Talk About What Your Audience Cares About, Not What You Care About

In a matter I was working on with my colleagues, there was enormous, generally very interesting internal debate on a jurisdictional question. Most of the debate was legal — whether we could file in a certain jurisdiction, and how, and the consequences of doing so, and all that — and some of it tactical — “is this in our client’s best interests to be here, rather than there,” and all of that. Eventually, we filed. The jurisdiction issue didn’t come up at all, we beat a motion to dismiss, and went on to win the case.

While we probably spent more time in our prefiling work on this jurisdiction issue than we did on any other legal issue, it was wise of us to not bring it up later. And the reason, in short, is straightforward: no one cares. A bit longer: the judge and her clerks didn’t care, and if we got to a jury, they certainly wouldn’t care.

That can be a tough realization as a trial lawyer: you spend so much of your day, or days, on issues that you find interesting. But your client won’t care (she just wants to be counseled and win, and she’s right to focus on that). The judge or arbitrator generally won’t care (they generally want to do justice, and they’re right to focus on that). And the jury won’t care (the whole point of our jury system is for jurors to be citizens who involve themselves in our political process by finding facts and hearing stories, while, I definitely believe, trying to do justice, and they are right to focus on that, and not care much about the diversity statute which they have never heard of, and would anyway be confused by given the more common use of the term “diversity” these days).

As noted, this is all as it should be. What we, as lawyers, must do, is keep our eyes on the ball. Let’s have fun with the work. Let’s enjoy the legal challenges, or other challenges. And, to be clear, addressing those challenges may help our clients win without them even thinking about it. I’m sure Indy car teams use certain fuel or car components to help their drivers win even if the drivers have no idea sometimes what’s under the hood or flowing through the pipes. In our cases we do need to know what’s best to keep under the hood, or what fuel to use.

But we need to be professional and remember that all these others we report to, in one way or another, don’t care, and that’s fine. To win for our clients, let’s focus on what they, and judges, and juries, and arbitrators do care about.


john-balestriereJohn Balestriere is an entrepreneurial trial lawyer who founded his firm after working as a prosecutor and litigator at a small firm. He is a partner at trial and investigations law firm Balestriere Fariello in New York, where he and his colleagues represent domestic and international clients in litigation, arbitration, appeals, and investigations. You can reach him by email at john.g.balestriere@balestrierefariello.com.

‘Tiger King’ Joe Exotic May Receive Pardon From Trump

Joe Exotic (Santa Rose County Jail via Wikipedia/Public Domain)

We are waiting on the pen to hit the paper, we think we are very, very close.

— Eric Love, an attorney for Joseph Maldonado-Passage, aka Joe Exotic, the star of Netflix’s “Tiger King,” commenting on the likelihood that his client will receive a pardon from President Donald Trump in the final days of his administration. “We’ve heard from the Tiger King,” said an anonymous source from the White House. Maldanado-Passage is currently serving a 22-year prison sentence after being convicted on two counts of murder-for-hire as well animal abuse charges. He believes he will die in prison prior to his release date in 2037 unless he is pardoned.


Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

Top 50 Biglaw Firm Does An About Face On COVID-19 Austerity Measures, And Makes Associates Whole With Special Payments

Whew, it’s been a real roller coaster over at Bryan Cave Leighton Paisner.

COVID-19 has made the whole world topsy turvey, but it’s been especially volatile at Bryan Cave. First they assured their employees that the firm would be able to get by without making associate or staff salary cuts, furloughs, or layoffs. But then then did they exact opposite, cutting salaries for all employees making over $40,000 by 15 percent, conducting associate and staff layoffs, and even closing an office. Then things seems to turn a corner for the firm when BCLP reduced its pay cuts to 7.5 percent, and then completely rolling back those compensation cuts.

Now the firm has announced supplemental payments (in the next practicable pay period) equaling the amount employees’ pay was docked. That’s a great way to signal the end of COVID austerity. You can read the full announcement from the firm on the next page.

If your firm or organization is slashing salaries or restoring previous cuts, closing its doors, or reducing the ranks of its lawyers or staff, whether through open layoffs, stealth layoffs, or voluntary buyouts, please don’t hesitate to let us know. Our vast network of tipsters is part of what makes Above the Law thrive. You can email us or text us (646-820-8477).

