Judge Orders Lawyers To Have Lunch To Think About What They Did – Above the Law

Chief
Judge
R.
David
Proctor
of
the
Northern
District
of
Alabama
recently
issued
a
timeout
to
some
attorneys
appearing
before
him,

ordering
both
sides
to
the
lunch
table
.

Welcome
to
the
most
awkward
“It’s
Just
Lunch”
date

ever
.

Thankfully
for
the
parties,
the
order
contemplates
that
this
event
gets
handled
before
Alabama’s
New
Year’s
playoff
game…
wait,
what’s
that?
ReliaQuest
Bowl?

The
Chief
Judge
has
a
history
of
refusing
to
suffer
pettiness
in
his
courtroom.
In
2023,
he

savagely
roasted

a
lawyer
trying
to
strike
a
response
brief
for
being
15
minutes
late.
That
story
received
enough
coverage
that
one
might

think

that
attorneys
practicing
before
Proctor
would
think
twice
before
giving
even
the
appearance
of
pettiness.
But
apparently
the
message
didn’t
reach
the
parties
in

McCullers
v.
Koch
Foods
.

Plaintiff’s
counsel
had
conditioned
consent
to
an
extension
upon
the
defense
pledging
not
to
move
to
dismiss.

There
is
generally
no
good
reason
that
an
extension
such
as
this
should
be
opposed,
let
alone
denied.
The
Golden
Rule—do
unto
others
as
you
would
have
them
do
unto
you—is
not
just
a
good
rule
of
thumb
for
everyday
life.
It
is
a
critical
component
of
legal
professionalism.
Sadly,
in
recent
years
compliance
with
the
rule
is
becoming
rarer
and
rarer
in
the
litigation
arena.
It
is
time
to
reverse
that
trend,
even
if
it
is
only
in
this
case.

But
lunch
dates
are
fraught
with
complications.
Earlier
this
year,
we
reported
on

a
motion
to
compel
lunch

brought
by
a
party
trying
to
force
the
other
side
to
engage
in
a
meet
and
confer.
This
seemed
like
a
pretty
good
idea
from
afar,
but
several
people
wrote
in
afterward
to
say
that
there
are
underlying
issues
in
that
case
that
made
the
idea
of
lunch
utterly
unreasonable.
Though
it
would
seem
like
the
best
way
to
avoid
that
would
be
to
bite
the
bullet
and
go
ahead
with
the
meet
and
confer
if
you
don’t
want
to
take
a
more
literal
bite.

Will
plaintiff’s
counsel
try
to
get
the
2
for
$20
deal
at
Applebee’s?
If
not,
will
defense
counsel
start
ordering
at
a
nicer
restaurant
to
pop
a
couple
bottles
of
Dom
Perignon?
So
many
questions.

On
the
other
hand,
if
either
side
pulls
any
shenanigans,
I’d
imagine
Chief
Judge
Proctor
would
have
a
very
entertaining
response.


(The
full
order
is
on
the
next
page.)


Earlier
:

Federal
Judge
Utterly
Done
With
Lawyer’s
Pettiness


‘Motion
To
Compel
Lunch’
Makes
Case
For
Ordering
Attorney
To
The
Lunch
Table




HeadshotJoe
Patrice
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Above
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Another Boutique Law Firm Offers Milbank Money To Associates – Above the Law

Big
money
isn’t
just
for
Biglaw

boutique
law
firms
are
continuing
to
get
in
on
the
compensation
action,
and
associates
are
very
happy
about
it.
Yet
another
successful
boutique
law
firm
is
making
sure
that
its
associates
will
have
a
very
happy
holiday
season
by
matching
Milbank’s
generous

year-end
bonuses

and

special
bonuses
.

