason University School of Law
George Washington University Law School
Georgetown University Law Center
Harvard Law School
Howard University School of Law
New York University School of Law
Temple University School of Law
University of Maryland School of Law
University of Pennsylvania Law School
University of Pittsburgh School of Law
University of Virginia School of Law
Vanderbilt University Law School
Villanova University School of Law
Wake Forest University School of Law
Washington and Lee University School of Law
Widener University School of Law
William & Mary School of Law
Yale Law School |
| Job Fair/Corsortia Attended: |
AIPLA Job Fair
Delaware Minority Job Fair
Lavender Law Conference
Patent Law Interview Program-Chicago
Pittsburgh-Philadelphia Interview Program
Wash U., Miami, Tulane-D.C. Interview Program |
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| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2008: |
12 |
| # of Job Fairs / Consortia Attended in 2008: |
5 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Derek C. Abbott |
| Title: |
Pro Bono Committee Chair |
| Phone: |
302-351-9357 |
| Fax: |
302-425-4664 |
| Email: |
dabbott@mnat.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: |
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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: |
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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.): |
| Pro bono is a significant part of our firm culture and participation is strongly encouraged. Morris, Nichols has received numerous awards and special recognition for its Pro Bono work including the Governor’s Outstanding Volunteer Award, The Delaware State Bar Association Distinguished Pro Bono Service Award, the Delaware State Bar Association Community Service Award and an official tribute from the Office of the Governor. |
| What are some of the areas in which your firm has performed pro bono work in the past year? |
| Assisting low-income, elderly and disabled persons in matters such as landlord/tenant disputes, will drafting, child custody cases, protection from abuse hearings and serving as guardians ad litem for children involved in a variety of Family Court Proceedings. Morris, Nichols lawyers have also served in leadership positions in the two primary pro bono legal services agencies in Delaware – Community Legal Aid Society and Delaware Volunteer Legal Services. The firm also participates in the ABA Death Penalty Representation Project. |
| 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: |
Morris, Nichols, Arsht & Tunnell is an equal opportunity employer offering employment and advancement without regard to race, color, religion, gender, sexual orientation, national origin, age, disability or any other basis prohibited by law.
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| NARRATIVE |
The lawyers at Morris, Nichols enjoy a uniquely challenging national corporate practice located in the smaller urban setting of Wilmington, Delaware. Our national practice enables our lawyers to experience the full range of challenging professional matters enjoyed by lawyers in larger cities and, at the same time, enjoy active participation in their community.
The unique professional opportunities available at Morris, Nichols are a result of Delaware's prominence in corporation, banking and intellectual property law and the quality of Delaware's state and federal courts. Approximately half of the Fortune 500 companies and forty percent of the companies listed on the New York Stock Exchange are incorporated in Delaware. More than fifteen major banks serve national clients from facilities located in Delaware. The firm represents prominent, well-established corporations as well as emerging technology and internet companies. Representative clients of the firm include AT&T Inc., AstraZeneca, Bausch & Lomb, Jillian's Entertainment Corp., McDonald's Corporation, Merck, Pfizer and Viacom.
The Morris, Nichols summer associate program is an integral part of our recruiting process, and is designed to provide summer associates with meaningful exposure to the firm, its lawyers, other professionals and staff and its clients. Our goal is to give potential associates a realistic view of work at the firm, while also providing a range of activities to introduce them to the opportunities available in Delaware.
The summer associate program is usually 12 weeks long, beginning in mid-to-late May and ending in mid-August. We allow our summer associates the freedom to explore various practice areas. Since few law students know with certainty the type of law they would like to practice, our program provides an opportunity for summer associates to interact with different lawyers and to work on assignments from several of the firm's practice groups. Although we encourage summer associates to experience a variety of legal work, if they express an interest in a particular practice area, we make every effort to assign them work in those areas, and to involve them in the day–to–day activities of the lawyers who practice in those areas. Two members of the firm's Recruiting Committee are specifically designated to coordinate work assignments for the summer associates. At the beginning of the summer, each summer associate is assigned an associate mentor, although summer associates often establish their own mentoring relationships with other attorneys at the firm.
Summer associates work on the same matters assigned to our full-time associates, including the opportunity to research and write legal memoranda and briefs, prepare motions, discovery and other pleadings, and to prepare documents relating to corporate transactions. In some cases, summer associates travel to client locations and assist our attorneys in addressing client needs. In addition to short term assignments, we seek to give each summer associate one or two "long term" assignments in an area of their preference that will involve significant events over the summer.
Although our program is largely geared toward second-year law students, the firm often hires highly qualified first-year law students to join the summer program. In past years, we have made offers of permanent employment to a high percentage of our summer associates, and most have returned to Morris, Nichols upon graduation.
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