JD Journal » Akin Gump Strauss Hauer & Feld

Law Firm of Akin Gump Has Second Defamation Lawsuit Filed Against It

jim — Mon, 30 Jan 2012 19:55:14 +0000

A second defamation lawsuit has been filed against Akin Gump Strauss Hauer & Feld LLP within one week. As with the previous lawsuit, this one was filed against the firm and one of the firm’s partners from the securities practice. Both lawsuits were filed in Los Angeles. The plaintiff in the case is Charles Arnold. Arnold claims that Douglas A. Rappaport, a partner for Akin Gump, mailed a letter to another party. The letter to the third party said that Arnold lied, broke his fiduciary duties as an adviser, and alleged that Arnold committed an unidentified crime.

According to the complaint, which was only five pages long, the defendants named tried to disrupt the business relationships of Arnold and then blackmail him until he agreed to the demands, which were illegal, of the defendant’s secret clients. The contents of the letter are not discussed in detail within the complaint.

The letter was allegedly sent to someone named James Worsham, who is not described in the complaint. Worsham’s relationship to the people involved in the complaint is not described either. The complaint did say the following about Worsham, “Worsham was under strong pressure to communicate defendants’ statements to additional people, and he did so.”

“The law presumes that Mr. Arnold has suffered harm to his reputation, as well as shame, mortification and hurt feelings, as a result of defendants’ libel per se,” Arnold said. “Without presenting evidence of damage, Mr. Arnold is entitled to receive compensation for his assumed harm in whatever sum the jury believes to be reasonable.”

In the lawsuit, Arnold is asking for close to $10 million in damages in the presumed category, $10 million in damages in the actual category and $100 million in damages in the punitive category. He also has claimed claiming libel. An Akin Gump spokeswoman refused to comment about the lawsuit when questioned while attorneys for Arnold were not reached for comment.

Last Tuesday, the law firm had an almost identical lawsuit filed against it by an attorney in California named John Kirkland. Kirkland claimed that Rappaport mailed a letter to Worsham, one that called Kirkland a thief and a liar. According to Kirkland and his lawsuit, the libelous letter sent out to a third party hurt his reputation as an attorney. He also says that the defendants used fraud, oppression, and malice. From the Kirkland lawsuit, he is look for damages that are worth more than $120 million.

Mark A. Vega and Mona Mahdara Alcala from Libertas Law Group are representing Arnold in the lawsuit. The title of the case is Arnold v. Akin Gump Strauss Hauer & Feld LLP et al., with the case number of BC477723. The case was filed in the State of California’s Superior Court in the county of Los Angeles.

LawCrossing Survey of Lawyer Salaries of Best Law Firms

aostler — Wed, 28 Dec 2011 20:14:14 +0000

A recent LawCrossing Survey of Lawyer Salaries of Best Law Firms survey asked attorneys about their experiences working for 94 different law firms. While the survey asked a variety of questions regarding associate life, vacation time, benefits, and firm demands, one of the more interesting components involved the salary and bonus assessment. What follows is a concise summary of the survey’s results with regards four separate areas: salary and bonus amounts for 2011; salary scale; the target bonus amounts for 2010; and the factors that go into determining bonuses for each firm.