The
latest
firm
to
award
bonuses
to
hardworking
associates
is
Houston
litigation
boutique
of
Ahmad,
Zavitsanos
&
Mensing
P.C.,
a
firm
that’s
more
commonly
known
as
“AZA.”
What’s
interesting
about
this
bonus
match
is
that
a
legal
publication
announced
it
a
full
two
weeks
before
the
firm
officially
made
its
internal
announcement
to
associates.
An
AZA
associate
confirms
that
the

Texas
Lawbook

was
right
on
the
money
when
it
came
to
the
firm’s
bonus
match.
Here’s
what
the
grid
looks
like
at
AZA,
for
its
first-
through
fourth-year
associates:

  • Class
    of
    2024

    $15,000
    /
    $6,000
  • Class
    of
    2023

    $20,000
    /
    $6,000
  • Class
    of
    2022

    $30,000
    /
    $10,000
  • Class
    of
    2021

    $57,500
    /
    $15,000

A
source
tells
us
that
bonuses
for
elder
class
years
at
the
firm
are
more
individualized.

Bonuses
are
due
to
hit
associates’
bank
accounts
on
December
13.
Congratulations
to
everyone
at
AZA!

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
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 (subject
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Name]
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Please
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if
available.
You
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photo
of
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memo
and
send
it
via
text
or
email
if
you
don’t
want
to
forward
the
original
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or
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file.

And
if
you’d
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sign
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ATL’s
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Alerts
(which
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scroll
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If
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You’ll
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announcement
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we
publish.
Thanks
for
your
help!


Baker
Botts,
AZA,
Akin,
V&E
Announce
Associate
Bonuses
Up
to
$140K

[Texas
Lawbook]



Staci ZaretskyStaci
Zaretsky
 is
a
senior
editor
at
Above
the
Law,
where
she’s
worked
since
2011.
She’d
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hear
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feel
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email

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This Wednesday! Supercharging Your Transactional Practice With GenAI – Above the Law

If
you’re
a
transactional
attorney
looking
to
supercharge
your
practice,
this
webinar
is
your
roadmap
to
leveraging
AI
for
maximum
impact.
Learn
how
to
overcome
the
everyday
obstacles
that
slow
deals
down
and
unlock
new
levels
of
productivity
and
client
satisfaction.

Join
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for
an
exclusive
Above
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Law
webinar
on
December
11
at
1
p.m.
EST
presented
in
partnership
with
Litera,
where
we
explore
how
GenAI
can
help
transactional
attorneys
tackle
common
challenges
in
their
day-to-day
work.
From
navigating
complex
due
diligence
to
optimizing
drafting
and
negotiation,
this
session
will
showcase
real-world
AI
solutions
that
make
your
work
faster,
more
accurate,
and
more
efficient.

We
will
discuss
how,
with
the
help
of
GenAI,
transactional
lawyers
can:


  • Boost
    Productivity
    in
    Due
    Diligence
    and
    Drafting:

    Discover
    how
    AI-powered
    technology
    enables
    streamlined
    contract
    review
    and
    optimized
    drafting,
    empowering
    legal
    teams
    to
    eliminate
    repetitive
    tasks
    and
    focus
    on
    higher-value
    work.

  • Leverage
    Data
    for
    Smarter
    Negotiations
    and
    Research:

    Learn
    how
    to
    access
    past
    deal
    data
    and
    tap
    into
    your
    firm’s
    collective
    knowledge
    to
    make
    informed,
    data-driven
    decisions—enhancing
    your
    negotiation
    strategies
    and
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    research.

  • Elevate
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    Service
    and
    Collaboration:

    See
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    integrating
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    into
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    can
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    by
    delivering
    faster,
    more
    comprehensive
    legal
    insights
    and
    expanding
    the
    scope
    of
    your
    services.

How Are Legal Department Professionals Spending Their Time? – Above the Law


Whether
they’re
responding
to
basic
questions,
keeping
track
of
contract
deadlines,
or
simply
searching
their
own
email
archives,
in-house
lawyers
face
numerous
distractions
from
their
most
valuable
tasks.


Which
got
us
asking:
How
are
legal
departments
performing
when
it
comes
to
getting
high-level
legal
and
business
guidance
from
their
in-house
attorneys? 


Are
your
lawyers
buried
in
administrative
chaos,
or
are
they
operating
at
peak
efficiency? 


