Category: News Feeds

It’s
the
most
wonderful
time
of
the
year!
With
Biglaw
bonus
season
already
well
underway
—
thanks
to
Milbank,
we’re
talking

year-end
bonuses
and

special
bonuses,
too
—
the
holiday
season
is
already
off
to
a
great
start.
Law
firm
holiday
parties
will
certainly
get
our
readers
feeling
festive,
but
all
of
the
celebrations
and
hefty
paychecks
pale
in
comparison
to
what’s
about
to
get
underway:
Above
the
Law’s
sixteenth
annual
holiday
card
contest.
We’ve
already
received
several
emails
asking
about
when
this
year’s
contest
would
start.
The
answer:
It
starts
today.

We
are
a
legal
website,
so
of
course
there
are
some
rules
to
follow:

1.
Because
we
are
committed
to
the
environment
here
at
Breaking
Media,
we
will
consider


ONLY
E-CARDS.
Please
don’t
send
us
paper
holiday
cards
via
snail
mail
this
year
—
the
Above
the
Law
editorial
team
hasn’t
been
in
our
physical
office
much
since
March
2020.

2.
To
submit
an
e-card,
please
email
either
a
link
to
the
card
or
the
card
itself
(as
an
attachment)
—
but
note
that


WE
PREFER
LINKS,
if
available
—
to


[email protected],
subject
line:
“Holiday
Card
Contest.”
The
subject
line
is
very
important
because
it’s
how
we
will
comb
through
our
inbox
to
collect
the
entries
when
picking
finalists.
If
you
don’t
use
the
correct
subject
line,
expect
a
lump
of
coal
in
your
stocking.

3.
Please
limit
submissions
to
holiday
/
Christmas
cards
that
you
view
as


WORTHY
CONTENDERS.
We’re
looking
for
cards
that
are
unusually
clever,
funny,
or
cool;
we’re
not
interested
in
cards
that
are
safe
or
boring
(e.g.,
a
beautiful
winter
landscape,
a
“Happy
Holidays
2024,”
and
the
law
firm
name).
We’re
seeking
cards
with
some
attitude,
with
that
extra

je
ne
sais
quoi.
If
you
send
us
a
banal
card,
don’t
be
surprised
if
we
make
fun
of
it.

4.
In
your
email,
please
include
a


BRIEF
EXPLANATION
of
why
this
card
is
compelling
—
an
explanation
that
we


MIGHT
QUOTE
FROM
if
your
nominee
makes
the
finals
(if
you
want
to
be
anonymous,
let
us
know).
If
you
can’t
offer
an
explanation,
please
rethink
whether
the
card
is
a
worthy
contender
(see
rule
#3,
supra).

5.
The
deadline
for
submissions
is
about
two
weeks
away:

FRIDAY,
DECEMBER
13,
at
11:59
p.m.
(New
York
time).
No
exceptions.
If
you’re
reading
this
post
after
the
deadline,
then
you
don’t
read
Above
the
Law
frequently
enough.

We
look
forward
to
seeing

your
submissions.
Thank
you,
and
happy
holidays!

---

Staci
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

X/Twitter
and

Threads
or
connect
with
her
on

LinkedIn.

Elon
Musk
says
his
AI
will
be
able
to
deliver
judicial
opinions
as
soon
as
he

feeds
it
“all”
the
cases.
It
will
not,
but
his
impulse
sheds
some
light
on
a
disturbing
lack
of
respect
for
the
rule
of
law.
A
pair
of
judges
planning
to
take
senior
status
as
soon
as
Biden
confirmed
their
successors
have

withdrawn
their
plans
after
the
Senate
sat
on
their
proposed
openings.
And
law
school
applications
are
up
big
time…
and
that’s
not
good
news
for
a
lot
of
students.

Like
Icarus
before
him,
Deobra
Redden
took
flight…
and
immediately
regretted
it.

Redden
took
a
guilty
plea
to
a
felony
battery
charge.
After
asking
for
probation,
explaining
that
he
was
“at
a
better
place
in
my
life,”
Clark
County
Judge
Mary
Kay
Holthus
snarked
back,
“I
think
it’s
time
you
get
a
taste
of
something
else.”
Not
a
great
moment
for
judicial
professionalism,
to
be
honest.

