NYC to 200k Forum

[2013]

they have taken untold millions that they never toiled to earn

Billions

[Anonymous User]

King & Spalding just made an announcement. Free bagels every Friday from now on for everyone with 1,950 billable hours, pro-rated. This does not apply to the Atlanta office, where bagels will be discounted but not free.

Confirmed, with summer bonus of cream cheese. The Atlanta dam has finally broken.

Lol.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

[LaLiLuLeLo]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

As discussed repeatedly, not having 800 hours prorated in June doesn’t mean you still won’t bill well over 1900 by years end.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

Billable hour requirement sucks.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

As discussed repeatedly, not having 800 hours prorated in June doesn’t mean you still won’t bill well over 1900 by years end.

if u have 1900 by year end, u get the bonus. so what is the issue?

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

As discussed repeatedly, not having 800 hours prorated in June doesn’t mean you still won’t bill well over 1900 by years end.

if u have 1900 by year end, u get the bonus. so what is the issue?

Same amount of money now is better than that amount of money at the end of the year.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

Billable hour requirement sucks.

lol have fun at SullCrom with no hous req and also no waking hours outside the office

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

As discussed repeatedly, not having 800 hours prorated in June doesn’t mean you still won’t bill well over 1900 by years end.

if u have 1900 by year end, u get the bonus. so what is the issue?

Same amount of money now is better than that amount of money at the end of the year.

no shit. if youre worried about 6 months of interest on your surprise mid year bonus, hit your fucking hours by the end of june.

[Anonymous User]

FYI, Fenwick matched. Bonus contingent on being on pace for 1950+ hours as of 6/30.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

As discussed repeatedly, not having 800 hours prorated in June doesn’t mean you still won’t bill well over 1900 by years end.

if u have 1900 by year end, u get the bonus. so what is the issue?

Same amount of money now is better than that amount of money at the end of the year.

no shit. if youre worried about 6 months of interest on your surprise mid year bonus, hit your fucking hours by the end of june.

Enjoy your billable hour requirement. Enjoy always having those hours in mind and not being able to take vacation with peace of mind.

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

Billable hour requirement sucks.

lol have fun at SullCrom with no hous req and also no waking hours outside the office

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

Billable hour requirement sucks.

lol have fun at SullCrom with no hous req and also no waking hours outside the office

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

There's a reason why most firms don't have that requirement any more. Too TTT

[Anonymous User]

Mayer Brown matched raises and bonuses. you need 1900 prorated hours by the end of June and if you don't hit it now but hit it end of year, they'll include it in your year-end bonus.

That sucks.

No it doesn't. 1900 is a crazy low target, and I'm sitting here wishing I get even a shot at a bonus.

Billable hour requirement sucks.

lol have fun at SullCrom with no hous req and also no waking hours outside the office

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

There's a reason why most firms don't have that requirement any more. Too TTT

Great job answering the question. Arguing that something is TTT is perhaps the best way to counter a logical question.

[Anonymous User]

A new day for the Wall of Shame.

Wall of Shame for Firms Yet to Announce:

• Proskauer ($2.37MM PPP, 27.9% L5Y PPP growth, 2.5 EP:Assoc. leverage)
  Cooley ($2.08MM PPP, 39.4% L5Y PPP growth, 2.4 EP:Assoc. leverage)
  Winston ($2.16MM PPP, 44.8% L5Y PPP growth, 3.2 EP:Assoc. leverage)
  Orrick ($1.86MM PPP, 14.3% L5Y PPP growth, 3.8 EP:Assoc. leverage)

Cooley and Orrick should still be on the wall of shame...they're not paying full summer bonus in the summer. That's not market.

Also, have Proskauer and Winston matched Cravath and Simpson?

[Anonymous User]

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

There's a reason why most firms don't have that requirement any more. Too TTT

Great job answering the question. Arguing that something is TTT is perhaps the best way to counter a logical question.

You and some folks like billable hour requirements? No problem. Keep loving it!
I wouldn't want it in my life and I am pretty sure many others wouldn't want it. Hence, the trend among major firms has been to move away from that requirement.

https://abovethelaw.com/2017/12/associa ... d-bonuses/

Also, if you are in a firm with an assignment pooling system for juniors, juniors don't have much control over their hours. Still, a 1800 hours target definitely isn't particularly difficult to meet, especially if pro bono or marketing hours are included. But those requirements would still be a source of stress when you have absolutely no control over how much work you get.

[Anonymous User]

i wouldnt say i like the hours requirement. I just objected to someone saying that getting a 20k raise + 15k bonus out of nowhere for doing nothing "sucks"; even if i had to wait until december for the 15k.

[Anonymous User]

Any serious thoughts as to why Latham & GDC haven't matched yet?

Latham: they are cheap, and their process for approving raises/bonuses is complicated (and probably also slowed given their current lack of a chairman).

Gibson: they are cheap, and are waiting for Latham to match (which is the only firm they consider a true peer), so they can tell clients that they valiantly resisted raises to the bitter end, but were ultimately forced to match to remain competitive with peer firms.