Please
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in
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(always)
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and
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survey.
Respondents
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$250
gift
card. 


button_take-the-survey

Above The Law’s 16th Annual Holiday Card Contest – Above the Law

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
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emails
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when
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year’s
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would
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The
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It
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We
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1.
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the
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BRIEF
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an
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Thank
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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
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Threads

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AI Presents Both Opportunities And Risks For Lawyers. Are You Prepared? – Above the Law

Artificial
intelligence
is
here
to
stay

and
its
impact
on
the
legal
industry
can’t
be
underestimated.
Are
you
up
to
speed
on
AI’s
rapid
growth,
risks,
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Practising
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Legal
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your
AI
knowledge
to
the
next
level?
Visit
PLI’s

Focus
On:
AI

resource
page
to
view
and
register
for
programs.

Associate Compensation Scorecard: Biglaw’s 2024 Bonus Boom – Above the Law

Since
we
broke
the
news
of
the
market
bonus
scale
for
associates
at
large
law
firms
in
the
United
States

a
trend
that
was
started
by

Milbank

on
Monday,
November
11,
2024,
and
finally
followed
by

Cravath

on
Tuesday,
November
19,
2024,
including
Milbank’s

special
summer
bonuses


firms
are
falling
in
line
to
match
the
scale.
When
will
your
firm
announce
its
bonuses?

Today,
for
your
viewing
pleasure,
we
unveil
a
table
of
all
of
the
firms
that
have
already
matched
the
bonus
scale,
the
date
those
matches
were
made,
the
minimum
hours
required
to
receive
bonuses
(if
available),
and
the
date
bonuses
will
be
paid.
We
will
be
updating
this
table
on
a
daily
basis,
sometimes
multiple
times,
as
news
on
bonuses
unfolds.
If
you
see
any
information
here
that
is
incorrect
or
needs
clarification,
let
us
know.

We
are
covering
this
trend
extensively,
so
please
drop
us
a
line

text
(646-820-8477)
or email (subject
line:
“[Firm
Name]
Matches”)

when
you
know
of
a
firm
making
a
compensation
move.
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.
Sources
are
kept
confidential.

Don’t
forget,
if
you’d
like
to
sign
up
for
ATL’s
Bonus
Alerts,
please
enter
your
email
address
in
the
box
below.
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
compensation
announcement
that
we
publish.
Cheers
to
a
happy
bonus
and
raise
season,
everyone!


Firm

Date
Matched

Minimum
Hours

Payout
Date

Milbank

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2016:
$115K
/
$25K
FIRST
MOVER
November
11,
2024
None On
or
before
December
31,
2024

Vartabedian
Hester
&
Haynes

Class
of
2024:
$15K
/
$6K
Class
of
2016:
$115K
/
$25K
November
13,
2024
1800
hours
On
or
before
December
31,
2024

Cravath

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017:
$115K
/
$25K
November
19,
2024
None December
13,
2024

Paul
Hastings

Class
of
2023:
$20K
/
$6K
Class
of
2017+:
$115K
/
$25K
November
20,
2024
2000
hours
February
14,
2025

Ropes
&
Gray

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2016+:
$130K
/
$25K
November
20,
2024
1900
creditable
hours
(increased
bonuses
for
associates
who
annualized
above
hourly
target)
December
24,
2024

McDermott
Will
&
Emery

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
20,
2024
2000
hours
(merit
bonuses
available
for
eligible
associates;
“two-thirds”
of
associates
will
see
bonuses
above
market)
December
27,
2024

Cleary

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
21,
2024
None December
20,
2024

Paul
Weiss

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
21,
2024
None December
20,
2024

Dechert

Class
of
2023:
$20K
/
$6K
Class
of
2017+:
$115K
/
$25K
November
21,
2024
1950
hours
(client
billable,
pro
bono,
firm
as
client,
maximum
of
50
community
hours);
associates
who
exceeded
hours
expectations
eligible
to
receive
an
“extraordinary”
bonus
(i.e.,
2200
hours
=
addt’l
30%;
2400+
hours
=
addt’l
40%)
By
or
before
end
of
January
2025

O’Melveny

Class
of
2024:
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
21,
2024
None Undisclosed

Holwell
Shuster

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
21,
2024
None On
or
before
December
31,
2024

Davis
Polk

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
22,
2024
None December
27,
2024

