Most large law firms pay their associates on a lockstep basis. That is, classes of associates are paid the same base salary and a reasonably standard bonus that may have some flexibility to recognize extraordinary performance or hour production (see the current New York City large firm salary scale below). It has long been advocated that associates should be grouped by capability with broader bands and more merit consideration to recognize differences among them but only a few firms have diverted very far from lockstep. However, with the current layoffs of associates and the freezing of salary increases by many firms, variations away from lockstep are being actively considered by many large firms. While some are looking at replacing seniority with capability standards for promotion to a couple of steps above a basic “associate,” others are considering having lockstep for the first couple of years and unstructured merit thereafter.
Class
Base Salary
Bonus
2008
$160,000
$17,500
2007
$165,000
$17,500
2006
$170,000
$20,000
2005
$185,000
$22,500
2004
$210,000
$25,000
2003
$230,000
$27,500
2002
$250,000
$30,000
2001
$265,000
$30,000
2000
$280,000
$30,000
The Most Frustrating Work Habits
We did a short telephone survey of law firm office administrators and HR Directors on those work habits among law firm staff that caused them the greatest concern or created the most complaints. The top five complaints were:
Absenteeism or tardiness. The increase in flexible work schedules for lawyers seems to be negatively impacting the basic staff ethic of the need to be at work and on time.
Conducting personal business. This ranges from handling personal and family issues to actually operating a part-time business from the office.
Excessive personal breaks. Excessive breaks for smoking seems to be a major annoyance.
Inappropriate dress. The casual dress of many partners has caused much less emphasis on appearance by staff.
Talking on cell phones while working. This seems to be a particular problem with people working in duplication centers and file rooms.
Quick Search
Quick Search
Legal Resource Group is pleased to announce a new way to search for Administrative and Executive positions. Quick Search permits law firms to expand their options to assure the lowest cost for administrative and executive searches. The process begins with an ad which you prepare. Your ad is then emailed to our entire data-base, which is the largest data-base for administrative and executive positions for law firms in the country. As a result, within minutes, your ad will be before the eyes of virtually every person who would be a candidate or who may know someone who would be a potential candidate. In addition, we will place the ad on our website for 30 days and also contact the entire data-base three more times during the 30 day period. All responses will come directly to you and you may interview or hire anyone you wish.
If you have not found a successful candidate within thirty days, we will offer the services of Legal Resource Group's full administrative search capability at no additional up front charge.
You asked--we listened--we acted!
For more information or to list your position with Quick Search, contact Scott Lang at Scott@LRGLLC.com or call 1-800-635-2982
A New Openness
The largest lay-offs of staff members and associates have, thus far, been primarily associated with large law firms with the capital market practices. But there is little doubt that the impact of the recession will roll its way across the country and eventually impact firms of all sizes in every geographic location.
While there has been tremendous publicity concerning the problems of those being laid-off, law firm managers are finding that they must quickly return to the issues surrounding those who are left. It would be silly to say that the impact on "the survivors" is as devastating as on those who departed, but it is equally wrong to assume that remaining staff members and associates are simply relieved and happy to have a job. In all likelihood, those who are left are the best and most experienced people. And, while their prospects of moving to another job may not be very attractive at the moment, their reaction to the lay-offs that occur around them now may well dictate their retention when hiring markets improve.
The advice from all experts and legal administrators who have been through situations like this, stresses the need for openness. The firms who establish an open communication create a "we're all in this together” atmosphere. Lower levels of communication result in defensiveness, lower productivity and decreased quality. Interestingly, the greatest employee desire for candor involves the health of the firms to a greater extent than "what is going to happen to me."
Number of Partners on the Same Flight
When US Airways flight 1549 went down in the Hudson River, 20 of the 150 passengers were employees of one company, Bank of America. This caused us to do a little research and we found that 84 percent of major corporations have travel policies that limit the number of executives that may travel on the same flight. Of those companies, two-thirds limit the number of travelers to less than 10 and a third limit it to only two or three people on the same flight.
We did a quick survey of law firms and found that several firms limit the number of members of management that can fly together. Many put the restriction in place a number of years ago after the Washington law firm of Dow Lohnes & Albertson lost several members of its management in a private plane crash returning from a firm function. However, three quarters of firms we talked to said they would not use a charter flight to fly a significant number of their partners to a retreat, even if it were substantially less expensive.
Legal Resource Group LLC specializes in serving the executive and administrative recruiting needs of law firms. We maintain the largest data base of law firm executive and Administrative staff in the world. This allows us to immediately identify the very best candidates. We find the best people, complete searches faster and have extremely reasonable fees. For further information, visit our website at www.LRGLLC.com , contact us by e-mail at inquiries@LRGLLC.com or by phone at 1-800-688-4147.