Law Firm Name	2011 Salary & Bonuses	Salary Scale	2010 Target Bonus Level	Bonus Factors
Akin Gump Strauss Hauer & Feld LLP	Akin Gump Strauss Hauer & Feld have salaries that start at $160,000. The salary structure in Houston offices is a year behind market trends. Typically, the firm follows lock-step bonuses, even paying the New York market bonus in December 2010. Some associates also receive a $10,000 merit bonus based on number of hours worked.	$160k	$7k, $10k, $15k, $20k, $25k, $30k, $35k	Class year determines bonuses.
Allen & Overy LLP	Starting salary is $160,000. Salary and bonus systems are both “lockstep.” Billable hours have no bearing on bonuses.	$160k, $170k, $185k, $210k, $230k, $250k	N/A	Class year determines bonuses.
Alston & Bird LLP	$160,000 starting salary for new associates. Merit considerations come into play when determining bonus amounts including billable hours. Top performers in first through fourth years can earn up to $25,000 extra. Top performers in fifth year + can earn up to $50,000 extra.	$135k, $140k, $145k, $155k	N/A	Billable hours and subjective conditions determine bonuses. Bonuses are 4%, 7.5%, or 12% of salary at the following billable hours markers: 1,900, 2,000, and 2,100.
Arnold & Porter LLP	Arnold & Porter uses lockstep salaries based on class year with a base starting at $160,000. Subjective factors and billable hours determine bonus amounts. 2010 bonuses were considered “above-market,” at $10,000 to $50,000 on average with a maximum of $70,000.	$160k, $170k, $185k, $210k, $230k, $250k	N/A	Billable hours and subjective conditions determine bonuses including quality of work and work quality in relation to seniority. Qualifying factors are not transparent but the basics include: 1,800 billable hours and pro bono work.
Baker & McKenzie	The Baker & McKenzie firm has a lockstep salary system with some exceptions given for individuals based on performance. Starting salaries are $160,000 except for Miami offices, where it is $130,000. Bonus amounts are considered to be below market.	$160k	N/A	Billable hours and subjective conditions determine bonuses, though this process is not transparent.
Baker Botts L.L.P.	Salary is merit-based at Baker Botts. The four salary categories are determined by number of years with the firm (1, 2-3, 4-6, and 7+), but seniority promotions are not automatic. Starting salary is $160,000. Texas offices have the highest bonus incentives. Bonuses are paid in March. Federal District and Circuit Court clerkship bonuses are given in the amounts of $35,000 and $50,000 to Texan and non-Texan offices, respectively.	$160k, $170k, $170k, $185k, $185k, $185k	N/A	Billable hours and subjective conditions determine bonuses, though this process is not transparent.
Baker Hostetler LLP	Starting salaries fall between $115,000 and $160,000 then slip into a hybrid lockstep system than combines billable hours, performance, and other factors into consideration. Individual salaries do not always match market levels, nor do bonuses, which are largely discretionary.	$160k	N/A	5% bonus administered after completing 1,950 hours. Additional 12.5% bonus is possible, though rare, and based on performance.
Bingham McCutchen LLP	Bingham McCutchen follows a hybrid lockstep system that determines base salary levels. Starting salary is $160,000. Bonuses are at market level but not paid out until March. Judicial clerkship bonuses are also available.	$160k, $170k, $185k, $210k, $230k, $250k	$7k, $10k, $15k, $20k, $25k, $30k, $35k	Billable hours and subjective conditions determine bonuses, though this process is not transparent.
Bryan Cave LLP	Salary at Bryan Cave in coastal and Chicago offices is $145,000 for the first year, $150,000 for the second year, and $155,000 for the third year. Base salary is lower in all other offices. In general, compensation is determined by lockstep and merit-based factors. Bonuses are also tiered but it is unclear how much members will receive each year. Judicial clerkship bonuses are available in some cases.	$125k	N/A	Billable hours and subjective conditions determine bonuses, though this process is not transparent. Bonus tiers reside at 1,950, 2,100, 2,250, and 2,400 hours.
Cadwalader, Wickersham & Taft LLP	Cadwalader, Wickersham & Taft have a lockstep salary system that starts at $160,000 for all offices except Charlotte, which starts at $130,000. Spring bonuses in 2011 matched the market scale.	$160k, $170k, $185k, $210k, $230k, $250k	N/A	Billable hours and subjective conditions determine bonuses, though merit-based factors are only considered after 1,900 billable hours have been logged.
Cahill Gordon & Reindel LLP	Cahill offers a lockstep salary system that starts at $160,000 and stays consistent depending on the associate’s class. Bonuses were distributed in payments ranging between $15,000 to $20,000 in December 2010 and another at market scale in January 2011. Mid-year bonuses were also paid in June 2011 for $5,000 to $25,000.	$160k	N/A	Class year determines bonuses.
Chadbourne & Parke LLP	Chadbourne & Parke has a starting salary of $160,000 and bonuses that meet the market scale.	$160k, $170k, $185k, $210k, $230k, $250k, $265K	N/A	Billable hours and subjective conditions determine bonuses.
Cleary, Gottlieb, Steen & Hamilton LLP	A lockstep system is used for setting salaries at Cleary, Gottlieb, Steen & Hamilton with a base of $160,000. They match market scale bonuses across the board.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Bonuses are determined by class year of the associate.
Clifford Chance LLP	Clifford Chance uses a lockstep system to determine salaries, which start at $160,000. Bonuses meet the market scale.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	$7k, $10k, $15k, $20k, $25k, $30k, $35k	The process by which bonuses are determined is not transparent.
Cooley LLP	Cooley uses a lockstep system to determine salaries, which start at $160,000 and meet the market level. Bonuses usually meet the market scale but a lack of overall transparency makes it difficult to gauge average amounts.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Billable hours and subjective conditions determine bonuses. Some of these factors are believed to include performance, client relationships, quality, and partnership potential, though the process is not transparent.
Covington & Burling	Covington & Burling use a lockstep system to determine salaries, which start at $160,000. Bonuses are lower than similar firms though the firm has a reputation for contributing to a better quality of life for its associates.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Class year determines bonuses though subjective factors may contribute like pro bono work, recruiting, involvement, performance, etc.
Cravath, Swaine & Moore LLP	Cravath, Swaine & Moore use a lockstep system to determine salaries, which start at $160,000. The firm sets and surpasses market bonus amounts for both end-of-year and spring bonuses.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Class year determines bonuses
Crowell & Moring LLP	Crowell & Moring use both a lockstep system and merit-based approach to determine salaries, which start at $160,000. Bonus amounts vary.	$160k	N/A	Billable hours and subjective conditions determine bonuses. 1,900 billable hours must be logged for bonus eligibility.
Davis Polk & Wardwell	Davis Polk & Wardwell use a lockstep system to determine salaries, which start at $160,000. However, paychecks are only administered once a month. Bonuses match the market and came in at the top of the market for spring bonuses in 2011.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Class year determines bonuses
Debevoise & Plimpton LLP	Debevoise & Plimpton uss a lockstep system to determine salaries, which start at $160,000. Bonuses matched market levels in 2009 and 2010, while their spring bonuses for 2011 came in at the top of the market on the Cravath scale.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Class year determines bonuses
Dechert LLP	Dechert uses a lockstep system to determine salaries, which start at $160,000 in most markets and at $145,000 for Charlotte, Philadelphia, Princeton, and Hartford offices. 2010 bonuses met the Cravath scale for standard performance and were doubled for those who were extremely productive.	$145k, $152k, $160k, $170k, $180k, $190k, $200K, $210k	N/A	Billable hours and subjective conditions determine bonuses. 1,950 billable hours nets a Cravath-level bonus. More hours increases this amount.
Dewey & LeBoeuf LLP	Dewey & LeBoeuf uses a lockstep system for determining salaries, which start at $160,000 and increase each year after that. Bonuses are in keeping with the Cravath scale, but are paid out in March or April.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	$35K	Billable hours and subjective conditions determine bonuses. Associates that billed 2,000 hours qualify for bonuses with additional bonuses available for high performance.
Dickstein Shapiro LLP	Dickstein Shapiro has a lockstep starting salary of $160,000. After that, salaries are below market level. By the third year, associates can work for higher hourly pay. Bonuses are paid out in December.	$160k, $165k, $170k, $185k, $210k, $230k, $250k, $265K	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. After 2,100 hours, the bonus level increases every 100 hours.
DLA Piper	DLA Piper has a lockstep starting salary of $160,000 in most markets and $145,000 in smaller markets. A newer compensation structure features three tiers that are separated by 2-4 years and accession through the ranks is based on performance. 15% of the salary is awarded at the end of the year, based on a performance review. If no salary is withheld, bonuses are given. Income and bonuses are generally viewed as below market levels. In previous years, bonuses ranged from $5,000 to $50,000. Top performers now receive market-level bonuses.	$160k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. An end of year performance review determines if associates receive their 15% withheld portion of their salary. A rating of 4 or 3 warrants this; a rating of 2 warrants a 5% payment; and a rating of 1 warrants no withheld salary or bonuses.
Dorsey & Whitney LLP	Dorsey & Whitney uses a merit-based compensation system. Starting salary is $145,000 in California and New York and $110,000 to $120,000 in smaller markets. Bonuses are behind market scale discretionary.	$110k	N/A	Billable hours and subjective conditions determine bonuses, though they are mostly discretionary. They are not determined in a transparent way.
Edwards Angell Palmer & Dodge LLP	Edwards Angell Palmer & Dodge have a lockstep system for starting salaries at $145,000 in New York and Boston and $125,000 in Providence. Senior associates have a range of salaries, determined by unclear means. 10% of salary relies on meeting the minimum billable hours. Bonuses are less than market scale.	$145k	N/A	Billable hours and subjective conditions determine bonuses.
Fenwick & West LLP	Starting salaries at Fenwich & West are $160,000 at all offices. Bonuses are typically lower than market levels.	$160k	N/A	Billable hours and subjective conditions determine bonuses. 1,800 and 1,950 billable hour tracks are available for different salary and bonus potential.
Fish & Richardson P.C.	Fish & Richardson salaries are lockstep and start at $160,000. Bonuses ranged from $17,500 to above $50,000 in 2009 and even higher bonuses in 2010.	$160k, $170k, $185k, $210k, $230k, $250k, $265K	N/A	Billable hours and subjective conditions determine bonuses. 1,900 nets a bonus with every additional 100 hours increasing this amount.
Foley & Lardner LLP	Foley & Lardner has a hybrid lockstep system with a tiered system for bonuses. Starting salary is $160,000 in major markets and between $110,000 and $145,000 in smaller markets. Deferred salary payment of $15,000 is made to those who work over 1,950 hours. Lockstep system dissolves after the fourth year. Bonuses vary and ranged from $0 to $50,000 in 2009.	$130k	N/A	Billable hours and subjective conditions determine bonuses though the process is not transparent and largely discretionary.