If you’d like to sign up for ATL’s Layoff Alerts, please scroll down and enter your email address in the box below this post. If you previously signed up for the layoff alerts, you don’t need to do anything. You’ll receive an email notification within minutes of each layoff, salary cut, or furlough announcement that we publish.


headshotKathryn Rubino is a Senior Editor at Above the Law, and host of The Jabot podcast. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).

Elite Firm Blows Cravath Bonuses Out Of The Water For All Associates

Think the bonus scale that was set by Cravath is the most an associate can hope for this year (without onerous billing requirements that could trigger additional cash payouts)? Think again. Wilkinson Stekloff (formerly known as Wilkinson Walsh) has once again topped that scale with some eye-popping numbers.

Just how much bigger are the bonuses at this boutique firm?

Below is the firm’s year-end bonus scale is 1.5 times the going market rate, and they’re offering special bonuses of $10,000 across the board on top of that. This is the fifth time the firm has beaten the market on bonuses since it opened five years ago.

Associates come out on top in every class year at Wilkinson Stekloff, and attorneys will once again be having very happy holidays. It just goes to show that working at a boutique doesn’t require trading off Biglaw compensation.

(Flip to the next page to read the Wilkinson Stekloff bonus memo in full.)

Remember everyone, we depend on your tips to stay on top of important bonus updates, so when your firm matches, please text us (646-820-8477) or email us (subject line: “[Firm Name] Matches”). Please include the memo if available. You can take a photo of the memo and send it via text or email if you don’t want to forward the original PDF or Word file.

And if you’d like to sign up for ATL’s Bonus Alerts (which is the alert list we also use for salary announcements), please scroll down and enter your email address in the box below this post. If you previously signed up for the bonus alerts, you don’t need to do anything. You’ll receive an email notification within minutes of each bonus announcement that we publish. Thanks for all of your help!


Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

Rising drug costs fuel interest in value-based contracts – MedCity News

Prescription drugs are on their way to eating up the biggest slice of Puerto Rico’s $3.4 billion Medicaid budget. To head off rising costs, the island turned to what is still a relatively new trend in the pharmaceutical world — value-based contracting.

At its most basic level, a value-based contract emphasizes the quality of care rather than the quantity. In the case of pharmaceutical firms, it means tying reimbursement not just to how many pills patients take but also to whether patients get better. The risk is that they don’t, or that they get better on a competitor’s medication.

Puerto Rico’s first-ever value-based contract for Medicaid was launched in 2017 in partnership with Cambridge, Massachusetts-based Biogen and a pharmacy benefit manager called Abarca. It is the first publicly disclosed value-based contract to cover Medicaid patients, according to Abarca, which recently revealed some details of the program. The contract covered two Biogen drugs, Avonex and Tecfidera, used in treating multiple sclerosis.

“We want to make sure that what we’re buying is actually something that is resulting in better outcomes for our patients,” said Jorge Galva, executive director of the Puerto Rico Health Insurance Administration, which runs the island’s Medicaid program. It is known by its Spanish acronym, ASES.

An analysis showed that for the most part, patients adhered to their prescriptions under the contract but when they did not, Puerto Rico received rebates. 

While simple in theory, value-based contracts are complex in practice covering everything from the quality outcomes to be measured to whether certain patients should be excluded, said Chance Scott, a director in the life sciences practice at Washington, D.C.-based consulting firm Guidehouse.

If a cardiac-drug patient suffers a heart attack, for example, the medication could have failed or there could be another contributing factor, Scott said. “That’s where it just becomes really tricky.”

Payment terms also may vary. Some contracts call for rebates, while others might require payers to make a large upfront payment followed by smaller payments at regular intervals as long as the drugs keep working, Scott said.

Regardless of the complexity, value-based contracts are likely to become more common as payers seek to control costs, Scott said. Pharma companies go along or risk seeing payers reduce or restrict use of their therapies.

“The payer demand is what is going to push this forward,” Scott said, noting that cardiology and oncology are among the areas where value-based contracts will become most prevalent.

For ASES, Abarca and Biogen, the value-based contract rested on a simple metric — prescription compliance. The costs and compliance results were not disclosed although Abarca did reveal in its case study that only a small number of patients were prescribed the two Biogen drugs. If the patients stop taking them, ASES gets a rebate on the cost. 

