A survey of midlevel associates offers an inside look at what Atlanta associates at Am Law 100 and 200 firms really think about their workplaces.

And one of their biggest pet peeves? They're not getting paid on the same scale as their peers in New York and other big cities.

In The American Lawyer's Midlevel Associates Survey this year, almost all the Atlanta associates said they're doing interesting work for partners who are respectful, intelligent and support their professional development. But tensions around compensation consistently emerged in comments from the third- through fifth-year associates.

There were 79 Atlanta associates from 12 firms who commented in the survey (all comments were anonymous). Despite two rounds of pay increases in the past three years, the most common complaint, from 18 associates, was the desire for higher pay. There were also 10 requests for higher bonuses.

"The Atlanta office is paid far less than the other offices, which leaves Atlanta associates feeling undervalued," said a King & Spalding associate. 

Alston & Bird and King & Spalding associates, who made up about half of the survey respondents, led the pack in writing that Atlanta associates should be paid on the same scale as associates in New York, Los Angeles, Chicago, Washington, D.C., and Texas.

Atlanta associates have the same billable hours requirements (ranging from 1,950 to 2,050 at most of the firms) and are doing the same level of work compared with their peers in other firm locations, noted 11 associates from Alston and King & Spalding.

King & Spalding declined to comment, and Alston & Bird did not respond to a request for comment. 

Other firms with Atlanta associates who complained about pay were: Baker, Donelson, Bearman, Caldwell & Berkowitz; Ballard Spahr; Dentons; Eversheds Sutherland; Holland & Knight; and Troutman Sanders. Other firms with Atlanta associates who commented in the survey were Baker & Hostetler; DLA Piper; Duane Morris; and Nelson Mullins Riley & Scarborough.

Despite the complaints from some associates, Alston & Bird and King & Spalding were the first Atlanta-based firms to respond to last year's national wave of associate pay increases.

The 2018 raises reset the top New York pay scale at a range from $190,000 for first-year associates to $340,000 for eighth years. The same scale applied in Washington, California, Texas and Chicago markets. In smaller markets like Atlanta and Charlotte, top starting pay increased by $10,000 to $165,000 with a new top rate of $265,000 for eighth years.

Those pay raises were on top of industrywide associate salary increases in 2016 which increased top starting pay at big firms in Atlanta from $145,000 to $155,000.

More Billable Hours?

Comments from two different Ballard Spahr associates summarized the tension between raising pay to attract top associate talent versus the potential downside, which can be higher billable hours requirements and increased rates.

One Ballard Spahr associate recommended that the firm "compensate associates at market value" to attract and retain top associate talent.  

The firm should raise client billing rates, the associate added, instead of having associates work more hours to maintain profitability. "There is no cohesive effort to tell clients that they need to be more realistic about their expectations regarding cost vs. quality of work," the associate wrote. 

But another Ballard Spahr associate recognized that there can be a downside to higher associate pay. The writer advised the firm not to "give in to the pressure" and match the associate salary scale of other firms, "especially if this would require increasing the workload or billing rates to the point that it imperils career advancement, or downsizing existing attorneys and staff in favor of new, less expensive hires." 

Ballard Spahr declined to comment.

While about one-fourth of the respondents wanted more pay, only three of the 79 midlevel associates asked for a reduced billable hours requirement. Another five wanted flexible schedules or the ability to work from home.

In other comments, some associates asked for more transparency about career progression and the prospects of making partner. "It's harder to get a job as a rejected 7th year than it is as a 5th year. Just tell us so we can move on with our lives," said one Alston associate. 

Despite the pay and bonus complaints, Atlanta associates overall gave their firms high marks for satisfaction. "Interesting assignments, good clients. I feel valued," said an Eversheds associate.

The average satisfaction score for all 96 participating firms was 4.29. Average scores from Atlanta associates ranged from 4.67 at Eversheds Sutherland to 3.86 at Holland & Knight. Alston's Atlanta associates overall rated their satisfaction at 4.39 on a 5-point scale, while King & Spalding associates rated theirs at 3.98.

Scores by office location were reported only for firms with five or more associates responding. 

The survey asked associates to rate their firms on compensation and benefits, interest and quality of work, training and guidance, partner relations, billable hours requirements, and management's transparency as to firm strategy and partnership chances.