We understand that life presents challenges and changes—and sometimes things just come up. Which is why our work/life balance options place a premium on flexibility, especially for lawyers with primary child-care responsibilities.
You’ll also find that the way we conduct business and ourselves makes a difference. Your compensation isn’t reduced when you take maternity or paternity leave, for example, and colleagues often pitch in while you are out.
In addition to formal maternity and paternity leave programs, associates may work on reduced schedules or telecommute, as determined collaboratively by our firm and the lawyer, on a case-by-case basis. In recent years, many new mothers have opted for a 60% schedule as they transition back to a full-time commitment.
In the long run, the flexibility you find here strengthens your performance and that of the firm overall.