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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: |
Husch Blackwell Sanders Welsh & Katz |
| Address: |
120 S. Riverside Plaza |
| |
22nd Floor |
| City: |
Chicago |
| State, Zip: |
Illinois, 60606 |
| Country: |
United States |
| Phone: |
312-655-1500 |
| Fax: |
312-655-1501 |
| Web: |
www.huschblackwell.com |
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| Hiring Attorney: |
Julie A. Katz |
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| Recruiting Contact: |
Travis Larson |
| Title: |
Operations & Development Administrator |
| Employer Name: |
Husch Blackwell Sanders Welsh & Katz |
| Address: |
120 S. Riverside Plaza |
| |
22nd Floor |
| City: |
Chicago |
| State, Zip: |
Illinois, 60606 |
| Country: |
United States |
| Phone: |
312.985.8239 |
| Fax: |
312.655.1501 |
| Email: |
travis.larson@huschblackwell.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
N |
| Multi Office Form Reporting For: |
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| Specify: |
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| # Offices On Form: |
1 |
| Total # Offices: |
14 |
| Employer Size Range: |
501-700 |
| Office Size Range: |
26-50 |
| Total Attorneys In This Office: |
47 |
| DEMOGRAPHIC INFORMATION |
| 26 |
11 |
0 |
0 |
0 |
1 |
| 4 |
4 |
2 |
0 |
0 |
0 |
| 30 |
15 |
2 |
0 |
0 |
1 |
| 1 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 25 |
0 |
0 |
0 |
0 |
0 |
| 4 |
0 |
2 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
2 |
0 |
0 |
0 |
0 |
| 0 |
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0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
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0 |
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| 0 |
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0 |
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0 |
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| 0 |
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0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| OTHER OFFICES |
| St. Louis | MO | 239 | | Kansas City | MO | 192 | | Chattanooga | TN | 35 | | Omaha | NE | 35 | | Springfield | MO | 32 | | Washington | DC | 17 | | Denver | CO | 14 | | Peoria | IL | 10 | | Jefferson City | MO | 8 | | Memphis | TN | 6 | | Phoenix | AZ | 2 | | Lincoln | NE | 1 |
| PRIMARY PRACTICE AREAS |
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| Intellectual Property | 29 | 15 | | Securities | 1 | 2 |
| COMPENSATION & EMPLOYMENT DATA |
| 3 |
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4 |
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$/yr |
2 |
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2 |
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$/wk |
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(1) |
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$/wk |
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| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
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| # 2009 Summer 2Ls considered for associate offers: |
1 |
| # offers made: |
1 |
| Hire school term clerks? |
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| Prefer significant prior experience in area? |
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| 1Ls hired? |
TBD |
| 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? |
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| U.S. citizenship required? |
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| When after 12/1 should 1Ls apply? |
December 1 |
| Split summers allowed? |
CBC |
| If yes, minimum weeks: |
6 |
| 1Ls considered for interns? |
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| Comments: |
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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? |
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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: |
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| 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: |
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| Analytical skills, leadership ability, interpersonal skills, writing and communication skills, and a commitment to excellence. |
| ATTORNEY HOURS |
| Average annual associate hours worked: |
(2008) |
(2009) |
| Average annual associate billable hours: |
(2008) |
(2009) |
| Is there a minimum billable hour expectation? |
Y |
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| If "Yes", number: |
1850 |
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| Hours policy details: |
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| Is billable hour credit given for pro bono work? |
Y |
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| Is there a maximum that will be credited? |
N |
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| If yes, what? |
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| For bonus consideration, is a pro bono hour equivalent to a billable hour? |
Y |
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CLERKSHIP/CREDIT/SUPPLEMENTAL
COMPENSATION |
| Do you have a Loan Repayment Assistance Program (LRAP)? |
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| If yes, describe: |
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| Judicial Clerkship Bonus: |
Y |
| Compensation/progression credit for judicial clerkship? |
CBC |
| Compensation/progression credit for other advanced degrees? |
CBC |
| Other Compensation: |
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| $5,000 study stipend upon graduation. |
| BENEFITS |
| Benefits: |
401(k)/IRA/Other Ret. Plan w/Employer Contribution
Dental Insurance
Family/Dependent Care Leave
Flexible Spending Account/pre-tax Option
Life/AD&D
Long-term Care Insurance
Long-term Disability Insurance
Medical Insurance
Relocation Expenses
Short-term Disability Insurance
Sick Leave |
| Benefit Package Comments: |
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| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
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| Usual scheduled working day: |
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| Part-time allowed? |
Y |
| Part-time available to entry-level? |
CBC |
| # of part-time associates: |
2 (m) 16 (w) |
| # of part-time partners/members: |
(m) (w) |
| # of part-time other lawyers: |
2 (m) 10 (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? |
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| 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: |
Department and Division Chair |
| Paid non-medical parental leave? |
Y |
| Comments: |
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| Attorneys who give birth receive 12 wks of paid maternity leave, and attorneys who do not give birth receive 4 wks of paid leave. Adoption leave is 12 wks for primary caregiver and 4 wks for non-primary caregiver. |
| 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? |
NA |
| Is rotation mandatory? |
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| Comments: |
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| PARTNERSHIP DATA |
| Does the firm have two or more tiers of partner? |
Y |
| If no, how many years is the partnership track? |
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| 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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| Associates progress towards partnership based on their growth in skills and performance rather than years with the firm. |
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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We are committed to promoting diversity in recruiting, hiring, and attorney development.
