Federal Register confirms 2023’s 8.7% COL increase. Associate at Ogletree and my expected 2023 base salary will NOT reflect a full 8.7% increase from my 2022 salary. So I’ll effectively accept a pay cut IF I stay with OD in 2023. Also seems to mean my added yr of seniority/experience is effectively not accounted for in 2023’s salary. Is this a universal experience across comparable firms or are other firms doing across-the-board increases in light of 2023’s 8.7% COL jump? Am I overthinking this?

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My yearly increase will be 9.6% but yea your point still stands. Even with that increase, in my market we will still be 10-13% behind JL and a whopping 21% behind LM headed into 2023. If there isn’t a market adjustment made in Q1 or early Q2 of 2023 I’ll be forced to really consider a lateral move.

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@A3. I’m not privy to that information. All I know is they are recently aware, at least in my market, of the significant disparity between our comp and the comp of our direct competitors.

Even if they do care, I doubt we hear anything this year.

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That all checks out. If Ogletree pays less than Littler its prestige will sag relative to Littler. Penny wise and pound foolish to not do ATB scale increases.

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Maybe, but with profits per equity shareholder significantly higher than Littler’s, business developers will continue to want to work there and that’s who the firm really covets on the open market.

I would love to get a 9% increase - mine is 5% as a 5th yr in OD.

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What market and base salary are you?

I hear you and completely agree. JL and mine was roughly 5%. 8th year associate. And they essentially increased hours by 50 for senior associates (there’s more to this, but it’s effectively true).

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It’s essentially 1850 for 7th years and above. It used to be 1850 with 50 hours credit for training, education, development, etc., but now you only get the 50 hour credit for being president or VP of a bar organization.

Edit to say: I understand the COL increase is not necessarily a match to inflation rates, but it’s still a go-by that many employers use for salary discussions. In this light, the 2023 salary will effectively be a pay cut &/or will reflect zero merit increase for the added yr of experience/seniority. I’m happy for all discussion, even if it means being told that I’m severely overthinking this!

I understand it’s not a pay cut, per se. But if your salary increase is not covering inflation, then you will see no difference next yr. in your ability to afford the gas/fungible items that are impacted by inflation. Not to mention, if the raise can’t cover COL increase, then it’s certainly not providing any additional pay to reflect merit/the added yr. of experience. A raise that doesn’t satisfy COL AND merit/experience defeats the purpose for many… We grind out the work from one year to the next in pursuit of salary that will permit greater margins for personal spending/saving freedoms, we don’t grind so that we can feel financially stagnant from one yr to the next.

The bigger picture is that the rate at which COL has increased over the years far exceeds the rate of change/increase in salaries. $100 today gets you less than a $100 got you 20yrs ago. It’s a bigger social issue, and my 2023 increase is just a molecular-level/1-person example of how this bigger social issue has come to be. We brush it under the rug and say things like “all raises are good raises”, but it shouldn’t be “silly” or “greedy” to want your annual increase to reflect COL increases AND merit/experience. And this is what I’m struggling to come to terms with 😅 Stepping off my soapbox now so that I can get back to grinding for the powers at be.

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