Benefits Summary for Recruits

The firm offers you the opportunity to participate in a partner-funded 401(k) retirement savings plan through Voya Financial® and you are eligible for enrollment as soon as you join the firm. Partners who participate in the 401(k) have the option to contribute a deferral portion and a self-match portion up to the maximum amounts allowed each year by the IRS rules.

Once you become eligible, you may elect to participate in the partner-funded group medical, dental and vision coverage for you and your eligible dependents, including your spouse and children. Eligibility begins on the first of the month coinciding with or following a 30 day waiting period after your date of hire. Annual open enrollment dates vary but will be announced each fall for the following calendar year. Go HERE to learn more about the group health benefits and pricing.

CM Law offers you the opportunity to join a partner-funded group long-term disability policy. You can view the benefits summary and premium cost sheet HERE. Coverage becomes effective on the first day of the month following your first full month at CM Law given timely enrollment. If you do not enroll when you are first eligible (i.e., within the first 30 days of joining CM Law), your future enrollment will be subject to medical underwriting and you must complete a Statement of Health for review by the carrier.

CM Law offers you the opportunity to join a partner-funded group long-term disability policy. You can view the benefits summary and premium cost sheet HERE. Coverage becomes effective on the first day of the month following your first full month at CM Law given timely enrollment. If you do not enroll when you are first eligible (i.e., within the first 30 days of joining CM Law), your future enrollment will be subject to medical underwriting and you must complete a Statement of Health for review by the carrier.

In traditional businesses, including most large law firms, the financial structure captures substantial income revenue that can be used to fund overhead such as group benefits programs (e.g., in a 2015 survey, AmLaw 100 firms retained an average of 61% of all revenue collections to cover overhead and used 39% in compensation to their attorneys). Oftentimes, partners or executives are even required to pay higher premiums to subsidize the benefits offered to associates or junior employees. A core aspect of CM Law’s low-overhead business model is that we push a substantially higher percentage of collected revenue directly down to our attorneys, leaving far less “pie” for the firm to spend on expenses like benefits. This approach enables partners to make purchasing decisions based on what makes the most financial sense for their unique needs–for everything from computer hardware and office supplies to CLE courses. Likewise, we adopt the same philosophy with our partner-funded benefits programs because no two partners–or their families–are exactly the same or desire the exact same type of benefits (e.g., PPO with high premium/low deductible vs. HSA with low premium/high deductible, etc.). For these reasons CM Law does not currently mandate participation in group benefit plans nor does it subsidize the costs of partner benefits.