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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: |
PEPPER HAMILTON LLP |
| Address: |
3000 Two Logan Square |
| |
Eighteenth and Arch Streets |
| City: |
Philadelphia |
| State, Zip: |
Pennsylvania, 19103-2799 |
| Country: |
United States |
| Phone: |
215-981-4000 |
| Fax: |
215-981-4750 |
| Web: |
www.pepperlaw.com |
|
| Hiring Attorney: |
Michael P. Subak, Esquire |
|
| Recruiting Contact: |
Ms. Meg Urbanski Cranford |
| Title: |
Director of Professional Recruitment |
| Employer Name: |
Pepper Hamilton LLP |
| Address: |
3000 Two Logan Square |
| |
Eighteenth and Arch Streets |
| City: |
Philadelphia |
| State, Zip: |
Pennsylvania, 19103-2799 |
| Country: |
United States |
| Phone: |
215-981-4000 |
| Fax: |
215-981-4750 |
| Email: |
cranfordm@pepperlaw.com |
| OFFICE/ORGANIZATION SIZE |
| Multi Office Form: |
Y |
| Multi Office Form Reporting For: |
All Offices |
| Specify: |
Berwyn, PA;
Boston, MA;
Detroit, MI;
Harrisburg, PA;
New York, NY;
Orange County, CA;
Philadelphia, PA;
Pittsburgh, PA;
Princeton, NJ;
Washington, DC;
Wilmington, DE |
| # Offices On Form: |
11 |
| Total # Offices: |
11 |
| Employer Size Range: |
251-500 |
| Office Size Range: |
251-500 |
| Total Attorneys In This Office: |
499 |
| DEMOGRAPHIC INFORMATION |
| 174 |
121 |
26 |
3 |
5 |
6 |
| 39 |
109 |
10 |
5 |
7 |
6 |
| 213 |
230 |
36 |
8 |
12 |
12 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
2 |
0 |
0 |
0 |
0 |
| 167 |
112 |
26 |
3 |
5 |
3 |
| 36 |
88 |
10 |
5 |
7 |
2 |
| 4 |
1 |
1 |
0 |
0 |
3 |
| 0 |
11 |
0 |
0 |
0 |
2 |
| 0 |
1 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 2 |
5 |
0 |
0 |
0 |
0 |
| 1 |
7 |
0 |
0 |
0 |
2 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 1 |
2 |
0 |
0 |
0 |
0 |
| 2 |
1 |
0 |
0 |
0 |
0 |
| 2 |
0 |
0 |
0 |
0 |
0 |
| 0 |
0 |
0 |
0 |
0 |
0 |
| 3 |
0 |
0 |
0 |
0 |
0 |
| 1 |
3 |
0 |
0 |
0 |
0 |
| PRIMARY PRACTICE AREAS |
|
| Bankruptcy | 10 | 10 | | Commercial Litigation | 47 | 66 | | Construction | 12 | 12 | | Corporate Securities | 42 | 45 | | Employee Benefits | 4 | 5 | | Environmental | 3 | 7 | | Financial Services | 15 | 20 | | Health Effects | 23 | 46 | | Insurance | 4 | 3 | | Intellectual Property | 19 | 29 | | Labor | 9 | 9 | | Real Estate | 11 | 19 | | Tax | 10 | 11 | | Trusts & Estates | 3 | 5 |
| COMPENSATION & EMPLOYMENT DATA |
| 22 |
() |
19 |
() |
|
|
() |
|
() |
|
| 125,000 |
$/yr |
33 |
(26) |
|
() |
TBD |
|
() |
|
() |
|
|
() |
|
() |
|
|
$/wk |
|
() |
|
() |
|
| 2,400 |
$/wk |
40 |
() |
14 |
() |
10 |
| 2,100 |
$/wk |
4 |
|
3 |
|
2 |
| STUDENT EMPLOYMENT INFORMATION |
| # 2009 entry-level attorneys who were former interns: |
|
| # 2009 Summer 2Ls considered for associate offers: |
14 |
| # offers made: |
7 |
| Hire school term clerks? |
N |
| 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 |
| Split summers allowed? |
N |
| 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? |
N |
| 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? |
|
| 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: |
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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: |
|
| 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? |
Y |
| In what practice areas: |
|
|
| When should LL.M.s submit applications? |
|
|
| Preferred application materials: |
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|
|
| Hiring Criteria: |
|
| Demonstrated strong academic achievement and legal writing ability. We encourage applications from diversity law students. |
| 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: |
1940 |
|
| Hours policy details: |
|
|
|
| Is billable hour credit given for pro bono work? |
Y |
|
| Is there a maximum that will be credited? |
N |
|
| 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: |
Y |
| Compensation/progression credit for judicial clerkship? |
Y |
| Compensation/progression credit for other advanced degrees? |
CBC |
| Other Compensation: |
|
| Please see the “Narrative” section for details on our associate bonus program. |
| BENEFITS |
| Benefits: |
|
| Benefit Package Comments: |
|
| Health; Life; Dental; Domestic Partner; Long-Term Disability; Short-Term Disability (including maternity); 401(k) Plan; four weeks vacation; Infant Care Leave; Emergency Child Care Facility; Dependent Care Reimbursement Program. |
| WORK/LIFE INFORMATION |
| Average weekly hours per attorney: |
|
| Usual scheduled working day: |
|
| Part-time allowed? |
Y |
| Part-time available to entry-level? |
N |
