{ "media_type": "text", "post_content": "I feel as though not increasing stub year bonuses is shortsighted. Given that they are pro-rated it is very low cost, doesn't feel great being the only one left out in increases, and kind of want to try retaining them long term tho they contribute little now. Seems like a way to cheap out since doing it would require pushing the rest of the scale up slightly.", "post_id": "61a7ed2090ac3e00359bd837", "reply_count": 49, "vote_count": 2, "bowl_id": "5df70ed2f7169f002b172d3f", "bowl_name": "Big Law", "feed_type": "bowl" }

I feel as though not increasing stub year bonuses is shortsighted. Given that they are pro-rated it is very low cost, doesn't feel great being the only one left out in increases, and kind of want to try retaining them long term tho they contribute little now. Seems like a way to cheap out since doing it would require pushing the rest of the scale up slightly.

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Low cost but your long-term retention is not going to be based on a pro-rated bonus for a couple months of “work”. Retention happens by targeting the most valuable associates, which unfortunately is not stubs. In reality, the paralegals or even the technology team probably generates more money for the firms than stubs.

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Prorated it would be a few hundred dollars added on.

Serious question, how many stubs would even qualify for the bonus with their pro-rated hours? I hardly imagine less than 25% of the 2021 class would even hit the pro-rated hours needed. And your first 3-4 months as a junior are for you to learn the very basics of being an attorney so that you can hit the ground running in January. Obviously this is different if your firm’s fiscal year isn’t January-December. But you’re also getting paid $205,000 a year to bill at maybe a 70% utilization rate, doing work that mid levels and seniors will have to constantly review and redo and train you on. Bonuses are about added value. The vast majority of brand new attorneys (myself included when I was there) simply don’t provide very much added value. Maybe a small Christmas bonus or something would be a nice gesture but again, the $205k is a lot different than the $145k or less that most of us seniors were making when we first started.

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You are making 205K in a job that you're not great at. Be grateful. In a year or two, you can pay off loans, and decide if you'd rather work elsewhere.

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If that stuff costs over 200k then it is because they aren't being smart in managing overhead. Those things don't add up all that much. Also I know this is especially rare but in my specific case. I know for a fact my time doesn't get written off because the client I do 90% of my work for pays a pre-defined lump sum yearly and does not even get billed hourly

You are less of a flight risk than the more senior associates and statistically not likely to stay for the long haul anyway. Not fair - just facts.

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It's crazy that there is a stub bonus at all; the more senior I get, the more useless the juniors are! Also it takes a bit to ramp up....

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@A4 there was a lot of claims analysis for the cover sheet and we were deciding what charts to keep on the fly.

Also, in my experience, most stub years who are working on transactional matters aren’t making a significant contribution since they don’t know much yet and still need to be trained.

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Sorry! I would assume little thought is being given to stub comp. I get every $1,000 is a big deal at that level, but the focus is on retaining associates who manage matters and paying for value added. Legal careers are a long road so unfortunately a lot of 10+-year veterans don’t care much about stubs and now burnt-out midlevels are struggling to care about them too. Not fair but it’s what I see happening

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You haven’t suffered enough to justify more. Also you have been working for 3 months chill out homie.

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I'm already at 10 hours today in the West Coast after working till around 5 am and basically soloed a major and extremely time consuming part of a case.... again... it is also already prorated.

Idg why everyone's first response is to attack... adding 200 dolars after being prorated isn't exactly a big ask... really just a symbolic gesture to show that they matter. It really illustrates a lower level associates are worthless and undeserving attitude that explains why people complain about juniors that don't want to work for them and why juniors think some of their coworkers are toxic.

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@OP, I graduated law school in my thirties and had over a decade of experience at top corporate biglaw firms, and a top MBA degree. I was not the same as first years that came in wide-eyed. However, unlike you, I was grateful to be in biglaw. I understood the comp model is seniority-based and based on hours billed. Biglaw is not great at compensating for "value-added." If that is what you seek, hang your own shingle or leave biglaw. I'm sorry your hours have been bad lately and people are piling on. I do understand patent agents are well-versed in the art of their specialty fields. I am sure you are. You will get paid more, but you have to do your time, or move somewhere that will give you a class year bump or is a special IP boutique. It will get better. But it's a rare biglaw firm that pays extra-super-duper special, even with prior w/e. I hope your hours calm down. All the best to you.

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The last sentence answered your question

As much as I disagree with OP, a lot, a part of me wonders if all the comments disagreeing with OP are in the same line of thought that partners have re: associates wanting raises and bonuses 😂

It is exactly what they think. As you see people suck and think everyone below them should make less while believing they are special and deserve more. Older attorneys are also resentful because on paper it looks like new 1st years/younger attorneys make way more than they used to despite the fact that the inflation adjusted total was actually lower than pre 2008 until covid craziness. The irony is that it is self-defeating considering a raise for first years would force a universal raise and venefit them. 2nd and 3rd years also seem to have overinflated egos themselves considering how widely your experience caries from firm to firm. Some have tons of trials where 1st years gain early exposure while others can have long term associates that have never gone through one.

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