The structure gives Biogen an incentive to ensure patients are compliant and to figure out and address any reasons why they are not, said Javier Gonzalez, chief growth officer for Abarca, which is based in San Juan, Puerto Rico. Abarca collected data that helped Biogen accept the grounds for giving a rebate, often a sticking point in value-based agreements, Gonzalez said.

“We’ve also given Biogen some incredibly valuable feedback to think how they structure value-based arrangements in the future,” Gonzalez said.

Biogen did not make an executive available for an interview. In a statement, Alisha Alaimo, president of Biogen’s U.S. organization said:

“Value-based agreements further support our commitment to people living with MS by connecting real-world patient choice and outcomes to the cost of the therapy. We are proud to partner with Abarca to help ensure their members receive effective and safe therapies.” 

ASES or Puerto Rico Health Insurance Administration, had few qualms about the arrangement, Galva said, since it shifted some of the cost risk to the manufacturer and the PBM.

“Having something that would guarantee full compliance with the medication regime was very interesting,” Galva said. “What was put on the table … was an agreement where we all had skin in the game.”

The Puerto Rico Medicaid program is now exploring more value-based contracts for medication in areas such as hemophilia and rheumatoid arthritis, he added.

In addition to medication compliance, the program is weighing how to measure whether patients actually get better, Galva said. “With rheumatoid arthritis, for example, you want to ensure people can go to work and move and stay active.”

That represents a higher hurdle for value-based contracts, said Michael Rea, CEO of Rx Savings Solutions, a company based in Overland Park, Kansas, that helps payers save on prescription costs.

Health plans and employers don’t always agree with pharmaceutical companies when it comes to defining value, he said. “That is where the conversation breaks down and what sounds perfect in description doesn’t play out perfectly in real life.”

Even if a common understanding of value emerges, other risks reman for value-based contracting

Privacy laws are one potential hurdle, depending on the data that is needed to determine price concessions from a manufacturer, said Marcy Imada, a managing director in the risk and financial advisory practice at Deloitte & Touche.

“Ideally manufacturers would not have to touch or get access to protected health information or personally identifiable information,” said Imada, who is based in Los Angeles. She focuses on the life sciences industry and regulatory compliance.

Another major barrier could the interplay between government and private payers.

Under its drug rebate program, Medicaid calculates rebates for branded drugs dispensed to its members using what it calls the Medicaid Best Price. That price represents the lowest price paid by commercial customers for a drug in a specific timeframe.

In a value-based contract, the lowest price could be zero, even if that stems from one patient who did not take or respond to a medication or some other undesirable outcome, depending on how federal rules are interpreted. A zero-dollar Medicaid Best Price translates into significantly higher rebates, potentially resulting in no profit or net loss on related drug sales.

Some manufacturers have tried to work with regulators so they can move into value-based contracts without that concern. Others are taking a wait-and-see approach.

“It is a huge risk if the Medicaid Best Price ends up being zero dollars,” Imada said.

The Lessons Of Loss

James Goodnow (left), Marc Lamber (middle), and Andy Clawson (right), learning about company culture at Zappos in Las Vegas. (Photo courtesy James Goodnow.)

Tony Hsieh’s death came as a shock last week. Hsieh, only 46, was best known for his 21-year term as CEO of Zappos. He’d retired quietly from that position in August and turned his attention full-time toward rebuilding and revitalizing the downtown of his adopted home, Las Vegas. Hsieh had started working back in 2013 to invest in the community and rebuild it into something vital and thriving. He’d pledged $350 million of his own money toward the goal. Hsieh had grand new adventures and achievements seemingly ahead of him. Now, we can only wonder what more he might have done.

I’ve written previously in this column, and with great admiration, about the unique “holacracy” Hsieh instituted during his time at Zappos. After it ran for years as a more-or-less conventional startup business, Hsieh radically experimented by doing away with org charts, job titles, and management relationships within the company to make it more directly align with the core values he set out to build Zappos around. Many left over the experiment, but with those who stayed behind Hsieh carefully crafted a newer, better, more intentional culture of risk, camaraderie, and open communication. Rather than crater the company, Zappos’ holacracy saw it continue to grow and thrive to the point where Amazon acquired it in 2009.

