Ulmer & Berne LLP

Summer Associate Program

The cornerstone of our hiring in the Cleveland and Cincinnati offices is our Summer Associate Program. Our summer associates come to us with the shared hope and expectation that their performance will lead to an offer to become associates with the firm. Indeed, almost all of our summer associates receive offers. If you subscribe to the following simple philosophies, you too might have a future at Ulmer & Berne.

Home Is Where The Heart Is

As a successful law student, you can find a job at any law firm. You should make your career, however, at the firm that feels as comfortable to you as home. The people at Ulmer & Berne have created a firm that feels like a second home for many of us. It is the quality of those people that differentiates us from other firms. Although we continue to grow steadily with the addition of smart, diverse individuals, many of our partners were with Ulmer & Berne when our attorneys numbered less than 50. The resulting “small firm” camaraderie and collegiality that is shared among the partnership is instilled in our associates and is expected to be maintained by every new attorney hired by the firm.

It Is Quality – Not Quantity – That Is Most Important

We hire small summer associate classes compared to other firms of our size. The reason for this is simple: When we offer a law school student a summer associate position, we do so hoping that he or she will become an associate at the firm and, ultimately, a partner. Because we hire based on the quality of the candidate and the needs of our firm - - and not numbers - - we hope that every summer and first year associate will succeed and become a valued member of our legal team. In addition, with smaller summer associate classes, we will have a better opportunity to get to know each summer associate and assess his or her future success at the firm. In turn, each summer associate will have more opportunities to get to know the attorneys at Ulmer & Berne, ensuring a good fit for the future.

It Takes A Village To Raise A Child

There are many things to learn when entering a new situation. Entering a law firm for the first time is no different. That’s why Ulmer & Berne has a formal mentoring program for its associates at all levels. In the summer program, the firm pairs its summer associates with both a partner and an associate mentor, providing a level of comfort and direction. The firm encourages additional, informal mentoring relationships over the summer. For our associates, the firm has always had a formal mentoring program for first year lawyers, but is now launching a formal program for associates at all levels with the assistance of our new Director of Associate Development. In addition, the firm encourages informal mentoring relationships for all of our attorneys – partners and associates alike.

No Man Is An Island

Teamwork is critical to the success of any organization. Although our associates have the opportunity to work independently and “cut their teeth” on smaller matters, the high quality of legal work we deliver and sophistication of our clients demands that Ulmer & Berne lawyers have the ability to work in teams with other attorneys and staff. Our team approach is across the board, from business development ventures to administrative tasks to legal work. We work together and expect all of our attorneys to contribute significantly and positively to the team effort.

Our 2007 OCI Calendar:

August 13	The Ohio State University Moritz College of Law Lawrence D. Pollack, Esq.
August 22	Case Western Reserve University School of Law Jennifer Lawry Adams, Esq.
August 25	Midwest Minority Recruitment Conference Lynnette L. Rodgers, Esq.
August 25	Tri-State Diversity Recruiting Program Michael A. Marrero, Esq.
August 27	University of Michigan Law School Michael A. Marrero, Esq.
August 28	University of Notre Dame Law School Donald J. Mooney Jr., Esq,
September 5	University of Cincinnati College of Law Michael A. Marrero, Esq.
September 6	Salmon P. Chase College of Law Northern Kentucky University Michael A. Marrero, Esq.
September 10	Cleveland State University Cleveland-Marshall College of Law Thomas W. Ostrowski, Esq.
September 25	Harvard Law School Jeffrey S. Dunlap, Esq.

Compensation / Benefits

Compensation for summer associates in 2008 will be approximately $2,200 per week, based on an estimated starting salary of $115,000.