Weil
Gotshal

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
22,
2024
None January
31,
2025

White
&
Case

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017:
$115K
/
$25K
November
22,
2024
Eligibility
criteria
detailed
in
separate
memo
February
14,
2025

Skadden

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
or
$125K
/
$25K
November
22,
2024
1800
“productive
hours”
(including
unlimited
pro
bono
time
and
up
to
150
hours
of
productive
non-billable
work)
December
13,
2024

Cadwalader

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2016:
$115K
/
$25K
November
22,
2024
Additional
bonuses
“equal
to
120%
of
[market
bonuses]”
for
high
billers
with
2200
hours
or
more
By
or
before
end
of
February
2025

Proskauer

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2016:
$115K
/
$25K
November
22,
2024
None On
or
before
December
24,
2024

Schulte
Roth
&
Zabel

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
22,
2024
2000
hours;
step-up
bonuses
from
$3K
to
$51.75K
for
associates
who
have
made
“extraordinary
contributions”
to
the
firm)
January
27,
2025

Covington

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
22,
2024
2000
hours;
(associates
will
see
a
10%
bonus
increase
at
2200
hours,
and
another
10%
bonus
increase
2400
hours)
January
2025

Willkie
Farr

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
22,
2024
None December
31,
2024

Akin

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
22,
2024
1950
hours
(including
pro
bono
hours,
general
counsel
hours,
business
development
hours,
and
up
to
100
hours
of
time
spent
on
recruiting,
diversity
&
inclusion,
and/or
innovation
activities);
associates
with
“exceptional”
performance
will
receive
larger
bonuses
February
2025

Sidley

Class
of
2023:
$20K
/
$6K
Class
of
2016:
$115K
/
$25K
November
25,
2024
2000
hours
required
for
base
bonuses;
associates
with
“higher
productivity
and/or
exceptional
performance”
will
receive
additional
bonuses,
up
to
“more
than
50%
above
base
bonus”
Prior
to
December
31,
2024

Baker
Botts

Class
of
2023:
$20K
/
$6K
Class
of
2017+:
$115K
/
$25K
November
25,
2024
Based
on
hours
(“enhanced”
bonuses
available
for
“exceptional”
performance)
Undisclosed

A&O
Shearman

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
25,
2024
Undisclosed Undisclosed

Katten
Muchin

Class
of
2023:
$20K
/
$6K
Class
of
2017+:
$115K
/
$25K
November
25,
2024
2000
hours
(2100
hours
for
$22K-$126.5K;
2200
hours
for
$24K-$138K;
2300
hours
for
$26.5K-$149.5K;
2400
hours
for
$31K-$172.5K);
additional
“superstar”
bonuses
available
February
3,
2025

Vinson
&
Elkins

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
25,
2024
Based
on
hours
and
good
standing;
“supplemental
bonuses”
available
for
associates
who
had
an
“exemplary
year”
On
or
about
January
31,
2025

Debevoise

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
26,
2024
None Undisclosed

Clifford
Chance

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
26,
2024
None
(based
on
overall
performance,
quality
of
work,
contributions
to
firm,
teamwork,
and
pro
bono)
January
15,
2025

Mayer
Brown

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
November
26,
2024
2000
hours;
associates
eligible
for
addt’l
bonuses
based
on
performance
February
28,
2025

Gibson
Dunn

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017:
$115K
/
$25K
November
27,
2024
Undisclosed Undisclosed

Seward
&
Kissel

Class
of
2023:
$20K
/
$6K
Class
of
2017+:
$115K
/
$25K
November
27,
2024
2000
hours
(1850
billable
hours
and
150
qualified
non-billable
hours);
2200
hours
for
special
bonus
(1850
billable
hours
and
150
qualified
non-billable
hours;
associates
who
“substantially”
exceed
the
eligibility
requirements
for
special
bonuses
may
receive
an
“increased”
special
bonus)
First
quarter
of
2025

Fish
&
Richardson

Entry-Level:
$15K
/
$6K
(prorated)
A7:
$115K
/
$25K
November
27,
2024
2100
hours
(including
up
to
200
pro
bono/DEI/pitch
hours)
or
strongest
reviews
based
on
quality
of
work
December
26,
2024

