Small Firm, Big Money: Boutique Firm Hands Out Biglaw Market Bonuses – Above the Law

Here
we
go
again:
Yet
another
boutique
law
firm
is
stepping
up
to
the
plate
to
offer
its
associates
Biglaw
bonus
money.

The
latest
boutique
to
meet
the
market
in
terms
of
matching
the
Cravath/Milbank

year-end

and

special
bonus

scale
is
Glenn
Agre
Bergman
&
Fuentes.
The
litigation
firm
was
founded
in
2021,
and
it’s
offering
Biglaw
bonus
compensation
to
its
hardworking
attorneys
for
the
fifth
year
in
a
row.
Here’s
what
the
bonus
and
salary
scale
looks
like
at
Glenn
Agre:

The
firm
isn’t
just
matching
Biglaw’s
market
rates

associates
will
be
eligible
to
receive
a
“premium”
above
these
base
bonuses
if
they’ve
shown
“extraordinary
dedication
and/or
performance”
this
year.

Congratulations
to
everyone
at
Glenn
Agre!
Bonuses
will
be
paid
out
on
December
19.

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!





Staci
Zaretsky
 is
the
managing
editor
of
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 BlueskyX/Twitter,
and Threads, or
connect
with
her
on LinkedIn
.

At Least The Robots In The Coming War Against Humans Will Understand War Crimes – Above the Law

If
you
want
2025
in
a
nutshell,
it
doesn’t
get
much
better
than
a
blundering
Secretary
of
Defense
bragging
that
the
Pentagon
bought
an
expensive,
bespoke
AI
bot
and
it
immediately

started
calling
out
the
Trump
administration
for
committing
war
crimes
.
As
the
legal
industry
ventures
into
a
hallucinatory
AI
frontier,
it’s
worth
remembering
that
sometimes
the
bots
outperform
the
human
lawyers.
At
the
Supreme
Court,
Justice
Sotomayor
tries
to
convince
her
colleagues
not
to
blow
up
the
federal
government
over
a
theory
concocted
in
the
1970s.
Sadly,

she’s
fighting
the
wrong
fight
.
And
in
a
world
of
mergers

especially
cross-border
mergers

we
have
a
reminder
that

sometimes
it
doesn’t
work
out
.

Biglaw Firm Shows Appreciation With Huge Bonuses – Above the Law

Traditions
matter
at
law
firms,
and
few
are
more
important
than
paying
your
associates
a
hell
of
a
lot
of
money
come
bonus
season.
When
it
comes
to
that
tradition,
Irell
&
Manella
has

delivered

in
the

past
.
This
year
is
no
different!
This
year’s
bonuses
are
several
steps
above
some
of
their
competition.

Here’s
the
scale:

To
everyone
at
Irell
&
Manella,
enjoy
the
money!
And
you
won’t
have
to
wait
long
either

the
money
will
be
distributed
on

Friday
.
Looking
forward
to
the
weekend
indeed.

We
like
hearing
about
bonuses
almost
as
much
as
you
enjoy
spending
them.
As
soon
as
your
firm’s
memo
comes
out,
please email
it
to
us

(subject
line:
“[Firm
Name]
Bonus”)
or
text
us
(646-820-8477).
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
Salary
&
Bonus
Alerts,
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.



Chris
Williams
became
a
social
media
manager
and
assistant
editor
for
Above
the
Law
in
June
2021.
Prior
to
joining
the
staff,
he
moonlighted
as
a
minor
Memelord™
in
the
Facebook
group Law
School
Memes
for
Edgy
T14s
.
 He
endured
Missouri
long
enough
to
graduate
from
Washington
University
in
St.
Louis
School
of
Law.
He
is
a
former
boatbuilder
who
is
learning
to
swim, is
interested
in
critical
race
theory,
philosophy,
and
humor,
and
has
a
love
for
cycling
that
occasionally
annoys
his
peers.
You
can
reach
him
by
email
at [email protected]
and
by
tweet
at @WritesForRent.

How the One Big Beautiful Bill Is Reshaping Law Firms


A
moment
of
change
and
opportunity

Across
the
legal
world,
a
familiar
tension
is
back:
clients
tightening
budgets
and
firms
re-evaluating
costs.
Add
to
that
a
piece
of
legislation—the
One
Big
Beautiful
Bill
Act
(OBBBA)—and
you’ve
got
the
makings
of
a
year
that
could
redefine
how
firms
operate.

But
uncertainty
doesn’t
always
spell
decline.
For
adaptable
firms,
it
can
spark
transformation.
The
OBBBA
brings
new
rules
around
taxes,
labor,
and
energy
that
are
reshaping
not
just
corporate
America
but
the
business
of
law
itself.
The
question
is:
How
do
firms
prepare
for
the
future
during
uncertain
times?


A
quick
primer
on
the
One
Big
Beautiful
Bill
Act

Signed
into
law
in
mid-2025,
the
One
Big
Beautiful
Bill
Act
(OBBBA)
is
a
wide-ranging
reform
that
touches
nearly
every
sector
of
the
economy.
It
makes
many
of
the
2017
tax-cut
provisions
permanent,
expands
deductions
for
small
businesses,
and
introduces
new
incentives

from
childcare
credits
to
“Trump
Accounts”
for
newborns.

