LATERAL ASSOCIATES

When and how do I apply for a new associate position?

We welcome applications for new associate positions. Please see our Current Openings page. We also welcome applications from judicial clerks. Clerks should familiarize themselves with their court's and judge's rules on interviewing, and, with the judge's permission, apply to their office of interest. In order to avoid potential conflicts of interest, if you are invited to the firm for an interview, please let your recruiter know if you have been assigned to any matters in which the firm has appeared before your judge.

Third-year law students, joint degree candidates and LL.M.s who have not participated in our summer program may submit a cover letter indicating their practice area of interest and office location, resume and law school transcript to the Morrison & Foerster recruiter for the office in which they are interested. Typically, we consider third-year law students and joint degree candidates no sooner than the beginning of the last year of law school and LL.M. candidates after completion of their first semester in the LL.M. program.

How do associates get their work assignments? How much responsibility do associates receive?

This varies by office and by practice group. Some groups have a designated work coordinator while others distribute work in a less structured manner. Each associate works on a wide range of assignments in order to develop a broad base of knowledge. All associates have direct contact with clients. In order to respond to our clients with exceptional service and creative and practical solutions, we invest in the training and development of our lawyers through challenging work experience in addition to formal training. We work hard to provide our associates with the training they need to develop rapidly. We also encourage our associates to take initiative and to assume as much responsibility as they can handle. We expect that our associates will make a significant contribution on their matters.

How much partner contact is there? Are partners accessible?

You may find our partners too accessible. All associates work with partners. MoFo maintains an "open door" policy, encouraging interaction among all lawyers. By working directly with partners, you will learn from experienced practitioners and see how they interact with clients and tackle issues. You'll also find that our environment is relatively informal.

Do associates typically work individually or on teams?

As an associate you will have multiple assignments. You will work with several partners and senior associates on a variety of matters. Depending upon the complexity of a matter, associates may work alone with a partner or as part of a team with several lawyers, paralegals and staff.

Are associates encouraged to take on pro bono work?

Yes. We encourage our attorneys to volunteer for pro bono projects and to identify pro bono projects in which they have a particular interest. We recognize the importance of giving back to our communities and one of our most important policies is to treat our pro bono work in the same manner we treat our billable work.

How diverse is MoFo?

We take pride in promoting a diverse workplace. We believe that lawyers with different backgrounds, interests and experiences working together arrive at better answers and offer fresher perspectives. The Vault 2010-2011 survey ranked us #6 among law firms for diversity. We also ranked #8 for minorities and #6 for gays and lesbians. The firm was ranked #5 in MultiCultural Law magazine's 2010 "Top 100 Law Firms for Diversity" survey and in its 2010 "Top 100 Law Firms for Women" survey. We also were honored with the inaugural Diversity Award from the National Asian Pacific American Bar Association for the firm's commitment and success with diversity especially in the recruitment, retention, advancement, and promotion of APA attorneys.

In 2010, lawyers of color account for 11% of partners, 36% of associates and 41% of summer associates. Women account for 18% of partners, 48% of associates and 49% of summer associates. Many of our women lawyers, lawyers of color and gay and lesbian lawyers have held, or currently hold, important management positions within the firm, such as those on the Executive Committee, Board of Directors, key firm committees and as leaders of department and practice groups.

For additional questions regarding the firm's diversity initiatives, please contact Nadia Jones, our Professional Development & Diversity Manager, at (212) 336-4162 or njones@mofo.com.

What type of training do you provide for associates?

The relationship between partners and associates is the primary source of practice area-specific training and development. You will find that by working closely with partners and experienced lawyers, you will acquire invaluable expertise in your practice area.

We supplement this one-on-one training with formal training programs. Our annual orientation programs for entry-level associates introduce these associates to the firm and to one another. The programs also include a series of intensive training sessions designed to give junior associates a foundation of information in their practice area.

Throughout the year, we hold training sessions in all areas of our practice. Some sessions link attorneys firmwide, others are held locally. Many of these sessions are designed for junior associates. Others are intended to serve attorneys at more advanced levels. In addition, you can watch many of the programs through the firm's intranet.

While an attorney's most important training occurs informally through daily interactions with partners, associates, and clients, several years ago, we established an Attorney Development Group to help provide you with additional tools you need to successfully develop your practice. The Attorney Development Group, which includes six former practicing attorneys, ensures that we continue to offer the best possible programs for every facet of an associate's professional development: evaluation, feedback, training, mentoring and career enhancement. We also have a former trial lawyer dedicated full-time to providing training to our litigation professionals.

How does the review/evaluation process work?

You will receive ongoing candid feedback from the partners and more senior lawyers with whom you are working. This detailed feedback offered in the context of specific work assignments will provide you with valuable guidance.

In addition to this informal regular feedback, we have a formal evaluation process. Our formal evaluation process is intended to monitor associate performance, help to develop your strengths and address any areas of concern. We articulate our expectations of associates at various levels of seniority and experience in our Attorney Development Framework.

Every associate receives at least one formal, written evaluation each year through a process designed to provide a consistent, firmwide approach to measuring performance across practice groups. Each associate actively participates in the process by providing the evaluating partners with specific information regarding recent work and contributions. A more informal evaluation process is sometimes used in the middle of the first year for new attorneys, including lateral associates.