As
it
happened,
it
was
the
judge
who
got
a
taste
of
something
else
when
Redden
proceeded
to
bound
from
the
defense
table
over
the
four-foot
bench
attempting
to
sack
Holthus
to
push
her
out
of
field
goal
range.

Now
Redden’s
been
sentenced
to
26-to-65
years
for
that
jump.

The
sentence
is
so
long
because
Redden
pleaded
guilty
to
attempted
murder
by
way
of
mental
illness
—
he
was
not
on
his
medications
at
the
time
of
the
jump
—
for
the
attack,
despite
seeming
only
to
add
another
felony
battery
to
his
belt.
Which
is
still
extraordinarily
serious,
especially
as
an
attack
on
a
judge,
but
taking
this
to
attempted
murder
involves
a
leap
to
rival
Redden’s.

But
this
was
the
deal
prosecutors
would
offer
and
so
here
we
are.

Man
who
jumped
a
desk
to
attack
a
Nevada
judge
in
the
courtroom
is
sentenced

Earlier:

Defendant
Leaps
Over
Bench
To
Attack
Judge,
Gets
Pummeled
By
Law
Clerk

---

Joe
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 or

Bluesky
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.

Last
year,
the
combination
of

Milbank/Cravath
tag
teamed
to
raise
the
market
standard
on
associate
salaries,
which
resulted
in
a
cascade
of
raises
across
the
Am
Law
200.
One
firm,
Seyfarth
Shaw,
occupies
a
high
enough
place
on
the
Biglaw
ranking
(#59
on
the
Am
Law
100)
that
you
might
expect
them
to
match
their
peers.
However,
you’d
be
wrong.

Even
when
Seyfarth
announced

raises
earlier
this
year
(February),
they
weren’t 
up
to
the
market
standard.
In
fact,
the
firm
has
consistently
fallen
behind
the
top
of
Biglaw
when
it
comes
to
compensation.
The
firm
tends
to
be
behind
by
about
one
raise
cycle
—
in
2021,
they
were
giving
out
2018
salaries,
and
in
2018,
they
gave
out
2016
salaries.
And
the
February
raises
were
only
$5K
above
the
2021
standard
for
first-years
on
the
firm’s
national
scale.

But
the
firm
went
off
script.
Yesterday,
they
announced
a
new
set
of
raises
—
and
at
least
some
associates
are
now
getting
market
compensation.

This
is
the
new
salary
scale
at
Seyfarth:

This
scale
is
a
match
for
junior
associates
(first-
through
third-years),
but
after
that,
there’s
compression
for
midlevel
and
senior
associates.
Those
experienced
associates
are
as
much
as
$65,000
behind
the
top
of
the
market
base
compensation
scale.
But
it’s
still
great
to
see
the
firm
move
closer
to
market.

You
can
read
the
full
memo
below.

Remember
everyone,
we
depend
on
your
tips
to
stay
on
top
of
compensation
updates,
so
when
your
firm
announces
or
matches,
please
text
us
(646-820-8477)
or email
us (subject
line:
“[Firm
Name]
Bonus/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
your
help!

---

Kathryn
Rubino
is
a
Senior
Editor
at
Above
the
Law,
host
of

The
Jabot
podcast,
and
co-host
of

Thinking
Like
A
Lawyer.
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 or
Mastodon

@[email protected].

---

---

What
drives
true
career
satisfaction
in
a
challenging
field
like
law?
Are
long
hours
and
hard
work
enough
to
sustain
a
thriving
legal
career,
or
is
there
more
to
long-term
success?
When
times
are
tough
—
especially
in
economic
downturns
—
how
can
attorneys
maintain
both
high
performance
and
personal
fulfillment?
In
a
profession
where
demands
and
stakes
are
high,
is
your
work
environment
helping
or
hindering
your
ability
to
succeed?