Morgan
Lewis

Class
of
2023:
$20K
/
$6K
Class
of
2017+:
$115K
/
$25K
November
27,
2024
1900+
hours
(20
of
which
must
be
pro
bono
hours)
January
31,
2025

Wilkinson
Stekloff

Class
of
2024:
$22.5K
/
$6K
Class
of
2017:
$172.5K
/
$25K
December
3,
2024
None By
December
13,
2024

Norton
Rose
Fulbright

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
December
3,
2024
1900
hours
(including
50
FIT
hours)
for
special
bonus
eligibility
January
31,
2025

Kramer
Levin

Class
of
2024:
$15K
/
$6K
(prorated)
Class
of
2017+:
$115K
/
$25K
December
4,
2024
Eligible
associates
in
good
standing
will
receive
bonuses
February
14,
2025

Cahill

Class
of
2024:
$15K
/
$7.5K
(prorated)
Class
of
2016:
$115K
/
$40K
December
5,
2024
Select
associates
in
Classes
of
2017-2020
who
have
demonstrated
“extraordinary”
performance
eligible
for
a
“super
bonus”
up
to
$200K
(based
on
performance
and
seniority)
in
lieu
of
special
bonus
Second
half
of
January
2025

Ross
Aronstam

Class
of
2022:
$30K
/
$10K
Class
of
2016:
$115K
/
$25K
December
5,
2024
None December
15,
2024


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

Bluesky
,

X/Twitter
,
and

Threads

or
connect
with
her
on

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.


Bonus Time

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ATL’s

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&
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Increase
Alerts
.


The Big 3 PBMs are Countersuing the FTC. Does Their Argument Have Any Teeth? – MedCity News

CVS
Caremark,
Express
Scripts
and
Optum
Rx
are
fighting
back. 

After
the

FTC
filed
a
lawsuit

in
September,
accusing
the
three
major
pharmacy
benefit
managers
of
engaging
in
anticompetitive
rebating
practices
tied
to
insulin,
the
defendants
have
turned
plaintiff.
In
November,
they
countersued
the
agency,
claiming
its
lawsuit
is
unconstitutional.

The
move
could
be
a
possible
delay
tactic,
as
well
as
a
message
to
the
FTC
that
they
will
leave
no
stone
unturned
in
order
to
defend
themselves,
experts
said.
However,
the
PBMs’
argument
may
not
be
the
most
persuasive,
while
also
reflecting
a
“level
of
arrogance,”
according
to
one
healthcare
attorney.

He
added
that
with
this
lawsuit,
the
PBMs
are
trying
to
“upend
an
established
agency”
that
has
been
around
a
long
time.

“[The
FTC]
exists
with
several
kinds
of
policies
or
missions
in
mind,
two
of
which
are
protecting
consumers

and
in
the
context
of
PBMs,
we’re
talking
about
patients
as
consumers

and
also
to
promote
healthy
competition.
The
PBMs
are
saying,
‘Well,
we
think
the
agency
is
essentially
entirely
unconstitutional
in
terms
of
how
it’s
structured,’
[and]
that’s
a
huge
legal
leap,”
said
Lucas
Morgan,
partner
in
Frier
Levitt’s
Healthcare
and
Life
Sciences
groups,
in
an
interview. 

Still,
it’s
difficult
to
predict
who
will
come
out
on
top
in
this
battle,
particularly
with
a
more
conservative
Supreme
Court
and
a
change
in
administration.


The
PBMs’
argument

In
order
to
determine
whether
the
PBMs’
lawsuit
has
any
merit,
it’s
important
to
first
understand
why
the
FTC
sued
the
PBMs
to
begin
with. 

According
to
the
FTC,
CVS
Health’s

Caremark
,
Cigna’s

Express
Scripts

and
UnitedHealth
Group’s

Optum
Rx

administer
80%
of
all
prescriptions
in
the
U.S.
About
a
decade
ago,
the
three
PBMs
created
restrictive
drug
formularies
(lists
of
preferred
and
non-preferred
drugs)
to
exclude
some
medications
from
coverage,
the
FTC
argued.
This
puts
drug
manufacturers
at
risk
of
not
having
their
products
covered
for
millions
of
Americans,
and
PBMs
“began
demanding
higher
and
higher
rebates
from
drug
manufacturers
in
exchange
for
placing
those
drugs
on
their
restrictive
formularies,”
the
complaint
alleges.
Drug
manufacturers
began
increasing
the
list
price
of
their
drugs
in
response. 