Will I be assigned a mentor?

Our partners devote significant time and energy to training and developing associates. The Odyssey Program is the firm's formal mentoring program. All incoming associates and counsel will have an Odyssey Mentor who will be responsible for acting as a resource for specific assignments and monitoring their mix of work assignments and other aspects of their professional development until the incoming attorney has received two annual evaluations at the firm. Incoming associates who are first through fifth year associates may choose to have a partner or senior associate Odyssey Mentor; associates and counsel who are sixth year associates and above will be assigned to a partner Odyssey Mentor. Through the Odyssey Program, the mentor serves as a resource for new associates and counsel for professional advice and guidance. Our hope is that mentor relationships developed through the Odyssey Program continue informally. In addition to the formal mentoring program, we find that frequently the most valuable mentoring relationships develop informally, through shared work experiences and shared interests. New associates also are assigned an associate liaison to assist in integration during the initial months at the firm.

Can associates rotate to other MoFo offices?

Requests for transfer to another MoFo office or practice area are reviewed on a case-by-case basis.

What credit is given to associates with judicial clerkship experience?

Associates joining the firm from their clerkships typically receive one year of salary credit and one year of credit towards partnership consideration for up to two years of an eligible clerkship. Clerkship bonuses are available for up to two years of an eligible clerkship and may be cumulative for multiple eligible clerkships. Check with your recruiter for current clerkship bonus amounts based on your situation.

What is the average time for an associate to become a partner at MoFo?

We begin with the expectation that each associate we hire is capable of becoming a Morrison & Foerster partner. Of course, associates choose different career paths and develop at different speeds, and our partnership track is correspondingly flexible. Each associate is considered for partnership when it appears that his or her experience with us and in practice makes consideration appropriate, which generally first occurs between the seventh and ninth year following law school graduation. With respect to lateral attorneys, it is our general policy that lawyers practice at the firm for at least two full years before being considered for partnership. These are just guidelines, not hard-and-fast rules. We also recognize that individual careers are unique and personal and not everyone will continue on a path toward partnership. We value our attorneys and are committed to ensuring that all attorneys at the firm have access to the practice tools needed for a successful career at MoFo or beyond.

How do your associates participate in the management and governance of the firm?

We encourage associates to participate in firm governance by including associates as members of many of our firmwide committees, including the Associate Advisory Committee, Attorney of Color Advisory Committee, Women's Initiative and the Pro Bono Committee. Associate representatives from each office meet regularly with firm management to discuss issues of importance to associates and the firm. In addition, Managing Partners of the firm give annual presentations to associates on the firm's strategic direction and its business and financial results.

Does the firm offer domestic partner benefits?

Under our benefits programs, we treat opposite and same sex domestic partners (and their children) the same as spouses and children, to the extent that the law allows (e.g., federal law does not allow pre-tax treatment for domestic partner benefit payments).

Employees may elect to enroll eligible domestic partners (and their children) under medical plans in all of the U.S. and international cities where we currently have offices and, where available, in the dental, vision, dependent life and family Accidental Death & Dismemberment plans. If domestic partner insurance coverage were not available in a geographic area, you may qualify for a monthly cash benefit equivalent to our average contribution for medical dependent coverage for domestic partners and dependent children of domestic partners.

Do you have a parental leave policy?

Yes, our parental leave policy includes paid and unpaid leave for associates who take a leave of absence for the birth or adoption of a new child. Associates who give birth to a child are eligible for up to 18 weeks of paid maternity leave. We also provide up to 10 weeks of paid paternity leave and up to 18 weeks of paid adoption leave. Additional unpaid leave may be available as well.

Do you have a family care leave policy that includes family members other than children?

Under our family care leave policy, eligible employees may request a family care leave to care for a child, spouse, parent, significant other or person acting "in loco parentis" to the employee who has a serious health condition. Family care leave is also available to eligible employees following the birth or adoption of a child, in conjunction with our parental leave policy. In addition, medical leave is available for the employee's own serious health condition.

Do you provide child- and elder-care options

MoFo provides back-up emergency child and elder care benefits based upon the availability of services in the area and the unique needs of the particular office. We also provide a nationwide resource and referral service specializing in the areas of child care and elder care that provides dependent-care and other referral services.

What other benefits are included in MoFo's benefits package for associates?

Medical, Dental and Vision Care Benefits
Domestic Partner Coverage
Employee Assistance Program (EAP)
Flexible Work Arrangements
- subject to firm policies and practice area need
Savings Plan - 401(k) Plan
Pre-tax Dependent Care and Health Care Accounts
Insurance plans, including Life Insurance, Dependent Life Insurance, Long-Term Care, Accidental Death and Dismemberment, Workers' Compensation, COBRA, and Short- and Long-Term
Disability Plans
The Morrison & Foerster Charitable Matching Contribution Programs
Bar Exam Reimbursement and/or Stipends
Judicial Clerkship Bonuses
Judicial Clerk Bar Bonus
Continuing Legal Education Programs
Matching Law School Contributions (up to $500 per attorney per year)
Professional Association Membership Fees
Professional Liability Insurance
Relocation and Exploratory Trip Expenses for Attorneys