At
the
same
time,
it
reins
in

clean-energy
incentives
,
tightens

social-program
eligibility
,
and
allocates
billions
toward

border
enforcement.
 

For
law
firms,
that
breadth
matters.
Because
when
policy
shifts
at
this
scale,
clients
look
to
their
lawyers
first—for
interpretation,
compliance,
and
strategy.


The
financial
squeeze:
Higher
stakes
on
both
sides
of
the
ledger

The
OBBBA
comes
at
a
time
when
some
firms
were
already
feeling
margin
pressure
(See

Legal
IT
Professionals

2024
Report
on
the
State
of
the
US
Legal
Market).
Corporate
clients
are
watching
spending
more
closely,
while
rising
salaries
and
tech
costs
continue
to
climb.

On
the
revenue
side,
firms
could
see
client
demand
fluctuate
by
industry.
Energy,
construction,
and
manufacturing
may
surge
in
legal
needs,
while
other
sectors
pause
major
projects
until
more
information
is
available.

On
the
expense
side,
partners
might
face
complex
tax
implications.
The
permanence
of
the
20
percent
pass-through
deduction
benefits
most
partnership
structures,
but
the
new
limits
on
deductions
for
high-income
earners
may
offset
some
of
those
gains.

Meanwhile,
law
firm
leaders
are
asking
familiar
questions:

In
this
moment,
financial
discipline
isn’t
just
about
tightening
budgets—it’s
about
scenario
planning
and
transparency
with
both
teams
and
clients.


Tax
structure
rethink:
How
the
OBBBA
rewrites
firm
economics

Law
firms—often
structured
as
LLPs
or
PLLCs—live
and
die
by
how
tax
rules
treat
pass-through
income.
With
the
pass-through
deduction
now
permanent,
many
firms
will
double
down
on
existing
structures
rather
than
converting
to
corporate
status.

But
this
is
also
the
first
major
opportunity
in
years
to
re-evaluate
compensation
models.
Partners
who
previously
deferred
income
might
reconsider,
especially
with
new
deduction
caps
and
state-and-local
tax
(SALT)
relief
that
varies
by
region.

For
firm
CFOs
and
managing
partners,
that
means:

  • Running
    financial
    forecasting
    and

    partner-distribution
    simulations

    under
    new
    tax
    thresholds.

  • Revisiting

    expense
    categorization

    for
    technology
    and
    professional
    development
    (many
    may
    now
    qualify
    for
    higher
    depreciation
    limits).

  • Expanding

    in-house
    tax
    expertise
    —or
    partnering
    with
    external
    advisors—to
    turn
    compliance
    into
    a
    client-facing
    service.

Firms
that
master
these
internal
adjustments
first
will
be
in
the
best
position
to
advise
clients
confidently.


New
regulatory
demand:
When
every
change
creates
a
case

Every
major
bill
reshapes
the
demand
curve
for
legal
services.
The
OBBBA
is
no
exception.


Energy
and
environmental
law

teams
are
already
seeing
increased
inquiries
from
clients
navigating
scaled-back
clean-energy
credits,
including
questions
about
contract
revisions,
project
timelines,
and
legacy
incentives. 


Labor
and
employment
practices

will
stay
busy,
too.
The
bill
introduces
new
work-requirement
language
tied
to
federal
benefits
and
overtime
deductions—policies
that
intersect
directly
with
workplace
compliance.


Immigration
and
border
law

are
front-page
news.
The
OBBBA
allocates
billions
to
enforcement
and
processing
infrastructure,
increasing
demand
for
immigration
counsel,
employer
compliance
audits,
and
litigation.

Corporate
and
tax
law
are
set
for
a
boom.
Businesses,
both
large
and
small,
will
seek
guidance
on
how
to
optimize
their
operations
under
the
new
framework.


In
short:

The
OBBBA
is
creating
a
wave
of
advisory
demand—not
unlike
what
the
legal
sector
saw
after
the
2017
tax
overhaul.
Firms
ready
to
lead
the
conversation
can
capture
new
market
share
while
deepening
trust
with
existing
clients.
At
the
same
time,
several
provisions—such
as
expanded
deductions
for
certain
businesses
and
longer-term
tax
clarity—may
offer
advantages
that
clients
will
look
to
their
legal
teams
to
fully
understand
and
apply.


People
power:
Navigating
workforce
shifts
inside
the
firm

Economic
changes
can
test
a
firm’s
talent
strategy.
Associates
want
stability.
Clients
want
efficiency.
Partners
want
profitability.

The
OBBBA
adds
new
variables
to
the
mix.
Expanded
dependent-care
and
childcare
credits
may
influence
benefits
design
and
employee
expectations.
At
the
same
time,
cost-of-living
fluctuations
are
driving
discussions
about
geographic
pay
differentials
and
remote-work
tax
nexus.

Firms
are
experimenting
with
learner
support
models
and
AI-powered
research
tools
to
manage
costs
without
sacrificing
quality.
But
the
real
differentiator
won’t
be
automation—it’ll
be
culture.