| # of part-time associates: |
(m) 14 (w) |
| # of part-time partners/members: |
(m) 3 (w) |
| # of part-time other lawyers: |
(m) 7 (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? |
CBC |
| 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: |
|
| Paid non-medical parental leave? |
|
| Comments: |
|
|
| 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: |
|
| Pepper Hamilton is committed to the professional development and training of its associates. We offer formal practice-related training sessions for first-year and mid-level associates, accredited in-house CLE programs, privileged membership with PLI, reimbursement for external CLE programs, non-practice related skills training, formal mentoring programs, one-on-one associate coaching, and a formal evaluation program focused on the growth and development of associates. |
| 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: |
|
|
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: |
|
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Firm Diversity Committee: |
|
| Directed Mentoring Effors: |
|
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Rec. at schools w/ large min. pop.: |
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| Comments: |
|
Pepper Hamilton encourages applications from diversity law students. The Firm actively recruits at minority job fairs.
Recognizing that diverse characteristics and talent enhance any organization, and that a national law firm must reflect our many different cultures and ideas, we actively recruit and encourage the hiring, training, and promotion of women and minorities.
|
| CAMPUS INTERVIEWS |
| Selected Campuses: |
Temple University School of Law
University of Pennsylvania Law School
Villanova University School of Law |
| Job Fair/Corsortia Attended: |
Lavender Law Career Fair
Mid-Atlantic Black Law Students Assn. (MABLSA)
Philadelphia Area Diversity Job Fair (PADJF) |
|
| CAMPUS INTERVIEWS FOR PRIOR YEAR |
| # of Schools Visited in 2009: |
3 |
| # of Job Fairs / Consortia Attended in 2009: |
3 |
|
| PRO BONO INFORMATION |
| Pro Bono Contact Information |
| Pro Bono Contact: |
Joseph A. Sullivan, Esquire |
| Title: |
Special Counsel and Director of Pro Bono Programs |
| Phone: |
215-981-4000 |
| Fax: |
215-981-4750 |
| Email: |
sullivanja@pepperlaw.com |
| |
| The information indicated here is: |
| Firm-wide: |
|
Office Specific: |
 |
| |
| %Firm Billable Hours last year: |
2.59 |
|
| |
| Average Hours per Attorney Last Year: |
84.3 Associates
64.0 Partners/Members
Other Lawyers
|
| |
| Participation last year: |
58.0% Associates
29.9% Partners/Members
% Other Lawyers
|
|
| What percentage of attorneys performed more than 20 hours? |
45 |
| What was the number of actual pro bono hours contributed by the organization in the prior calendar year?
21045 |
| |
| Does the organization maintain a formal pro bono policy that sets forth the organization's commitment to pro bono? |
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| |
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How does the organization define what constitutes pro bono legal work? Pepper Hamilton uses the Pro Bono Institute’s definition of pro bono.
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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? 3% |
| |
| 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? |
| |
| 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? Pro bono is considered positively in the associate evaluation and compensation processes.
|
| |
| 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? Pro bono clients are expected to pay non-routine out-of-pocket costs, if they are able to do so.
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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: |
|
How is pro bono work assigned/distributed? Pro bono work is reviewed by the Director of Pro Bono Programs and assigned by the Director and the Pro Bono Committee.
|
| 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: Director of Pro Bono Programs |
| 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: Pepper Hamilton associates and paralegals sometimes work on-site at a public interest law center or at court to address a special project. |
| |
| 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.): |
1. 2009 First Judicial District (PA) Roll of Honor: 75 Pepper Hamilton partners and associates were recognized for working on one or more pro bono matters pending in the courts of the First Judicial District (Philadelphia) of Pennsylvania.
