The Reality of a graduating law student How likely is it (without the 100s of variables that come into play) that a person gets his J.D from a 2nd Tier University and gets paid $250 an Hour within the first 3 years of working?
It would probably be very easy for a third-year associate to find someone willing to pay him $250 to spend an hour fighting a traffic ticket. But if you're talking about a full-time job practicing law with a base salary equal to $250/hour, I'll go out on a limb and say the chances are literally zero. That rate works out to about $520,000 annually, and there is probably not a firm in the world paying that much to third-year associates. Even among the highest-paying firms, the average is closer to $200K, which puts you at $96/hour. The highest associate pay I've hard of is about $330K, and that's for associates at the top of an eight-year pay schedule. And of course, if you're at a top-paying law firm, you're working closer to 60 hours a week than 40. And if you're at the top of their payscale, you're probably closer to 80 hours than 60. So even at $330K, you're still only at about $105/hour. Luckily, these firms often offer very handsome bonuses, but even if you were somehow pulling down $330K for only 40 hours a week, you'd need a $190,000 bonus to get yourself to $250/hour. For lawyers, at least, this does not happen. Anywhere. If it did, it would not happen to a third-year associate. If it did, it would not happen to a third-year associate from a second-tier law school. (It is not at all uncommon for a third-year associate to charge $250/hour, but that associate is not getting paid all or even most of that money.)
What legal options do I have here? It depends on how much you are owed. If it is less than $5000 (in a city court) you can sue them in small claims. If it is more than that, you'll have to sue them in a different court. Do I have a claim to salary if I quit? Yes, absolutely. You quitting does not relieve the business of its obligation to pay you for work you have already performed. In some states, they may also be required to pay you for accrued leave (sick/vacation time). You should not have to work for a company that does not pay you, we got rid of slavery a long time ago. I'm nearly positive I would not have a claim to the 100% discretionary bonus. Maybe, maybe not. This depends on your contract and what you've been told. If you were told (in writing) that you would be given $X amount for a bonus for work performed in 2018, the bonus may no longer be discretionary because the company obligated themselves to pay it via a promise. Bonuses may be harder to argue in court, but if you have sufficient documentation that you were promised this bonus then you may have a claim to it. If you do decide to go to court with this, gather up as much documentation as you can before quitting, print it out and save it to bring to court or to your lawyer. Make sure to get as much as possible, for example if it is an email, get the whole chain, as much of the headers as possible, etc. If you have voicemails, see if you can save them or record them for later. Do not wait too long, have a lawyer draft up a demand letter the moment you quit outlining exactly everything you are owed, including the bonus, vacation, sick days, etc. Deliver this via certified mail. Don't let them say "well we'll get you taken care of next week/month/pay day". There are statutes of limitations (I don't know what they are for NYC) but you should be making an effort to collect, not waiting on them. After you quit, they don't have an incentive to pay you anymore (even though they are legally obligated to).
must all interaction be through a lawyer after receiving the first letter? Consistent with others' answer, no, you don't need a lawyer. But your question in and of itself is indicative of the steep learning curve you would need to undergo in order to avoid "shooting yourself in the foot", as the saying goes. By this I am not encouraging you to get a lawyer (in fact, here on stackexchange and elsewhere I promote litigation in pro per). Instead, I encourage people to learn about the applicable statutes, procedural laws, how to conduct legal research, and to draft/present their arguments in court. Here are some suggestions regarding your response letter: Avoid sarcastic admissions such as "Right, for sure I am at fault for the employer's [fill_in_the_blanks]". If you ask for a clarification, clearly state that you expect reasonably sufficient detail as well as any and all records that substantiate the alleged damages. Although that won't strictly limit the allegations the employer can make in court proceedings, the attorney's reply might help evidencing the employer's vexatious approach later on. Avoid wording that may be misinterpreted as consciousness of guilt. Be assertive and truthful. Keep in mind the lawyer is gauging (1) how easily he can intimidate you, and (2) whether he can make additional claims to harass you via court proceedings. From now on, all your interactions with the attorney and the employer should be in writing (preferably email, given its reproducibility). When unethical individuals are aware that their position is devoid of merit, they are very tempted to indulge in false accusations (of threat, for example). Thus, communications in writing constitute objectively verifiable proof of who is acting unlawfully. Even if the attorney premises on your contract (or employment agreement/manual, or company's guidelines) the alleged damages, the clauses at issue might be illegal and therefore void. For instance, from 2007-2012 my former employer (an Indian IT intermediary) prohibited me --via contract-- to disclose my salary. The contract contained the typical lawyered babbling, but that doesn't mean that all of it was legal. In 2013 I realized that the prohibition violated Michigan law, and he had no option but to strike the entire clause. That being said, I didn't sue him for that, but for other more important matters which are currently pending review in the U.S. Supreme Court. Absent any further context in your inquiry, it is hard to make additional suggestions on how to proceed.