The
complaint
also
alleged
that
PBMs
prefer
high
list
price
insulin
products
that
have
higher
rebates
over
similar,
low
list
price
products.  

For
example,
Caremark’s
2024
Standard
Control
Formulary
seems
to
favor
higher
list
price
versions
of
Tresiba,
while
excluding
the
lower-cost
options.
Similarly,
Express
Scripts’
2024
National
Preferred
Formulary
appears
to
prioritize
higher
list
price
versions
of
Tresiba
and
Semglee,
leaving
out
the
more
affordable
versions.
Optum
Rx’s
2023
Premium
Formulary
preferred
higher
list
price
versions
of
Humalog
and
Lantus,
while
excluding
their
lower-priced
alternatives
(this
was
changed
in
2024,
however).

According
to
the
PBMs,
the
FTC’s
complaint
calls
for
significant
changes
to
current
drug
rebate
contracts,
requiring
PBMs
to
overhaul
their
agreements
with
drug
manufacturers,
health
plan
sponsors
and
others.
Their
lawsuit
also
pointed
to
the
fact
that
the
FTC’s
lawsuit
is
an
administrative
proceeding
occurring
in
a
venue
that
tends
to
favor
the
FTC,
as
opposed
to
one
that’s
in
federal
district
court.

“This
sweeping
attempt
to
reshape
an
entire
industry
via
law
enforcement
would
never
pass
muster
in
a
U.S.
District
Court,”
the
PBMs
argued.
“It
is
therefore
unsurprising
that
the
Commission
brought
this
action
in
its
own
captive
tribunal,
where
the
Commission
decides
the
allegations
and
the
claims,
sets
the
rules,
does
the
fact-finding,
chooses
what
the
law
is,
and
determines
the
outcome.
Indeed,
in
the
past
30
years,
the
Commission
has
found
a
violation
in
every
action
brought
before
it
in
its
administrative
proceeding,
even
as
it
notches
many
high-profile
losses
when
it
litigates
in
federal
courts.”

The
PBMs
called
the
administrative
proceeding
“fundamentally
unfair”
and
said
it
violates
the
constitution
in
three
ways:

  1. It
    involves
    private
    rights
    that
    should
    be
    handled
    in
    federal
    court
    by
    an
    independent
    judge,
    not
    within
    the
    Commission’s
    own
    in-house
    process
  2. It
    protects
    its
    Commissioners
    and
    administrative
    law
    judges
    (ALJs)
    from
    presidential
    removal,
    which
    undermines
    democratic
    accountability
    and
    the
    executive
    branch’s
    authority
  3. It
    lacks
    impartiality,
    with
    the
    same
    Commissioners
    acting
    as
    both
    prosecutors
    and
    judges,
    thereby
    violating
    the
    Due
    Process
    Clause
    of
    the
    Fifth
    Amendment 

The
PBMs’
lawsuit
also
argues
that
the
FTC
is
attacking
a
segment
of
the
drug
distribution
and
benefit
process
that
lowers
drug
costs
and
that
it
is
seeking
to
interfere
with
PBMs’
ability
to
bring
costs
down.
For
example,
the
FTC
seeks
to
ban
PBMs
from
designing
or
assisting
with
designing
a
benefit
plan
that
bases
patients’
deductibles
on
the
list
price
versus
the
net
cost
after
rebates.
This
“would
completely
reshape
how
plan
sponsors
design
prescription
drug
coverage
in
the
United
States,”
PBMs
argued
in
the
lawsuit.

In
separate
statements,
the
PBMs
made
similar
arguments
and
pointed
the
finger
at
drug
manufacturers.
David
Whitrap,
vice
president
of
external
affairs
at
CVS
Health,
said
that
its
members
pay
less
than
$25
for
insulin
and
noted
that
“any
action
that
limits
the
use
of
PBM
negotiating
tools
would
reward
the
pharmaceutical
industry
and
return
the
market
to
a
broken
state.”