A Culture King

Hsieh’s obsession with culture was arguably his defining trait as a leader. Hsieh cared so passionately about cultivating a culture to align with his company’s core values that Zappos began hosting “Culture Camps” for other interested business leaders to learn how to incorporate Zappos’ dynamic experiences into their own day-to-days.

Hsieh understood that employees can make money almost anywhere, but they’re at their most happy, fulfilled, and productive when they feel like a part of something greater — a place where everyone is capable of effecting change in the workplace. When someone dedicates themselves completely to building a home where people from all walks of life can come together, bonded like family in pursuit of a common cause, their sudden absence leaves behind a gaping chasm in the communities they built. Las Vegas is in mourning this week as it begins to process the loss of one of its favorite sons.

Though I didn’t know him, I’ve long admired Hsieh. Back in 2017, two of my close work colleagues, Marc Lamber and Andy Clawson, and I visited Zappos’ headquarters in Las Vegas to learn more about how Hsieh had grown and developed his company’s culture. Marc, Andy, and I had been working side-by-side every day for years, building out our practice with a small core team. We’d built a sense of trust and camaraderie that we wanted to cultivate in our practice group and throughout the firm. That trip, and brainstorming ways to bring those lessons home, are some of my most cherished memories.

On March 18, 2019, Andy died.

A Hole In The World

Andy’s death was sudden and unexpected, at just 37, leaving behind his beloved wife, Amber. One day, the beating heart of our team was punching ideas into his laptop, cracking jokes, keeping the practice’s plates spinning, exuding kindness and warmth, and making my life better just for being in it. And then he wasn’t.

On the worst days, it feels like there’s a hole in the world somewhere just out of sight. I still find myself thinking what Andy would say about a situation, or how the world would be a bit brighter if he were still around. On the better days, it feels like his spirit is still with us. Andy was a glue person, one of those personalities that brings people together and makes them want to be more compassionate, harder working, and overall better people. I know I’m better for having spent time with him. I know our firm is a better place to this day for the kindness he shared here. But, as I learned through his passing, countless others in Andy’s orbit I’d never met were better because of his kindness, warmth, and friendship.

Getting Ready For A New Year

December is traditionally the beginning of a season of reunion and renewal. This year, for far too many of us, it will be a season of reflection on those we have lost. As COVID-19 numbers spike, we continue to see sickness and loss tearing through firms, our neighborhoods, the country, and the world. A vaccine may be on the horizon, but that’s not helping today. No business, team or person is off limits. We’re connected by our common vulnerability.

I write often in this column about building team culture as a means to an end. It makes workers happier and law firms more successful. And although that’s true, it’s only part of the equation. The rest of it lies outside of our immediate teams and firm. In addition to being legal professionals, we’re members of bigger communities. We need to care about our friends, coworkers, neighbors, first responders, fellow PTA members, corner grocery store clerks — and even lawyers on the other side of those knock-down, drag-out deals. We need to cultivate strong work and community cultures.

Because in the end, that’s all we leave behind: what we did for each other.


James Goodnow is the CEO and managing partner of NLJ 250 firm Fennemore Craig. At age 36, he became the youngest known chief executive of a large law firm in the U.S. He holds his JD from Harvard Law School and dual business management certificates from MIT. He’s currently attending the Cambridge University Judge Business School (U.K.), where he’s working toward a master’s degree in entrepreneurship. James is the co-author of Motivating Millennials, which hit number one on Amazon in the business management new release category. As a practitioner, he and his colleagues created and run a tech-based plaintiffs’ practice and business model. You can connect with James on Twitter (@JamesGoodnow) or by emailing him at James@JamesGoodnow.com.

Billion Dollar Biglaw Firm To Make True-Up Payments For Cut Salary

(Image via Getty)

Good news from Squire Patton Boggs!

Despite $1,035,000,000 in gross revenue last year, the firm instituted COVID-19 austerity measures. Back in May, Squire Patton Boggs announced a 20 percent salary cut for all associates, as well as staff cuts, between 10 and 20 percent, depending on salary, and partner distributions were adjusted to shoulder the largest financial burden. But beginning in October, the salary cuts ended, a excellent sign that the worst impacts of the pandemic were over.

Now there’s even more good news. The firm has announced that they’re making true-up payments for all associates, giving them back the salary they missed out on from May through September. In the firm’s U.S. offices, associates will see the payment in the next December payroll (U.K. offices will look at their performance at the end of April, which is the end of its fiscal year).

