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Basic Information Lawyer Demographics Practice Areas Compensation & Benefits Partnership & Advancement Recruitment & Hiring Hours & Work Arrangements Pro Bono/Public Interest Diversity & Inclusion Professional Development

Hogan Lovells US LLP - Baltimore, Maryland

http://careers-us.hoganlovells.com/office/baltimore/

Compensation & Benefits

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2017 compensation for entry-level lawyers ($/year) 180,000

Summer Compensation

2017 compensation for Post-3Ls ($/week) 3,500
2017 compensation for 2Ls ($/week) 3,500
2017 compensation for 1Ls ($/week) 3,500
Judicial Clerkship Bonus? Yes
Compensation/progression credit for judicial clerkship? Yes
Compensation/progression credit for other advanced degrees? Case-by-case
Other Compensation Relocation expenses, living stipends, bar expenses, federal court clerkship bonuses, discretionary bonuses.
Benefits Bar Association Fees
Business Casual Dress Code
Child Care Subsidy
401(k)/IRA/Other Ret. Plan w/Employer Contribution
CLE
Dental Insurance
Domestic Partner Benefits
Employee Assistance Program
Family/Dependent Care Leave
Flexible Spending Account/Pre-Tax Option
Life/AD&D Insurance
Long-term Care Insurance
Long-term Disability Insurance
Medical Insurance
On-site Child Care - Emergency
Parental Leave
Parking/Transportation
Relocation Expenses
Sabbatical Program
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance
Benefit Package Hogan Lovells places great emphasis on the health and welfare of our lawyers. Our benefit programs reflect the firm’s intent to strike a successful work/life balance. As we continue to grow and attract the finest lawyers in the law firm community, our comprehensive benefit programs help distinguish us from other firms in the market place. Our offerings include:

AGILE WORKING
Firm-wide program that supports employees in reaching their full potential and developing their careers through the use of agile work arrangements. The Agile Working program incorporates both time (flexible working) and location (remote working) flexibility. Examples of agile working include, but are not limited to, remote working/telecommuting, home working, reduced hours/part-time, flex time/staggered hours, and job sharing.

PARENTAL CARE
Up to 20 weeks of firm-paid leave for a birth mother who is the child's primary caregiver (8 weeks of medical leave followed by 4 weeks of parental leave, 6 weeks of primary care giver leave and up to 2 weeks of additional firm-paid leave); up to 12 weeks for fathers, domestic partners or same sex parents (4 weeks of paid parental leave, up to 6 weeks paid leave if primary care giver and up to 2 weeks of additional firm-paid leave); 20 weeks of paid adoption leave for a parent who is the primary care giver (4 weeks of paid parental leave, up to 14 weeks of primary care giver leave and up to 2 weeks of additional firm-paid leave). Attorneys may extend their leave by requesting an unpaid leave of absence following the firm-paid weeks.

Reimbursement of up to $5,000 for expenses incurred as a result of an adoption with a lifetime maximum of $10,000. In addition, adoptive parents are eligible for 4 weeks of paid parental leave, up to an additional 14 weeks of paid adoption leave if the parent is the child’s primary caregiver and up to 2 weeks of additional firm-paid leave.

Participation in Milk Stork for traveling nursing mothers. Milk Stork provides nursing lawyers with a solution to transport their milk home when on the road for business.

On-site Emergency Back-Up Child Care in the Washington office that is available for up to 100 hours per calendar year. Center based, and in-home care services are provided for dependents, including children, spouse/partners, and parents for all office locations.

FINANCIAL SUPPORT
Partnership with two banks to offer opportunity to re-finance law school debt. Benefits of re-financing include lower monthly payments, lower interest rates, faster loan repayment, a fixed interest rate, and consolidation of federal and private loans.

401(k) participation with a selection of reputable and proven investment options.

Bar study stipend, Bar Review course reimbursement and Bar fees.

HEALTH
A choice of subsidized benefit rich medical plans which include a PPO plan, an HMO option and two High Deductible Health plans with an HSA option for associates, their spouses, domestic partners and children.

Dental plan through a national carrier covering preventative services at 100% in-network or out-of-network, as well as orthodontia.

Two levels of pre-tax vision programs providing annual examinations and an allowance for glasses or contacts every 12 months.

Health Care and Dependent Care pre-tax spending accounts with the option of using a debit card.

Firm paid life and accidental death & dismemberment insurance of 3 times annual base salary up to $500k.

Optional purchase of supplemental life and voluntary accidental death and dismemberment programs above the firm paid benefit.