A
spokesperson
for
Express
Scripts
argued
that
the
FTC
is
“trying
to
prevent
us
from
doing
a
job
we
have
done
well
for
many
years:
putting
pressure
on
pharmaceutical
manufacturers
to
lower
drug
costs
and
help
Americans
live
healthier
lives.”

A
spokesperson
for
Optum
Rx,
Elizabeth
Hoff,
said
the
lawsuit
ultimately
aims
to
require
the
FTC
to
resolve
its
claims
“in
a
fair
and
unbiased
forum
instead
of
a
proceeding
where
the
FTC
serves
as
prosecutor,
judge
and
jury
in
violation
of
bedrock
Constitutional
principles.”

The
FTC
dismissed
the
lawsuit
brought
forth
by
the
PBMs
as
a
distraction.

“It
has
become
fashionable
for
corporate
giants
to
argue
that
a
110-year-old
federal
agency
is
unconstitutional
to
distract
from
business
practices
that
we
allege,
in
the
case
of
PBMs,
harm
sick
patients
by
forcing
them
to
pay
huge
sums
for
life
saving
medicine.
It
will
not
work,”
said
Douglas
Farrar,
an
FTC
spokesperson,
in
an
email.


Does
the
PBMs’
argument
have
any
teeth?

While
the
PBMs
are
arguing
that
the
administrative
proceeding
is
inappropriate
for
this
case,
Morgan
of
Frier
Levitt
thinks
the
FTC
is
justified
in
its
actions.
He
noted
that
the
FTC’s
complaint
against
the
PBMs
reflects
the
“hallmark”
mission
of
the
FTC:
protecting
consumers
and
ensuring
healthy
competition.

Morgan
said
that
patients
are
possibly
overpaying
for
drugs
they
need
to
survive,
spurring
the
agency
to
action.
Similarly,
the
agency
was
driven
to
address
how
lopsided
the
influence
of
the
PBMs
are
with
the
big
three
controlling
80%
of
the
marketplace.

“I
think
that
it’s
pretty
easy
for
the
FTC
to
establish
that
the
work
they’re
doing
in
this
case
does
align
with
promoting
healthy
competition,”
Morgan
said.

Another
reason
that
the
FTC
is
targeting
the
PBMs
is
because
they
are
part
of
vertically
integrated
large
healthcare
companies
with
insurance
operations,
said
Dr.
Adam
Brown,
an
emergency
physician
and
founder
of
healthcare
advisory
firm
ABIG
Health,
as
well
as
a
professor
of
practice
at
the
University
of
North
Carolina.

He
added
that
the
PBMs’
lawsuit
seems
to
be
a
tactic
to
“gum
up
the
system
with
lawsuits”
to
slow
down
the
process. 

Brown
noted
that
there
are
reports
of
situations
in
which
PBMs
are
directing
patients
to
higher
cost
medications
when
there
are
other
drugs
that
are
cheaper,
while
the
PBM
is
“reaping
the
benefit,”
referencing
a

New
York
Times

report.

Patients
for
Affordable
Drugs,
a
patient
advocacy
organization,
echoed
Brown’s
comments,
arguing
that
the
three
PBMs
are
using
the
lawsuit
against
the
FTC
as
a
way
to
avoid
accountability.

“Make
no
mistake,
this
countersuit
is
a
distraction
from
the
real
issue:
PBMs
exploit
their
outsized
influence
in
the
pharmaceutical
supply
chain
to
boost
profits
at
the
expense
of
American
patients,”
said
Merith
Basey,
executive
director
of
Patients
for
Affordable
Drugs,
in
an
email.
“Let’s
be
clear
though
PBMs
are
not
the
only
culprits
when
it
comes
to
high
prices,
however,
drug
manufacturers
remain
a
driving
force
in
ensuring
Americans
pay
the
highest
prices
in
the
world
for
their
medications.”