Chairman/Global CEO Mark Ruehlmann had this to say about the payments:

“Throughout the COVID-19 pandemic, our associates have performed admirably under challenging circumstances to provide excellent services to our clients. Thanks to their hard work and shared sacrifices, the impacts of the global pandemic on our business have been less significant than we anticipated with demand remaining strong.”

If your firm or organization is slashing salaries or restoring previous cuts, closing its doors, or reducing the ranks of its lawyers or staff, whether through open layoffs, stealth layoffs, or voluntary buyouts, please don’t hesitate to let us know. Our vast network of tipsters is part of what makes Above the Law thrive. You can email us or text us (646-820-8477).

If you’d like to sign up for ATL’s Layoff Alerts, please scroll down and enter your email address in the box below this post. If you previously signed up for the layoff alerts, you don’t need to do anything. You’ll receive an email notification within minutes of each layoff, salary cut, or furlough announcement that we publish.


headshotKathryn Rubino is a Senior Editor at Above the Law, and host of The Jabot podcast. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).

Because The Bar Exam Wasn’t Screwed Up Enough, State Tells Celebrating Applicants ‘Sorry, You Actually Failed’

Honestly, I can’t with these people.

After forcing people to take tests in the middle of a pandemic with an admittedly safer but also messed up online exam, one would assume the nightmare was over for applicants. You would be incorrect.

“An error accord” indeed.

It appears as though 15 applicants were mistakenly informed that they passed. How does something like this happen you might ask?

The scoring error occurred when an applicant identifier was entered into a database spreadsheet twice, causing a limited number of other applicants’ scores to be misaligned and assigned to the wrong applicant.  The Office of Bar Admissions worked immediately to investigate and correct the error, which unfortunately resulted in eighteen applicants having been informed incorrectly about their Bar Exam results. Three applicants who had been informed they did not pass the exam were told yesterday they had passed.  Fifteen applicants who had been informed they passed the exam were told yesterday that they did not pass.

Alright, mistakes like this happen every year. A buddy of mine was told he failed and then got called a couple days later and was informed “oops, no, you passed,” which was the more awesome form of this sort of error. But after the traumatic hell these applicants were put through for absolutely no reason, the very least that bar examiners could do is double-check the results. Can they not grasp that the stakes might just be a little higher right now? Or are they just moving forward with fervent banality as if everything this October was “just another bar exam” for everyone?

Of course not. They couldn’t even be bothered to double-check their spelling.

Tipsters who’ve contacted us about this story keep saying that they hope we rip these examiners a new one, but I just don’t know what else to say. It’s just issue 8,635,843 with these senseless exams at this point and I feel like eviscerating this specific screw up would almost belittle the string of catastrophic bullshit that led up to here.

There is a better way to license attorneys. We have tons of smart people working on that right now. And this dogged insistence on a generalist memory test — when practicing law is both specialized and by definition open-book — is lunacy. Grading mistakes can happen in any test, but that the 2020 bar exam journey ended with this emotional knife-twist is just an extra layer of cruelty on a system overflowing with it.

Whether it’s the bar association or a state supreme court or an independent agency, no licensing agency should walk out of 2020 without committing to a serious, ground up rethinking of how we do this as a profession, asking the hard questions about what skills we want to guarantee lawyers possess and what approach we want to take to make sure attorneys have them.

UPDATE: Oh, so this is the “good” news.


HeadshotJoe Patrice is a senior editor at Above the Law and co-host of Thinking Like A Lawyer. Feel free to email any tips, questions, or comments. Follow him on Twitter if you’re interested in law, politics, and a healthy dose of college sports news. Joe also serves as a Managing Director at RPN Executive Search.

The Importance Of Authentic Networking

I was recently asked to share my “#1 career tip” with a group of young lawyers. Here is what I told them.

Everyone talks about networking…about starting early, and the importance of networking when looking for a new job.

But the real key is to practice authentic networking.

What does this mean?

It means networking to learn from others and to open your horizons, not just to advance your career.

It means that you should not be looking to build a network of superficial connections. Do not just connect with people you think can help you. Connect with people you think you can help as well.

You should always have a reason to connect with someone beyond “What can they do for me?”

