The market’s march toward 18 weeks of paid maternity leave looks like it’s accelerating to a sprint, or at least a nice jog.
I’ve updated the maternity and paternity leave charts to reflect recent news at Dewey & LeBoeuf and WilmerHale, both of whom have moved to 18 weeks of paid maternity leave, as well as updates and corrections from various other firms.
I also updated the clerkship bonus chart to include Proskauer Rose.
(I’ll be updating the mirrors of these charts on Above The Law as well, but the server’s a bit flustered at the moment.)
3 responses so far ↓
1 Sandy // Apr 23, 2008 at 9:15 am
I am a 3L about to take the Bar this July, and I plan to start my job with a V50 firm in August. I found out that I am pregnant a few weeks ago, and my baby will be due in mid-November, just about 2 1/2 months after I start. When should I tell the firm? Should I take the full 12 weeks of maternity leave that they offer? Will the fact that I am taking leave 2 months after starting cause them to give me less important or interesting work? Do you think they will tell me to push back my start date until after the baby is born? Any other advice? This is such an exciting time, both because I am really looking forward to working and I am really looking forward to being a mom. Can I have both? Thanks!!
2 Associate Pirate // Apr 25, 2008 at 7:41 am
Congratulations Sandy!
I would recommend telling the firm at around the 12-week point, since that’s probably when you’d be telling everyone else.
I would also recommend starting in August with everybody else so that you’re integrated into the firm. You might want to start as early as possible in August so that you have more time to ramp up, and so you’re at the firm at least 90 days before the birth. (Although you’ve asked about a one-year cutoff elsewhere, some firms have a 90-day threshold for eligibility for benefits.)
The “Can I have both” question is a huge one, but firms are working on it. The partners you want to work with will try to be supportive. The partners who aren’t supportive aren’t partners you want to work with anyway.
Take the full maternity leave — Thanksgiving, December and the first week of January are usually slow anyway — but use Citrix, etc. to check in on matters remotely so that you’re still on your colleagues’ radar and can convey an impression of availability. Ask other associates in your practice area which partners are the least worried about face-time, and try to work with those partners. Also try to target assignments that are easy to work on from home at odd hours, as your schedule may be unpredictable. (If you’re doing litigation, you may find that document review, while not exactly exciting, works for this.)
Try to line up support systems early (nanny, maid, etc.) to ease your load and make it easier for you to handle unpredictable schedules at work. The firm will probably be able to make recommendations. And if they have on-site or near-site childcare, get on the waiting list. (That said, many associates prefer the nanny option to schlepping their children into the city.)
3 Sandy // Apr 25, 2008 at 5:21 pm
Thanks! You are so much more encouraging and positive than anyone else I’ve talked to about this
It seems that there is a general air of fear or shame surrounding the issue. I greatly appreciate your down-to-earth advice and support.
Leave a Comment