Compensation and Benefits
Summer Associate Program
Understanding that the search for its future firm leaders requires a competitive compensation package, Young Conaway offers its summer associates a weekly salary of 2,800, as well as a 1,000 signing bonus, paid in early May prior to the start of the Summer Program.
First Year Associates
Young Conaway’s compensation package recognizes the superior academics, experience, maturity and overall quality of its current and incoming associates. First-year associates receive an annual salary of 145,000, with an additional 5,000 employment bonus paid in early June. Judicial law clerks receive an annual salary that is a minimum of 145,000, with an additional 15,000 clerkship bonus paid at the conclusion of the clerkship.
Additional benefits offered as part of the firm’s compensation package include: (i) an annual Professional Development Account to be used for, among other things, business development, professional association memberships, continuing legal education seminars, and technology expenses; (ii) non-contributory insurance benefits including health insurance for attorney and spouse/domestic partner and/or family (providing an EPO plan and prescription coverage, vision plan and dental coverage), life insurance, and short-term and long-term disability insurance; (iii) eligibility in the firm’s pension plan, which offers (a) a 401(k) component allowing for participant contributions after a one-year waiting period, and (b) a profit sharing component with a firm contribution equal to 7½% of the attorney’s gross compensation after a two-year waiting period; (iv) eligibility for participation in the firm’s dependent care expense reimbursement and/or flexible spending account plans; (v) a generous non-taxable monthly parking allowance; (vi) payment of registration fees/membership dues for the Delaware bar, the American Bar Association and the Delaware State Bar Association, including membership in two sections of each of the bar organizations; (vii) eligibility for a leave of absence for medical, maternity, FMLA and/or other reasons on a case-by-case basis; and (viii) eligibility for an alternative work schedule on a case-by-case basis. |