Per
the

recent
research

from
the
NALP
Foundation,
lawyers
are
more
likely
to
stay
where
they
feel
invested
in
the
mission.
A
clear,
transparent
response
to
economic
change—not
just
cuts
and
memos—builds

long-term
loyalty
.

A
helpful
framing
for
leaders:

How
can
we
use
this
moment
to
reinforce
our
values?


Client
conversations:
Leading
through
clarity,
not
fear

When
legislation
is
this
complex,
clients
crave
one
thing:
simplicity.

That’s
where
firms
can
deliver
tremendous
value—by
translating
500-page
bills
into
actionable
insights.
For
example:

  • Hosting
    short,
    digestible
    webinars
    on
    specific
    provisions.

  • Sending
    client
    alerts
    that
    skip
    the
    legalese
    and
    focus
    on
    “what
    this
    means
    for
    your
    business.”

  • Equipping
    associates
    with
    clear
    talking
    points
    that
    link
    tax
    and
    operational
    impacts.

Tone
matters
too.
Clients
are
already
anxious
about
the
economy;
they
don’t
need
more
alarm.
Instead,
use
helpful,
human
language
that
focuses
on
solutions.

“Here’s
what’s
changing,
here’s
what
you
can
do,
and
here’s
how
we
can
help.”


Strategy
for
resilience:
Turning
policy
into
advantage

The
law
firms
that
thrive
through
economic
uncertainty
tend
to
share
a
few
key
habits:


  1. Diversify
    practice
    areas:

    Expand
    beyond
    corporate
    and
    litigation
    to
    include
    counter-cyclical
    services
    like
    bankruptcy,
    compliance,
    and
    government
    contracting.


  2. Invest
    in
    financial
    literacy:

    Give
    partners
    and
    managers
    training
    on
    the
    OBBB’s
    key
    fiscal
    changes.
    Understanding
    the
    policy
    landscape
    is
    a
    strategic
    advantage.


  3. Automate
    intelligently:

    Adopt
    workflow
    automation
    for
    billing,
    timekeeping,
    and
    reporting—freeing
    teams
    to
    focus
    on
    advisory
    work
    that
    clients
    truly
    value.
    Use
    AI
    thoughtfully
    and
    ethically. 


  4. Communicate
    often:

    Regular
    internal
    updates
    about
    firm
    finances,
    hiring,
    and
    strategy
    keep
    teams
    grounded
    when
    the
    market
    feels
    unpredictable.


  5. Build
    empathy
    into
    leadership:

    The
    firms
    that
    come
    out
    stronger
    are
    the
    ones
    that
    pair
    financial
    clarity
    with
    human
    connection.


In
short:

The
OBBBA
is
a
test
of
agility—not
just
of
accounting
skill.
Firms
that
learn,
adapt,
and
communicate
well
will
convert
uncertainty
into
growth.


The
broader
picture:
What
this
says
about
the
profession

Step
back,
and
the
bill
reflects
a
larger
truth
about
today’s
legal
economy:
Change
is
accelerating,
but
trust
still
anchors
everything.

Clients
don’t
just
hire
firms
for
expertise;
they
hire
for
confidence.
They
want
to
know
that
when
the
rules
change,
their
legal
partners
are
already
on
it.

This
is
where
technology,
process,
and
people
intersect.
From
smarter
billing
tools
to
data-driven
insights,
firms
that
modernize
now
will
be
ready
for
the
next
wave
of
reform.

Economic
cycles
will
always
ebb
and
flow.
Policy
will
always
shift.
But
the
firms
that
stay
human—the
ones
that
communicate
clearly,
act
decisively,
and
keep
client
needs
at
the
center—will
weather
it
all.


Closing
thought

The
One
Big
Beautiful
Bill
is
more
than
legislation.
It’s
a
mirror
reflecting
how
prepared—or
unprepared—many
firms
are
for
a
changing
economic
world.

Yes,
it
brings
complexity.
But
it
also
brings
clarity:
a
chance
to
simplify
operations,
rethink
structure,
and
strengthen
client
relationships.

Because
at
its
core,
uncertainty
isn’t
the
enemy
of
growth—it’s
the
catalyst
for
it.


Stay
ahead
of
the
curve.

Explore
how
the
8am™
platform

helps
firms
simplify
operations,
manage
billing
confidently,
and
keep
pace
with
every
policy
change.

Get Ready For U.S. News Law School Rankings To Make No Sense – Above the Law

Once
upon
a
time,
the
U.S.
News
&
World
Report
law
school
rankings
served
a
purpose.
Not
a
particularly
noble
purpose,
mind
you,
but
a
functional
one.
Instead
of
nurturing
its
reputation
as
a
magazine
chronicling
“U.S.
News”
or
giving
a
“World
Report,”
it
would
churn
out
annual
school
rankings.
The
line
between
the
99th
and
100th
best
Drama
degree
programs
was
a
mostly
vacuous
distinction,
but
it
gave
prospective
students

something

to
guide
genuinely
life-altering
decisions
other
than
brochures
put
together
by
school
marketers.
In
a
significant
if
imperfect
way,
USNWR
democratized
insider
knowledge
by
distilling
institutional
gravity
into
a
crude
but
legible
hierarchy.

