NALP Directory of Legal Employers

Directory Year: 2021

Kelly Hart & Hallman LLP - Kelly Hart & Hallman LLP

Compensation & Benefits

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2021 compensation for entry-level lawyers ($/year) 165,000

Summer Compensation

2021 compensation for Post-3Ls ($/week) -
2021 compensation for 2Ls ($/week) 3100
2021 compensation for 1Ls ($/week) -
Judicial Clerkship Bonus? Yes
Compensation/progression credit for judicial clerkship? Yes
Compensation/progression credit for other advanced degrees? No
Other Compensation
Benefits 401(k)/IRA/Other Retirement Plan
Bar Association Fees
401(k)/IRA/Other Ret. Plan w/Employer Contribution
CLE
Dental Insurance
Domestic Partner Benefits
Family/Dependent Care Leave
Flexible Spending Account/Pre-Tax Option
Life/AD&D Insurance
Long-term Disability Insurance
Medical Insurance
Health Savings Account
Parental Leave
Parking/Transportation
Profit Sharing
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance
Please describe benefit package or provide additional comments

Benefits include medical, dental, disability, and life insurance. State Bar fees, State Bar review, and parking are paid by the firm. The firm reimburses moving expenses within a reasonable amount. The firm also contributes 3% of total compensation to the 401K plan. Blackberry wireless hardware and service is provided, and laptops are available for usage.

Associate base salary (excluding bonuses) is determined by A combination lock-step and merit system
Other
If not strictly a set lock-step system, what criteria are used to determine associate base salaries (excluding bonuses)? (check all that apply)

Annual bonuses to eligible associates

Has your organization offered annual bonuses to eligible associates in the past five years? Yes
Comments

Compensation for entry-level lawyers is different for both theTexas and Louisiana offices.

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
Please link to or describe your firm's parental leave policy. Be sure to include information on leave for adoption, surrogacy, or other special circumstances.

PAID MATERNITY/PATERNITY

Full-time support staff with one or more years of service is eligible for up to four weeks of paid maternity/paternity leave commencing upon the birth or adoption of a son or daughter. While an employee is on paid maternity/paternity leave, all regular benefits, including insurance, continue uninterrupted. An employee on paid maternity/paternity leave will not be eligible for holiday pay. PTO does not accrue during a leave exceeding two weeks. Benefits requiring an employeepaidpremium (e.g., dependent insurance, optional life insurance) require payment from th employee in order to continue without interruption. This policy is not in addition to FMLA andruns concurrently. Full-time attorneys with one or more years of service are eligible for up to twelve weeks of paid maternity/paternity leave commencing upon the birth or adoption of a son or daughter. While an attorney is on paid maternity/paternity leave, all regular benefits, including insurance, continue uninterrupted. Benefits requiring an employee-paid premium (e.g., dependent insurance, optional life insurance) require payment from the employee in order to continue without interruption. This policy is not in addition to FMLA and runs concurrently.

FAMILY AND MEDICAL LEAVES OF ABSENCE

The Firm complies with the provisions of the Family and Medical Leave Act (“FMLA”), as well as applicable state law, which provide job protected leaves of absence for specific reasons.

A. Basic Leave Entitlement

FMLA requires the Firm to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:

  • For incapacity due to pregnancy, prenatal medical care or child birth;
  • To care for the employee's child after birth, or placement for adoption or foster care;
  • To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
  • For a serious health condition that makes the employee unable to perform the employee's job.

Eligible employees may take up to twelve weeks (or 26 weeks in the case of service member leave) of leave during a rolling twelve-month period. The twelve-month period is determined by measuring backward from the date an employee takes any FMLA leave. Spouses who are employed by the Firm and who request FMLA leave for the birth, adoption, or foster care placement of a child with the employee, are eligible for a combined twelve weeks between the two employees. In other words, both employees continue to be eligible for twelve weeks of leave apiece, but may only take twelve weeks between them for this event.