The legal system advances practitioners on a number of criteria, not all of which relate to their legal education. It's essentially the same for all professions - your schooling/education may or may not determine your success in the field. Also relevant would be the social circles you navigate, your achievements post-education, and so on.
Maybe I'm reading Walsh wrong, but it seems to me to be saying that Stout might apply in some cases, but it doesn't in that specific case. I think you are indeed reading it wrong. In the Walsh case, the court says: We have not had occasion to decide the question up to this time, but now that it is presented, we not only reiterate the doubt which we expressed in the McAlpin case (supra), but we think that the question of the defendant's negligence was erroneously submitted to the jury in the Stout case, and that we ought not to follow it as a precedent. It's clearly repudiating Stout here, and not just as it applies to that case. It literally says they think it should not be followed as precedent.
You rightly went to http://www.classactionrebates.com/settlements/talentbin/ which is a reliable source. I would say it was a safe site. A quick search found this court document: https://scholar.google.co.uk/scholar_case?case=5778378514805192456&amp;q=Halvorson+v.+TalentBin,+Inc.&amp;hl=en&amp;as_sdt=2006&amp;as_vis=1 which proves the existence of the case. I would say everything is legitimate
Judges don't have timesheet entries (and are often expressly excluded from FOIA obligations). They get paid salaries and are expected to work hard enough to clear their dockets in reasonable periods of time, however long that takes. If you wanted a more direct evidentiary estimate, you could estimate that a judge and his clerk together probably work 90-120 hours a week, figure out how many trials and hearings of what length were conducted and deduct that time spent on that from the total, and then divide the remaining hours by the number of opinions one can estimate that the judge wrote (or better yet, a reasonable estimate of the number of pages of opinions that one can estimate that the judge wrote). Typically, a lot of the legal research grunt work and more boilerplate parts of an opinion are written by the law clerk under some general instructions from the judge, with the judge writing the more substantive sections personally and heavily (or lightly, depending upon the quality of the law clerk) revising the draft opinion as a whole. The longer the opinion, the more likely it is that a substantial portion of it was written by the law clerk. For similar kinds of legal writing (e.g. appellate briefs and motions for summary judgment and proposed orders or written closing arguments) one to six hours per page from all professionals working on the document would be in the right ballpark. Judicial opinions come with some efficiencies, because once a judge decides a point of law or reaches a factual conclusion it doesn't have to be belabored in the same way that a litigant who isn't sure if their reasoning will be persuasive or not must. But, judicial opinions also typically have to spell out a greater proportion of legal and factual foundation for the end analysis that isn't hotly contested, will summarize all of the material points from the evidence presented in the case, and will frequently also recap in some detail the arguments made by the advocates for both sides of the case before actually engaging with those arguments in an analysis section. On balance, those factors probably pretty much balance out. If the judicial opinion is shorter, elegantly written, contains pithy turns of phrase, and/or contains lots of legal citations or factual analysis not raised by either party, it is probably closer to five or six hours per page or more. If the opinion is longer, has a rote and mechanical feel to it, and has very little factual analysis or references to law not mentioned by the parties, it is probably closer to one hour per page or even less. When some of these factors go one way, and other of these factors go the other way, it is probably in between in terms of hours per page. This said, sometimes it takes a judge a long time to write an opinion, but the end product is very short and elegant. In these situations, often what happened is that the judge and the judge's clerk spent lots and lots of hours writing a long and detailed first draft, then got an insight that provided a much more efficient and succinct way to reach a resolution to the case. In those circumstances, there would be dozens or scores of hours of work that went into the discarded first draft, only to be superseded by a half a dozen or dozen hours devoted to a much shorter final draft. In those cases, the final draft of the opinion might be ten or twenty hours per page or more once you include the time spent on the discarded draft. Of course, another factor is that some judges are just more efficient legal writers than others, and some judges have more familiarity with some areas of law than others. A opinion that might take one judge twenty hours to write might take another judge presiding over the very same case and producing an opinion of the same length and quality a hundred hours to write. The opinion in Meads v. Meads was 176 pages. If I had to make a best guess, I'd estimate that it probably took about 600 hours to write, probably about two-thirds of which was law clerk hours and probably about one-third of which was judge time.
There is a legal dictum, de minimis non curat lex, which might lead to an exasperated court official refusing to issue your lawsuit (with or without providing the $1 out of his own pocket to save everybody's time); I recommend you look it up. But there is no official term for what you suggest, although many lawyers might off the record provide colourful descriptions. If you wish to waste your money on such a claim, then obviously in your view it is worth pursuing. Clients often say "the principle is more important than the money", though they say so more often before they receive the bills than after.