For
all
the
nonsense
fueling
the
law
school
rankings,
U.S.
News
provided
useful,
broad
guidance.
As
a
marker
of
prestige
and
future
portability
of
a
degree,
was
Yale
really
better
than
Harvard?
Maybe,
maybe
not.
But
the
“HYS”
schools

in
whatever
order

were
roughly
better
for
prospective
students
than
the
“CCN”
schools,
which
were
in
turn
roughly
better
than
the
rest
of
the
top
14,
which
we
all
decided
would
be
better
than
the
next
tier.

We
won’t
know
precisely
how
USNWR
ranks
the
schools
until
the
Spring,
but
Professor
Derek
Muller
has
released
his

updated
projections
for
the
2026-2027
U.S.
News
law
school
rankings
,
and
we’ve
entered
the
full
clown-car
phase
of
this
exercise.

Yale
and
Harvard
are
tied…
with
Duke.
At
5.

Nothing
against
our
friends
at
UVA,
but
if
you’re
going
there
over
Yale
you’ve
messed
up.

There
are
ranking
philosophies
that
rightly
put
UVA
higher.
For
instance

the
Above
the
Law
rankings
,
which
are
designed
for
the
express
purpose
of
putting
the
thumb
on
the
scale
of
best
outcomes
for
the
price.
But
that’s
not
what
USNWR
has
ever
stood
for
and
not
what
anyone
picking
up
that
list
expects
it
to
reflect.
USNWR
markets
its
list
to
prospective
students
as
a
barometer
of
prestige
and

if
these
rankings
bear
out

this
ain’t
it.

Muller
used
publicly
disclosed
information,
which
gave
him
roughly
75
percent
of
the
data
used
in
USNWR’s
current

as
of
last
year,
anyway

methodology,
He
notes
that
the
latest
USNWR
methodology
increases
compression
and
volatility
so
the
final
results
could
swing
a
bit
from
his
projections,
but
if
the
final
results
come
out
wildly
different,
it
will
seem
like
the
publication
intervened
to
tweak
the
system
and
at
that
point…
what
good
are
rankings
anyway?

The
boycott

and
the
changes
made
to
deal
with
it

really
screwed
all
this
up.
Yale
decided
in
a
huff
to

stop
cooperating
with
USNWR
on
its
rankings
,
bringing
a
number
of
schools
along
for
the
ride.
Schools
couched
the
boycott
as
a
matter
of
respecting
public
interest
work
and
standing
up
for
financial
aid,
which
sounds
great

until
you
scratched
the
surface
.
But
most
of
all,
cutting
off
access
to
critical
data
prevented
U.S.
News
from
doing
the
one
thing
U.S.
News
did
well:

democratizing
insider
knowledge
.

The
schools
wanted
out
of
the
rankings
game.
U.S.
News
adapted
in
ways
that
made
the
rankings
less
meaningful.
Prospective
students
now
have
to
do
more
independent
research
to
understand
what
different
schools
actually
offer.
Perhaps
that’s
the
outcome
the
boycotting
deans
wanted
all
along.
Or
perhaps
they
just
didn’t
think
this
through.

Let’s
go
with
the
latter.

Rankings
never
captured
the
whole
picture.
Do
you
want
to
live
in
New
Haven
or
Palo
Alto?
Does
the
school
have
strong
clinics
in
your
area
of
interest?
Can
you
afford
it?
These
are
better
questions
than
“but
which
one
is
technically
ahead
of
the
other
this
year?”
That
said,
the

complete

breakdown
of
U.S.
News
as
a
useful
signal
for
top
schools
creates
real
problems.
A
first-generation
college
student
researching
law
schools
benefits
from
an
external
source
validating
which
schools
open
which
doors.
With
Yale
projected
at
#5,
that
student
might
reasonably
wonder
if
Yale’s
placement
power
has
actually
declined
(it
hasn’t)
or
if
they’re
looking
at
garbage
out
(they
are).

This
couldn’t
come
at
a
worse
time
for
students.
U.S.
News
deserved
the
criticism
it
took
over
the
years
for
overprivileging
inputs
like
undergrad
GPAs
and
LSAT
scores
over
outputs,
but
right
now
those
inputs
carry
more
importance
than
ever.
Now
that
Biglaw
has

accelerated
its
recruiting
process

to
extend
summer
associate
offers
before
students
have
even
received
their
first
semester
grades,
whole
careers
are
getting
decided
on
vibes.
If
employers
are
making
hiring
decisions
with
no
regard
to
the
actual

learning
the
law

part,
it
means
they’re
making
hiring
decisions
based
on
the
school’s
admissions.

It
is
a
very
stupid
way
to
hire
lawyers,
but
it’s
the
way
we’re
doing
it.
And
a
reliable
ranking
of
perceived
prestige
would
come
in
handy
right
about
now.

Because
those
elite
Biglaw
recruiters
are
not
thinking
“let’s
lower
our
hiring
target
for
Harvard.”




HeadshotJoe
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
.