Please see our website at www.huschblackwell.com for complete information on our Diversity Steering Committee, diversity initiatives, and inclusive culture.
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| CAMPUS INTERVIEWS |
| Selected Campuses: |
Chicago-Kent College of Law
Creighton University School of Law
Cumberland School of Law, Samford University
Loyola University Chicago School of Law
Northwestern University School of Law
St. Louis University School of Law
University of Arkansas School of Law
University of Chicago Law School
University of Colorado School of Law
University of Denver College of Law
University of Illinois College of Law
University of Iowa College of Law
University of Kansas School of Law
University of Missouri-Columbia School of Law
University of Missouri-Kansas City School of Law
University of Nebraska College of Law
University of Tennessee College of Law
Vanderbilt University Law School
Washburn University School of Law
Washington University School of Law |
| Job Fair/Corsortia Attended: |
ABA Job Fair
Cook County Law Student Minority Job Fair
Heartland Diversity Job Fair
IMPACT Career Fair
Lavender Law
Loyola Patent Law Interview Program
Rocky Mountain Diversity Career Fair
Southeastern Minority Job Fair
St. Louis Diversity Job Fair
The Law Consortium |
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| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
20 |
| # of Job Fairs / Consortia Attended in 2009: |
10 |
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| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Jennifer Schwendemann |
| Title: |
Director of Risk Management/Pro Bono |
| 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: |
1.2 |
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| Average Hours per Attorney Last Year: |
48.9 Associates
23.1 Partners/Members
162.7 Other Lawyers
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| Participation last year: |
61.52% Associates
29.2% Partners/Members
22.5% Other Lawyers
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| What percentage of attorneys performed more than 20 hours? |
16 |
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
11198 |
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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? For purposes of the Firm’s pro bono efforts, “Pro Bono” services are defined generally to be legal services rendered without a fee or at a substantially reduced fee under any of the following categories. Please note that work for Firm employee’s family members is not meant to be a part of this policy.
a. Representation of individuals or groups of individuals of limited means
b. Representation of individuals, groups or organizations wishing to secure or protect civil rights, civil liberties or public rights; matters involving significant issues of public policy.
c. Representation of not-for-profit organizations, e.g., charitable, community, religious, or educational organizations, in furtherance of their organizational goals and purposes when the payment of standard legal fees would have a significantly deleterious impact on the organization’s economic resources.
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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? No
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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.): |
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| What are some of the areas in which your firm has performed pro bono work in the past year? |
| Husch Blackwell Sanders provides routine representation to the legal service corporations that are in the cities where we have offices. Our representation usually involves housing or domestic issues, and immigration matters. We also offer transactional pro bono services to smaller non-profit agencies whose budgets generally do not allow for legal representation. |
| 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: |
| We consider applicants for all positions without regard to race, color, religion, gender, national origin or ancestry, age, pregnancy, veteran status, handicap or disability, sexual orientation, or any other legally protected status. |
| NARRATIVE |
The lawyers of Husch Blackwell Sanders serve clients and build their careers on a consolidated, broad, and sophisticated platform. With over 625 lawyers in fourteen markets from Washington D.C. to Denver, Chicago to Memphis, and an international presence in London, we have the practice depth and resources to serve clients across a wide range of industries and legal disciplines. At the same time, the foundation is in place for our lawyers to create innovative new practices and services to meet the client needs of tomorrow.
Our platform also provides a robust career launch pad. New lawyers gain early, hands on experience. And through our precedent-setting Level System, associates move ahead by skill development and performance rather than lockstep tenure, experiencing more flexibility than they would at a traditional lockstep firm.
Husch Blackwell Sanders lawyers are interesting people. Bright, dynamic, creative, and deeply knowledgeable in their fields of practice, they bring to our firm a diverse variety of backgrounds, perspectives, and opinions on virtually every subject but one – the importance of delivering superior client service.
Our people-focus compels us to continually mentor, train, and develop our lawyers and other professionals. Our environment is inclusive, team-oriented, intellectually stimulating, and vibrant. We work hard to reach the right balance between professional achievement and honoring our commitments to family and community. And we encourage innovation and creativity as we tackle our clients’ challenges and optimize their opportunities.
If you want to pursue your legal career in a forward-looking environment, built on the strength of great people and a robust platform, Husch Blackwell Sanders LLP is the place for you.
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