When
it
comes
to
drug
manufacturers,
the
organization
argued
that
they
play
a
significant
role
in
drug
prices
by
setting
inflated
list
prices,
which
the
FTC’s
complaint
also
noted.
For
example,
Ely
Lilly’s
Humalog
list
price
has
increased
from
$21
in
1999
to
$274
in
2017.

It’s
hard
to
predict
for
sure
what
the
outcome
of
this
legal
battle
will
be
due
to
the
current
political
environment,
experts
noted.
There
is
a
chance
this
case
could
make
its
way
to
the
Supreme
Court,
which
is
more
conservative,
according
to
Morgan.

“I
think
that
the
current
Supreme
Court
would
be
interested
in
the
opportunity
to
review
a
case
like
this,”
he
said.
“I
think
that’s
potentially
where
this
is
headed,
is
trying
to
see
how
quickly
the
PBMs
can
get
this
in
front
of
the
Supreme
Court
and
say
it’s
time
to
take
a
look
at
the
FTC.
Now
I’m
not
suggesting
that
means
the
Supreme
Court
would
just
entirely
upend
the
FTC,
but
perhaps
they
suggest
that
certain
structures
or
setups
in
the
FTC
are
a
problem
from
a
constitutional
standpoint.”

That’s
assuming
that
the
case
gets
up
to
the
nation’s
highest
court
to
begin
with. 

With
a
change
in
administration,
a
case
like
this
tends
to
lose
momentum,
especially
if
a
new
agency
head
is
named
and
Lina
Khan
departs.
A
more
conservative
FTC
may
not
be
as
interested
in
cracking
down
on
large
corporations. 

But
even
that
isn’t
guaranteed
because
the
previous
Trump
administration
did
express
concerns
over
PBM
practices,
and
scrutinizing
the
causes
and
the
players
contributing
to
high
drug
pricing
is
a
bipartisan
priority. 

“You
have
the
bipartisan
support,
but
you
also
have
bipartisan
concern
throughout
the
country
from
voters
saying,
‘Hey,
there
are
a
lot
of
things
we’re
not
going
to
agree
on,
but
one
thing
we
can
agree
on
is
we
have
concerns
about
the
cost
of
healthcare
in
the
United
States,’
and
that’s
what
this
all
comes
back
to,”
Morgan
said.


Photo:
Valerii
Evlakhov,
Getty
Images

Morning Docket: 12.09.24 – Above the Law

(Photo
by
Shareif
Ziyadat/Getty
Images)

*
Tony
Buzbee
has
sued
Quinn
Emanuel
alleging
a
harassment
scheme
to
stop
him
from
representing
Diddy
accusers.
[

Canadian
Lawyer
Magazine
]

*
Also,
Buzbee
has
brought
Jay-Z
into
the
case
with
new
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allegations.
[CBS
News
]

*
Last
round
of
rate
hikes
fell
upon
the
cheapest
professionals
at
their
firms.
Which
is
somehow
being
treated
like
a
surprise
that
a
firm
would
prefer
to
bump
all
the
paralegals
up
50
bucks
an
hour
than
try
to
get
the
client
to
pay
another
1000
an
hour
for
someone
at
the
top.
[American
Lawyer
]

*
Former
Biglaw
lawyer
jailed
for
stalking
her
neighbors.
[LegalCheek]

*
Dentons
maintains
a
thorough
Trump
transition
tracker
in
case
you’re
wondering
what
Fox
News
personality
or
reality
TV
star
will
end
up
running
the
Air
Force
or
whatever.
[Dentons]

*
A
look
at
Elon
Musk’s
insertion
into
the
Alex
Jones
bankruptcy
to
push
the
principle
that
he
is
the
sole
owner
of
everyone’s
Twitter
accounts.
[Bloomberg
Legal
News
]

*
DC
Circuit
upholds
looming
TikTok
ban.
[Law360]

*
Investigation
finds
one
law
firm
partner
at
the
center
of
a
lot
of
elders
missing
money
from
their
accounts.
[BBC]

*
OpenAI
moves
to
consolidate
the
copyright
suits
into
MDL.
Proof
that
they’re
lawyers
aren’t
doing
their
research
on
ChatGPT.
[The
Recorder
]