Elite Boutique Cleans Its Plate With Market-Crushing Associate Bonuses – Above the Law

No
such
thing
as
a
free
lunch.

There’s
a
reason
we’ve
been
referring
to
the
2025
bonus
season
as
the
year
of
the
boutique
firm.
While
Biglaw
firms
are
scrambling
to
match
Cravath’s year-end
bonuses
 and
Milbank’s

special
bonuses
,
boutique
firms
are
ready
to

really

share
the
wealth
when
it
comes
to
compensation.
The
latest
boutique
to
announce
bonuses
for
associates
is
no
different

they’re
rewarding
their
attorneys
handsomely
with
top
bonuses
that
exceed
the
market
scale.

Selendy
Gay
recently
announced
that
it
would
be
blowing
away
the
market
bonus
scale
for
the
eighth
year
in
a
row.
“This
year’s
scale
reflects
the
exceptional
work
our
associates
deliver
every
day,”
said
Kelley
Cornish,
the
firm’s
managing
partner.
“These
bonuses
underscore
our
deep
appreciation
for
their
talent,
dedication,
and
unwavering
commitment
to
our
clients
and
to
one
another.”

This
is
what
base
bonuses,
plus
special
bonuses,
look
like
at
the
elite
boutique:


Class
Year

Base
Bonus

 Special
Bonus

Total
Bonus
2018+ $132,250 $25,000 $157,250
2019 $120,750 $25,000 $145,750
2020 $103,500 $25,000 $128,500
2021 $86,250 $20,000 $106,250
2022 $66,125 $15,000 $81,125
2023 $34,500 $10,000 $44,500
2024 $23,000 $6,000 $29,000
2025 $17,250 $6,000 $23,250

Selendy’s
bonuses
are
already
15%
higher
than
the
Biglaw
numbers
across
the
board

but
some
associates
will
wind
up
receiving
bonuses
up
to more
than
50%
higher
 than
the
prevailing
market
rate,
based
on
performance,
hours,
and
firm
citizenship.

Congratulations
to
all
Selendy
Gay
associates
on
their
amazing
bonuses!

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!





Staci
Zaretsky
 is
the
managing
editor
of
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 BlueskyX/Twitter,
and Threads, or
connect
with
her
on LinkedIn
.

How Artificial Intelligence Is Quickly Changing Case Strategy Development – Above the Law

Law
firm
litigators
are
facing
a
pivotal
moment.
Caseloads
are
growing
in
complexity
and
volume
while
client
expectations
are
shifting.

Between
July
and
August
of
2025,
Ari
Kaplan
Advisors
interviewed
partners
and
attorneys
at
large
law
firms
across
the
United
States.

The
objective
of
the
research
was
to
understand
how
litigators
and
trial
lawyers
are
leveraging
technology
to
stay
ahead
in
a
rapidly
evolving
legal
environment.
It
focused
on
market
trends,
case
strategy
approaches,
the
impact
of
case
management
software,
and
AI
use
cases.

Opus2 Report

In

The
Emergence
of
Case
Strategy
Technology
as
a
Competitive
Advantage
in
an
Evolving
Litigation
Landscape,

our
friends
at
Opus
2
share
the
findings
of
this
research. 

Download
it
to
explore:

  • How
    you
    can
    overcome
    challenges
    in
    developing
    a
    successful
    case
    strategy
  • How
    AI
    is
    quickly
    changing
    case
    strategy
    development
  • The
    emergence
    of
    case
    strategy
    technology
    as
    a
    catalyst
    for
    transformation 
  • Other
    litigation
    and
    market
    trends

Get
the
report
here!

  

Top Biglaw Firm Matches Market Bonuses – If Associates Bill Enough – Above the Law

Biglaw
bonus
season
is
in
full
swing
and
the
top
firms
are
shelling
out
big
bucks
to
show
associates
just
how
much
they
appreciate
them.
The
market
standard
includes
both
year-end
and
special
bonuses,
and
one
major
Biglaw
firm
is
putting
their
own
spin
on
the
bonuses
that
are
lockstep
elsewhere,
making
the
full
bonuses
just
that
much
harder
to
take
home.

Arnold
&
Porter,
a
firm
that
made
$1,193,720,000
in
gross
revenue
in
2024,
making
it
51
on
the
Am
Law
100,
announced
their
bonus
scale.
And
it
comes
with
an
explicit
hours
caveat.

Let’s
wish
plentiful
billables
to
all
the
A&P
associates.

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.




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].

Elite Trial Boutique Offers Gigantic Bonuses Of Up To More Than $770K To Associates – Above the Law

Biglaw
firms
continue
to
match
Cravath’s year-end
bonuses
 and
Milbank’s

special
bonuses
,
but
it’s
the
boutique
firms
where
associates
will
really
have
the
opportunity
to
stuff
their
wallets.

This
bonus
season,
boutique
firms
have
truly
spread
the
wealth
among
associates,
by
not
just
meeting
the
market
bonus
scale,
but
oftentimes
completely
blowing
it
away.
The
latest
boutique
firm
to
hand
out
unbelievable
bonuses
to
associates
is Bursor
&
Fisher
.