If
these
questions
resonate
with
you,
it
may
be
time
to
consider
how
happiness,
a
positive
workplace,
and
alignment
with
the
right
role
can
transform
not
just
your
own
career,
but
also
the
success
of
your
clients
and
firm.
Law
firms
that
prioritize
attorney
satisfaction
and
a
positive
work
culture
have
an
advantage:
they
create
environments
where
everyone
—
from
lawyers
to
clients
—
thrives,
even
in
difficult
times.

Why
Happiness
in
the
Workplace
Matters

Why
does
happiness
matter
in
a
high-stress
profession
like
law?
It
turns
out
that
a
positive,
supportive
workplace
isn’t
just
about
morale
—
it’s
a
crucial
driver
of
productivity,
resilience,
and
engagement.
Happy
lawyers
are
better
equipped
to
tackle
complex
challenges,
stay
motivated,
and
find
creative
solutions
that
benefit
clients
and
the
firm
alike.
Unlike
a
traditional
model
where
burnout
and
stress
are
common,
firms
that
prioritize
attorney
well-being
see
enhanced
performance
and
better
client
outcomes.

Performance
Metrics
Beyond
Billable
Hours

Are
billable
hours
the
only
way
to
measure
an
attorney’s
value?
Does
the
traditional
focus
on
hours
incentivize
the
right
behaviors,
or
does
it
limit
innovation
and
client-centered
service?
Forward-thinking
firms
understand
that
measuring
success
purely
by
hours
worked
is
outdated.

Instead,
they
emphasize
broader
performance
metrics
that
recognize
attorneys’
contributions
to
client
satisfaction,
innovation,
and
firm
reputation.
By
rewarding
attorneys
for
proactive
and
impactful
work,
firms
boost
both
attorney
motivation
and
client
satisfaction—ultimately
supporting
long-term
success
for
everyone
involved.

Skills-Based
Hiring
for
Aligned
Success

Are
law
firms
doing
enough
to
match
attorneys
with
the
roles
best
suited
to
their
skills?
Traditional
hiring
often
focuses
on
grades
or
brief
interviews,
but
does
that
give
an
accurate
view
of
a
candidate’s
capabilities?
Skills
testing
provides
a
more
nuanced
understanding
of
candidates,
identifying
strengths
and
areas
for
growth
before
hiring.

An
attorney
will
be
happier
and
more
productive
when
their
role
aligns
with
their
skill
set.
To
set
new
associates
up
for
success
from
day
one,
firms
should
prioritize
candidates
who
excel
in
skills
testing.
This
approach
ensures
that
associates
are
placed
in
roles
where
they
can
thrive
and
contribute
meaningfully
to
the
firm’s
success.
No
one
thrives
in
a
role
they
struggle
with,
and
when
candidates
are
well-equipped
for
success,
it
fosters
a
more
positive
and
productive
workplace.

Skills
testing
also
provides
a
structured
framework
for
professional
development,
offering
targeted
training
and
feedback
that
helps
attorneys
excel
in
their
careers.
Candidates
can
also
benefit
from
skills
tests
in
a
competitive
hiring
market.
It
allows
them
to
stand
out
from
the
crowd,
demonstrating
where
they
can
immediately
contribute
and
where
they
may
need
extra
support.

The
best
candidates
jump
at
the
opportunity
to
undertake
a
skills
test
and
show
what
they
can
do.
When
a
firm
understands
a
candidate’s
specific
strengths
and
weaknesses,
it
also
enables
the
firm
to
create
bespoke
development
plans.

Skills
tests
also
have
the
added
benefit
of
giving
new
associates
a
clear
understanding
of
what
will
be
expected
in
their
role,
helping
them
choose
a
firm
and
position
best
suited
to
their
growth
and
success.

The
Virtuous
Cycle
of
Satisfaction
and
Success

What
happens
when
attorney
happiness,
client
success,
and
firm
success
align?
A
work
environment
that
supports
attorneys’
well-being
and
recognizes
their
contributions
fuels
a
virtuous
cycle.
Lawyers
who
feel
valued
and
motivated
go
above
and
beyond
for
clients,
who,
in
turn,
benefit
from
a
higher
level
of
service
and
expertise.
This
mutual
success
reinforces
the
dedication
of
both
lawyers
and
the
firm,
creating
a
virtuous
cycle
where
each
success
builds
on
the
other.

