What do we mean when we talk about "the Jones Day way"? We mean a set of practices and attitudes about our work, our clients, and ourselves that lets us deliver better service to our clients, eliminate the rivalries and competition that often arise in large law firms, and facilitate the development of our lawyers. It's a philosophy of legal practice that we believe sets us apart from our peer firms. And it's the primary reason Jones Day was rated "Number One for Client Service" by the BTI Consulting Group in three of the last five years, was the most-mentioned law firm in Corporate Counsel's 2005 survey of "Who Represents America's Biggest Companies" and in 2009 was the second most admired law firm according to more than 4,000 corporate directors who took part in a FTI Consulting/Corporate Board Member survey. Broadly speaking, the Jones Day way means six things:"One Firm Worldwide." Jones Day is not a constellation of individual offices and practices, but rather a unified firm working together to deliver coordinated legal services to our clients in the most effective, efficient way possible. Clients do not "belong" to individual Partners, or even particular offices or practices. Rather, every client is a client of the Firm, and we draw on the legal resources best suited to address the client's problems, wherever they are located in the Firm. In addition, we operate as a single profit center, meaning that the success of each office in any given year depends on the strength of the Firm as a whole. Our structure fosters a culture of teamwork and discourages competition among offices and lawyers.One Managing Partner. Jones Day was decades ahead of its time in giving overall responsibility for the Firm's direction to a single Managing Partner, rather than having the Partners vote on all matters of Firm strategy and governance. While the increasing size of modern firms has prompted many of them to follow our lead in adopting a "CEO" structure, Jones Day was already there in 1913. Since then, seven Managing Partners have led the Firm's transformation to a national and then global firm, providing a steady, coherent strategic vision for our progress. With 32 offices worldwide, more than $1 billion in annual revenues, and a blue-chip client list, we think the results speak for themselves.No branch offices. Because we are completely integrated, we have no "branch" or "satellite" offices and no headquarters. While we take great pride in our Cleveland roots, the fact is that Jones Day was one of the first firms to expand beyond a single state, opening our Washington Office in 1946. The two principal governing committees that advise the Managing Partner-the Advisory Committee and the Partnership Committee-consist of lawyers from nearly every Jones Day office, and the lawyers who lead our 22 practices are similarly spread across the Firm. This Firmwide orientation helps us better serve our clients and focus more strategically and effectively on the development of the Firm.Compensation and confidentiality. Many firms still operate under some version of the "eat what you kill" approach, in which partner compensation is tied closely to business development, with complicated formulas based on "client origination". Not Jones Day. We recognize that Partners and associates alike contribute to the Firm in a variety of ways, and our lawyers are compensated according to their overall contributions. At the same time, our lawyers honor a culture of discretion about matters related to compensation; unlike other firms, we do not publish each lawyer's billable hours and compensation for the entire Firm to see. By keeping compensation matters private, we avoid the jealousies and rivalries that can arise from a zero-sum spoils system based on client credit.A culture of respect. The Firm characteristics described above attract a particular kind of lawyer to Jones Day. We seek lawyers who are concerned not with maximizing their individual position in the Firm, but with delivering the best service possible to our clients, with colleagues whom they value and respect. These lawyers take great pride in their work, they lack pretension, and they show respect and consideration to everyone in the Firm-Partners, associates, and staff alike.Time to explore. Jones Day has long recognized that many new lawyers coming out of law school remain uncertain of which particular practice area they want to pursue. In addition, like all relationships, we believe it takes some time for an individual to find the best personal fit within the Firm. Moreover, we believe that the variety of exposures a lawyer can encounter during his or her first year at the Firm provides valuable experience and makes that lawyer more well rounded. Accordingly, in 1981 Jones Day created the New Lawyers Group ("NLG"), which provides our newest lawyers with the opportunity to gain exposure to different practice areas and lawyering styles before making a commitment to a specific practice. All lawyers joining our domestic offices from law school – and judicial clerks, at their election – become members of the New Lawyers Group for about a year before joining a practice group. Please select an office location to learn more.