Sources
at
the
firm
have
told
us
that Scott
A.
Bursor
,
the
firm’s
founder,
announced
bonuses
last
week
during
B&F’s
year-end
reviews,
which
were
held
at
the
Aria
Resort
&
Casino in
Las
Vegas.
All
lawyers
and
staff
from
the
firm’s
four
offices
in
New
York,
California,
and
Florida
were
flown
to
Las
Vegas
and
put
up
at
the
resort
for
four
nights.

Bonuses
at
the
firm
are
not
lockstep,
and
are
instead
based
on
objective
criteria
like
business
origination
and
revenue

and
at
every
level,
they
were
well
above
the
Cravath/Milbank
scale
(which
ranges
from
$15,000
to
$115,000,
plus
special
bonuses
ranging
from
$6,000
to
$25,000,
in
case
you’ve
forgotten).

So,
how
big
of
bonuses
are
we
talking?

We’ve
been
told
that
lawyers
at
the
firm
were
very
handsomely
rewarded
for
their
work,
with
bonuses
ranging
from
$50,000
for
first-year
associates
to
$100,000
or
more
for
second-year
associates.
This
year’s
top
bonus
went
to
an
associate
with
three
years
of
experience
at
the
firm,
who
took
home
a
bonus
that
exceeded
$770,000.
Yes,
you
read
that
correctly

one
lucky
associate
at
this
firm
received
a
bonus
of

more
than

three
quarters
of
a
million
dollars.

A
very
big
congratulations
to
everyone
at
Bursor
&
Fisher.
Associates
at
the
firm
must
be
absolutely
thrilled
with
their
gigantic
bonuses!

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!





Staci
Zaretsky
 is
the
managing
editor
of
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 BlueskyX/Twitter,
and Threads, or
connect
with
her
on LinkedIn
.

‘What Else Is Going to Change?’: What ACIP’s Hep B Guidance Means for the Future of Vaccines – MedCity News

Since
Robert
F.
Kennedy
Jr.

a
known
vaccine
skeptic

was
appointed
as
Secretary
of
Health
and
Human
Services
in
February,
it
was
only
a
matter
of
time
before
he
took
steps
to
loosen
requirements
around
vaccines.

In
June,
he

removed

all
members
of
the
Advisory
Committee
on
Immunization
Practices
(ACIP),
an
expert
panel
that
makes
vaccine
recommendations,
and
replaced
them
with
several
vaccine
critics.
In
September,
ACIP
changed
its
recommendations
for
measles,
mumps,
rubella
and
varicella
to

stop
recommending

the
combined
vaccine
before
the
age
of
4
years.

Now,
ACIP
is

proposing

to
roll-back
guidance
for
hepatitis
B
that
has
been
in
effect
for
more
than
30
years.
Last
week,
ACIP
voted
8-3
to
recommend
“individual-based
decision-making
for
parents
deciding
whether
to
give
the
hepatitis
B
vaccine,
including
the
birth
dose,
to
infants
born
to
women
who
test
negative
for
the
virus,”
according
to
a
news
release
from
the
CDC.
For
those
not
receiving
the
birth
dose,
ACIP
suggested
receiving
the
initial
dose
“no
earlier”
than
two
months.

Hepatitis
B
is
a
contagious
virus
that
infects
the
liver
and
is
a
leading
cause
of
liver
cancer.
It
is
transmitted
through
blood
and
bodily
fluids.
Since
1991,
when
the
CDC
recommended
the
vaccination
for
all
newborns,
infections
in
children
and
teens
have

fallen
by
99%

This
recommendation
has
led
to
an
outcry
from
many
in
the
medical
industry,
including
organizations
like
the
American
Medical
Association,
the
American
Academy
of
Pediatrics
and
the
National
Foundation
for
Infectious
Diseases.
The
latter
organization
told
MedCity
News
that
ACIP’s
guidance
could
lead
to
as
many
as
1,400
additional
infections
and
480
deaths
every
year,
and
expressed
concern
about
the
potential
implications
for
other
vaccines.

“The
U.S.
childhood
and
adolescent
immunization
schedule
is
built
on
decades
of
data
demonstrating
the
effectiveness
of
vaccines
that
have
resulted
in
dramatic
reductions
in
diseases
such
as
pneumonia,
measles,
diphtheria,
and
polio.
…These
vaccines
are
not
perfect,
but
they
have
a
strong
record
of
safety
and
cause
FAR
fewer
adverse
effects,
compared
with
the
lives
they
save
and
disability
they
prevent,”
said
Robert
H.
Hopkins,
Jr.,
MD,
medical
director
of
the
National
Foundation
for
Infectious
Diseases,
in
an
email.

He
added
that
recent
declines
in
vaccinations
have
already
led
to
outbreaks,
including
the
highest
number
of
measles
cases
since
it
was
declared
eliminated
in
2000
and
a
six-fold
increase
in
whooping
cough
in
2024.

Dr.
Georges
Benjamin,
executive
director
of
the
American
Public
Health
Association,
worries
about
all
other
vaccines
after
ACIP’s
recommendations
on
hepatitis
B
vaccines. 

