NALP Directory of Legal Employers

Directory Year: 2022

Goldberg Kohn - Goldberg Kohn Ltd.

Compensation & Benefits

View All Sections | Hide All Sections

2022 compensation for entry-level lawyers ($/year) 205,000.00

Summer Compensation

2022 compensation for Post-3Ls ($/week)
2022 compensation for 2Ls ($/week)
2022 compensation for 1Ls ($/week)
Judicial Clerkship Bonus? Case-by-case
Compensation/progression credit for judicial clerkship? Case-by-case
Compensation/progression credit for other advanced degrees? No
Other Compensation

A hallmark of the firm's philosophy has always been that our associates are an integral part of the Goldberg Kohn team. In recognition of this, the firm offers two types of bonuses that associates may be eligible for, a target bonus and a discretionary bonus. 

  • The target bonus is designed to reward eligible associates, who met their target, with additional compensation. Associates in their third year and beyond, who bill at least 2,000 hours may receive the full target bonus. During the bonus cycle, the firm allows up to 100 approved "firm as a client" hours and 200 pro bono hours to count toward an associate's targets hours.
  • The discretionary bonus is available to any eligible associate and based on hours and evaluation of merit. The following factors may be considered in determining bonuses (in addition to class year): 
    • Billable hours 
    • Quality of work, including efficiency 
    • Market factors 
    • Being a "team player" 
    • Marketing efforts/success
    • Contribution to the firm managment

These general principles are adjusted to accommodate part-time and partial-year associates. The goal of the program is to reward outstanding performance by associates over an extended period of time.

Benefits Bar Association Fees
Business Casual Dress Code
401(k)/IRA/Other Ret. Plan w/Employer Contribution
CLE
Dental Insurance
Domestic Partner Benefits
Employee Assistance Program
Family/Dependent Care Leave
Life/AD&D Insurance
Long-term Care Insurance
Long-term Disability Insurance
Medical Insurance
Health Savings Account
Parental Leave
Parking/Transportation
Relocation Expenses
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance
Please describe benefit package or provide additional comments

Goldberg Kohn also offers the following benefits:

  • Flexible dress code
  • Hybrid work schedule
  • Referral bonuses
  • Relocation stipend
  • Goldberg Kohn covers the cost of real estate attorney fees for the purchase or sale (or both) of an associate's primary residence. 
Associate base salary (excluding bonuses) is determined by A lock-step system with variable component (range per 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)
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.

ELIGIBILITY
Generally, to be eligible for parental leave benefits, the associate must have (1) a part time-partnership-eligible or full-time employment status with the Firm and (2) worked at the Firm for at least one year as of the date of the Parental Event (hereinafter referred to as the "Eligible Associate"). The Firm, in its sole discretion, may grant an 
associate who has not worked at the Firm for one year as of the date of the Parental Event reduced parental leave benefits.

AVAILABLE PARENTAL LEAVE
Primary Caregivers. An Eligible Associate who is the primary caregiver may take up to six months of parental leave (with up to eighteen weeks of the total parental leave 
period constituting paid leave, as described in more detail below, and the remainder constituting unpaid leave) on a continuous basis immediately following a Parental 
Event. Parental leave will run concurrently with any FMLA and/or short-term disability leave for which the Eligible Associate is eligible.

Non-primary Caregivers. An Eligible Associate who is the non-primary caregiver may take up to twelve weeks of parental leave (with up to six weeks of the total 
parental leave period constituting paid leave, as described in more detail below, and the remainder constituting unpaid leave), taken in one or two blocks of time, during 
the twelve month period immediately following a Parental Event. Parental leave will run concurrently with any FMLA and/or short-term disability leave for which the Eligible 
Associate is eligible. 