Freshfields Bruckhaus Deringer LLP	Freshfields Bruckhaus Deringer uses a lockstep system with salaries starting at $160,000. Non-U.S. offices moved to a milestone system in 2011 based on performance only. U.S. office bonuses follow market standards but actually came in at the top of the Cravath scale for spring bonuses in February 2011.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Class year determines bonuses.
Fried, Frank, Harris, Shriver & Jacobson LLP	Fried, Frank, Harris, Shriver & Jacobson have a lockstep system with salaries starting at $160,000. Bonuses match market levels and reached up to $35,000 in 2009. Spring bonuses in 2011 matched the Cravath scale.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Billable hours and subjective conditions determine bonuses. A minimum of 1,950 hours must be logged to qualify.
Fulbright & Jaworski L.L.P.	Fulbright & Jaworski have a lockstep system with salaries starting at $160,000. Bonus amounts vary but fall short of market standards.	$160k	N/A	Billable hours and subjective conditions determine bonuses. Hourly bonuses are given to those that log 2,000 and above with additional amounts given to those every additional 100 hours. Discretionary bonuses are also awarded based on merit.
Gibson, Dunn & Crutcher LLP	A lockstep scale is used to determine salaries at Gibson, Dunn & Crutcher, and start at $160,000. Bonus amounts are in line with market levels for year’s end and in the spring.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Billable hours and subjective conditions determine bonuses. Logging over 1,950 qualifies associates for bonuses. Higher billable hours increase bonus amounts considerably. The process is not transparent.
Goodwin Procter LLP	Goodwin Procter uses a hybrid lockstep system to determine base salary levels, which start at $160,000, while including flexibility for merit-based assessments. Bonuses met the Cravath level, though individual associates complained about a lack of transparency in the assessment process. Spring bonuses did match the Cravath level in 2011.	$160k, $170k	$30k, $35k	Billable hours and subjective conditions determine bonuses though the process is not transparent.
Greenberg Traurig, LLP	Greenberg Traurig has a lockstep and merit-based system to determine salaries. Both salaries and bonuses are discretionary, leading to a tendency toward the firm playing favorites. Bonuses fall behind market levels and many associates don’t receive a bonus at all.	N/A	$160k	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Hogan Lovells LLP	Salary is determined by billable hours. Those that bill 1,800 hours receive a below-market salary and those that bill above 1,950 receive a market-level salary. Bonuses match the Cravath scale.	$160k, $165k	N/A	Billable hours and subjective conditions determine bonuses. Those that bill 2,000 hours receive a Cravath-level bonus.
Holland & Knight LLP	Holland & Knight has a hybrid lockstep system, with salaries starting at $145,000. After that, salary is determined by seniority, billable hours, profitability, and quality of work. Bonuses were awarded in 2011 for performance at a rate of $2,500 for first through fourth year associates and $5,000 for fifth year and up associates.	$145k, $150k, $155k, $160k, $170k, $180k, $190k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Hughes Hubbard & Reed LLP	Hughes, Hubbard & Reed has a lockstep salary system that starts at $160,000 and is based on subjective variables after that including billable hours, pro bono work, contribution to the firm, and quality, though the reviews are not very detailed and only sub-par reviews cause an associate to miss out on a salary raise. Bonuses were at above-market levels in 2009 but dropped to market level in 2010.	$160k, $170k, $185k, $210k, $230k	N/A	Billable hours determine bonuses. At least 1,950 hours are required to qualify.
Hunton & Williams LLP	Hunton & Williams have a lockstep system and base salaries that start at $145,000 or $160,000 depending on the size of the market. Salary after that is determined by seniority and merit-based factors. Bonuses fall behind the market levels and are not distributed until May or June.	$145k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. It is thought that 2,100 to 2,200 hours are required to qualify for bonuses.
Irell & Manella LLP	Irell & Manella has starting salaries that start at $160,000. Bonuses fell between $15,000 and $70,000 in 2009 and doubled Cravath-level bonuses in 2010.	$160k, $170k, $185k, $210k, $230k, $250k, $265k, $280k	N/A	Billable hours and class year determine bonuses, with a minimum of 2,000 hours required.
Jackson Lewis LLP	Jackson Lewis has different base salaries depending on the market, the lowest of which is $125,000. This is way below market levels. Bonuses are also below market levels.	$125k, $130k, $135k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. A minimum of 1,900 hours is required.
Jenner & Block LLP	Jenner & Block has a lockstep starting salary of $160,000 that switches to merit-based after the first year. Salary determinations are highly subjective as are bonuses. Bonuses ranged from $2,000 to $38,000 in 2009 and has fallen behind market levels in subsequent years.	$160k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Jones Day	Jones Day has a merit-based salary system that includes factors like billable hours, pro bono, contribution, quality of work, and business development. Starting salaries range from $145,000 to $160,000 depending on the market. Bonuses are incorporated into salaries depending on each associate’s contribution. Typically, bonuses fall above market levels.	$160k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
K&L Gates	K&L Gates has starting salaries that fall between $115,000 and $160,000, depending on market size, then slip into a merit-based system that takes into account billable hours, quality of work, contribution, performance, and other factors. Bonuses are discretionary.	$130k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. 1,950 hours are required to qualify for a bonus.
Kasowitz, Benson, Torres & Friedman LLP	Kasowitz, Benson, Torres & Friedman has lockstep starting salaries of $160,000. It keeps with market levels for bonus amounts, though does not exceed it.	$160k, $170k, $185k, $210k, $230k, $250k, $265k, $280k	N/A	Factors determining bonus amounts are not clear.
Katten Muchin Rosenman LLP	Katten Muchin Rosenman has a lockstep salary system that starts at $130,000 and $160,000 depending on the market. After that, salaries are based on class year, billable hours, and performance. Bonus amounts fall behind market levels, however.	$160k, $170k, $185k, $210k, $230k, $250k	N/A	Billable hours and subjective conditions determine bonuses.
Kaye Scholer LLP	Kaye Scholer has a lockstep starting salary of $160,000. Bonus amounts follow market trends. Qualifying associates in 2009 received between $20,000 and $40,000. Cravath-level bonuses were awarded in 2010.	$160k, $170k, $185k	$7k, $10k, $15k, $20k, $25k, $30k, $35k	Billable hours determine bonuses. 1,950 hours (1,800 billable) is the minimum requirement.
Kilpatrick Townsend & Stockton LLP	Kilpatrick Townsend & Stockton has a merit-based system to determine salary. Starting salary is $135,000 to $160,000 depending on the market. Bonuses follow market levels.	$135k	N/A	Billable hours and subjective conditions determine bonuses though the process is not transparent.
King & Spalding LLP	King & Spalding has a lockstep system for determining salaries, which start at $135,000 and $160,000 depending on the market. Bonuses lag behind market standards but a lack of billable hours minimum compensates for this fact. 2010 bonuses met the Cravath scale.	$135k, $140k, $145k, $155k, 165k, $175k, $185k, $190k	$22k, $22k, $27k, $30k	Billable hours determine bonuses, though discretionary factors can come into play. A minimum of 2,050 hours is required
Kirkland & Ellis LLP	Kirkland & Ellis has a lockstep system that starts at $160,000. Double the market value bonuses are available to those that bill high hours.	$160k, $170k, $185k, $210k, $230k, $250k	N/A	Billable hours and subjective conditions determine bonuses. Above 2,200 garners increased bonus amounts.
Knobbe Martens Olson & Bear LLP	Knobbe Martens Olson & Bear has a lockstep system to determine starting salaries. Base salaries begin at $140,000. Bonuses lag behind market levels because they’re based on the number of hours billed that fall above the quota.	$140k, $150k, $160k, $170k, $180k, $190k, $200k, $210k	N/A	Bonuses are based on billable hours.
Kramer Levin Naftalis & Frankel LLP	Karmer Levin Naftalis & Frankel has a lockstep system that starts at $160,000. Bonuses follow market levels, though they are usually not paid out until February.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Billable hours determine bonus amounts. 2,150 hours are needed for a full bonus.
Latham & Watkins LLP	Latham & Watkins have a lockstep system that starts at $160,000. Bonuses are typically above market levels, sometimes so much as double. Spring bonuses were also awarded in 2011 that met the Cravath scale.	$160k, $170k, $185k, $210k, $230k, $250k, $265K, $280k	N/A	Billable hours and subjective conditions determine bonuses. A minimum of 1,900 hours is required to earn the base bonus.
Linklaters	Linklaters has a lockstep system with salaries starting at $160,000. Bonuses are lockstep as well, and fall in line with market levels. 2011 spring bonuses fell below Cravath scale level, however.	$160k, $170k, $185k, $210k, $230k, $250k, $265K	$7k, $10k, $15k, $20k, $25k, $30k, $35k	Billable hours and subjective conditions determine bonuses.
Manatt Phelps & Phillips	Manatt Phelps & Phillips uses a hybrid lockstep system with salaries starting at $125,000 and bonuses that fall below market levels.	$125k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Mayer Brown LLP	Mayer Brown has a lockstep salary system that starts at $160,000 for the first class year and has a range of salaries for every class year after that depending on billable hours, quality, pro bono, and other factors. Bonuses match market levels. End of year 2010 and spring 2011 bonuses met the Cravath scale.	$160k, $170k, $185k, $210k, $230k, $250k, $265k, $280k	N/A	Billable hours determine bonus eligibility with a minimum of 2,000.
McDermott, Will & Emery	Starting pay at McDermott, Will & Emery is $145,000 though a merit-based system was implemented in 2011 that made it so associates only received their full pay if they worked 2,000 billable hours. Bonus amounts meet market levels and they aren’t awarded until March.	$145k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
McGuireWoods LLP	McGuireWoods uses a hybrid lockstep system to determine salary amounts. Starting salary is $130,000 with assessments each year after resulting in pay raises based on billable hours, pro bono, quality, performance, and other factors. Bonuses tend to be below market levels though working more hours will garner a higher payout.	$130k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Milbank, Tweed, Hadley & McCloy LLP	Milbank,Tweed, Hadley & McCloy uses a lockstep system to determine salaries, which start at $160,000. Year-end and spring bonuses for 2010 and 2011 met the Cravath level.	$160k, $170k, $185k, $210k, $230k, $250k, $265k, $280k	N/A	Class year determines bonuses.