“We’re
going
to
see
more
and
more
people
questioning
safety
and
efficacy
for
a
whole
range
of
vaccines,”
he
said
in
an
interview.
“We’re
going
to
see
more
measles
outbreaks,
more
pertussis
outbreaks,
in
addition
to
hepatitis.
We’ve
got
an
enormous
outbreak
occurring
in
South
Carolina
right
now
with
measles,
and
then
we’ve
had
kids
that
have
died
from
both
measles
and
pertussis
recently.
These
are
preventable
deaths.
They
were,
I
believe,
in
all
unvaccinated
kids.”

According
to
the

CDC
,
there
have
been
three
confirmed
deaths
from
measles
in
2025.
Two
of
these
cases
were
children,
and
neither
were
vaccinated,
Politico

reported
.
There
have
been
13
deaths
from
pertussis
in
2025,
according
to
the
Pan
American
Health
Association.
Data
is
not
available
on
how
many
of
those
deaths
were
in
people
who
were
unvaccinated
but
take
Louisiana
for
instance.
The
two
deaths
it
experienced
this
year

were
its
first

since
2018
amid
an
overall
fall
in
childhood
vaccinations.


The
recommendation

Specifically,
when
ACIP
recommends
“individual-based
decision-making,”
it
means
that
parents
and
healthcare
providers
should
consider
vaccine
benefits,
vaccine
risks
and
infection
risks,
and
parents
should
consult
with
their
healthcare
provider,
according
to
the
announcement.
For
example,
parents
and
providers
should
consider
whether
there
are
infection
risks
from
a
household
member
with
hepatitis
B,
or
if
there
is
frequent
contact
with
someone
who
emigrated
from
areas
with
high
hepatitis
B
rates.

In
addition,
ACIP
advised
that
when
deciding
if
a
child
needs
another
hepatitis
B
vaccine
dose,
parents
should
talk
with
their
healthcare
provider
about
whether
to
check
the
child’s
antibody
levels
to
make
sure
they’re
protected.  

Despite
these
recommendations,
hepatitis
B
vaccinations
will
continue
to
be
covered,
including
under
federal
programs
like
Medicaid
and
Medicare,
as
well
as
plans
under
the
Marketplace.
AHIP

said

back
in
September
that
“health
plans
will
continue
to
cover
all
ACIP-recommended
immunizations
that
were
recommended
as
of
September
1,
2025,
including
updated
formulations
of
the
Covid-19
and
influenza
vaccines,
with
no
cost-sharing
for
patients
through
the
end
of
2026.”

ACIP
provided
this
guidance
after
hearing
presentations
on
hepatitis
B
and
vaccine
safety
and
briefings
from
vaccine
manufacturer
representatives. 

One
of
the
presentations
was
from
Cynthia
Nevison,
Ph.D.,
a
climate
researcher,
on
hepatitis
B
disease
burden
since
1985.
The
presentation
suggested
that
the
universal
hepatitis
B
birth
dose
has
had
only
a
small
effect
on
reducing
acute
cases.
In
addition,
she
explained
that
57.9%
of
estimated
births
to
women
who
test
positive
for
the
hepatitis
B
surface
antigen
are
attributable
to
non-U.S.-born
women. 

Another
presentation
was
from
ACIP
Childhood/Adolescent
Schedule
Workgroup
Chair
Vicky
Pebsworth,
Ph.D.,
RN,
who
noted
that
the
U.S.
remains
an
outlier
among
low-prevalence
developed
countries
in
recommending
a
universal
hepatitis
B
vaccine
dose
at
birth.

The
United
Kingdom,
a
developed
country
by
all
definitions,
has
had
a
universal
hepatitis
B
vaccine
since
2017
but
only
high-risk
babies
get
the
dose
at
birth.
Others
get
their

first
dose
at
8
weeks,
then
again
at
12
and
16
weeks.
  

One
of
the
comparisons
during
the
meetings
was
Denmark,
which
does
not
recommend
a
universal
hepatitis
B
birth
dose

though
some
say
this
is
not
an
apples-to-apples
comparison
as
Denmark
is
a
significantly
smaller
country
with
universal
healthcare.
Canada
may
be
a
closer
comparison,
which
allows
provinces
and
territories
to
set
their
own
schedules,

generally
from
birth
to
grade
7

A

September
CDC
report

stated
that
“of
the
194
WHO
(World
Health
Organization)
member
states,
116
countries
recommend
universal
hepatitis
B
birth
dose
vaccination
to
all
newborns.” 

Both
Nevison
and
Pebsworth
who
testified
at
the
ACIP
meeting
are
known
to
have

anti-vaccine
ties
.

The
recommendation
from
ACIP
does
not
become
a
part
of
the
CDC
immunization
schedule
until
it
is
adopted
by
the
CDC
director.
Currently,
there
isn’t
a
CDC
director,
only
Acting
CDC
Director
Jim
O’Neill,
who
does
not
have
a
medical
background.
However,
the
acting
CDC
director
does
not
have
the
authority
to
make
this
decision,
so
it
will
likely
fall
on
RFK
Jr.,
though
he
may
delegate
the
task,
according
to
Benjamin
of
the
American
Public
Health
Association. 