COMPENSATION & BENEFITS
Compensation—Primary Caregivers. Primary caregiver parental leave taken by an Eligible Associate during the eighteen week period continuously following a Parental 
Event is on a paid basis (the "Paid Leave Portion"). The total eighteen week paid parental leave benefit includes any accrued but unused paid sick leave. During the 
Paid Leave Portion of an Eligible Associate's parental leave, the Eligible Associate will continue to receive 100% of his or her annualized full-time or part-time base salary 
in the form of semi-monthly payments in accordance with the Firm's regular payroll schedule. If an Eligible Associate receives payments from the Firm's disability 
insurance carrier during the Paid Leave Portion of primary caregiver parental leave, any such amounts paid to the Eligible Associate will offset the compensation paid to 
that Eligible Associate. An Eligible Associate who is a primary caregiver may elect to take additional parental leave immediately following the Paid Leave Portion of the 
parental leave on an unpaid basis, but the total amount of parental leave taken by any such Eligible Associate may not exceed six months for each qualifying Parental Event.

Compensation—Non-primary Caregivers. Non-primary caregiver parental leave taken by an Eligible Associate during a six week period in one or two blocks of time 
within the twelve month period following a Parental Event is on a paid basis (the "Non-primary Caregiver Paid Leave Portion"). The total six week paid parental leave benefit includes any accrued but unused paid sick leave. During the Non-primary Caregiver Paid Leave Portion of an Eligible Associate's parental leave, the Eligible Associate will continue to receive 100% of his or her annualized full-time or part-time base salary in the form of semi-monthly payments in accordance with the Firm's regular payroll schedule.

Target Billable Hours; Bonus Eligibility. The billable hours target for an Eligible Associate who takes parental leave under this policy will be proportionately reduced 
based on the total amount of parental leave taken by the Eligible Associate (including both paid and unpaid portions of leave) during the applicable bonus year. For any 
such Eligible Associate, any bonus awarded will be calculated in accordance with the terms of the Firm's Associate Bonus policy. As always, the Firm retains the right to 
determine, within its sole discretion, any associate's eligibility for any bonus and the amount of any such bonus based on criteria as set forth in the Firm's Associate bonus 
policy.

Paid Sick Leave. Associates receive paid sick leave in accordance with and subject to the Firm's Paid Sick Leave policy.

Vacation. Associates accrue vacation days on a monthly basis in accordance with and subject to the Firm's Vacation policy. An Eligible Associate will be paid out any accrued but unused vacation days that, pursuant to the Firm's Vacation Policy, would necessarily be subject to forfeiture during a requested parental leave period, at the start of such parental leave. An Eligible Associate may also elect to apply any accrued but unused vacation days to the unpaid portion of his or her parental leave by contacting the Human Resources Department prior to the start of the unpaid leave. Vacation days do not accrue during any period of parental leave taken by an Eligible Associate.

Insurance. While an Eligible Associate is on parental leave under this policy, the Firm will continue to pay its share of such associate's group medical, dental and vision insurance, where applicable, to the extent the insurance carrier permits such continuation of coverage. The Eligible Associate must pay his or her share of any insurance premium to the Firm by the first of each month. Non-payment of his or her insurance premiums will result in cancellation of coverage. The Firm will also continue to cover the employee under the Firm's short and long term disability and life insurance policies, to the extent the insurance carrier permits such continuation of coverage, during the non-FMLA portion of parental leave taken by an Eligible Associate. Eligibility for all insurance benefits will continue when an employee returns to work, provided that the employee consistently works at least 24 hours per week, including non-billable time.

PARTNERSHIP ELIGIBILITY
For Eligible Associates who are partnership eligible and have taken parental leave under this policy, the criteria used for salary advancement and partnership 
consideration will be the same criteria used for those associates who have not taken parental leave under this policy. All decisions regarding progression to partnership 
are in the Firm's sole discretion.

PART-TIME-WORK
In some instances, associates returning to work after taking parental leave may need or desire to move from a full-time schedule to a part-time schedule (whether on a short-term "ramp up" or long-term basis). These situations are contemplated by the Firm's Part-time policy so we encourage associates to review the policy and to contact 
Human Resources for more information on available alternatives. 

NOTE: THIS POLICY IS NOT INTENDED AS A CONTRACTUAL OBLIGATION OF THE FIRM. THE FIRM RESERVES THE RIGHT TO AMEND THIS POLICY FROM 
TIME TO TIME IN ACCORDANCE WITH APPLICABLE LAW.