Morgan, Lewis & Bockius LLP	Morgan Lewis uses a hybrid lockstep system with starting salaries at $145,000 in most markets. Bonuses keep up with market levels but increases are implementing very slowly. End of year bonuses for 2010 were paid in January 2011 for double the Cravath level.	$145k, $150k, $160k, $170k, $180k, $190k, $200k, $210k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Morrison & Foerster LLP	Morrison & Foerster has a lockstep system with salaries starting at $160,000. The firm follows market levels for bonuses, with more being awarded to those who bill a high number of hours and perform well. Bonuses ranged from $7,500 to $65,000 in 2010. Spring 2011 bonuses matched the Cravath scale.	$160k, $170k, $185k, $210k, $230k, $250k, $265k, $280k	N/A	Billable hours and subjective conditions determine bonuses. 1,950 hours warrants a standard bonus; 1,500 hours, a special bonus.
Munger, Tolles & Olson LLP	Munger, Tolles & Olson uses a lockstep system with salaries starting at $160,000. First year associates received a flat $5,000 bonus in 2009 with rates matching market levels for following class years.	$160k	N/A	Billable hours and subjective conditions determine bonuses, including billable hours, quality of work, and other factors.
Nixon Peabody LLP	Nixon Peabody uses a hybrid lockstep system that starts at $145,000. Raises are dependent on performance. Bonus worth 30% of salary is possible.	$145k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
O’Melveny & Myers LLP	O’Melveny has a lockstep system with salaries starting at $160,000. Bonuses follow market levels and not every associate receives a bonus. Spring 2011 bonuses were on the Cravath scale.	$210k, $230k, $250k, $265k, $280k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. 1,950 hours is the minimum to qualify.
Orrick, Herrington & Sutcliffe LLP	Orrick, Herrington & Sutcliffe uses a talent model to determine compensation, with different amounts for associates, managing associates, and senior associates. Advancement is dependent on merit only. 2009 bonuses ranged from $5,000 to $75,000. 2010 bonuses met the Cravath scale. Spring 2011 bonuses met the Cravath scale.	N/A	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. There is no minimum billable hours requirement, though pro bono work factors in.
Patterson Belknap Webb & Tyler LLP	Patterson Belknap Webb & Tyler has a lockstep system with salaries starting at $160,000. Bonuses follow market levels.	$160k, $170k, $185k, $210k	N/A	Billable hours and class year determine bonuses. Special bonuses given to those that log more than 2,100 hours.
Patton Boggs LLP	Patton Boggs uses a hybrid lockstep system to determine salaries with three tiers separated by billable hours: 1,650, 1,800 and 1,950. Bonuses are paid in March and fall behind or meet market levels depending on several factors.	N/A	N/A	Billable hours and subjective conditions determine bonuses. Two options are available: 1. Based on billable hours above minimum 2. Based on hours, pro bono, work quality, etc.
Paul, Hastings, Janofsky & Walker LLP	Paul, Hastings, Janofsky & Walker use a lockstep system to determine salaries. Bonuses match market levels and are paid out in March. 2010 bonuses matched Cravath scale for top-tier associates. Spring 2011 bonuses met the Cravath level for all associates.	$230k, $250k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. Minimum 1,950 hours to qualify.
Paul, Weiss, Rifkind, Wharton & Garrison	Paul, Weiss, Rifkind, Wharton & Garrison uses a lockstep system to determine starting salaries. Bonuses are paid in December and match market levels.	N/A	$37k, $42k	Class year and subjective conditions determine bonuses.
Perkins Coie LLP	Perkins Cole uses a lockstep system to determine starting salaries ranging from $120,000 to $160,000 depending on the office’s location. After that, merit plays a role in class year salary. Bonuses include equity in an investment plan.	$120k, $120k	N/A	Billable hours and subjective conditions determine bonuses, including productivity.
Pillsbury Winthrop Shaw Pittman LLP	Pillsbury Winthrop Shaw & Pittman has a lockstep system with salaries starting at $155,000 with raises made each year depending on if associates met a minimum number of billable hours. 2010 bonuses matched the market level at $15,000 for qualifying associates.	$155k	N/A	Billable hours and subjective conditions determine bonuses, including productivity. Minimum billable hours required is 1,950.
Proskauer Rose LLP	Proskauer Rose has a lockstep system that start at $110,000 to $160,000 depending on the location of the office. Bonuses follow the market scale, with 2010 bonuses falling in line with the Cravath scale.	$170k	$7k, $10k, $15k, $20k, $25k, $30k, $35k	Class year determines bonus amount.
Quinn Emanuel Urquhart & Sullivan LLP	Quinn Emanuel Urquhart & Sullivan falls behind the market scale for salaries. Bonuses were awarded in 2010 at 150% of the Cravath scale plus $5,000 per additional 200 hours past the base level. Spring 2011 bonuses matched the Cravath scale for those billing 2,000 hours and beat it for those billing above 2,100.	N/A	$11k, $15k, $22k, $30k, $37k, $45k, $52k	Class year and billable hours determines bonus amount with a 2,100 hour minimum.
Ropes & Gray LLP	Ropes & Gray has a lockstep system for determining base salaries. Bonuses match market levels at were at the Cravath level in 2009 and 2011.	N/A	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. A minimum of 1,900 hours is required.
Schulte Roth & Zabel LLP	Schulte, Roth & Zabel has a lockstep system with salaries starting at $160,000. Bonuses match the market levels. Spring 2011 bonuses met the Cravath scale.	$160k	N/A	Class and billable hours year determines bonus amount with a 2,000-hour minimum.
Shearman & Sterling LLP	Shearman & Sterling have a lockstep salary system. Bonuses match the market level, though deviated slightly in 2010 when merit-based determinations were put in place. Spring 2011 bonuses matched the top of the Cravath scale.	N/A	$7k, $10k, $15k, $20k, $25k, $30k, $35k	Class year, billable hours and subjective conditions determine bonuses, though the process is not transparent.
Sidley Austin LLP	Sidley Austin has a lockstep system to determine salaries and advancement. 2010 and 2011 bonuses met or exceeded the Cravath scale.	N/A	N/A	Billable hours and subjective conditions determine bonuses, though the process isn’t transparent. Minimum 2,000 hours are needed for full market-rate bonus
Simpson Thacher & Bartlett LLP	Simpson Thacher & Bartlett has a lockstep system to determine salaries, which are at the top of the market. Bonuses met the Cravath scale in 2009 and 2010. Spring 2011 bonuses also matched the Cravath scale.	N/A	$35k, $35k	Class year determines bonus amounts.
Skadden, Arps, Slate, Meagher & Flom LLP	Skadden, Arps, Slate, Meagher, & Flom have a lockstep system for determining salaries. Bonuses meet market level in 2010 and were paid in December. Spring 2011 bonuses also met the market.	N/A	$35k	Class year and billable hours determine bonus amounts.
SNR Denton	SNR Denton uses a lockstep salary system that starts at $160,000 with 12-15% of that paid out as a base bonus in the next year. After the first year, a three-tier system allows for raises based on merit.	$150k, $155k, $157k, $160k, $165k, $179k, $205k, $210k	N/A	Billable hours and subjective conditions determine bonuses.
Squire, Sanders & Dempsey LLP	Squire, Sanders & Dempsey uses a merit-based system to determine salaries, which start at $117,000 and vary depending on class and performance.	$117k	N/A	Billable hours and subjective conditions determine bonuses.
Steptoe & Johnson LLP	Steptoe & Johnson use a lockstep system with some variable aspects, which start at $165,000. Bonuses falls below the market, though a supplemental bonus system does award additional money to those who bring new business to the firm.	$165k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Stroock & Stroock & Lavan	Stroock & Stroock & Lavan uses a lockstep scale and pays at market rates. 2009 bonuses met the Cravath scale for those who met the billable hour minimum.		N/A	Class year, billable hours and subjective conditions determine bonuses. 1,900 hours is the minimum requirement.
Sullivan & Cromwell LLP	Sullivan & Cromwell uses a lockstep system to determine salaries. Compensation is typically ahead of the market, though it has matched it in 2009 and 2010. 2010 bonuses met the Cravath scale in December for years 1-6 and gave even more than that to years 7-8. Special bonuses are also occasionally awarded in the spring. In 2009 they ranged from $500 to $8,500.		$37k, $42k	Class year determines bonuses.
Venable LLP	Salaries at Venable vary depending on class and merit, but they start at $145,000. Bonuses fall below the market.	$145k	N/A	Billable hours and subjective conditions determine bonuses.
Vinson & Elkins L.L.P.	Vinson & Elkins uses a lockstep system to determine salaries, which start at $160,000 for first years. A lockstep bonus is also given to first years, but all years after that provide higher bonus amounts depending on billable hours. 2010 bonuses were above the Cravath scale, though spring 2011 bonuses fell below it.	$170k	N/A	Billable hours and subjective conditions determine bonuses. For senior associates, bonus levels are higher at 1,950, 2,150, and 2,300 hours.
Wachtell, Lipton, Rosen & Katz	Wachtell, Lipton, Rosen & Katz uses a lockstep system to determine salaries, which start at $165,000. Bonuses are a percentage of an associate’s base salary.	$165k	N/A	Bonuses are determined by salary percentage.
Weil, Gotshal & Manges LLP	Weil, Gotshal & Manges uses a lockstep system to determine salaries, which start at $160,000. Bonuses meet the Cravath scale. As of 2011, the firm no longer pays a special bonus to particularly high performing members.		N/A	Class year determines bonuses.
White & Case LLP	White & Case uses a lockstep system to determine salaries, though payment varies from office to office. Bonuses meet market levels and are paid out in January. Spring 2011 bonuses were paid out in April and were highly variable.		N/A	Billable hours and subjective conditions determine bonuses, including pro bono, contribution, and quality of work. The process is not transparent.
Williams & Connolly LLP	Williams & Connolly uses at lockstep system to determine salaries, which start at $180,00 for first year associates. Bonuses are not awarded and are built into the base salary, instead.	$180k, $190k, $230k	N/A	No bonuses are awarded.
Willkie Farr & Gallagher LLP	Willkie Farr & Gallagher uses a lockstep system to determine salaries in its U.S.-based offices. Bonuses are paid out in December each year to all associates at market levels. 2009, 2010, and spring 2011 bonuses met the Cravath scale.		$35k, $35k	Class year determines bonuses.
WilmerHale	Starting salaries at WilmerHale are $165,000 though the firm is moving to a merit-based structure in 2012, at which time a higher percentage of salary will be paid out in bonuses determined by performance, quality of work, pro bono work, and other factors. Spring 2011 bonuses met the Cravath scale.	$165k, $210k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent.
Wilson Sonsini Goodrich & Rosati	Wilson Sonsini Goodrich & Rosati use a hybrid lockstep and merit-based system to determine salaries, which start at $160,000. Bonuses are at the market level, with a few associates getting higher than that. Bonuses ranged from a max of $9,000 for first years to $49,000 for senior associates.	$160k, $170k, $185k, $210k, $230k, $250k, $265k	N/A	Billable hours and subjective conditions determine bonuses, though the process is not transparent. Bonuses levels cap at 1,900, 2,100, and 2,400 hours.
Winston & Strawn LLP	Winston & Strawn uses a lockstep system to determine salaries, which meet the market levels. 2009 and 2010 bonuses met the Cravath scale. 2011 spring bonuses were not awarded.			Billable hours and subjective conditions determine bonuses, including pro bono, quality of work, contribution and other factors. The process is not transparent. Over 2,200 hours nets an additional bonus.

