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The article discusses the status of America's legal profession as of 2019, and it mentions the growth of the U.S. legal industry, as well as information about the American Bar Association (ABA) Media Relations and Strategic Communications Division's inaugural "ABA Profile of the Legal Profession" report which was released in August 2019. According to the article, there are over one million active lawyers in the U.S. and the average attorney salary in 2018 was 144,230 dollars.

The article discusses what the author refers to as the Freelance Lawyer 2.0 on-demand lawyering process as of 2017, and it mentions drivers for the Uber Technologies Inc. ride-booking service in relation to various ways that freelance attorneys can maximize their profits. The relationship between the law and technology is addressed, along with solo legal practitioners, the costs associated with operating a law office, and the remote management of a law practice.

The article discusses alternative lawyer compensation options to traditional billable hours implemented in the New Jersey legal sector. Aside from offering flat fees for routine legal work, project-based billing has been explored by Genova, Burns, Giantomasi and Webster law firm. It emphasizes the need to establish fair legal fees for both parties. The development of a computer software that would provide assistance in pricing legal services is also described. INSET: Risk can shift when law firm changes its billing approach.

The article presents information on the issue of under earning of lawyers and legal consultants in the U.S. The phenomenon is seen in consultants working in small law firms and the symptoms include the low standard of living, poor lifestyle and money needs. Information on the problems faced by the law consultants and lawyers due to the issue of under earning in the practice of law is also presented.

The article focuses on the pay disparity between lawyers and bankers working on mergers and acquisitions (M&A) deals. Topics include the increasing complexity of M&A deals, the fees charged by attorneys for their financial advisement, and how the pay structure differs between lawyers and bankers. Information is provided on hourly billing.

The article focuses on the results of a survey in which attorneys working for British law firms were asked which U.S. law firm they would like to work for the most. Topics include the fringe benefits and salaries of U.S. attorneys, the influential U.S. law firms that are the most popular, and why U.S. law firms appeal to British attorneys.

The article reports on the salaries of corporate lawyers at law firm CMS Cameron McKenna Nabarro Olswang that have been readjusted, as well as a one-off elevated bonus arrangement provided for all fee-earners. It identifies factors to the salary adjustment that include positive financial results for the fiscal year 2018-19, pressure faced by mid-tier firms with established private equity practices, and the resignation of James Grimwood for law firm Goodwin Procter.

This article provides tips for lawyers in negotiating salaries and benefits with prospective employers. Reasons why lawyers should engage in salary negotiations include multiple offers with similar salary and benefits packages. It advises lawyers to conduct research on compensation levels for the prospective employer, its competitors and the geographical market before engaging in salary negotiations.

The article focuses on the wages of workers for 2010 in Utah. It cites the annual Occupational Employment Statistics (OES) Survey which indicates estimates of workers' wages in about 600 occupations and nine geographic areas in the state. It shows that the highest-paid professions in the states were doctors, lawyers, dentists, and engineering managers, while dishwashers, fast-food cooks, hosts and hostesses were the lowest paid positions.

The article focuses on high-paying jobs with flexible schedules. Topics covered include technology as a reason why companies are increasingly open to allowing workers flexible hours, the criteria for choosing the best occupation that allows workers to control their own times, and examples of some of the high paying jobs which include Physician Psychiatrist with a pay range of 100,000 to 240,000 dollars and Supervisory Attorney with pay range from 127,761 to 224,286 dollars.

The article discusses salary caps and the author's claim that a starting pay rate of 160,000 dollars for an associate attorney is common in 2015, but not as common as it was in 2009.

The article discusses how employees can ask for a wage increase, with a focus on legal professions. It advices to understand how and when wage rises are determined at the firm, to be confident and clear about why the company should give you salary increase, and to research what other employers pay at similar level.

The article reports that law firm Hogan Lovells LLP has decided to pay its newly-qualified (NQ) lawyers 65,000 pounds to match Linklaters' raised salary for its NQs. Another law firm, Norton Rose Fulbright, increased NQ pay to 63,000 pounds in the year 2013 while keeping first year trainee salaries at 38,000 pounds.

The article reports that there was a decline in average total cash compensation to general counsel in 2015 during the period of financial crisis. Topics discussed include increase in basic salary of lawyers for various top general counsel; generation of bonuses paid by the board and payment of cash compensation on the basis of performance; and views of Bob Barker, managing partner at executive recruiting firm BarkerGilmor, on the same.

The article reports that the law firm Reynolds Porter Chamberlain LLP has rearranged its flat-rate salary for newly qualified solicitors (NQs) from September 2014. The firm's managing partner Jonathan Watmough said the decision was taken under the modernisation programme of the firm. It is informed that the firm will move to a system based on merit and market rates.

