Law Firm Partner Salaries Dc

Immigration Daily

Comment: Marriage Equality And Immigration - On Friday, June 24, 2011, New York Governor Andrew Cuomo signed into law a bill permitting same-sex couples to be wed in the Empire State as from July 24th. This action by New York doubles the population of the country with marriage equality (joining Connecticut, Massachusetts, New Hampshire, Vermont, Iowa and DC). What does this mean for immigration policy? Despite Attorney General Holder’s statement that Section 3 of the Defense of Marriage Act (DOMA) is unconstitutional ( see DoJ press release saying “... classifications based on sexual orientation should be subject to a more heightened standard of scrutiny. The President has [] concluded that Section 3 of DOMA, as applied to legally married same-sex couples, fails to meet that standard and is therefore unconstitutional“); USCIS continues to deny I-130 petitions filed by bi-national same-sex couples, legally married in the states with competent jurisdiction. The constitutional status of DOMA, and by extension bi-national same-sex couples, remains in flux; indeed a number of court cases in various district and circuit jurisdictions are alive as of this writing. However, New York’s action points to the future course of where the national conversation on marriage equality is tending. Stay tuned to Immigration Daily for the latest. Santa Monica, CA - Wolfsdorf Immigration Law Group , a top-rated immigration firm, seeks an experienced paralegal or legal assistant with a minimum of 2 years immigration experience. The duties include assisting with both nonimmigrant and immigrant cases. Qualified candidates must have a commitment to hard work, excellent writing, communication, organizational and case management skills. We offer competitive salaries and benefits plus a pleasant working environment. Send your resume, a cover letter and two immigration writing samples by email only to Managing Partner: Bernard@Wolfsdorf.com (All applications will be kept strictly confidential). We are an Equal Opportunity Employer. Philadelphia, PA - Klasko, Rulon, Stock & Seltzer, LLP , a nationally-known immigration law firm, has an opening for a paralegal with a minimum of 3 years of experience in immigration law matters including the processing of PERM applications. This position will handle a variety of employment based immigration matters for multinational companies, universities, hospitals and research organizations.

Partner Compensation Always An Issue, But Rarely *The* Issue ...

Lawyers, particularly those at AmLaw 100 or UK Magic Circle firms are generally well-compensated professionals. Granted, attorneys at these law firms rarely take home as much as their peers in banking, but lawyer compensation is rarely the chief complaint of lateral partners seeking to switch firms. Rather, primary motivations typically include the desire to avoid client conflicts, and the need to find a different platform—i.e., a firm that is better able than ones current firm to furnish cross-selling opportunities or to support the specific practice areas needed by ones existing or potential client base. Yet lawyer salary discussions are nevertheless an important part of the lateral recruiting process and need to be understood in the context of that process.

The first thing that lateral partner candidates need to remember is that lawyer salary discussions usually happen at the end of the lateral recruiting process, once all the parties have gotten comfortable that a deal may be possible. While it may seem efficient to “cut to the chase” and discuss lawyer compensation early in the recruiting process, such haste on the part of candidates may sour the firm on further discussions. On one level, it’s a matter of tradition and taste: lawyer salary discussions happen at the end of the process; that’s simply the way it’s done. But on a deeper level, attorney compensation discussions represent the end of a process by which the lateral partner and the firm have already come to a meeting of minds on the issue of whether the lateral partner would be a good fit for the firm, and vice versa. Obviously, compensation is an important part of the equation, but it’s a variable that’s solved for relatively easily; the hard part is determining whether the lateral partner and his or her law practice belong at the firm in the first place.

The best way for a lateral partner to assure that he or she will receive a firm’s highest and best compensation offer is to create a market whereby firms compete. Doing this requires skill and finesse—one wishes to avoid seeming heavy-handed about the approach. An astute legal recruiter will therefore reveal to the firm gently, but candidly, that other firms are also in discussions with the lateral partner.

ABA Journal

ABA Journal

ABA Journal

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