This LawCrossing attorney salary survey was first published on LawCrossing.com. If you would like to provide updates to this information, feel free to provide them anonymously by commenting below.

Akin Gump Adds Two Partners to IP Practice

rebneely — Thu, 13 Oct 2011 08:00:57 +0000

The law firm of Akin Gump Strauss Hauer & Feld LLP recently announced that Chad Everingham, a former U.S. magistrate judge, joined as a partner in its intellectual property practice in the firm’s newly established office in Longview, Texas. In this role, he will advise clients on a variety of intellectual property litigation matters, focusing on patent litigation.

Along with the addition of Everingham is David M. Stein, who joined the firm’s intellectual property practice in the firm’s Los Angeles office.

Everingham has legal experience in both public service and private practice. For four years, he served as a magistrate judge in the U.S. District Court for the Eastern District of Texas; this is one of the busiest patent litigation courts in the federal system.

Formerly, Stein was a partner at a large international law firm. There, he served as the chief operating officer of its East Texas practice group. He has significant experience litigating patent cases in jurisdictions all over the country.

Steven Zager, head of Akin Gump’s firm wide intellectual property practice was quoted as saying in a press release at the firm’s website: “The addition of these talented attorneys who have such a deep and impressive set of patent litigation skills is a tremendous addition to our team. Chad literally helped write the book on patent litigation in one of the country’s IP litigation hotspots. Both have intimate familiarity with, and knowledge of, patent litigation that will be a boon not only for our clients, but also for our entire team.”

Everingham was quoted as saying: “These are exciting times for me. Akin Gump enjoys an international reputation for excellence in the handling of complex intellectual property matters. I am delighted to team up with such an experienced complement of trial lawyers. The chance to join one of the country’s top IP litigation practices was a tremendous opportunity that I could not pass up. I’m looking forward to establishing my practice at Akin Gump and bringing over a decade of experience in patent law to bear on behalf of the firm’s clients.”

During his service on the bench, Everingham handled nearly 80 Markman proceedings and tried over twenty complex patent cases. He presided, with the consent of all parties, over more than 200 civil cases, many of which were intellectual property disputes involving industries including medical devices, computer hardware and software, recreational equipment, advanced electronics and semiconductors, automotive and telecommunications. Everingham made significant contributions to the measures designed to facilitate the disposition of complex cases, regarding docket control, discovery and protective order measures.

Stein has been involved in major patent cases involving semiconductor devices and processing, medical devices, sporting goods and various business methods. He has also tried many cases in jurisdictions all over the country. Ranked by The Legal 500 United States (2010) as a leading patent litigation lawyer in the hi-tech, electronics and IT sectors, Stein has also handled many pro bono matters.

