CMCP Membership Dues Restructure 2019
CMCP has restructured its dues model to allow us to continue to expand as well as increase benefits to members in terms of conferences, resources, programs and events supporting minority lawyers. We have steadily increased our expansion in these areas over the last several years and require sufficient revenue in order to sustain or increase this growth.
CMCP’s last recorded increase in membership fees was in 2005. Most membership organizations increase their membership fees by an average of 2-3% per year. Like any California business or nonprofit organization, CMCP’s operating expenses, such as rent, though carefully managed, have increased steadily. Meanwhile revenue from membership dues, which support operations throughout the year, have been stable but have not grown at the same rate as expenses.
CMCP membership continues to be priced lower than other legal diversity organizations.
CMCP’s composition of legal departments, Big Law, small and minority-owned law firms combined with a California focus offers members in all categories unique opportunities for access to peers and prospective business partners in one place, frequently in environments which encourage meaningful relationship-building. No other California organization offers this value proposition, and those who offer some of these benefits do so at a higher cost.
ADDITIONAL VALUE TO CMCP MEMBERS FROM DUES MODEL RESTRUCTURE
- More programs in more locations which begets:
- more useful and up-to-date content on professional and business development, and diversity
- more networking opportunities to access potential clients and expand network of peers
- more speaking opportunities
- more opportunities for meaningful engagement with CMCP, e.g. CMCP Ambassadors Council for next generation lawyers, Newsletter Committee and Conference Planning Committee
- New initiatives, programming and resources. For example:
- more programs supporting minority in-house attorneys
more programs and resources for minority attorneys at critical stages of their careers, especially in early years at firms or in-house, and in the years after becoming partner
- an initiative to specifically address minority associate retention issues at law firms
|Membership Type||Annual Dues Rate|
|CORPORATION / PUBLIC AGENCY|
|Corporation 51+ attorneys||$5,000|
|Corporation 11 – 50 attorneys||$3,500|
|Corporation 1 – 10 attorneys||$1,000|
at Corporate/Public Agency Legal Department
|Law Firm 151+ attorneys||$6,000|
|Law Firm 51 – 150 attorneys||$4,500|
|Law Firm 11 – 50 attorneys||$3,000|
|Law Firm 1 – 10 attorneys||See note3|
Small Majority-Owned Law Firms – 2019 only2
at Law Firm (maximum 2 per firm)
(litigation services, consultants, vendors, etc.)4
- A Minority-Owned Law Firm is one in which at least 51% of the partners/shareholders/owners are attorneys of color.
- Beginning in January 2020, dues for all firms will be determined by number of attorneys. Membership dues of firms with 1 – 10 attorneys will be $1,000 effective January 2020.
- Law firms with 1-10 attorneys that are not Minority-Owned Firms are considered Small Majority-Owned Firms; dues will be $500 in 2019 and $1,000 in 2020.
- Dues for Service Providers parallel that for law firms; the dues rate is based on number of professionals (recruiters, consultants, mediators or other non-administrative staff) instead of by number of attorneys.