The
reaction

Several
experts
in
the
industry
and
professional
medical
organizations
have
condemned
ACIP’s
guidance
on
hepatitis
B.

For
example,
Benjamin
said
the
meetings
to
discuss
the
vaccine
were
“poorly
done”
and
seemed
to
place
blame
on
immigrants
(and
used
immigrants
as
a
broad
category)
and
drug
use
with
very
little
evidence.
While
drug
use
is
a
risk
factor,
most
of
the
time
people
get
hepatitis
B
from
close
family
contact,
which
is
why
it’s
often
seen
in
households,
he
said.

This
will
create
a
lot
of
confusion
for
parents
when
giving
birth,
particularly
at
a
time
that
is
already
chaotic,
Benjamin
said.

“There’ll
be
kids
who
don’t
get
vaccinated
while
they’re
in
hospital,
whose
parents
intend
to
do
it,
but
they
just
don’t
get
around
to
it,”
he
stated.
“And
we
know
that
happens.
It’s
not
neglect,
it’s
just
life,
the
way
things
work.

There
may
be
some
confusion
of
who
pays
for
it.
Even
though
the
insurance
companies
have
said
they’re
going
to
pay
for
it,
patients
may
not
be
sure
who’s
paying
for
it.
There
will
be
states
who
will
not
follow
the
ACIP
recommendation,
so
you
have
a
lack
of
coordination
at
the
federal,
state
and
local
level.”

Hopkins
of
the
National
Foundation
for
Infectious
Diseases
echoed
these
comments,
noting
that
the
greatest
risk
of
this
action
is
that
more
infants
could
be
left
unprotected.
The
hepatitis
B
birth
dose
has
prevented
more
than
500,000
childhood
infections
and
prevented
an
estimated
90,100
childhood
deaths
since
the
original
recommendation
was
put
in
place
in
1991,
according
to
the

organization
.

“Up
to
half
of
adults
with
chronic
hepatitis
B
don’t
know
they’re
infected,
and
babies
exposed
around
the
time
of
birth
face
the
highest
likelihood
of
lifelong
infection
and
severe
complications,
including
liver
cancer
and
cirrhosis,”
he
said.
“Even
small
declines
in
birth-dose
coverage
could
reverse
hard-won
public
health
gains.
The
hepatitis
B
vaccine
has
a
40+
year
legacy
of
safety;
there
have
been
no
common
severe
adverse
effects
linked
to
this
vaccine.”

Dr.
Yolanda
VanRiel,
chair
of
the
department
of
nursing
at
North
Carolina
Central
University,
agreed
and
raised
the
issue
of
what
this
might
mean
for
other
vaccines.

“What
else
is
going
to
change?

This
decision
won’t
be
in
isolation.
We
just
don’t
know
what’s
going
to
be
the
next
ones
that
they
are
looking
at,”
VanRiel
said
in
an
interview. 

The
administration’s
vilification
of
vaccines
will
likely
have
an
impact
on
vaccine
manufacturers
as
well.

“Vaccines
don’t
make
money
for
the
companies.
It’s
very
expensive.

So
if
the
private
sector
is
discouraged
because
they’re
going
to
produce
a
product
that’s
going
to
be
safe
and
effective,
[but]
have
poor
science
used
to
undermine
their
product,
their
investors
are
going
to
start
going
in
different
directions,”
Benjamin
argued.
“I
fear
for
the
whole
pipeline
of
vaccines
in
our
country.”

Not
everyone
in
the
medical
industry
is
upset
with
ACIP’s
recommendation,
however.
Dr.
Samantha
Mitchell,
DNP,
APRN,
AGPCNP-BC,
dean
of
nursing
(Houston
Campus)
and
interim
dean
of
nursing
(Denver
Campus)
at
Denver
College
of
Nursing,
said
this
decision
likely
wasn’t
made
lightly
by
ACIP
and
that
the
panel
is
“doing
what’s
best
for
those
that
are
affected,
which
are
the
neonates.”
She
added
that
she
anticipates
this
to
cause
a
lot
of
medical
providers
and
advisory
panels
to
look
more
into
other
vaccines.

“I
think
that
in
the
future,
it’s
just
going
to
lead
to
them
doing
more
research
studies
and
looking
more
in
depth
on
the
different
things
that
they’re
using
to
create
the
vaccines.
So
while
it
does
cause
benefits,
which
keeps
you
from
having
disease,
it’ll
also
not
cause
other
neurotoxic
effects
or
other
effects
to
the
body,”
she
said.

Hopkins,
meanwhile,
hopes
that
there
isn’t
a
rollback
on
recommendations
for
other
vaccines
in
the
near
future.
He
said
that
NFID
is
advocating
“for
the
re-establishment
of
broadly
representative
ACIP
expert
workgroups,
including
CDC
experts
and
external
experts
in
public
health,
vaccinology,
and
clinical
care,
to
help
ensure
that
vaccine
policy
remains
anchored
in
the
best
available
evidence.
Healthcare
professionals
can
help
by
educating
families,
answering
their
questions,
and
not
missing
opportunities
to
vaccinate.”


Photo:
baona,
Getty
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