| 2023 compensation for entry-level lawyers ($/year) | 170,000 |
|---|
|
Summer Compensation |
|
|---|---|
| 2023 compensation for Post-3Ls ($/week) | |
| 2023 compensation for 2Ls ($/week) | 3,265 |
| 2023 compensation for 1Ls ($/week) | 3,265 |
| Judicial Clerkship Bonus? | |
|---|---|
| Compensation/progression credit for judicial clerkship? | Yes |
| Compensation/progression credit for other advanced degrees? | |
| Other Compensation |
| Benefits |
401(k)/IRA/Other Retirement Plan Bar Association Fees Child Care Subsidy 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 Disability Insurance Medical Insurance Health Savings Account Parental Leave Parking/Transportation Relocation Expenses Short-term Disability Insurance Technology (Laptop, PDA, etc.) Vision Insurance |
|---|---|
| Please describe benefit package or provide additional comments |
The firm has a Wellness Program and Wellness Incentive. In addition, the firm has a Well-Being Committee and a Well-Being Director to assist in upholding the firm's commitment to the ABA Well-Being Pledge. The firm also offers a Flexible Remote Work Policy. The firm's "Dress For Your Day" policy allows for more relaxed attire on days attorneys do not have scheduled client contact. The firm allows for up to 14 weeks of paid leave, which may be taken for various reasons. In addition, to help with the transition in preparing for leave and returning from leave, Stinson may allow ramp-up and ramp-down options that allow attorneys to modify their billable hour targets, subject to certain limits, by up to 100 hours before or after leave. There are no reductions in base compensation or eligibility for discretionary bonus. |
| Associate base salary (excluding bonuses) is determined by | |
|---|---|
| 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) Other |
|
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 |
| 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. |
The firm's leave policy allows for up to 14 weeks of paid leave that may be taken for various reasons, including the birth or adoption of a child and for personal and/or family health reasons. Non-partner attorneys who have been with the firm for at least 12 months and have worked on at least a half-time basis of a full-time attorney for the 12-month period immediately preceding the proposed leave may be eligible for the leave. The leave runs concurrently with any other leave available under federal or state leave laws and other Firm-provided leave benefits. Billable targets are prorated for attorneys taking an approved leave. In addition, to help with the transition in preparing for leave and returning from leave, Stinson may allow ramp-up and ramp-down options that allow attorneys to modify their billable hour targets, subject to certain limits, by up to 100 hours before or after leave. There are no reductions in base compensation or eligibility for discretionary bonus. |