First again, bitches!

Duece

how is paternity leave changing, if at all?

Patton Boggs thread! Patton Boggs thread!

12:19 is a dude. And on the subject of dudes, someone please let us know if this applies to paternity leave as well.

hooray. more work for the rest of us while these broads get knocked up then meander back in 6 months later and expect the same pay, the same seniority and that we all kiss their asses cause they squirted a kid out while we handled their bullshit deals.

And as to dudes, if some dude took 18 weeks off to play with their kid, I'd punch him out the minute he stepped foot back in the office.

God. Just cause no woman is willing to breed with you freaks is no reason to be bitter.

I for once applaud Simpson.

That is a smart move. Firms still have trouble keeping women, and this definitely shows that Simpson values their female associates, which hopefully will translate to higher retention of female associates.

I would definitely take that into consideration in deciding what firm to go to - those extra weeks are HUGE when adjusting to your new life.

Sullivan & Cromwell increased paid maternity leave to 18 weeks three weeks ago, so S&C seems to have been the leader on this one. It applies to associates in U.S. offices. New policies applicable to associates in foreign offices will be announced soon.

I SQUIRT OUT COFFEE SO YOU CAN HANDLE YOUR BULLSHIT DEALS.

Most firms claim to offer generous maternity/paternity leave, vacations and even tout part-time options, but at which firms do associates/counsel feel they can actually take full advantage of these policies?

Unless proven otherwise, I automatically append an implied caveat to any stated law firm perk, such as: (1) "... as long as you bill over 2,000 per year"; or (2) "... for those attorneys who want off partnership track." For example, STB offers 18 weeks of materinity leave (" ... as long as bill over 2,000 hours that year.").

how do these parent-haters immediately turn up every time there's a post like this? Is something automatically triggered on your computer every time a blog mentions maternity?

anyway, I don't really care. Just stop it.

What's the paternity policy?

Politically Correct Haters: I'm engaged (thankfully) to a non-attorney. And if you think that Simpson or any other firm for that matter truly gives a round rats ass about retaining female associates in particular, you must have just gotten back from your sabatical. And to those who find fault with appending hours requirements to these mindlessly handed out "perqs" why shouldn't it follow that missing 18 (or more) weeks should affect your standing in an organization or for that matter, those who use the 18 weeks again the next year. That would be the equivalent of missing 9 months and I see no reason to deduct that from the partnership track. Frankly, if you've been around the block, you'd know that MOST female associates simply do not come back from maternity leave and, if they do, they then leave within the immediately succeeding year. This is one of the myriad reasons for the miniscule female partner ranks.

any stats on the percentage of female associates who take maternity leave and still make partner?

at my firm, they'll give you your time off wuth a smile, but they'll work you out the door behind your back.

you can't get high billables or a good book of business if you're staying at home playing with your kids or popping out more

I've been Simpsonized!

The big question which Simpson needs to answer is if they reduce your billable targets appropriately.

Are all of the new targets 34/52 times what they used to be (and while not everyone does this, I don't see anything wrong with reducing the bonus amounts by the same fraction)?

If the targets don't come down, this policy is nothing but a worthless extended "vacation".

That is even before we get to if it puts you off partnership track... You have to make your hours/bonus targets before we can even get into that conversation.

http://www.abovethelaw.com/2007/08/simpson_thacher_raises_to_18_w_1.php#trackback

My understanding is that Simpson doesn't have formal hour requirements. I would think that may not be the case for the NYC offices, but I know folks in both the LA and Palo Alto offices and they say that that's the real deal. They generally make their hours anyway just because they work a lot and Simpson has more work than they can shake a stick at, but they tell me that it's a lot easier when you don't have to worry about it and just get your job done instead of constantly tallying up the hours. I wish my firm did the same.

You still don't answer the question 2:07... even if they don't have formal targets they have informal ones. Are they adjusted down accordingly?

Or, better put, if you take your leave are you just like the guy that only billed 1750 down the hall. Sure, STB might not have "formal requirements" but you gotta believe that the guy that only hit 1750 a) isn't on the track and b) isn't getting the same bonus as the guy down the hall that billed 2300.

Actually, 2:18, my understanding is that everyone gets the same bonus, unless they haven't been at the firm for the full year, then it's pro-rated. But the bonus is not tied to hours---that's why there is no formal requirement. They also have central staffing (at least in the Cali offices) so there isn't one person billing 2800 hours while someone else is breezing by at 1400.

I'm sure the hours affect the partnership prospects, but at a place where the PPP are over $2M, there is little chance you're going to make partner (10% or less). I don't think many associates there are planning on making partner, but just planning to put in a few good years, get some good training and then shift elsewhere (especially to PE or banking clients in-house counsel). So, taking the full maternity/paternity leave may only impact your partnership prospects but as most aren't worried about it, it's a moot point.

I know of at least one female senior associate who took the full 6 months maternity leave a year or two ago and there doesn't appear to be any negative repercussions. They were just happy when she came back as her taking the full 6 months maternity was a much more effecient option than trying to get a replacement for her at her skill level (which I think is the view point for most mid-levels and up). The replacement cost is just too high otherwise, so it makes more sense to throw your associates a bone now and again to retain them.

Come on Lat, start up a maternity leave list of shame. Firms that are still at 12 weeks should be embarrassed.

2:29 is correct on all counts. Simpson has lockstep bonuses and no minimum billable requirements, so associates can take the full maternity leave without working harder the rest of the year.

I work at Simpson NYC. We have no billable requirements and, yes, the people who bill 1700 get the same bonus as those who bill 2300. The people at 1700 probably aren't going to make partner, but I'm willing to bet they don't want it anyway.

STB's "flex time" policy says that part time associates have to work the equivalent amount of years as full time associates to be considered for partnership. (Example: you're up after 8 years as a full time associate; if you worked half time for two years, you would have to wait an extra year--your two half years would add up to one full year.) I think this also applies to leaves.

oooh, can all of us girls who aren't getting pregnant have eighteen-week sabbaticals, just to enjoy the fun of having as much sex as possible and not having a screaming brat to show for it?

Can we date? Seriously.

Nice perk unfortunately wouldn't pass muster if legally challenged. The woman is preumptively deemed to be disabled for 8 weeks, thereafter the benefit is a paid personal/child caring leave which cannot be gender based nor limited in terms of the type of 'personal leave"

Perhaps 3:50, but are any of those with standing going to legally challenge it? Unlikely.

I work at an AM Law 200 firm that only provides UNPAID maternity leave. Moreover, there is no adjustment to billable hour requirements for that time off. Does anyone know how common this is?

This is huge news.

ANY perk that BigLaw doles out that is not in terms of cash, but in terms of more time outside of work is a huge benefit.

I guess some of you are too stupid to see that.

I'm at a firm with a minimum of 1900. Hours are prorated to reflect maternity leave, so you're not punished hours-wise for taking it.

Is this confirmed? I just asked two people who work at Simpson, and they are saying that it isn't true.