An associate’s salary (with an 1800 hour billable expectation) will be set between $195,000 and $215,000 based upon their years of relevant experience and modified, as appropriate, by factors outlined in the Billable Component portion of this policy. Annual salary adjustments are typically determined in December of each year and become effective as of January 1 of the following year.
An immigration associate’s salary will be set between $140,000 and $152,000 based upon their years of relevant experience. Annual salary adjustments are typically determined in December of each year and become effective as of January 1 of the following year. Immigration associates are not required to select an annual billable hour expectation. Their client work commitment is determined based on client demands.
- Associates (with input from practice group leadership and the Board) will set a “Billable Expectation” annually by November 15th. Absent unusual circumstances, the annual Billable Expectation will be between 1600-1800 billable hours (selected in 25 hour increments).
- A Billable Expectation less than 1800 hours results in a pro-rated salary.
- The Billable Expectation election will be evaluated each year in June using production through May 31 (the mid-year point for bonus purposes), and the Billable Expectation (and resulting salary) may be revisited if an Associate is tracking substantially above or below their target. Any change in salary would be prospective only. A request to formally revisit the Billable Expectation may be initiated by either the Board or the Associate.
- An Associate’s Billable Expectation is not a secret; in fact, it is helpful for everyone to be aware of the number.
- Billable hours are an issue of firm profitability and Associate compensation, but not performance. Absent unusual circumstances, Associate performance (e.g., annual reviews) is evaluated based on the merit factors, not raw production. Thus, the Billable Expectation selected has no impact on performance. However, profitability is a consideration for Shareholder promotion, just as it is for existing Shareholders.
The Firm’s Compensation Committee will consider a discretionary, subjective, merit-based bonus for each Associate at year-end. The Committee will evaluate all traditional factors including, but not limited to, expertise, quality of work product, marketing/business development, firm citizenship, profitability, and contributions to the community. The overall profitability of the firm will also play a role in the determination of the amount available for bonuses. Absent exceptional performance (e.g. hours substantially in excess of expectations; significant contributions to business generation or firm administration; distinctive excellence), associates should expect modest bonuses.
PRO BONO, DE&I & ACCESS TO JUSTICE BONUS
In addition to their salary and merit-based bonus, eligible Associates and Senior Counsel, with fewer than 15 years of practice, may earn an additional bonus of $100/hour (up to 50 hours per year, for a maximum of $5,000) for qualifying Pro Bono Legal Services and DE&I & Access to Justice work.
We are a business of professionals. As such, we expect excellent work and a dedication to serving our clients. Concurrently, we support our team holistically, recognizing that we all have unique goals and commitments beyond the office. This compensation plan is designed to provide flexibility, transparency, and individuality within a framework that ensures the economic success of the firm and those who depend on it.
Health and Well-Being
| Health insurance |
2 plans; NJL contributes to premiums and makes HSA contributions |
| Wellness program |
Employee earns credit |
| Short- and long-term disability |
NJL pays 100% |
| Basic Life |
NJL pays 100% |
| Dental |
NJL contributes |
| Vision |
Employee pays 100% |
| Pet |
Employee pays 100% |
| Accidental & critical illness |
Employee pays 100% |
| EAP |
NJL provided |
Work/Life Benefits
| Parenting leave/Paid Family and Medical Leave |
Up to 14 weeks paid (birth or non-birth parent) leave, plus additional medical leave pay (6-8 weeks) for birthing parent. All approved leave paid at 100% of salary. Ramp down/up period hours adjustment described in plan. |
| Bar exam and review fees |
NJL pays |
| Bar dues and CLE expenses |
NJL pays |
| Mobile device data reimbursement |
NJL reimbursement for data service (excluding text messaging charges and/or cellular charges) up to $80/month; $150 device reimbursement every 2 years |
| Parking |
NJL provides paid parking for our Associates |
Retirement and Savings Plan Benefits
| 401(k) Savings |
100% match on deferrals up to 5% of compensation |
| Profit-sharing |
Typically 1.5-3% of compensation |
| Pre-tax spending accounts |
Health and dependent care, transportation expenses |