- Studying Law at Yale
- Our Faculty
Centers & Workshops
- Centers & Workshops
- Paul Tsai China Center
- Collaboration for Research Integrity and Transparency (CRIT)
- Cultural Cognition Project
- Debating Law and Religion Series
- Global Health Justice Partnership
- Gruber Program for Global Justice and Women’s Rights
- Human Rights Workshop: Current Issues & Events
- Information Society Project
- John M. Olin Center for Law, Economics and Public Policy
- The Justice Collaboratory
- Abdallah S. Kamel Center for the Study of Islamic Law and Civilization
- Law, Economics & Organization Workshop
- Legal History Forum
- Legal Theory Workshop
- The Arthur Liman Center for Public Interest Law
- Middle East Legal Studies Seminar
- The Oscar M. Ruebhausen Fund
- Orville H. Schell, Jr. Center for International Human Rights
- Robina Foundation Human Rights Fellowship Initiative
- The Solomon Center for Health Law and Policy
- Yale Center for Law and Philosophy
- Yale Center for Environmental Law and Policy
- Yale Law School Center for Global Legal Challenges
- Yale Law School Center for the Study of Corporate Law
- Yale Law School Center for Private Law
- Yale Law School Latin American Legal Studies
- Quinnipiac-Yale Dispute Resolution Workshop
- Bert Wasserman Workshop in Law and Finance
- Workshop on Chinese Legal Reform
- Student Life
- Admissions & Financial Aid
- YLS Today
Robert Brown, LL.B. 1970
Partner ESOP Plus, Rochester, NY
Our law firm is one of a handful of highly specialized national boutique firms that practice in the middle market Employee Stock Ownership Plan (ESOP) arena. We advise our clients about matters related to business succession and exit planning in addition to ESOPs.
We have three offices in Columbus, OH, Rochester, NY and West Hartford, CT, and we have six lawyers. All of our lawyers are well known nationally as ESOP advisors.
We guide corporate and individual clients, their attorneys and other trusted advisors through the use of employee ownership and other strategies to create exit plans, succession plans and incentive compensation systems. We also represent lenders and independent fiduciaries in ESOP transactions. Unlike many of our middle market competitors, we are an “ESOP Plus” firm that will point clients toward outright sales, private equity infusions, management buyouts or other exit tools if an ESOP is not appropriate.
Our typical transaction size ranges between $5 million and $50 million, but we have represented clients in $100 million, $500 Million and $1.1 billion transactions in the last several years. Our subject matter expertise draws on tax, merger & acquisition and employee benefits law. For over 30 years I was a member of the executive committee of the Tax Section of the New York State Bar Association. Our lawyers are also members of The ESOP Association, the National Center for Employee Ownership and the American College of Employee Benefits Counsel.
The bulk of our employee ownership practice is driven by the demography of the baby boom, so we are somewhat less affected by cyclical economic trends than are other merger and acquisition specialists. Our positioning as a small, low-overhead boutique with deep subject matter expertise and experience gives us a competitive advantage over many traditionally organized law firms. There are only a few of the very large firms, including Morgan Lewis and McDermott Will that compete effectively in our space. We have worked on a number of transactions with those firms. Our ESOP Plus practice is described more fully at www.esopplus.com.
All of our offices are in relatively small but sophisticated cities where we have many individual opportunities to participate in a wide variety of political, civic, social and athletic opportunities. The opportunity to make positive changes in our communities also offers wonderful advantages to us individually by contributing to lifelong learning and continuous personal growth.
Stress in my life arises principally out of concern for whether I have done the best job for my clients. The relatively easy logistics of living in Rochester, West Hartford and Columbus allows our lawyers to juggle job, family, and other commitments with comparative ease. I spend 40 to 50 hours per week on matters related to our practice.
We earn an average partner compensation that is similar to that earned at other successful small firms in western New York, central Connecticut and central Ohio. Our partner compensation is not high by absolute dollar comparison with the top compensation in New York or Washington, but it is comparable when adjusted for the relative cost of living. More importantly, we can preserve the lifestyle values that are important to us and to our families.
You owe it to yourself to consider smaller (I think Yale calls them “modest”) cities and a highly-specialized boutique practice. You can be a big fish in a small pond, you can still participate in national and international practice areas and you can live a more rounded life than your classmates who work 2,500 billable hours per year in New York, Washington or London without any reasonable guarantee of job security.