NALP Directory of Legal Employers

Directory Year: 2023

Bass, Berry & Sims PLC - Firm Wide

Compensation & Benefits

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2023 compensation for entry-level lawyers ($/year) 185,000-200,000

Summer Compensation

2023 compensation for Post-3Ls ($/week) 3,550-3,850
2023 compensation for 2Ls ($/week) 3,550-3,850
2023 compensation for 1Ls ($/week) 3,550-3,850
Judicial Clerkship Bonus? Yes
Compensation/progression credit for judicial clerkship? Yes
Compensation/progression credit for other advanced degrees? Case-by-case
Other Compensation

The firm provides a $20,000 bonus and gives one year of credit toward compensation and membership consideration to associates joining the firm directly from a federal court clerkship. For two separate federal clerkships, where at least one is with a federal appeals court, the firm will provide a total bonus of $30,000 plus one year of credit for compensation and partnership class consideration purposes. The firm provides a $10,000 bonus for a clerkship with a state-level court of appeals or supreme court and compensation and partnership class consideration credit are evaluated case-by-case.



Benefits 529 College Savings Plan
Bar Association Fees
Business Casual Dress Code
401(k)/IRA/Other Ret. Plan w/Employer Contribution
Dental Insurance
Domestic Partner Benefits
Employee Assistance Program
Family/Dependent Care Leave
Flexible Spending Account/Pre-Tax Option
Health Club Membership
Life/AD&D Insurance
Long-term Disability Insurance
Medical Insurance
Health Savings Account
Parental Leave
Relocation Expenses
Sabbatical Program
Short-term Disability Insurance
Sick Leave
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance
Please describe benefit package or provide additional comments

Bass, Berry & Sims is committed to developing our attorneys both professionally and personally. As a part of that commitment, our firm offers competitive compensation and benefits, including a wellness initiatives program and back-up child and elder care.

The current entry level salary for associates is $185,000 per year in our Nashville, Memphis and Knoxville offices and $200,000 per year in our Washington, D.C. office. We reimburse for pre-approved relocation and bar-related expenses.

Other benefits include continuing legal education, medical insurance with the option of a health savings account, dental, vision, life and disability insurances, participation in the 401(k) savings plan on the first of the month following 30 days of employment, employee assistance program, vacation, personal, sick and medical leave. The firm offers up to 18 weeks of leave with pay for primary caregivers and up to 4 weeks of leave with pay for non-primary caregivers upon the birth or adoption of a child. In addition, the firm recently put in place a four-week sabbatical policy for associates, counsel and practice group attorneys to promote wellbeing, innovation, and retention. 


Associate base salary (excluding bonuses) is determined by Other: A set lock-step system (same base salary for each class year) based on office: Tennessee ($185,000 starting) and Washington, DC ($200,000 starting)
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

The firm has an incentive bonus plan. In order to be bonus eligible attorneys must be employed by the firm on or before June 1.

What factors are used to determine the amount of an associate's bonus? (check all that apply) Quality of work
Pro bono hours
Overall contribution (e.g., recruitment activities, firm committees)
Are same sex domestic partners afforded the same benefits as spouses of attorneys? Yes

Opposite sex domestic partner benefits

Are opposite sex domestic partners afforded the same benefits as spouses of attorneys? No
If not, what (if any) benefits are provided to opposite sex domestic partners?

Since opposite sex domestic partners are considered to be ineligible dependents, no benefits are provided.

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.

Our parental leave policy is up to 18 weeks for primary caregiver and 6 weeks for non-primary caregiver for the birth, adoption or grant custody of a child. Additionally, 50% workload ramp-down and ramp-up periods are provided to primary caregivers before and after their parental leave.