Katten FAQ

Have questions about working at Katten? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Katten.

All answers shown come directly from Katten Reviews and are not edited or altered.

27 English questions out of 27

October 4, 2021

What are perks and other benefits like at Katten?

Pros

Great benefits, flexible work policy

Cons

Lawyers are hard to work with sometimes

Great benefits, flexible work policy

October 4, 2021

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May 3, 2021

Does Katten offer an employee assistance or workplace counselling program?

Pros

Good benefits and good people

Cons

Recent layoff and warning ahead of time.

Good benefits and good people

May 3, 2021

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January 5, 2021

Does Katten offer unlimited time off?

Pros

Katten offers decent benefits, however, they don’t offer a 401(k) match. You have to jump through hoops to schedule non-accrued time off in advance because their technology systems don’t comply with their policies and they’re not in a hurry to correct the system. Management is inconsistent in approving advanced paid time off requests so you have to catch management when they’re in an accommodating mood because even if the benefit manual lays out the process in a particular way, management will apply their own interpretation to the stated policy. Katten touts itself as a great place for women to work but it was dumbfounding that the office administrator discouraged the use of the “Comfort Room” that was intended to be a resource for women.

Cons

I was hired at a salary under market for my role and experience and the merit increases and bonuses were insufficient to catch me up with my peers. There was no formal, intentional training. (The Administrator was reactive – not proactive.) Expect stagnancy because there aren’t any defined career goals and the Administrator doesn’t encourage collaboration or professional development. The Administrator unashamedly showed favoritism so didn’t apply Firm policies, discipline or rewards impartially. The opportunity for advancement was practically non-existent. Katten lacked an adequate business continuity plan when COVID hit so was ill-prepared to respond to COVID in a thoughtful, non-discriminatory manner. Katten is resistant to change, is satisfied with the status quo and struggles with follow-through on projects. Katten lags its peers in innovation and resisted developing uniform remote work capabilities. Its unwillingness to come up to speed in that disrespected employees' interests. The Administrator was more concerned about when you clocked in or out than your career advancement or work/life balance. More flexibility could have been offered but that kind of “perk” depended on who you were and where you were on the Administrator's "like" meter– not necessarily the business need. The Human Resources Department has opted to establish and maintain a formal written policy that reserves the Firm’s right to discriminate in its hiring practices. Advancing your career at Katten is about “who” you know - not about equal opportunity. Your career is subject to stagnation. Leaders don't welcome or embrace unsolicited ideas or opinions so you'd be wide to keep your thoughts to yourself. If you complain about sexual harassment or discrimination, you will eventually find yourself on the receiving end of a termination letter.

Advice to Management

Don’t be so naïve as to believe that employees accept at face value your representations because they are discerning enough to recognize when you’re being dishonest. Reward employees who are innovative enough to suggest areas of improvement and bold enough to stand against the lies. Realize a save by redirecting the resources currently dedicated to the “innovation” attorney to a team of individuals dedicated to overseeing compliance efforts in general and, in particular, an overhaul of the Human Resources Department. Stop disrespecting faithful employees who stand up for what is right by retaliating. Create a culture of integrity instead of enabling the persistent culture of lies in place that protect attorneys who don't deserve protection.

Management is inconsistent in approving advanced paid time off requests so you have to catch management when they’re in an accommodating mood because even if the benefit manual lays out the process in a particular way, management will apply their own interpretation to the stated policy.

January 5, 2021

See 3 more answers

January 5, 2021

What is the retirement plan like at Katten?

Pros

Katten offers decent benefits, however, they don’t offer a 401(k) match. You have to jump through hoops to schedule non-accrued time off in advance because their technology systems don’t comply with their policies and they’re not in a hurry to correct the system. Management is inconsistent in approving advanced paid time off requests so you have to catch management when they’re in an accommodating mood because even if the benefit manual lays out the process in a particular way, management will apply their own interpretation to the stated policy. Katten touts itself as a great place for women to work but it was dumbfounding that the office administrator discouraged the use of the “Comfort Room” that was intended to be a resource for women.