Stein was quoted as saying: “Akin Gump has long been a recognized leader in the intellectual property space, and it’s exciting to join its team of accomplished lawyers. I’m very much looking forward to the opportunities this move will present to our clients.”

Akin Gump Strauss Hauer & Feld LLP has over 800 lawyers in the United States, Europe, Asia and the Middle East, and was founded in 1945.

Thomas Goldstein to Depart from Akin

marvins — Wed, 05 Jan 2011 17:26:16 +0000

Thomas Goldstein, the co-chair of Akin Gump’s appellate practice, is about depart Akin Gump Strauss Hauer & Feld, a Texas-based law firm with over 800 lawyers, after being a partner for five years. Goldstein is slated to leave Akin in three weeks time and will rejoin his former firm, Howe & Russell, where he worked for almost eight years before joining Akin. Goldstein, the primary author of SCOTUSblog.com, will become a named partner at his former firm which will now be known as Goldstein, Howe & Russell.

Anthony Pierce, managing partner of Akin’s Washington office, said that the firm respects Goldstein’s decision. “This is a great opportunity for Tom. We will miss him, but look forward to working with him on projects in the future and seeing him around Washington. We wish him well.”

Goldstein said that profits were not the reason why he decided to leave Akin. He explained that his departure was attributed to his recent encounter with one of his largest clients giving him additional work that he had to decline to avoid a conflict of interest with another Akin Gump client. “In terms of hard numbers, Supreme Court practices can be quite difficult to make profitable, but I have expanded my practice to do a lot of other kinds of litigation.”

Goldstein has nothing but good words regarding his tenure with Akin. “I have nothing but over-the-moon praise for Akin.” Goldstein also mentioned that Akin and Goldstein, Howe & Russell have a close relationship so he will continue to collaborate with Akin.

Morning Roundup

joshua — Wed, 29 Sep 2010 13:06:45 +0000

Good morning everyone! Today is Wednesday, September 29th. Here’s a quick recap of yesterday’s stories.

Orrick and Akin Gump began merger talks…

Greenberg Traurig added two attorneys to its Corporate and Securities practice…

The Florida Supreme Court declined U.S. Rep Alan Grayson’s request to halt the foreclosures being handled by three South Florida law firms under investigation…

Orrick and Akin Gump in Merger Talks

ashley — Wed, 29 Sep 2010 02:42:07 +0000

Mergers between large law firms are becoming more and more common lately. Following the trend, firms Orrick, Herrington & Sutcliffe, LLP and Akin Gump Strauss Hauer & Feld, LLP are in talks of a merger which have been called by representatives on both sides “preliminary.”

Founded in 1863 in San Francisco, Orrick has striven to build relationships with its clients and develop a solid basis for its firm. Orrick is now a worldwide law firm with 22 different offices and over 1,100 lawyers.

Akin Gump has been around since 1945. The firm is one of the world’s largest and has also spanned the globe with 14 offices and more than 800 lawyers. Akin Gump has offices across the United States, Switzerland, England, Russia, China, and The United Arab Emirates.

This is not the first merger talk that Orrick has been a part of, though a merger of Orrick and Akin Gump would create a global firm that would be comprised of over 1,740 attorneys.

Morning Roundup

joshua — Fri, 10 Sep 2010 13:02:41 +0000

Good morning everybody! Today is Friday, September 10th. Here’s a quick look back at yesterday’s stories.

Chambers USA recognized Monteleone & McCrory in the area of construction law in California…

Highly-regarded commercial trial and appellate attorney Thomas Gilbertsen joined Venable LLP…

Former Ambassador J. Thomas Schieffer joined Akin Gump…

Former Ambassador J. Thomas Schieffer Joins Akin Gump

joshua — Thu, 09 Sep 2010 12:50:11 +0000

Former U.S. ambassador to both Australia and Japan J. Thomas Schieffer has joined Akin Gump Strauss Hauer & Feld LLP as senior counsel.

Amb. Schieffer will advise clients in the global energy, trade, transportation, defense and intelligence industries.

In the press release at PR Newswire, James C. Langdon Jr., senior executive partner at Akin Gump, was quoted as saying: “Tom Schieffer has long been well-respected – both in the U.S. and abroad – for his political acumen and business expertise. A diplomat with significant foreign policy experience in the Pacific Rim as well as a highly accomplished lawyer and businessman in his native Texas, he will be a tremendous asset to our clients, whether they are doing business domestically or internationally.”

Elected at age 25, Amb. Schieffer served three terms in the Texas Legislature before returning to law school at the University of Texas. In 1979 he began a legal and business career focusing on oil and gas and investment matters.

An early investor with George W. Bush and Edward W. (Rusty) Rose in the group that bought the Texas Rangers Baseball Club in 1989, Amb. Schieffer was named partner-in-charge of ballpark development in 1990, and in that capacity he negotiated a public-private partnership with the city of Arlington, Texas. In 1991, he was appointed president of the Texas Rangers Baseball Club. He served in that role until 1999, when he returned to practicing law and managing investments and oil and gas properties.

In 2001, President George W. Bush appointed Schieffer as U.S. ambassador to Australia. Confirmed unanimously by the U.S. Senate, he served for four years, during which time the United States negotiated a free-trade agreement with Australia and deepened the intelligence ties between the two countries. In 2005, he was appointed by President Bush, and again unanimously confirmed, as U.S. ambassador to Japan. During his four-year tenure, Amb. Schieffer was a principal negotiator on the 2006 Force Transformation Agreement, the most substantive revision of the security agreement between the United States and Japan since 1960, and was actively involved in the Six Party Talks, which centered on North Korea’s attempts to become a nuclear power.

Amb. Schieffer has been recognized consistently at home and abroad for his leadership and organizational skills, particularly in the area of intelligence. He received the Order of Australia, which is the highest award that can be presented to a foreigner by the Australian government , for his work in strengthening the Australian-American Alliance, and the Distinguished Public Service Award – the Pentagon’s highest civilian recognition – for his work in strengthening the U.S.-Japan Alliance. In addition, he has received awards from the CIA, the FBI, the Defense Intelligence Agency, the National Security Agency and the National Geospatial-Intelligence Agency.

Founded in 1945, Akin Gump Strauss Hauer & Feld LLP has grown to be one of the world’s largest law firms, with more than 800 lawyers in 14 offices. A frequent recipient of industry recognition for its strength in litigation and high-stakes appellate work, its leadership in groundbreaking transactions and its depth in public policy, Akin Gump provides a comprehensive suite of services for global companies and local individuals.

Morning Roundup

joshua — Thu, 08 Jul 2010 11:32:39 +0000

Good morning everyone! Today is Thursday, July 8th. Here’s a quick look back at yesterday’s stories.

Cadwalader named a new co-chair of its Litigation Department…

Former U.S. Sen. John E. Sununu, R-N.H., joined Akin Gump Strauss Hauer & Feld LLP…

The World Economic Forum named Greenberg Traurig’s James Bacchus to its Global Agenda Council on Trade…

McKool Smith added three attorneys to its Bankruptcy Practice…

Chadbourne & Parke announced it would open an office in Sao Paolo, Brazil…

Dykema Gossett PLLC hired marketing expert…

Head of Simpson Thacher & Bartlett’s global M&A team,will leave to become chief legal officer of The Blackstone Group…

Donovan & Yee LLP added two partners…

Akin Gump Acquires Boutique Lobbying Firm

joshua — Fri, 26 Mar 2010 18:15:55 +0000

Akin Gump Strauss Hauer & Feld has acquired Democratic boutique lobbying firm Parven Pomper Strategies, the firm said in a press release. PPS founders Scott Parven and Brian Pomper will join the firm as partners. Akin Gump also announced Al From, founder and longtime leader of the Democratic Leadership Council, will become a senior advisor at the firm.

