It looks like the partners had a lunch meeting with the Alverson, Taylor, Mortensen & Sanders associates to clear up any confusion about their new hourly status, but it didn't do much to improve the mood of associates at the firm. Another e-mail from an associate:
"We were told that we would have 10 days of paid vacation. What they really meant is the firm won't subtract from our 'hourly' paychecks for holidays when the firm is closed. However, if you take a week's vacation for the holidays, you just won't get paid for that week."
"In reality, as long as we never take vacation and always bill consistently 8 hrs a day, we'll get the same amount. But get sick, injured, have a death in the family, or have your firm partner give you less work and your paycheck gets docked. Chock one up for the bosses. They found a way to lean harder on their attorneys and pretty much ensure the firm pays less in 'salary' to the associates."
"Add in the fact the firm cuts billable hours off of the timesheets ofnew associates
when a project 'takes too long' and you have a Draconian system. Essentially, the firm can demand 80 billable hours a week, yet slash billable hours off that total at the partner's whim."
"Add in the fact the firm cuts billable hours off of the timesheets ofnew associates
when a project 'takes too long' and you have a Draconian system. Essentially, the firm can demand 80 billable hours a week, yet slash billable hours off that total at the partner's whim."
"Here's another thing we do not get for being hourly: overtime. They are still requiring 2,000 billable hours a year, broken down into 40 billable hours required a week. But if we bill 50 hours a week or 60 hours a week, we don't get time and a half. We still only get paid at our hourly rate times hours worked. I wonder how long it takes to make a lateral transfer."
Your take on the situation is way over the top and drastically inaccurate. I work at Alverson and there hasn't been the mass exodus your blog predicted.
ReplyDeleteThe majority of the associates who had concerns were pretty satisfied with the answers given by the partners during the lunch meeting. Also, I don't know who's e-mailing you and complaining or what kind of work they're getting from their partner. To keep up with my workload, I put in about 50 billable hours a week.
So this new hourly plan will work out great for me. Instead of waiting for compensation at the end of the year for the extra hours put in, I get to take home extra money in each paycheck. I honestly think the plan is a great incentive to work harder and I, for one, plan to completely take advantage of the possibilities of limitless compensation.
One thing that will definitely result from this nonsensical plan is unethical billing. Associates see a direct and immediate benefit from inflating their hours, so I see no reason for them not to do so. Rumor has it that the whole change went into effect after almost all of the associates at the firm failed to bill the 2000 yearly requirement. Here's an idea...fire the attorneys who don't meet the hourly requirements. That, or change the structure of the firm so the partners play a direct role in the daily lives of the newer associates, rather than having new attorneys advising/guiding the newer attorneys. The structure at that firm boggles my mind.
ReplyDeleteAnd yes, from what I hear, many attorneys have left the firm or are making plans to leave the firm since this change was announced. I don't blame them--not only is the new plan illegal AND unethical, but it will leave many wondering what their salary will actually be from week to week. The uncertainty must be scary, especially for those with families to feed (which is 99% of the firm).
actually, you do get paid overtime. time and a half for any hours over your billing requirement. so if the billing requirement is met in november, you will be paid time and a half. fact of the matter is, no other firm is any different because the bonus structures elsewhere are retarded.
ReplyDelete