The following benefits apply to law students who are employed by Ulmer & Berne during the summer, and who are offered and accept positions as first year Associates:

     Reimbursement of bar application/examination fees
     Reimbursement of bar review course fees
     $7,000 stipend for the summer between graduation and the beginning
          of employment

The following benefits apply to all law students who are employed by Ulmer & Berne during the summer:

     Employee Qualified Transportation Benefit Plan
     Employee Assistance Program
     U.S. Savings Bond Payroll Savings Program
     Educational Savings Plan through Ohio Tuition Trust Authority

The following benefits available through the firm will vary based on the eligibility of the employee:

     Paid vacation
     Nine paid holidays
     401(k) Plan
     Medical Insurance
     Dental and Vision Plan
     Life Insurance
     Domestic Partner Benefits
     Long-Term Care Insurance
     Long-Term Disability Insurance
     12 weeks paid Maternity Leave, with up to 12 additional weeks unpaid
          at the discretion of the firm
     Wellness Clinics
     Health Care and Dependent Care Reimbursement accounts
     Professional Liability Insurance
   Accident & Travel Insurance for business or pleasure
     Employee Qualified Transportation Benefit Plan
     Employee Assistance Program
     U.S. Savings Bond Payroll Savings Program
     Educational Savings Plan through Ohio Tuition Trust Authority
     Reimbursement for local, state and American bar association dues,
          local county law library and registration fees imposed by the
          Supreme Court of Ohio
     Reimbursement for Continuing Legal Education requirements

Interview Process

Our interview process is designed to find the best and brightest candidates who will both fit our work culture and bring something new to the firm. Outstanding academic credentials, experience with moot court or a law journal and a strong connection to Ohio are all desirable attributes, but we do not subscribe to a limited view of the ideal candidate.

OCI

During August, September and October we participate in the on-campus interview process at numerous law schools, including The Ohio State University, University of Cincinnati, Case Western Reserve University, Cleveland-Marshall, University of Michigan, University of Notre Dame, Northern Kentucky University and Harvard University. We also participate in the Midwest Minority Recruitment Conference and the Minority Access program. If we do not visit your school, please send us your resume if you are interested in practicing law in Cleveland or Cincinnati.

Our 2007 OCI Calendar:

August 13, 2007	The Ohio State University	Lawrence D. Pollack
August 22, 2007	Case Western Reserve University	Jennifer Lawry Adams
August 25, 2007	Tri-State Diversity Recruiting Program	Michael A. Marrero
August 25, 2007	Midwest Minority Recruitment Conference	Lynnette L. Rodgers
August 27, 2007	University of Notre Dame	Donald J. Mooney
August 28, 2007	University of Michigan	Michael A. Marrero
September 5, 2007	University of Cincinnati	Michael A. Marrero
September 6, 2007	Northern Kentucky University	Michael A. Marrero
September 10, 2007	Cleveland State University	Thomas W. Ostrowski
September 25, 2007	Harvard University	Jeffery S. Dunlap

CALL BACKS

After your first interview, you may be asked to visit our office for a second interview. We conduct “call back” interviews during the months of August and September. In Cleveland, we conduct an approximately 30 minute group interview where you will meet with four to eight attorneys at one time. This process saves valuable time for both you and our attorneys. Most importantly, it gives you valuable insight as to how the members of the firm interact. Following this interview, you will have the opportunity to meet with one or two practice group leaders and join an associate for a tour of the firm. Following the tour, you will join a small group of partners and associates for dinner, providing a further opportunity to ask questions about the firm, the practice of law, and any other topic of interest. We normally contact you with an employment decision within a few weeks of your "call back" interview.

FAQs

Q: How long is the program?
Q: What is the salary of a summer associate?
Q: What is the dress code for the firm?
Q: How is work assigned and in what practice group areas?
Q: How are summer associates evaluated?
Q: Do you allow split summers?
Q: What is the social schedule like for summer associates?

Q: How long is the program?
A: Our summer associate program runs 11 or 12 weeks, beginning before Memorial Day and ending in early August.

Q: What is the salary of a summer associate?
A: For the summer of 2008, summer associate compensation will be approximately $2,200 per week based on a starting salary of $115,000. Please see the compensation/benefits page for further information on our benefits.