Smith W. Davis, co-leader of Akin Gump’s policy practice, said the new team brings an “excellent track record of providing business clients with first-rate strategic advice and advocacy in the policy arena.”

Prior to founding PPS, Parven served as vice president and counsel at Aetna, where he oversaw international public policy. He is also a former vice president of public policy at AOL Time Warner and chair of the international policy group at Mayer Brown.

Pomper served as chief international trade counsel for Chairman Max Baucus (D-Mont) on the Senate Finance Committee prior to founding PPS. He also served as an attorney at Skadden, Arps, Slate, Meagher & Flom before entering government service.

The remainder of the PPS team joining Akin Gump are Alixandria Lapp, former chief of staff to Rep. Adam Smith (D-WA); Francine Friedman Grabowski as senior policy counsel; Roger Murry, former legislative assistant to former Rep. Ellen Tauscher (D-CA) as policy analyst; and Sarah Crnkovich as policy analyst.
Akin Gump’s bipartisan policy practice was founded in 1977 and has more than 50 lawyers and professionals.

Woodcock Washburn Names New Litigation Chair

joshua — Wed, 03 Feb 2010 22:09:50 +0000

Woodcock Washburn has named David J. Wolfsohn chairman of the firm’s litigation group. He replaces Dianne Elderkin, who left this week with three other partners to join Akin Gump Strauss Hauer & Feld’s.

Wolfson has been with Woodcock Washburn since 2005. Among his more notable achievements at the firm was a $19-million jury verdict in a copyright case awarded in June 2006 and a $5.8 million settlement of a trade secret case.

Woodcock Washburn specializes in IP law and has offices in Atlanta, Philadelphia and Seattle.

Elderkin and Team Join Akin Gump Strauss Hauer & Feld

sara — Wed, 03 Feb 2010 17:24:06 +0000

Three partners from Woodcock Washburn, including former policy committee member and current litigation practice chairwoman Dianne Elderkin, have decided to join Akin Gump Strauss Hauer & Feld’s Philadelphia office. Barbara L. Mullin and Steven D. Maslowski will join Elderkin, who she worked with last year to win a verdict of $1.67 billion for client Johnson & Johnson’s Centocor unit in a patent infringement case, the largest amount awarded by a jury for a patent case in U.S. history.

Elderkin will begin her new position on February 16. She was a member of Woodcock Washburn’s three member policy committee from 2000 to 2006, when she took over the firm’s litigation practice. Johnson & Johnson is Elderkin’s big client and it is expected that they will follow her to the new firm.

Akin Gump Strauss Hauer & Feld, headquartered in Washington, D.C., has 950 attorneys in 13 offices worldwide.

Jones Day Brings on Partners

Erik Even — Mon, 08 Jun 2009 17:43:25 +0000

Jones Day, which last month brought on seven bankruptcy lawyers from Kirkland & Ellis, has hired two laterals.

Partner Ronald Johnson joins from Akin Gump. He represents railroads in litigation and regulatory matters.

Lily Claffee joins as a partner from the Commerce Department, where she was general counsel. She will work in Jones Day’s government regulation practice.

Jones Day is an international law firm headquartered in Cleveland, Ohio. It was founded in 1893 by Judge Edwin J. Blandin and William Lowe Rice. Jones Day is the 8th largest law firm in the world by revenue. It is currently the second largest law firm in the United States, with approximately 2,400 lawyers and gross annual revenue in excess of US$1.5 billion.
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Akin Gump Brings On Litigation Partners

Erik Even — Tue, 26 May 2009 17:46:53 +0000

Akin Gump has announced the hiring of partners Nicholas Porritt and William White for its litigation practice in Washington DC.

Porritt comes to Akin Gump from Wilson Sonsini Goodrich & Rosati. He handles SEC and commercial litigation matters.

White spent the last 10 years at WilmerHale. Before that, he was with the Enforcement Division of the SEC.

In March, Akin Gump laid off 47 associates and 57 paralegals & staff.

Akin Gump Strauss Hauer & Feld LLP was founded in Dallas in 1945 by Robert Strauss and Richard Gump. The firm now numbers more than 900 attorneys and advisors in the United States, Europe, Asia and the Middle East.

UBS Loses Two Top In-House Counsel

Erik Even — Tue, 19 May 2009 19:12:49 +0000

Two top lawyers at Switzerland’s UBS have left the firm.

Ash Gulati, executive director of UBS’s UK-based prime brokerage & equity derivatives legal team, will join the London office of Akin Gump as senior counsel.

Matthew French, head of UBS’s distressed investment team, will leave after less than a year, to join the Nomura Group. He will work in mergers & acquisitions.

The moves leave 70 lawyers at UBS’s City of London legal team.

UBS AG is a diversified global financial services company, with its main headquarters in Basel and Zürich, Switzerland. It is the world’s largest manager of private wealth assets.

Akin Gump to Lawyers: Bonuses If You’re Good, Penalties If You’re Naughty

Erik Even — Sat, 04 Apr 2009 17:32:15 +0000

Dallas’ Akin Gump is altering its salary plan to reward lawyers who are on track to bill 2,000 hours by the end of the year.

Those lawyers receive a supplemental payment. Those who do not will not be penalized.

The firm made the announcement via e-mail Friday evening.

In early March, the firm laid off 47 associates and 57 paralegals & staff.

Akin Gump Wins Big in Lobbying Revenues

Erik Even — Mon, 23 Mar 2009 22:41:34 +0000

Am Law 200 firms Covington & Burling, K&L Gates, Dickstein Shapiro, and McGuireWoods were among the law firms that made the most cash from lobbying in 2008, according to Legal Times’ annual listing of the “Influence 50.”

But Akin Gump came in first place, with $98 million in lobbying revenues in 2008, up 9% from 2007.

Covington saw a 36.6% increase in lobbying revenue, to $55.2 million in 2008.

The law firm with the biggest loss in lobbying revenues was Washington, DC’s Williams & Jensen, whose revenues fell 16.5% to $16.7 million.

In 2009, firms are scrambling to hire lobbyists to win federal stimulus package dollars for clients.

Update: The Week in Layoffs, Final Edition

Erik Even — Sat, 07 Mar 2009 18:22:09 +0000

It was another disastrous week for law firm layoffs. Here are the totals:

Arent Fox: 13 attorneys, 15 staff

Bingham McCutchen: 16 attorneys, 23 staff

King & Spalding: 37 attorneys, 85 staff

Akin Gump: 47 attorneys, 57 staff

O’Melveny & Myers: 90 attorneys, 110 staff

Shearman & Sterling: 78 staff

Dewey & LeBeouf: 15 attorneys, 115 staff

Clifford Chance: 115 staff

Wiggin and Dana: 14 attorneys, 14 staff

Stinson Morrison Hecker: 30 staff

DLA Piper: 20 attorneys, 34 staff

Haynes and Boone: 2 attorneys, 1 staff

Pillsbury Winthrop: 55 attorneys, 100 staff

Orrick Herrington & Sutcliffe: 100 attorneys, 200 staff

The official JD Journal totals for this week:

409 attorneys, 977 staff

Yeah, that’s not good.

Know about any layoffs we haven’t reported? Send us a confidential tip!

Update: Akin Gump Cuts 47 Associates, 57 Staff

Erik Even — Sat, 07 Mar 2009 00:03:52 +0000

Once again, the rumors are true.

Akin Gump is laying off 47 associates and 57 paralegals and staff.

The firm will be offering “comprehensive severance packages,” including outplacement services.

In January, Akin Gump laid off 65 staff members in its US offices.

Rumor: Layoffs Today at Akin Gump

Erik Even — Fri, 06 Mar 2009 21:57:21 +0000

Today is a busy day for legal industry layoff rumors.