2. 2009 Wachovia Fidelity Award: Pepper Hamilton Special Counsel and Director of Pro Bono Programs Joseph A. Sullivan was presented with the Wachovia Fidelity Award by the Philadelphia Bar Association “in recognition of his outstanding and distinguished service to the profession [including] his personal devotion to the provision of legal services to those unable to pay [and being] instrumental in creating innovative programs aimed at expanding access to justice [and] increase[ing] the number of lawyers participating pro bono in these programs.”
3. Tenant Representation Project: In 2009, Pepper Hamilton launched a partnership with Community Legal Services in Philadelphia in which Pepper lawyers provided limited representation assistance to low-income tenants on the verge of eviction at hearings in Municipal Court, frequently preventing evictions and/or ensuring credit to tenants for conditions breaching the warranty of habitability or funds placed in escrow.
4. Landlord-Tenant Appellate Mediation Project: In 2009, Pepper Hamilton’s Director of Pro Bono Programs participated in the launch of an innovative mediation program in the Philadelphia Court of Common Pleas through which trained lawyers serve as settlement masters to negotiate landlord-tenant disputes on appeal to the Court of Common Pleas, thereby reducing the backlog of pending appeals and improving outcomes on appeals in which most litigants would otherwise proceed without representation by counsel.
5. Catholic Charities Neighborhood Legal Clinic: In 2009, Pepper Hamilton joined with lawyers at a major firm client in staffing a Neighborhood Legal Services (NLS) monthly legal clinic at the offices of Catholic Charities, at which lawyers assist homeless and other low-income individuals in legal matters involving housing, health care and benefits programs. |
| What are some of the areas in which your firm has performed pro bono work in the past year? |
Child abuse and neglect/dependency law
Civil rights
Custody conciliation
Disability law
Disability benefits
Election law
First Amendment law
- student press
- equal access/parades and permits
Health benefits
Homeless advocacy
Housing
- civil forfeitures
- fraudulent transfers
- tangled title
Immigration
- refugee/asylum law
- domestic violence victims/VAWA
Intellectual Property
- copyright
- licensing
- trademarks
Landlord-tenant law
- eviction proceedings
- appellate mediation
Mortgage foreclosure diversion programs
Non-profit
- contract negotiation and review
- counseling
Non-profit incorporation
Prisoner civil rights
Real estate
Tax
- nonprofit tax-exemption applications
- nonprofit tax counseling
|
| 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: |
| Please see the "Narrative" section. |
| NARRATIVE |
Pepper Hamilton is a multi-practice law firm with lawyers in eleven offices including: Berwyn, PA; Boston, MA; Detroit, MI; Harrisburg, PA; New York, NY; Orange County, CA; Philadelphia, PA; Pittsburgh, PA; Princeton, NJ; Washington, DC; and Wilmington, DE.
Our clients range from major corporations to small businesses, organizations and individuals. Our firm has grown from a two-person law office in 1890 in Philadelphia to a sophisticated, large firm with a national and international practice. While much about Pepper Hamilton is new and different from its beginnings, we retain traditional values passed down through the decades: respect for the rule of the law, pride in an excellent work product, and commitment to the client's case. Today, Pepper Hamilton is a diverse firm of men and women from a broad spectrum of backgrounds, united in these values.
SUMMER ASSOCIATE PROGRAM: Our program is structured so summer associates have the opportunity to experience all aspects of our practice. We make an effort to generate assignments that will expose summer associates to multiple practice groups and facilitate frequent contact with the Firm's lawyers. A committee of associates runs the program, offering guidance to the summer associates and ensuring substantive feedback from the lawyers for whom their work is performed. The summer program is our primary source of full-time associates.
NON-DISCRIMINATION POLICY: We consider applicants for all positions without regard to race, color, religion, sex, marital status, sexual orientation, weight, height, age, national origin, citizenship status, veteran status, the presence of non-job-related medical condition, disability or handicap, or any other legally protected status.
ASSOCIATE BONUS PROGRAM: Pepper Hamilton has a discretionary bonus program that considers factors including quality of performance, effort, contribution to client relationships, business development, and other contributions to the Firm. |
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