We are seeking lawyers who will thrive in the exceptionally supportive, nonhierarchical, team environment that is the hallmark of Jones Day. We want our lawyers to share certain fundamental principles: exemplary integrity, a selfless dedication to the Firm and our clients, and a sense of responsibility and initiative that leads them to take ownership of assignments and to perform them at the highest level of quality legal service. We seek lawyers who are always looking for opportunities to contribute more in solving our clients' problems and who focus on "why" we are crafting a particular solution rather than merely concentrating on the mechanics of "what" needs to be done. Over the course of the summer, we evaluate whether our summer associates are compatible with the Firm's culture.Our summer associates have a sense of involvement in the Firm and leave with an accurate picture of what being a Jones Day lawyer is like. Perhaps that is why our acceptance rates are high and the vast majority of our new associates join us after spending a summer at Jones Day.
Working in the New York Office: The New York Office summer program gives law students the opportunity to do substantive client work in their choice of practice areas. Similar to Jones Day’s New Lawyers Group for first-year associates, the summer work assignment process is very flexible and does not include a rotation program. All summer associates are free to work simultaneously in various areas of law in which they have expressed an interest. Four mid- to senior-level associates are responsible for assigning work throughout the summer and collaborate with you to help identify and explore your interests. These summer coordinators work closely with attorneys in the office and the summer class to ensure that everyone is engaged in interesting and challenging work. As the summer progresses and your interests expand, the summer coordinators help you take on new projects in different practice areas. By the end of the program, summer associates have a good sense of the work and the people in their preferred areas. Of course, this process continues in a similar way throughout your first year in the New Lawyers Group, so your summer experience in no way limits your ability to explore additional practice areas during your first year as an associate.Training & Development: Jones Day's strong commitment to training is highlighted in our Summer Academy, which features a diverse series of hands-on workshops, substantive continuing legal education and practice group presentations. A favorite feature of this past Summer Academy was the series of Hot Topics, in which Jones Day lawyers discussed some of the hottest current legal issues and cases. Throughout the summer, summer associates attend practical training sessions on topics such as taking depositions, negotiation skills, brief writing and contract drafting. During practice group presentations, summer associates meet practice group leaders, as well as associates, in each practice group. These presentations both give you a detailed overview of the specific types of cases, deals and other matters you might work on as an associate in the relevant practice area and help you define other areas of interest to explore during the summer. Mentoring & Feedback: We work thoughtfully to pair each summer associate with a partner mentor and an associate buddy. Your mentor and buddy offer guidance and advice throughout the summer. They are available for questions, provide valuable feedback on a wide range of work-related matters and help you meet attorneys around the office. In addition to informal feedback, we schedule mid-summer and end-of-summer review sessions to provide constructive feedback on your assignments. During the mid-summer session, we also elicit your comments and feedback on your experiences in the summer program, including your assignments and preferences for additional work. Social Opportunities: The summer program includes a variety of opportunities for socializing with attorneys and your future colleagues. Through informal get-togethers, casual lunches and a range of social events, summer associates get to know each other and all the attorneys in the office. We are very proud of the collegial and supportive culture of Jones Day’s New York Office and we believe it is very important for summer associates to experience the personality of the Firm and the office. Ultimately, cooperation, support, trust and friendship among colleagues are some of the pillars of success at a law firm and the social aspect of the summer program is a key way to begin the process of developing the relationships that will enhance your career and your work life. Pro Bono Work: Summer associates are strongly encouraged to work on significant pro bono projects over the summer. The opportunity to work closely with pro bono clients and more senior lawyers is both tremendously rewarding and invaluable as a learning experience. We hold an introductory session early in the summer to introduce you to our various pro bono teams and the types of pro bono work available in the office. Summer associates then sign up for projects and work directly with clients under the guidance of attorneys in the office. This past summer, summer associates worked on pro bono matters such as assisting victims of domestic violence, helping applicants obtain political asylum and assisting veterans in obtaining benefits from the federal government.
Students should schedule an on-campus interview through their law school Career Services Office. At some law schools, Jones Day sends a lawyer from a single office to interview on behalf of several, or all, offices. It is important that you inform the interviewer about your office location preference(s). List the office(s) which interest you, in order of preference, on the upper right corner of your resume.
If we are not coming to your school, or you were otherwise unable to apply through that process, follow the instructions at Opportunities. Be prepared to attach your resume and law school transcript. Download Interview Tips and Reimbursement Guidelines.