Blawgs are now reporting that Akin Gump is either laying off lawyers today, or has chosen lawyers it will lay off next week.

The firm laid off 65 staff in January, and said at that time it did not expect any attorney cuts.

If you know anything about these cuts, please send us a confidential tip!

Greenberg Traurig Austin Adds Securities Team

Erik Even — Sat, 07 Feb 2009 18:16:01 +0000

Miami’s Greenberg Traurig has announced the addition of top securities litigation attorneys Paul R. Bessette, Michael J. Biles and Jesse Z. Weiss.

Bessette joins as a national co-chair, and Biles and Weiss join as shareholders in the Securities Litigation Practice. All three join from the Securities Litigation Group at Akin Gump, where Bessette headed that group.

Bessette has served as lead defense counsel in over 60 securities class actions, derivative actions and SEC investigations across the country.

Biles concentrates on securities litigation in federal and state courts, representing public companies, officers, directors and securities underwriters in securities class actions and derivative lawsuits.

Weiss’ practice focuses on securities litigation matters in federal and state courts, including securities class actions, derivative suits, M&A litigation, internal investigations and regulatory enforcement actions.

Also joining Greenberg Traurig’s Securities Litigation practice from Akin Gump are various associates who specialize in securities litigation.

Greenberg Traurig’s Austin office opened in August 2008 as the firm’s third office in Texas.

Greenberg Traurig LLP employs more than 1,800 attorneys, and has more offices in the United States than any other firm among the top 20 in the NLJ 250. The firm was selected as the 2007 USA Law Firm of the Year by Chambers and Partners.

Congressional Staffer Sopko Joins Akin Gump

Erik Even — Wed, 04 Feb 2009 21:42:50 +0000

Congressional staffer and counter-terrorism expert John Sopko has left the House Energy and Commerce Committee, where he was chief counsel for oversight & investigations since 2007, to join Akin Gump as a partner.

Sopko will concentrate on congressional and other federal investigations.

He was senior adviser to committee Chairman John Dingell, a Michigan Democrat. Previously, Sopko worked for the House Select Committee on Homeland Security as the Democratic general counsel & chief of investigations.

He served for 15 years as the deputy chief counsel to the Senate Permanent Subcommittee on Investigations.

Akin Gump Strauss Hauer & Feld LLP was founded in Dallas in 1945. The firm now numbers more than 900 attorneys and advisors in the United States, Europe, Asia and the Middle East.

Via The BLT.

Partners Deserting Akin Gump

Erik Even — Tue, 03 Feb 2009 21:55:56 +0000

The American Lawyer has been piecing together the evidence, and finds that Akin Gump Strauss Hauer & Feld has lost more partners than any other firm the site tracks.

From Above the Law:

Akin lost 17 percent of its partners to competitors, small firms, in-house positions, and government jobs. Some of those defections were anticipated–fallout from strategic shifts in the firm’s practice groups and management structure. But others were a surprise…

While losing 59 partners hasn’t been easy, [Bruce] McLean, who has been Akin’s chairman for the past 16 years, expects that the slimmed-down practice areas will pay off. In 2007 the firm saw profits per partner fall nearly 7 percent to slightly more than $1.2 million, putting it sixtieth on The Am Law 200 partner profit charts.

But in early January he predicted that profits per partner grew as much as 10 percent in 2008 as a result of the shake-up, “What we are seeing is a slimmed-down firm generating more profits,” says McLean. At least, that’s the plan.

Via ATL via AmLaw and The BLT.

Ropes & Gray Decimates Staff

Erik Even — Fri, 30 Jan 2009 17:01:04 +0000

Boston’s Ropes & Gray cut 106 staff positions, or 10% of its non-lawyer staff.

The firm made the cuts yesterday, and announced the news in a firmwide memo by Chairman Brad Malt.

Malt stated that the firm’s clients and marketplace “have been seriously affected by the continuing global economic downturn.”

Akin Gump Strauss Hauer & Feld cut 65 staffers and Indianapolis-based Ice Miller cut about 14, or 2%, of its staff positions this month.

Reed Smith cut 115 U.S. staffers in December; Boston’s Goulston & Storrs eliminated 40 staff positions, also in December; and Boston’s Edwards Angell Palmer & Dodge let nearly 60 support staff members go in November.

Ropes & Gray LLP is a national law firm with offices located in Boston, New York City, Palo Alto, San Francisco, Washington, Chicago, Hong Kong and Tokyo; and a conference center in London. The firm has over 1,000 lawyers worldwide.

Texas Firms Announce Associate Pay Freezes

Erik Even — Tue, 20 Jan 2009 17:15:11 +0000

Haynes and Boone, a 508-lawyer Dallas-based firm, will not to give associates salary raises based on seniority, as management usually does this time of year.

The salary raises may be reconsidered later in 2009. The base salary for first-year associates in Texas is $160,000 at Haynes and Boone. Most senior associates at the firm earn $210,000 in base pay.

At Houston-based Fulbright & Jaworski, a firmwide associate salary freeze was announced to the firm’s 437 associates.

Fulbright had 41 first-year associates in Texas in 2008, who were paid a starting salary of $160,000, the same as in 2007.

Other Texas firms are considering pay freezes. At 683-lawyer Locke Lord Bissell & Liddell, associate raises are “still under discussion.” Austin’s 185-lawyer Strasburger & Price will decide on associate raises later this month.

Ans at Dallas-based Akin Gump Strauss Hauer & Feld, Kristen White, communications manager, says, “The firm hasn’t made a decision.”

Akin Gump Lays Off 65 Staff [Update 2]

Erik Even — Mon, 19 Jan 2009 23:43:35 +0000

Akin Gump is laying off 65 staff across its US offices. No lawyers will be affected.

We’ll keep this post updated as more information becomes available. If you have any inside info, let us know, and you could win one free Internet.

Via The BLT.

UPDATE:

From an anonymous source, via our tipline:

In the DC office, at least two paralegals were let go as well as someone in marketing and someone in HR. Four secretaries in litigation were let go and one secretary in PLP was given the axe. John Dowd’s secretary is among those who were let go. I know that there are more but I don’t know who yet.

UPDATE 2:

From another source, who requested anonymity:

From what I’ve been told by one of the people laid off, there were six people laid off in the Akin Gump Houston office. Of the six, I know one paralegal, two secretaries, and two conference room staff. Not sure who the sixth person was.

Thanks!

Former Patent Czar Joins Whiteford Taylor

Erik Even — Tue, 30 Dec 2008 22:01:46 +0000

The Clinton-era head of the US Patent & Trademark Office has joined Baltimore’s Whiteford, Taylor & Preston.

Bruce A. Lehman, previously of counsel to Akin Gump Strauss Hauer & Feld, is now of counsel to Whiteford in the firm’s global and technology & intellectual property groups.

“[Lehman's] extensive service in the last Democratic administration makes him uniquely qualified to advise clients about how the intellectual property landscape may change under the Obama administration,” said Steven Tiller, co-chairman of Whiteford’s technology & intellectual property practice.

Lehman was assistant secretary of commerce and commissioner of the Patent Office from 1993 to 1998. He helped to negotiate two controversial international intellectual property treaties as the leader of the US delegation at a 1996 meeting of the World Intellectual Property Organization.

He was named Lawyer of the Year by The National Law Journal in 1994, and has been recognized by several other groups and legal publications.

At Whiteford, Taylor & Preston, Lehman will advise clients on domestic and international intellectual property law and on public policy and law.

Duke law professor James Boyle, an expert in intellectual property, has claimed that Lehman threatened to “destroy” him following the publication of an anti-whitepaper piece in the Washington Times criticizing the “Intellectual Property and the National Information Infrastructure” whitepaper, written by the Working Group on Intellectual Property Rights.

Via Law.com.