Neither appears to care about the optics/messaging to current and future associates involved in such a long delay.

Why are Gibson and Latham so similar / Gibson’s only “true competitor”

They're the only California-based V10 firms.

[Anonymous User]

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

There's a reason why most firms don't have that requirement any more. Too TTT

Great job answering the question. Arguing that something is TTT is perhaps the best way to counter a logical question.

You and some folks like billable hour requirements? No problem. Keep loving it!
I wouldn't want it in my life and I am pretty sure many others wouldn't want it. Hence, the trend among major firms has been to move away from that requirement.

https://abovethelaw.com/2017/12/associa ... d-bonuses/

Again, at your firm, that presumably doesn't have requirements, DO YOU NORMALLY HIT 2000 HOURS!?

Maybe you feel differently, but I could care less if there's a requirement if I'm just going to hit it anyway. And many firms with requirements will fudge them if a particular department is not busy enough to support those kind of hours. I'm not saying I love it, I'm just saying does it really make a difference?

[Anonymous User]

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

There's a reason why most firms don't have that requirement any more. Too TTT

Great job answering the question. Arguing that something is TTT is perhaps the best way to counter a logical question.

You and some folks like billable hour requirements? No problem. Keep loving it!
I wouldn't want it in my life and I am pretty sure many others wouldn't want it. Hence, the trend among major firms has been to move away from that requirement.

https://abovethelaw.com/2017/12/associa ... d-bonuses/

Again, at your firm, that presumably doesn't have requirements, DO YOU NORMALLY HIT 2000 HOURS!?

Maybe you feel differently, but I could care less if there's a requirement if I'm just going to hit it anyway. And many firms with requirements will fudge them if a particular department is not busy enough to support those kind of hours. I'm not saying I love it, I'm just saying does it really make a difference?

Some juniors in no-billable requirement firms do hit less than 2000 hours. I have no idea how many precisely. I've heard somebody hitting only 1500 years during his first year and being fine.

[Anonymous User]

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

There's a reason why most firms don't have that requirement any more. Too TTT

Great job answering the question. Arguing that something is TTT is perhaps the best way to counter a logical question.

You and some folks like billable hour requirements? No problem. Keep loving it!
I wouldn't want it in my life and I am pretty sure many others wouldn't want it. Hence, the trend among major firms has been to move away from that requirement.

https://abovethelaw.com/2017/12/associa ... d-bonuses/

Again, at your firm, that presumably doesn't have requirements, DO YOU NORMALLY HIT 2000 HOURS!?

Maybe you feel differently, but I could care less if there's a requirement if I'm just going to hit it anyway. And many firms with requirements will fudge them if a particular department is not busy enough to support those kind of hours. I'm not saying I love it, I'm just saying does it really make a difference?

Some juniors in no-billable requirement firms do hit less than 2000 hours. I have no idea how many precisely.

but as a non-junior who is exceeding by 1800 hour requirement by a lot, why do i care?

[Anonymous User]

Right? I'm sure most firms without requirements do so because it's next to impossible to not hit 1900 or 2000. Anon(s) that hates billable hours requirements: on average are you below 2k hours at year end?

There's a reason why most firms don't have that requirement any more. Too TTT

Great job answering the question. Arguing that something is TTT is perhaps the best way to counter a logical question.

You and some folks like billable hour requirements? No problem. Keep loving it!
I wouldn't want it in my life and I am pretty sure many others wouldn't want it. Hence, the trend among major firms has been to move away from that requirement.

https://abovethelaw.com/2017/12/associa ... d-bonuses/

Again, at your firm, that presumably doesn't have requirements, DO YOU NORMALLY HIT 2000 HOURS!?

Maybe you feel differently, but I could care less if there's a requirement if I'm just going to hit it anyway. And many firms with requirements will fudge them if a particular department is not busy enough to support those kind of hours. I'm not saying I love it, I'm just saying does it really make a difference?

Some juniors in no-billable requirement firms do hit less than 2000 hours. I have no idea how many precisely.

but as a non-junior who is exceeding by 1800 hour requirement by a lot, why do i care?

Good for you.

[Anonymous User]

Again, at your firm, that presumably doesn't have requirements, DO YOU NORMALLY HIT 2000 HOURS!?

Maybe you feel differently, but I could care less if there's a requirement if I'm just going to hit it anyway. And many firms with requirements will fudge them if a particular department is not busy enough to support those kind of hours. I'm not saying I love it, I'm just saying does it really make a difference?

Some juniors in no-billable requirement firms do hit less than 2000 hours. I have no idea how many precisely.

but as a non-junior who is exceeding by 1800 hour requirement by a lot, why do i care?

Good for you.

Dude why are you being so damn evasive. I get that you don't like hours requirements, but we're trying to understand what your reasoning is and how that effects your day to day. Obviously other people on this thread do have those requirements, so we don't know what it's like at your firm. You still haven't answered whether you hit those hours or not, presumably because you do and thus the requirement doesn't change how you bill.

Sure, you might have a point that it's an additional stress that you don't need. And that's a fair argument. But why would you ignore our attempts to understand what's going on at your firm?