Firm paid short-term disability, providing income replacement at 100% for 12 weeks and 60% for an additional 12 weeks.

Firm paid long term disability.

Initial guaranteed issue on voluntary individual and fully portable insurance policies designed to provide additional long term disability income or long term care services for employees. Long term care coverage may be obtained for family members once approved by the carrier.

Firm paid international medical and security evacuation coverage while traveling abroad on firm business.

MDLive telemedicine program for all medical insurance plan participants and their dependents. 24/7/365 on-demand access to a national network of board-certified doctors and therapists who can diagnose, recommend treatment and prescribe non-narcotic medication.

Firm paid access to Health Advocate, a service that provides personalized, one-on-one assistance across a broad range of healthcare related matters, helping employees deal with clinical, insurance and administrative issues. The benefit is also extended to family members to include spouses, domestic partners, dependent children, parents, and parents-in-law.

Firm paid access to an Employee Assistance Program that is available 24 hours a day/7 days a week. Services are confidential and are available to our employees, their dependents, and members of their household. They can receive up to six counseling sessions per issue, along with consultation and referral services for financial, legal and child/adult care services.

On-site counseling services provided two days a week in the Washington office and one day a week in the New York office.

Wellness Initiatives: Discounted rates for health club membership in Washington, Los Angeles, and New York, on-site monthly chair massage available in the Washington office, various screenings and seminars annually.

RELOCATION AND COMMUTING
Pre-tax commuter benefits for mass transit and parking expenses.

Relocation of household goods for new associates who relocate 75 miles or more to their Hogan Lovells city.

Bike to Work program that permits an employee to receive a tax free reimbursement from the firm for bicycle expenses. The maximum reimbursement amount is $20.00 per month and $240.00 per year.

LEAVE
The firm does not limit attorney vacation to a certain number of days or hours. As long as an attorney is meeting his/her professional obligations and plans appropriately to ensure client service, the attorney may take as much vacation time as s/he deems appropriate.

OTHER SUPPORT
Free Blackberry or iPhone communications device and data/e-mail service.

Optional purchase of Personal Excess Liability Insurance. Available benefit amount is up to $50 million additional liability coverage for personal homeowners, auto, and other similar personal liability insurances.

Firm subsidized cafeteria in the Washington office.

A myriad of discount programs.
Associate base salary (excluding bonuses) is determined by A set lock-step system (same base salary for each class year)
If not strictly a set lock-step system, what criteria are used to determine associate base salaries (excluding bonuses)? (check all that apply) Hours billed
Quality of work
Pro bono hours
Business development
Overall contribution (e.g., recruitment activities, firm committees)

Annual bonuses to eligible associates

Has your organization offered annual bonuses to eligible associates in the past five years? Yes
Comments
What factors are used to determine the amount of an associate's bonus? (check all that apply) Hours billed
Quality of work
Pro bono hours
Business development
Overall contribution (e.g., recruitment activities, firm committees)
Other
Are same sex domestic partners afforded the same benefits as spouses of attorneys? Yes
Are opposite sex domestic partners afforded the same benefits as spouses of attorneys? Yes

Parental leave or family care policy

Does your organization have a written parental leave or family care policy? Yes
Comments Paid parental leave for female attorneys includes 8 weeks paid medical leave after childbirth, 4 weeks paid parental leave, 6 weeks paid primary care giver leave and up to 2 weeks of additional firm-paid leave. Paid parental leave for male attorneys, domestic partners or same sex parents includes 4 weeks paid parental leave, up to 6 additional paid weeks if the primary care giver and up to 2 weeks of additional firm-paid leave.
How many weeks of paid parental leave do female attorneys receive? 20
How many weeks of paid parental leave do male attorneys receive? 12
Have one or more attorneys made use of your parental leave policy in the last 12 months? Yes

Adoptions

Does your parental leave or family care policy include adoptions? Yes
Comments Up to 20 weeks of paid adoption leave if the adoptive parent is the primary care giver of the child as follows: 4 weeks of paid parental leave, up to 14 weeks of primary care giver leave and up to 2 weeks of additional firm-paid leave. In addition, Hogan Lovells provides up to $5,000 of financial assistance per adoption to help employees who are adopting children. There is a lifetime maximum of $10,000.

Children/dependents of same sex domestic partners

Does your parental leave or family care policy cover children/dependents of same sex domestic partners? Yes
Comments

Children/dependents of opposite sex domestic partners

Does your parental leave or family care policy cover children/dependents of opposite sex domestic partners? Yes
Comments