| 2023 compensation for entry-level lawyers ($/year) | 215000 |
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Summer Compensation |
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| 2023 compensation for Post-3Ls ($/week) | |
| 2023 compensation for 2Ls ($/week) | 4135 |
| 2023 compensation for 1Ls ($/week) | 4135 |
| Judicial Clerkship Bonus? | Yes |
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| Compensation/progression credit for judicial clerkship? | Yes |
| Compensation/progression credit for other advanced degrees? | No |
| Other Compensation |
Reimbursement for moving and bar expenses. Eligible for merit-based bonus. The firm also offers a salary advance. |
| Benefits |
401(k)/IRA/Other Retirement Plan Bar Association Fees Business Casual Dress Code Child Care Subsidy CLE Dental Insurance 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 On-site Child Care Parental Leave Parking/Transportation Relocation Expenses Short-term Disability Insurance Technology (Laptop, PDA, etc.) Vacation Leave Vision Insurance |
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| Please describe benefit package or provide additional comments |
No waiting period for healthcare benefits (medical, dental, vision). Medical plan participants have access to Teladoc telehealth services including primary medical, dermatology, mental health, and expert opinion consultations. Medicare consultation services at no cost. Pre-tax Health Savings Account program and wellness program with incentive. Firm-paid life and disability insurance and a variety of supplemental insurance policies including Aflac, supplemental life/LTD, and AD&D. State bar dues, professional development allowance, flexible time-off policy, and paid parental leave policy (up to 18 weeks for primary care giver leave with ramp up provision and 4 weeks for non-primary care giver). On-site childcare in Atlanta office. Center based back-up childcare in other locations. In-home elder care & childcare and childcare while traveling. Breast milk shipping program. Discounted tutoring services. Family planning services such as $25,000 fertility benefit and an adoption/surrogacy assistance policy. No cost on-site consulting services with licensed professionals for goal setting, conflict resolution, stress management, work life balance, and more. Financial planning programs 401(k) retirement plan, quarterly retirement education, loan consolidation programs, and personalized consultations through College Coach program. Family referral service, attorney assistance program, discounted corporate concierge service, back-up pet care provides up to 20 days annually that can be used for walks, boarding, and pet sitting. Discounted pet insurance is also offered. Attorney luncheons and annual retreats. Voluntary wellness program with reward.
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| Associate base salary (excluding bonuses) is determined by | A set lock-step system (same base salary for each class year) |
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| If not strictly a set lock-step system, what criteria are used to determine associate base salaries (excluding bonuses)? (check all that apply) |
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Annual bonuses to eligible associates |
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| 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 |
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Parental leave or family care policy |
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| 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 Alston & Bird parental leave policy provides up to 18 weeks of paid leave for the primary care giver leave including an automatic 6-week ramp up period upon return to work during which an attorney remains at full salary while on a reduced FTE. A non-primary care giver is eligible for up to 4 weeks of paid leave. The firm’s parental leave policies are gender neutral, and individuals designate their parental leave status when initiating a leave. |