Cons

I was hired at a salary under market for my role and experience and the merit increases and bonuses were insufficient to catch me up with my peers. There was no formal, intentional training. (The Administrator was reactive – not proactive.) Expect stagnancy because there aren’t any defined career goals and the Administrator doesn’t encourage collaboration or professional development. The Administrator unashamedly showed favoritism so didn’t apply Firm policies, discipline or rewards impartially. The opportunity for advancement was practically non-existent. Katten lacked an adequate business continuity plan when COVID hit so was ill-prepared to respond to COVID in a thoughtful, non-discriminatory manner. Katten is resistant to change, is satisfied with the status quo and struggles with follow-through on projects. Katten lags its peers in innovation and resisted developing uniform remote work capabilities. Its unwillingness to come up to speed in that disrespected employees' interests. The Administrator was more concerned about when you clocked in or out than your career advancement or work/life balance. More flexibility could have been offered but that kind of “perk” depended on who you were and where you were on the Administrator's "like" meter– not necessarily the business need. The Human Resources Department has opted to establish and maintain a formal written policy that reserves the Firm’s right to discriminate in its hiring practices. Advancing your career at Katten is about “who” you know - not about equal opportunity. Your career is subject to stagnation. Leaders don't welcome or embrace unsolicited ideas or opinions so you'd be wide to keep your thoughts to yourself. If you complain about sexual harassment or discrimination, you will eventually find yourself on the receiving end of a termination letter.

Advice to Management

Don’t be so naïve as to believe that employees accept at face value your representations because they are discerning enough to recognize when you’re being dishonest. Reward employees who are innovative enough to suggest areas of improvement and bold enough to stand against the lies. Realize a save by redirecting the resources currently dedicated to the “innovation” attorney to a team of individuals dedicated to overseeing compliance efforts in general and, in particular, an overhaul of the Human Resources Department. Stop disrespecting faithful employees who stand up for what is right by retaliating. Create a culture of integrity instead of enabling the persistent culture of lies in place that protect attorneys who don't deserve protection.

Katten offers decent benefits, however, they don’t offer a 401(k) match.

January 5, 2021

See answer

January 5, 2021

What is paid time off like at Katten?

Pros

Katten offers decent benefits, however, they don’t offer a 401(k) match. You have to jump through hoops to schedule non-accrued time off in advance because their technology systems don’t comply with their policies and they’re not in a hurry to correct the system. Management is inconsistent in approving advanced paid time off requests so you have to catch management when they’re in an accommodating mood because even if the benefit manual lays out the process in a particular way, management will apply their own interpretation to the stated policy. Katten touts itself as a great place for women to work but it was dumbfounding that the office administrator discouraged the use of the “Comfort Room” that was intended to be a resource for women.

Cons

I was hired at a salary under market for my role and experience and the merit increases and bonuses were insufficient to catch me up with my peers. There was no formal, intentional training. (The Administrator was reactive – not proactive.) Expect stagnancy because there aren’t any defined career goals and the Administrator doesn’t encourage collaboration or professional development. The Administrator unashamedly showed favoritism so didn’t apply Firm policies, discipline or rewards impartially. The opportunity for advancement was practically non-existent. Katten lacked an adequate business continuity plan when COVID hit so was ill-prepared to respond to COVID in a thoughtful, non-discriminatory manner. Katten is resistant to change, is satisfied with the status quo and struggles with follow-through on projects. Katten lags its peers in innovation and resisted developing uniform remote work capabilities. Its unwillingness to come up to speed in that disrespected employees' interests. The Administrator was more concerned about when you clocked in or out than your career advancement or work/life balance. More flexibility could have been offered but that kind of “perk” depended on who you were and where you were on the Administrator's "like" meter– not necessarily the business need. The Human Resources Department has opted to establish and maintain a formal written policy that reserves the Firm’s right to discriminate in its hiring practices. Advancing your career at Katten is about “who” you know - not about equal opportunity. Your career is subject to stagnation. Leaders don't welcome or embrace unsolicited ideas or opinions so you'd be wide to keep your thoughts to yourself. If you complain about sexual harassment or discrimination, you will eventually find yourself on the receiving end of a termination letter.

Advice to Management

Don’t be so naïve as to believe that employees accept at face value your representations because they are discerning enough to recognize when you’re being dishonest. Reward employees who are innovative enough to suggest areas of improvement and bold enough to stand against the lies. Realize a save by redirecting the resources currently dedicated to the “innovation” attorney to a team of individuals dedicated to overseeing compliance efforts in general and, in particular, an overhaul of the Human Resources Department. Stop disrespecting faithful employees who stand up for what is right by retaliating. Create a culture of integrity instead of enabling the persistent culture of lies in place that protect attorneys who don't deserve protection.

Management is inconsistent in approving advanced paid time off requests so you have to catch management when they’re in an accommodating mood because even if the benefit manual lays out the process in a particular way, management will apply their own interpretation to the stated policy.

January 5, 2021

See 2 more answers
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27 English questions out of 27

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