|2022 compensation for entry-level lawyers ($/year)||215000.00|
|2022 compensation for Post-3Ls ($/week)||4134.62|
|2022 compensation for 2Ls ($/week)||4134.62|
|2022 compensation for 1Ls ($/week)||4134.62|
|Judicial Clerkship Bonus?||Yes|
|Compensation/progression credit for judicial clerkship?||Case-by-case|
|Compensation/progression credit for other advanced degrees?||Case-by-case|
Moving/relocation stipend; clerkship bonus; bar exam stipend; Attorney Vacation Program; Condo Program; year-end bonus program (see narrative for compensation detail).
401(k)/IRA/Other Retirement Plan
Bar Association Fees
Business Casual Dress Code
Domestic Partner Benefits
Employee Assistance Program
Family/Dependent Care Leave
Flexible Spending Account/Pre-Tax Option
Health Club Membership
Long-term Care Insurance
Long-term Disability Insurance
Health Savings Account
Short-term Disability Insurance
Technology (Laptop, PDA, etc.)
|Please describe benefit package or provide additional comments||
Fenwick & West provides a broad range of benefits that promote health, wellness, financial security and work/life balance.
|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)||
Quality of work
Pro bono hours
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|
In 2020 and 2021, the firm paid year-end market-level bonuses, special bonuses and high productivity bonuses, in addition to providing vacation/staycation rewards for high productivity.
|What factors are used to determine the amount of an associate's bonus? (check all that apply)||
Quality of work
Pro bono hours
|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.||
Eligible Attorneys may take up to 16 weeks of paid parental leave in a twelve month period in connection with the birth, adoption or foster placement of a child. To be eligible for paid parental leave under this policy, the Attorney must have worked continuously at the Firm, at a level of 60% or more of a full-time schedule, for at least 90 days. Moreover, paid parental leave must be completed within one year following the birth, adoption or foster placement of the child.
In addition to the paid parental leave benefit, attorneys disabled by pregnancy, childbirth or a related condition may be eligible to take Pregnancy Disability Leave and receive up to thirteen weeks of Salary Continuance benefits during that approved leave.
During approved paid parental leave, eligible Attorneys will be paid their base salary for the duration of their leave, subject to coordination with available wage substitution benefits. Attorneys are required to apply for available wage substitution benefits, including through state-administered or other insurance programs. The pay continuation benefit under this policy and any wage substitution benefits will be coordinated such that the Attorney receives their full base salary (and no more) for the duration of the approved paid parental leave.
An Attorney may request to take paid parental leave in a single block, on an intermittent basis, and/or through a reduced work schedule.