You have more than three months to select an undergraduate university or law school. You have more than three months to find the neighborhood, house or apartment that fits you best. And you have more than three months to pick a spouse or life partner. So why does it make sense to force a lifetime career decision based upon a ten or eleven week summer experience?
It doesn’t. And we don’t force that decision.
To the contrary, Jones Day has long recognized that many new lawyers coming out of law school remain uncertain of which particular practice area they want to pursue. In addition, like all relationships, we believe it takes some time for an individual to find the best personal fit within the Firm. Moreover, we believe that the variety of exposures a lawyer can encounter during his or her first year at the Firm provides valuable experience and makes that lawyer more well rounded. Accordingly, in 1981 Jones Day created the New Lawyers Group (“NLG”), which provides our newest lawyers with the opportunity to gain exposure to different practice areas and lawyering styles before making a commitment to a specific practice. All lawyers joining our domestic offices from law school – and judicial clerks, at their election – become members of the New Lawyers Group for about a year before joining a practice group.
However, like most things at Jones Day, we don’t believe the NLG year is a one size fits all proposition. Accordingly, we have made the program very flexible to the individual. If you arrive at Jones Day focused on a particular area of practice, you are more than able to concentrate on that area during your first year (consistent with the overall needs of our clients). In contrast, if you are still seeking to compare practice areas, or to explore a new area, the NLG program provides institutional flexibility to support you in that effort. Indeed, the program is fluid enough that should your interests change mid-year, the Firm can be responsive to that directional change.
Each U.S. office designates a New Lawyers Group coordinator, a partner who coordinates assignments for new lawyers, oversees the training components of the NLG year, and assists you with any issues that may come up during your first months at the Firm. You will keep the coordinator apprised of your workload and interests and he or she will make every effort to match your assignments with those areas of interest. At the same time, you are encouraged to develop your own internal “clients” at the Firm, by seeking out senior lawyers with whom you wish to work in areas that interest you.
We recognize that feedback on your performance is critical to your growth as a lawyer and to your job satisfaction. Accordingly, we endeavor to get our new lawyers a prompt and meaningful evaluation of their work on each assigned project. In addition, the NLG coordinator will provide a more formal “mid-term” evaluation of your work after your first few months at the Firm to keep you apprised of what you are doing well and to identify any areas for continued growth.
Finally, one of our commitments to you as a Jones Day lawyer is to help you become the best lawyer you can be. Training is central to that goal and accordingly is an important part of the NLG year. Aside from the informal training you will receive on an ongoing basis as part of your work on assigned projects, there is a slate of formal trainings you will receive as well. These range from sessions on “better brief writing,” to classes on privilege issues or taking effective depositions. The most substantial component of this training schedule is the annual “New Lawyers Academy.” During this three days of training, all of Jones Day’s new lawyers Firmwide are brought together for hands-on training exercises, seminars on ethics, communications and pro bono, and meetings with leaders at the Firm. In addition to providing substantive training, the Academy helps to broaden your understanding of Jones Day’s unique culture, organization and operation.Our goal via the New Lawyers Group is to assist in making your transition to the practice of law at Jones Day as smooth and successful as possible. A big part of that is allowing you the time and opportunity to make a meaningful practice choice. We suspect you’ll find that your time in the New Lawyers Group will not only accomplish these goals, but will connect you with peers – Firmwide – that will remain your friends and colleagues for years to come.
Successful associates at Jones Day share our commitment to high-quality service and dedication to clients, with the goal of building their own unique contribution to the Firm. In return, we are equally committed to providing the training, professional development, and client responsibility, consistent with increasing levels of experience and competence, that will enable our associates to become outstanding lawyers.
Jones Day has been, and will continue to be, a firm where a lawyer can make a career. Many of the Firm’s leaders began here as new lawyers, and even as summer associates, and are testaments to the Firm’s commitment to our associates and associate development. Up-from-the-ranks partners are the norm, not the exception, and the Firm invests considerable time and effort in both formal and informal training that will enable our associates to take on even increasing responsibilities and to advance in the Firm.
At Jones Day, providing exceptional client service has been the hallmark of our practice philosophy. The time it takes to do that is not an end in itself, but merely incidental to the true goal. As a consequence, billable hours, while often reflective of effort, are not the singular, or even most instructive, measure of an associate’s contribution. Associates are not expected to mark time or to show up on a weekend just to be visible. We expect our associates to be effective and efficient. When our lawyers determine how to spend their time, common sense, rather than a spirit of competition, prevails.
