Dickson Frohlich Reviews

The partners are completely disconnected from reality: "we have to pay for medical and dental benefits for our families, so administrative staff should have to do so as well." As though the income for a partner is even remotely close to the income paid to administrative staff. Secondly, the firm administrator is a micro-manager who cannot and will not ever allow anyone to give feedback to her that she did not originate. The firm wants million-dollar clients, yet is unwilling to spend the money required to make the Seattle office look like it is successful enough to handle million-dollar litigation.

High turnover: In the 7 months I was with Dickson Frohlich, I watched 1/3 of the small staff be either fired or quit (mostly fired). They are not looking to establish long term employment relationships. If you are disliked by the HR admin for any reason, you will be fired. She will begin nitpicking your performance to generate reasons. Micromanagement: It is not in the job description, but in addition to “billable” hours, it is standard at DF to also track all non-billable tasks and administrative duties to prove that you are productive while at work. I didn’t realize this when I started and was immediately accused of doing nothing at my desk all day (based on nothing). In reviews, my rate of pay and pay negotiations at hiring were brought up later to instill guilt. I was told I was not worth my pay and that they did not want to pay my position what they agreed, but since I negotiated I needed to prove my worth. I was asked to clock in/out and exact intervals and could not adjust my time without management approval, even if I just forgot to clock in or out. Every job I’ve ever had we submit time sheets. We are adults! Not a concept here. I happily adjusted to doing this, but they were sticklers about it. They attentively watched the time I would scan my key into the front door, I had to sign into a sheet, I had to clock in online, and I had to send a Teams message to ensure everyone knew I was at work, and on time. Just seemed a little much and showed a lack of trust. No COVID protections: No additional time off, no flexibility, no hazard pay or PTO. All older employees get to WFH indefinitely. If you are new, you must be in office. Once we got some new people hired (with the high turnover) 4-5 in-office employees ended up with COVID. I never saw further sanitation measures taken from there or protections for those in-office and risking exposure everyday. They did not require testing of current employees. Before the election, it was common to see upper management comment about how COVID was not real and would “disappear” after the election (it did not). Scary stuff. While working here, I avoided being around my senior parents, as my only precaution.