Benefits

Bar Stipend

Bar Exam

New attorneys receive a $12,500 stipend while on leave to study for the bar exam. In addition, the firm pays for a bar exam review course and all bar exam application fees.

Patent Bar Exam

Patent Prosecution associates receive a full salary while on leave to take the review course. The firm also pays for the review course and all application fees.

Benefits

Flexible Benefits Plan

Heller Ehrman's program of flexible insurance benefits provides associates an opportunity to choose the kind of coverage that best meets their individual needs. Eligible associates can select their coverage from different plans and have the freedom to enroll their dependents, including domestic partners, in some or all of the plans they choose. Associates and their enrolled dependents are covered from the first day of employment.

Health and Dependent Care Reimbursement Accounts

Associates may establish Flexible Spending Accounts for health and dependent care expenses. An associate may elect to set aside up to $8,000 per year from his or her pre-tax salary to pay for healthcare expenses not otherwise covered by benefit plans, such as copayments and deductibles.  Up to $2,500 a year may be set aside on a pre-tax basis for dependant care expenses, including child care, sick care, and summer day care.  Associates pay no federal, state or FICA (Social Security) taxes on the amount deferred.  

Other Coverage

In most locations, the firm offers public transportation subsidies and emergency child care programs.  Heller Ehrman pays the cost of insuring associates for long term disability and $50,000 of life insurance.  Associates may elect additional life insurance coverage under our supplemental life plan.  The firm provides business travel and sojourn insurance at no cost to associates.  The firm insures associates for professional liability.  Professional organization and bar dues are also paid by the firm.

401(k) Plan

Under the firm's 401(k) Retirement Savings Plan associates may save for retirement through pre-tax salary contributions to the maximum allowed by law per calendar year.  Important features of the Plan include the ability to defer 100% of bonus compensation into the Plan (up to the annual maximum), a brokerage account option, and a Roth 401(k) option.  Rollovers from government retirement plans are permitted.  Associates have 24-hour access to their retirement account online.  Each associate directs the investment of his or her contributions among the Plan's investment options. The firm pays all administrative costs associated with the 401(k) Plan.  Associates are eligible for the 401(k) Plan from their first day of employment. 

Paid Time Off

Associates who work full time accrue 20 days of vacation a year, up to a maximum of 30 days.

Holidays

The firm observes the following holidays: New Year's Day, Martin Luther King, Jr.'s Birthday, Presidents' Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and the Friday following it, and Christmas Day.

Leaves

The firm’s generous leave programs are designed to meet an associate's needs in cases of unexpected emergencies.  The leave of absence plans include 16 weeks of Family and Medical Leave (FMLA), 16 weeks of Extended Family Leave (to care for a sick domestic partner, grandparent, or sibling), Pregnancy Disability Leave, Medical Disability Leave, and Personal Leave.  Jury Duty, Military Leave, and Bone Marrow Donation leaves, among others, are also provided to associates.

For all disability leaves, an associate is eligible for up to 12 weeks of salary continuation at 100% of compensation, integrated with state disability payments.   

Pregnancy Disability Leave

Under the firm’s Pregnancy Disability Leave, Associates disabled due to pregnancy may take up to four months off if medically necessary.  The firm pays salary continuation to associates who are disabled due to pregnancy, up to a maximum of 12 weeks.   

Parenting Leave

After a year of employment, full time associates are entitled to take up to 16 weeks off to care for a newborn, newly adopted or fostered child under Heller Ehrman’s FMLA policy.  Associates who take FMLA for parenting, will also receive six weeks of Parenting Pay. 

FMLA

Full time Associates employed for at least a year by Heller Ehrman are entitled to the benefits provided by the Family and Medical Leave Act (FMLA).  At Heller Ehrman, an associate is entitled to up to 16 weeks of FMLA in a 12-month period to:

• Care for a new born, adopted, or fostered child.  Up to six weeks of Parenting Pay is available to associate who take FMLA for this purpose. 
• Care for an immediate family member (spouse, child, parent or significant other) with a serious health condition.
• Take medical leave when the employee is unable to work because of the employee's own serious health condition. Please note the firm's Medical Disability Leave policy for additional details.

Medical Disability Leave

Associates who are unable to work due to a medical disability, may take time off under the firm’s Medical Disability Leave.  During this time, associates may receive up to 12 weeks of salary continuation.  If a medical disability extends beyond 90 days, associates covered under firm-paid long term disability insurance may be eligible for additional benefits.

Relocation Expenses

Heller Ehrman pays relocation expenses for new associates from outside the area. The firm also pays one-way coach airfare for new associates, spouses or domestic partners and dependents. For associates moving to Alaska, the firm pays to relocate one vehicle from the Lower 48 states.
To assist in home mortgage financing, the firm has made arrangements with several major banks to offer a reduction in the bank's mortgage origination fee.

Time Off Benefits

Sabbaticals

Associates who become shareholders of the firm are eligible to take a three-month sabbatical after their seventh full calendar year of employment with the firm, provided they return to the firm and continue employment after the sabbatical. Shareholders become eligible for subsequent sabbaticals in the sixth calendar year after any prior sabbatical has been taken.  There is no pro rata sabbatical leave. Likewise, there is no sabbatical entitlement (or cash payment in lieu of a sabbatical) made to terminating attorneys. A sabbatical leave is not considered vacation.

Alternative Work Schedules

Heller Ehrman allows associates to work on a reduced or flex-time schedule.  On a case-by-case basis, the firm considers part-time work schedules for associates caring for children under five years old. Usually, part-time associates work at least three days per week for up to a year; the firm adjusts their compensation accordingly. The firm will consider requests for longer periods of part-time work or for other part-time schedules for the purposes of child rearing.