A
Winning
Strategy
in
Any
Economy

The
firms
that
will
thrive—whether
in
times
of
growth
or
recession—are
those
that
understand
the
importance
of
attorney
happiness,
skills
alignment,
and
positive
workplace
culture.

By
rewarding
impactful
work,
basing
compensation
on
performance,
and
setting
attorneys
up
for
success
from
the
start,
these
firms
cultivate
a
sustainable
practice
that
benefits
lawyers,
clients,
and
the
firm’s
long-term
success.
For
lawyers
seeking
a
more
fulfilling
and
resilient
career
path,
a
focus
on
happiness
and
alignment
with
one’s
strengths
is
not
just
beneficial—it’s
essential.

If
you’re
ready
to
explore
a
law
firm
that
values
attorney
happiness
and
performance,
check
out

losey.law/careers
or
email
us
at


[email protected].
Discover
a
career
where
your
work
is
valued,
your
skills
are
well-matched,
and
your
future
is
bright.

Biglaw
firms
keep
rolling
out
bonuses
as
the
year
draws
to
a
close,
and
associates
couldn’t
be
happier
about
it
—
especially
when
there’s
extra
bonus
money
to
be
had.

The
latest
firm
to
meet
the
market
in
terms
of
matching
Milbank’s
generous

year-end
and

special
bonuses
is
Winston
&
Strawn,
a
firm
that
brought
in
$1,190,728,000
gross
revenue
in
2023,
putting
it
at
No.
44
on
the
Am
Law
100. Here’s
what
the
bonus
and
salary
scale
looks
like
at
the
firm:

As
usual,
associates
must
meet
their
minimum
hours
threshold
—
and
we
believe
that’s
2000
hours
—
for
bonus
eligibility,
and
when
it
comes
to
Winston’s
special
bonuses,
they
will
be
awarded
with
the
following
guidance:

•
Associates
who
meet
or
exceed
their
hours
targets:
100%
of
special
bonus
•
Associates
who
meet
75%
or
more
of
their
hours
targets:
75%
of
special
bonus
•
Associates
who
are
between
50%
and
74%
of
their
hours
targets:
50%
of
special
bonus
•
Associates
who
are
under
50%
of
their
hours
targets:
no
special
bonus

If
you’ve
met
your
hours
qualifications
at
the
firm,
there’s
some
great
news
waiting
for
you.
Associates
who
have
“substantially”
exceeded
their
productivity
goals
will
receive
additional
bonuses,
on
top
of
their
year-end
and
special
bonuses.
Now
that’s
something
to
celebrate!

Congratulations
to
everyone
at
Winston
&
Strawn!
Associates
are
sure
to
have
a
happy
New
Year
when
bonus
money
hits
their
accounts
at
the
end
of
January
2025.

(Flip
to
the
next
page
to
read
the
firm’s
bonus
memo
in
full.)

Remember
everyone,
we
depend
on
your
tips
to
stay
on
top
of
compensation
updates,
so
when
your
firm
announces
or
matches,
please
text
us
(646-820-8477)
or email
us (subject
line:
“[Firm
Name]
Bonus/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
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announcements),
please
scroll
down
and
enter
your
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address
in
the
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If
you
previously
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You’ll
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within
minutes
of
each
bonus
announcement
that
we
publish.
Thanks
for
your
help!

---

Staci
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 Bluesky, X/Twitter,
and Threads, or
connect
with
her
on LinkedIn.

---

---

With
Biglaw
bonus
news
sweeping
the
industry,
it’s
easy
for
those
on
the
outside
looking
in
to
feel
left
out.
But
there’s
good
news
for
those
who
aspire
to
clerk
for
federal
judges:
there’s
a
ton
of
money
waiting
for
you
on
the
other
side
of
your
clerkship
—
six
figures
of
it!
—
should
you
decide
to
become
a
Biglaw
associate.

It’s
well
known
that
federal
clerkships
are
incredibly
prestigious
and
highly
demanding,
and
many
high-end
firms
really
want
people
with
that
experience
to
work
for
them.
That’s
why
the
high
end
of
bonuses
for
federal
clerks
who
decide
to
join
Biglaw
firms
post-clerkship
reach
six
figures.
As
of
this
week,
a
leading
law
firm
is
officially
upping
the
financial
ante,
which
other
Biglaw
firms
eager
for
clerk
firepower
may
soon
match
or
even
exceed.

