NALP Directory of Legal Employers

Directory Year: 2023

Marten Law - Firmwide

Compensation & Benefits

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2023 compensation for entry-level lawyers ($/year) 190000

Summer Compensation

2023 compensation for Post-3Ls ($/week) 3558
2023 compensation for 2Ls ($/week) 3365
2023 compensation for 1Ls ($/week) 1500
Judicial Clerkship Bonus? No
Compensation/progression credit for judicial clerkship? Yes
Compensation/progression credit for other advanced degrees? Yes
Other Compensation

Marten offers a loan forgiveness program to candidates who qualify. 

Benefits 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
Short-term Disability Insurance
Technology (Laptop, PDA, etc.)
Vacation Leave
Vision Insurance
Please describe benefit package or provide additional comments

Marten offers a comprehensive benefits package for attorneys and staff:

  • Paid Time Off – 15 days per year for the first two years, accrues monthly
  • Holidays – 10 paid days
  • Health Insurance – medical, vision, and dental insurance
  • Short-term and Long-term Disability Insurance
  • Life Insurance
  • 401(k) Plan – contribute up to 20% of pay; firm matches 100% of first 3% (not to exceed $6000) and 100% vesting of company match at year two
  • Family Leave
  • Disability Leave
  • Military Leave and Family Military Leave
  • Personal Leave
  • Bereavement (Funeral) Leave
  • Domestic Violence/Sexual Assault Leave
  • Individual Financial Planning
  • Office Location Flexibility (Seattle, WA; Portland, OR)
  • Remote Work Accommodations
  • Relocation Expenses
  • Transportation Subsidy – Metro ORCA Card
  • Education and Course Reimbursement – related to current position
  • Judicial Clerkship Accommodations
  • Professional Development Opportunities
  • Paid Bar Memberships
  • Paid CLE
  • Internet Subsidy
  • Health Club Subsidy
  • $5,000 living stipend for Summer Associates 
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)

Annual bonuses to eligible associates

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

Salary and wage increases are at the discretion of the Firm and may be based on several factors including, but not limited to, the Firm’s business and profitability, market factors, associate performance, and associate’s work group performance.

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.

If you are sick or temporarily disabled because of pregnancy or childbirth, requesting time off for your newly born child - including newly adopted child, the employee will be given 12 weeks of paid leave within a 12-month period.  The Firm’s short-term disability plan and state disability will be used to supplement your paid leave, then your available PTO will be used, while the Firm will cover the remaining amount to cover your full salary during your leave.  

Additional leave time may be available under state or federal family and medical leave provisions. Leaves are complex; some run concurrently, while others do not. Please contact HR or Risk Partner to discuss available time off for your pregnancy or parental leave. Each leave must be pre-approved by HR and are approved on a case-by-case basis.