The article focuses on the survey conducted by legal recruiter Laurence Simons, in Great Britain in 2012 on the gradual decrease in pay-packages of lawyers however, the legal job-market is improving. It reports a decline of five percent in remuneration and increased bonuses in 2012 as compared to 2011 statistical data which suggests remuneration increase in 2013. It also recommends legal departments to reconsider employees expected salaries and bonuses to attract best talent.

The article discusses increase in salary of layers in the U.S. in 2013 and states that overall salaries for legal professionals in the country are supposed to rise by 3 percent in 2013. It also states that the largest increases in base compensation are expected for associates, paralegals and legal secretaries at small-to-midsize law firms. It also states that law firms in the country are also engaged in offering good compensation and bonuses to eligible candidates in the law sector.

The article reports on law firm Akin Gump Strauss Hauer & Feld LLP's British salary review for associates and counsel, opting to pay its junior lawyers according to moving exchange rates. It mentions the review is result of Brexit and adds lawyers will continue to be paid on a monthly basis. It also adds base salaries increased by the firm before Brexit.

The article discusses the new salary bands for lawyers implemented by international law firm Nabarro LLP effective June 1, 2016. It notes that the firm increased the salary of second-year trainees by 5 percent while the starting salary for first-year trainees increased by 2.7 percent. It cites that the law firm has retained the 3 Post Qualified Experience (3PQE) salary band at 78,000 British pounds and the 6PQE salary band at 95,000 British pounds.

The article provides information on aspects related to salary hike by multinational law firm Clifford Chance LLP. Topics discussed include revised percentage of salary from first year, remuneration for lawyers with national qualifications and post-qualified equivalents, and binary bonus for lawyers' contribution.

The article reports that law firm Stewarts Law LLP has give new form to its pay and incentives across the board for paralegals, associates and business services staff. The firms increased salaries for junior lawyers and paralegals by as much as 3,000 pound. New incentives for all staff include an extra day off on birthdays and private healthcare.

The article discusses an in-house counsel compensation report published by law firm Major, Lindsey & Africa and General Counsel Metrics which analyzed 2014 compensation of general counsel and in-house lawyers in various U.S. industries.

The article discusses findings of the China Elite report on Chinese law firms. It notes that part of the development strategy of Chinese law firms involves better ways of serving clients and compensating talented partners. It cites the need to reform the remuneration system of Chinese law firms with models that encourage teamwork and cross-selling among partners. It describes the efforts made by the Haiwen & Partners and Jun He law firms to restructure their remuneration schemes.

The article presents a salary survey of the highest salary awarded to the law firm marketing directors. It mentions that quoting an "up to" figure does not mean that the highest figure possible is the salary they will get and earned by all the lawyers. It also mentions that the best paid marketing director earns approximately 40 percent of the average equity partner at that firm.

The article discusses the reported cultural costs of allegedly sky-high salaries for lawyers in Great Britain as of August 2014, focusing on the journal's annual UK 200 salary analysis and information about the wages received by many law firm partners. Equity partners and American law firm management commentator Bruce MacEwen are mentioned, along with the revenue per lawyer (RPL) rates at several British law firms. Inflation in the U.S., as well as corporate values and culture are examined.

The article presents information on the plans of law firm Edwards Wildman Palmer LLP to review its associate pay system. The review is reported to be part of an annual global assessment conducted by the firm through which partner pay as well as associate salaries are confirmed. The move is stated to be similar to that conducted by other firms like Travers Smith LLP.

The article focuses on the closing of the gap between pay for attorneys and pay for bankers in mergers and acquisitions (M&A) deals in 2013.

The article reports that law firm Ashurst has increased pay of its associates. It states that in its annual remuneration review, pay of junior associates is increased by four percent and has not made changes to salary of newly-qualified (NQ) lawyers. It mentions that salary of lawyers with one year's post-qualification experience (PQE) has been increased by three percent from 67,000 pounds to 69,000 pounds.

The article focuses on the reformed law partner pay system at the law firm Hogan Lovells. Information is provided on the changes made to the compensation packages, which will allow for a portion of a bonus pool that is equivalent to a percentage of international revenue. Information is provided on the introduction of origination fees as a way to track employee performance.

The article focuses on the changes made to the compensation packages for associates at the law firm Clifford Chance. Information is provided on the variations in pay between associates with post-qualified experience (PQE) and newly qualified (NQ) trainees. It is noted that the maximum bonuses for some staff has increased.

The article discusses the increase in the salaries of associate attorneys with two years' post-qualification experience (PQE) at the law firm Slaughter and May. Topics include the average increase in attorney salaries at the firm in 2011, the different pay rates for the various types of attorneys, and the rate of pay for newly-qualified associates (NQs).