Boies
Schiller
Flexner,
a
litigation-focused
firm
that
brought
in
$246,000,000
gross
revenue
in
2023,
recently
announced
in
its

year-end
bonus
memo
that
it
would
be
offering
a
$150,000
signing
bonus
for
all
federal
district
and
appellate
court
clerks,
or
$175,000
if
the
lawyer
has
completed
multiple
qualifying
clerkships.
The
firm
now
takes
the
lead
among
all
other
Biglaw
firms
and
litigation
boutiques
that
offer
these
high-dollar
signing
bonuses
to
former
federal
clerks.

So,
why
did
the
firm
increase
its
signing
bonus
for
federal
clerks?
“As
a
disputes-focused
firm,
we
place
a
premium
on
courtroom
experience,
which
makes
attracting
judicial
clerks
a
priority
for
us,”

Matthew
L.
Schwartz,
Boies
Schiller’s
managing
partner
and
chairman-elect,
explained
to
Above
the
Law.
Schwartz
continued,
saying,
“As
a
former
district
and
circuit
court
clerk
myself,
I
know
just
how
valuable
that
experience
is
–
seeing
litigation
of
all
sorts,
being
mentored
by
a
judge,
observing
how
lawyers,
judges,
and
juries
approach
cases.
We
operate
at
the
top
of
the
market
in
terms
of
the
complexity
of
the
disputes
we
handle,
which
requires
recruiting
and
retaining
the
best
talent.”

Schwartz
previously
noted
that
having
former
judicial
clerks
among
their
ranks
provided
a
“competitive
advantage”
to
the
firm.
“Although
compensation
is
only
one
reason
why
a
young
lawyer
should
want
to
start
his
or
her
career
at
BSF,”
he
tells
Above
the
Law,
“we
want
to
make
sure
we
are
compensating
judicial
clerks
for
their
experience.”

So,
which
other
firms
are
offering
six-figure
bonuses
to
former
clerks?

Cravath
offers
clerkship
bonuses
of
$125,000,
while
those
who
have
completed
a
clerkship
of
two
years
or
two
one-year
clerkships
will
receive
a
bonus
of
$150,000.

Susman
Godfrey
offers
$125,000
for
one
clerkship,
and
$150,000
for
two.
Quinn
Emanuel
has
a
clerkship
bonus
of

$125,000
for
a
single
year
of
clerkship
experience,
with
an
additional
$25,000
if
the
applicant
completes
a
second
qualifying
clerkship.
Hueston
Hennigan pays
$125,000
to
former
clerks,
while
Robins
Kaplan offers
$100,000 bonuses
to
former
federal
clerks.
Fish
&
Richardson
made
headlines
with
an impressive
number
to
former
clerks ($115,000),
but
that
only
applies
to
folks
with
Federal
Circuit
experience
and
it
requires
two
years
of
service
as
a
clerk. Munger
Tolles
pays
a
bonus
of
$80,000
for
a
single
federal
clerkship,
and
$105,000
for
those
with
two
federal
clerkships
under
their
belt.

With
the
rush
on
top
talent
on
what’s
shaping
up
to
be
a
hot
lateral
market,
what
are
the
other
firms
waiting
for?
Don’t
they
want
to
capture
some
of
the
magic
that
former
federal
clerks
can
offer?
If
you
have
information
about
any
firm’s
clerkship
bonuses,
you
should

email
us or
text
us
(646-820-8477)
with
all
the
details.
Thanks.

---

Staci
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 Bluesky, X/Twitter,
and Threads, or
connect
with
her
on LinkedIn.

---

---

More
than
70
organizations,
led
by
Families
USA,
sent
a

letter
to
Congress
on
Monday
calling
on
them
to
extend
the
enhanced
premium
tax
credits
that
are
set
to
expire
at
the
end
of
2025.
The
enhanced
premium
tax
credits,
introduced
in
2021,
reduced
health
insurance
premiums
for
millions
of
individuals
purchasing
coverage
through
the
marketplace.