Q: What is the dress code for the firm?
A: The firm is business casual unless an attorney is scheduled to meet with clients or attend court. We encourage all summer associates to keep suits or appropriate clothes in their offices so that they can attend last minute meetings and court proceedings.

Q: How is work assigned and in what practice group areas?
A: One partner is responsible for assigning work and monitoring your work load. We try to provide assignments that expose you to different attorneys in as many different practice areas as possible. The assignments are those that a first or second year associate would normally perform. If you have an area of interest or wish to work with a specific attorney, we will make sure you obtain that exposure. In addition, we attempt to get you "out of the office" to pretrials, depositions, hearings, trials, oral arguments, negotiations, closings, meetings mediations and arbitrations.

Q: How are summer associates evaluated?
A: Upon completion of an assignment, you should expect to receive verbal feedback from the assigning attorney. Each assigning attorney also completes a formal written evaluation. When evaluating your work, we are looking for quality, not quantity. We closely monitor your work load so that you have adequate time to do quality work and enjoy the social aspect of your summer. The evaluations and general feedback are used for mid-summer and end-of-summer reviews. We typically make all hiring decisions by the end of your summer so that there is no waiting period.

Q: Do you allow split summers?
A: We do not encourage splitting your summer with another firm.

Q: What is the social schedule like for summer associates?
A: Your work will be balanced by a manageable social calendar. The social calendar usually consists of about one activity per week, and may include dinners, outings, concerts and sporting events. We endeavor to provide an enjoyable social atmosphere so that you can get to know our attorneys and the city.

Q: How long is the program?

A: Our summer associate program runs 11 or 12 weeks, beginning before Memorial Day and ending in early August.

Q: What is the salary of a summer associate?

A: For the summer of 2008, summer associate compensation will be approximately $2,200 per week based on a starting salary of $115,000. Please see the compensation/benefits page for further information on our benefits.

Q: What is the dress code for the firm?

A: The firm is business casual unless an attorney is scheduled to meet with clients or attend court. We encourage all summer associates to keep suits or appropriate clothes in their offices so that they can attend last minute meetings and court proceedings.

Q: How is work assigned and in what practice group areas?

A: One partner is responsible for assigning work and monitoring your work load. We try to provide assignments that expose you to different attorneys in as many different practice areas as possible. The assignments are those that a first or second year associate would normally perform. If you have an area of interest or wish to work with a specific attorney, we will make sure you obtain that exposure. In addition, we attempt to get you "out of the office" to pretrials, depositions, hearings, trials, oral arguments, negotiations, closings, meetings mediations and arbitrations.

Q: How are summer associates evaluated?

A: Upon completion of an assignment, you should expect to receive verbal feedback from the assigning attorney. Each assigning attorney also completes a formal written evaluation. When evaluating your work, we are looking for quality, not quantity. We closely monitor your work load so that you have adequate time to do quality work and enjoy the social aspect of your summer. The evaluations and general feedback are used for mid-summer and end-of-summer reviews. We typically make all hiring decisions by the end of your summer so that there is no waiting period.

Q: Do you allow split summers?

A: We do not encourage splitting your summer with another firm.

Q: What is the social schedule like for summer associates?

A: Your work will be balanced by a manageable social calendar. The social calendar usually consists of about one activity per week, and may include dinners, outings, concerts and sporting events. We endeavor to provide an enjoyable social atmosphere so that you can get to know our attorneys and the city.

Contact Information

Cleveland
Karolyn Isenhart
Recruiting Coordinator
1660 West 2nd Street, Suite 1100
Cleveland, Ohio 44113-1448
p 216.583.7000
f 216.583.7001
kisenhart@ulmer.com

Cincinnati
Glenda Raley
Cincinnati Office Administrator
600 Vine Street, Suite 2800
Cincinnati, Ohio 45202-2409
p 513.698.5000
f 513.698.5001
graley@ulmer.com

Summer Associate Program

Compensation / Benefits

Interview Process

FAQs

Contact Information