You don’t need a deep relationship with everyone in your network, but it must be a relationship of give and take, a two-way street.

Perhaps you can’t offer a lot. But perhaps you can forward an article you think would interest them. Perhaps you can offer the chance to reminisce about your time at your shared alma mater. Perhaps as a younger alum, you can give an older alum a glimpse into what the school community is like today.

What does authentic networking mean in a time when we cannot meet people in person?

Keep your LinkedIn profile up-to-date. Connect systematically and in a timely manner with people you engage with virtually.

And remember connecting with someone in an authentic way is not a one-off. Use that time when you would have been at in-person networking events to keep up existing relationships. Check in with your contacts from time to time—because you care about them as human beings, not just when you are looking for a job.

Another lawyer suggested to me recently that by dropping the buzzword “networking” altogether and replacing it with “relationship building,” we will put ourselves in the right mindset. Perhaps she is right.

Remember that developing authentic relationships also means you don’t just look for the people at the top. It’s great if you can network with law firm partners and company executives, but you should also look for connections with peer lawyers, with administrative staff and janitorial staff. And with people outside the legal industry altogether.

Treat everyone with equal respect and positivity, and you’ll do well — in your career, and in your life.


Abby Gordon

Ed. note: This is the latest installment in a series of posts from Lateral Link’s team of expert contributors. This post is by Abby Gordon, Senior Director at Lateral Link, who works with attorney candidates on law firm and in-house searches, primarily in Boston, New York, and Europe. Prior to joining Lateral Link, Abby spent seven years as a corporate associate with Cleary Gottlieb, focusing on capital markets transactions for Latin American clients in New York and for the last five years for European clients in Paris. A native of Boston, Abby holds a J.D., cum laude, from Georgetown University Law Center and a B.A. in government and romance languages, magna cum laude, from Dartmouth College. Abby also worked with the International Rescue Committee as a Fulbright Scholar in Madrid, Spain. She is a member of the New York, Massachusetts and Maine Bars and is fluent in French and Spanish (and dabbles in Portuguese and Italian). You can view additional articles by Abby here.


Lateral Link is one of the top-rated international legal recruiting firms. With over 14 offices worldwide, Lateral Link specializes in placing attorneys at the most prestigious law firms and companies in the world. Managed by former practicing attorneys from top law schools, Lateral Link has a tradition of hiring lawyers to execute the lateral leaps of practicing attorneys. Click here to find out more about us.

Kirkland & Ellis Delights With Extra Special Bonuses For Some Of The Hardest Workers At The Firm

I’ve said it before, and I’ll say it again: more Biglaw firms should be giving special COVID appreciation bonuses to their staff. It’s been a hard year for everyone, and while we here at Above the Law have been vocal in applauding the associate special bonuses that are sweeping the elite of Biglaw, it’s important to remember Biglaw is not made of lawyers alone. So kudos to the firms going out of their way to appreciate (with cash) their support staff.

The latest firm to dip into their pockets to say thank you to staff is Kirkland & Ellis, the firm that has a stranglehold on the top of the Am Law rankings. They’re offering a special bonus — yes, on top of the usual year-end bonuses — of 5 percent of salaries, plus an additional 1 percent to their retirement accounts. From the memo by John Ballis, K&E’s chair (full memo available on the next page):

As a tangible expression of our appreciation, in addition to our regular merit-based salary increases and year-end bonuses, the share partnership will be providing our administrative staff members with a thank you gift equivalent to 5% of your 2020 base salary in a cash bonus, and an additional 1% of your annual base salary in your retirement account*. These funds will be paid in December, and details will be shared in the coming days from your local leadership.

As always, we depend on you when it comes to bonus news at other firms. As soon as your firm’s bonus memo comes out, please email it to us (subject line: “[Firm Name] Bonus”) or text us (646-820-8477). Please include the memo if available. You can take a photo of the memo and send it via text or email if you don’t want to forward the original PDF or Word file.

And if you’d like to sign up for ATL’s Bonus Alerts, please scroll down and enter your email address in the box below this post. If you previously signed up for the bonus alerts, you don’t need to do anything. You’ll receive an email notification within minutes of each bonus announcement that we publish.


headshotKathryn Rubino is a Senior Editor at Above the Law, and host of The Jabot podcast. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).