Families
USA
is
an
advocacy
organization
for
healthcare
consumers.
The
letter
also
includes
child
advocates,
labor
groups,
equity
organizations,
patients,
providers,
disability
rights
groups
and
aging
organizations.

The
premium
tax
credit
is
a
refundable
credit
that
lowers
the
out-of-pocket
cost
of
health
insurance
premiums
for
those
who
receive
insurance
via
the
marketplaces.
Originally
available
to
individuals
with
incomes
between
100%
and
400%
of
the
federal
poverty
level,
the
American
Rescue
Plan
Act
(ARPA)
expanded
eligibility
to
those
with
incomes
above
400%
of
the
federal
poverty
level
and
lowered
the
maximum
household
contribution.

If
the
enhanced
premium
tax
credits
expire
at
the
end
of
2025,
older
and
rural
households
will
be
especially
impacted,
according
to
the
letter.
The
organizations
noted
that
one
in
five
small
business
owners
and
self-employed
workers
rely
on
the
marketplaces
for
coverage.
In
addition,
premiums
would
double
for
many
people
and
millions
would
completely
lose
coverage.

“Congress
needs
to
take
action
as
soon
as
possible,
because
while
the
credits
are
not
set
to
expire
in
federal
statute
until
December
31,
2025,
Americans
will
feel
the
impacts
far
sooner,”
the
letter
stated.
“Health
insurers
will
begin
setting
next
year’s
rates
as
early
as
this
spring,
new
rates
will
be
announced
by
summer,
and
by
fall
people
in
every
Congressional
district
will
experience
premium
shock
when
they
shop
for
2026
plans.”

The
letter
also
cited
a
new

survey
that
found
86%
of
2024
voters
want
the
tax
credits
extended,
and
the
organizations
argued
that
it’s
now
Congress’
responsibility
to
“demonstrate
that
they
are
listening
to
that
call
from
their
constituents.”

The
organizations
also
gave
specific
examples
of
people
who
would
be
affected
by
the
enhanced
premium
tax
credits
expiring.

“People
in
every
community
are
at
risk,”
they
said.
“This
includes
people
like
Dean,
a
34-year-old
self-employed
designer,
who
used
his
tax
credit
to
afford
a
plan
with
a
lower
deductible
and
out-of-pocket
maximum
–
which
proved
crucial
to
him
when
he
was
diagnosed
with
cancer
that
would
have
otherwise
subjected
him
to
financial
ruin.
Jenny,
a
64-year-old
woman
who
used
her
tax
credit
to
buy
a
plan
for
$500
per
month
that
helped
cover
her
million
dollar
hospital
bill
and
treatment
after
she
experienced
a
stroke.
Without
that
coverage
–
facilitated
by
the
tax
credit
–
she
and
her
husband
would
have
lost
their
home
and
life
savings
to
pay
for
care.”

The
letter
comes
after
the
Congressional
Budget
Office
released
a

report
last
week
on
the
enhanced
premium
tax
credits.
It
found
that
if
there
isn’t
an
extension
through
2026,
the
number
of
people
without
insurance
will
increase
by
2.2
million
in
that
year
and
gross
benchmark
premiums
will
increase
by
4.3%
on
average.

Photo:
alexsl,
Getty
Images

*
Letting
the
Supreme
Court
pick
its
own
cases
was
a
mistake.
[NY
Times]

*
United
Healthcare
committed
to
denying
even
more
claims.
[Law.com]

*
Bankruptcy
judge
decides
bails
out
Alex
Jones.
[Bloomberg
Law
News]

*
Mega
grocery
merger
blocked.
[Law360]

*
Biden
to
veto
judiciary
expansion
bill
following
Trump
win.
[Reuters]

*
Prosecutors
charge
a
pair
of
law
firms
for
staging
automobile
accidents.
Those
pesky
safe
driving
courses
have
made
lawyers
resort
to
this
to
keep
food
on
the
table!
[The
Guardian]

*
Trump’s
DOJ
ignored
procedure
to
steal
journalist
and
staff
phone
records
while
searching
for
a
leak.
[AP
News]