Our Managing Partner has emphasized that while we intend to keep our salaries competitive, we will not link salary to billable hour requirements. We believe that rewarding the mere accumulation of billable hours can not only result in unhealthy competition among lawyers, but also detract from client service.
We encourage all of our lawyers to find a successful balance between the demands of client service, community involvement, family and personal interest. This balance is often vital to long term success and enjoyment in the practice of law. The great diversity of our lawyers’ backgrounds, interests and talents reflect their success in enjoying full lives while also engaging in one of the world’s most challenging and stimulating legal practices.
Consistent with its position as a premier global law firm, Jones Day offers competitive salary packages by individual geographic market. Associate compensation for lawyers at Jones Day is reviewed annually in connection with our evaluation process. Salary determinations are based upon merit, considering an individual's total contribution to the Firm, individual development and effectiveness. Starting salary for New Associates in New York is $160,000 annually. A $7,500 summer living stipend is paid on June 1 to those who are taking the July Bar Exam. Bar Exam Review Course and Bar Exam Fees are paid by the Firm in addition to the stipend. A relocation expense package is also provided. New Associates may also request an interest-free loan from the Firm in an amount up to $6,000 to assist with cash flow over the summer prior to starting work.Summer Associate salary in New York is $13,333 monthly. A one-time stipend to assist with relocation expenses will be paid to summer associates at the beginning of the summer. The Firm provides a bonus and gives credit for both compensation and seniority purposes to associates joining the Firm directly from a federal court or state supreme court clerkship. For those associates coming to the Firm from a U.S. Court of Appeals or District Court, or from a state supreme court, the bonus is $50,000. Associates joining the Firm directly from the U.S. Supreme Court receive a competitive bonus. Associates coming off qualifying clerkships also receive credit for each year spent on those clerkships for seniority purposes. BenefitsApproved Leave. The Firm provides four weeks of vacation and a reasonable amount of sick leave per year. Vacation days are pro-rated if the employee begins late in the year.Back-up Child Care. The Firm provides backup child care in the event that the regular care-giver is not available. A nominal daily charge may be required.Bar Expenses. The Firm pays for Bar review courses and the Bar Exam fees associated with becoming admitted in the jurisdiction in which the associate will practice. These payments are in addition to the summer living stipend.Blackberry. The Firm will reimburse the monthly fee and up to $200 to cover the costs of a blackberry device. Associates are eligible for a replacement device every 24 months.Part-time/Flex-time. A variety of flexible and part-time arrangements are available to meet the needs of individual lawyers. Associates may propose a part-time arrangement, and such arrangements are considered on a case-by-case basis.Professional Association Membership. The Firm pays the annual dues for the primary State Bar membership and for one local bar association.Professional Development/CLE. The Firm offers a variety of in-house courses which are pre-approved to meet mandatory CLE requirements and also reimburses for certain outside seminar expenses.Relocation. Reasonable moving and travel expenses are covered for incoming associates who live more than 50 miles from the office.Summer Living Stipend. In addition to other payments and reimbursements, the Firm pays a stipend to assist with living costs for recent graduates who are sitting for the Bar Exam.Paid Medical, Maternity and Family Leave. The Firm provides salary continuation in the event of a major illness or medical condition, including pregnancy, childbirth and related medical conditions, as follows: full salary and benefits for up to the first 13 weeks of continuous disability and 75% of salary and full benefits for up to the 14th through 26th weeks of continuous disability. For routine childbirth (including cesarean-section births), the Firm will assume an eight-week disability period, unless we are notified that the Associate is disabled for a longer period. Further, in the event an Associate has a newborn or newly adopted child, or a child with a serious illness or medical condition that necessitates the Associate's absence from the office to care for the child, the Firm provides up to four weeks of paid family leave with fringe benefits continuing as though actively at work. Thus the available leave for routine childbirth generally includes an eight-week paid medical leave and a four-week paid family leave, for a total of twelve weeks paid leave, and with approval, up to an additional 12 weeks of unpaid leave with benefits continued at the Associate's expense.
INSURANCE AND OTHER BENEFITS: