As a firm, we recognize and respect the inherent challenges involved in balancing high-quality legal practice with life outside of work. These challenges are often magnified for attorneys with children, as we know from experience: 90% of the Firm’s partners and approximately half of the Firm’s attorneys are parents.
In an effort to better address the work-family needs of all of our attorneys, the Firm has an expanded Flexible Work Arrangements Program. We offer our attorneys a wide range of flexible work options, including: reduced-hours schedules at 60% to 80% of the workweek; telecommuting arrangements; and job sharing in appropriate cases. Currently, over 20 attorneys have flexible work arrangements pursuant to this program.
The Firm also allows Time Out Leaves, enabling eligible attorneys to take unpaid leaves of absence from the Firm lasting one to three years for family reasons. A Time Out Leave permits an attorney to devote an extended period of time to family responsibilities.
In addition to the Flexible Work Arrangements discussed above, we try hard to provide our attorneys with the greatest possible amount of support in the critical months following the arrival of a new child. Attorneys are entitled to eighteen weeks of paid primary caregiver leave, and one month of paid secondary caregiver leave for births or adoptions. Primary caregivers may also take an additional eight weeks, and secondary caregivers an additional twelve weeks, of unpaid leave. The Firm maintains a lactation room for new mothers in its New York office, to facilitate their transition back to work. In addition, we provide back-up child care for all employees in our U.S. offices through Bright Horizons, a national day care center, as well as temporary in-home child and elder care services on an emergency basis.