This statement sets forth the firm's policy for attorneys employed by the firm concerning leaves of absence for pregnancy, childbirth and parenting.(2) The object of this policy is to strike a fair balance between the business and economic needs and concerns of the firm, the demands and expectations of its clients, and the needs and goals of attorneys seeking to pursue careers and raise families. Consistent with the following standards, the firm expects to be as flexible as possible on a case-by-case basis.
I. Paid Childbirth and Parenting Leave
A. Childbirth Disability Leave
A woman attorney is entitled to leave at full pay for the duration of her disability related to pregnancy and childbirth. The timing and length of childbirth disability leave are to be determined in each case by the attorney's physician based on individual circumstances, as in the case of other medical disabilities.(3)
B. Parenting Leave
In addition, every attorney employed by the firm(4) is entitled to up to six weeks(5) of parenting leave at full pay following the birth of a child or the arrival of a child in the home in contemplation of adoption.(6)
The right to take childbirth and parenting leave(s) is contingent upon the attorney's advising the firm in advance that she/he intends to return to work upon the completion of the paid childbirth and parenting leave(s) and any permitted unpaid additional parenting leave as discussed below. To the extent feasible, 90 days' prior notice shall be given of the anticipated starting and ending dates of such leave. Subject to these requirements and consistent with the needs of the firm, parenting leave may be taken at any time during the one-year period following the birth of a child or the arrival of a child in the home in contemplation of adoption, and need not be taken immediately following birth or adoption or completion of childbirth disability leave.
During the paid childbirth and parenting leave(s), the attorney shall continue to receive all employee benefits previously provided and shall be eligible for salary increases and bonuses.
The fact that an attorney has been on paid childbirth and/or parenting leave(s) shall in no way be considered by the firm in making its partnership determination and shall not affect the timing of such determination.
II. Unpaid Additional Parenting Leave
In addition to paid childbirth and parenting leave(s), an attorney may request unpaid parenting leave for up to a total cumulative paid and unpaid leave of one year following the birth of a child or the arrival of a child in the home in contemplation of adoption. Each request for unpaid additional leave will be considered on a case-by-case basis, taking into account the individual circumstances of the attorney and the needs of the firm.
An attorney requesting unpaid additional parenting leave shall submit a written request to the firm, to the extent feasible, 90 days in advance of the proposed commencement of that leave. The firm will respond as promptly as possible.
During the period of unpaid additional parenting leave, the attorney shall continue to receive all employee benefits previously provided,(7) except that vacation time shall not accrue during the period of unpaid leave.
If an attorney takes paid and unpaid leave exceeding a total of six months, the length of the leave may affect the timing of consideration for partnership but shall not otherwise affect the partnership determination.
At the end of any period of paid or unpaid leave, an attorney is entitled to return to the same or equivalent job the attorney held at the firm prior to taking the leave.
III. Flexible Work Arrangements
Consistent with the needs of the firm, the firm is committed to assisting attorneys who have taken childbirth or parenting leave to make the transition from full-time parenting to the return to the practice of law and to helping all attorneys balance the needs of their families and the demands of their profession on an ongoing basis. Accordingly, the firm will consider requests by attorneys for part-time or other flexible work arrangements, taking into account the needs and concerns of the individual, the firm and the firm's clients.(8)
Any request to be considered for such an arrangement shall be submitted in writing, setting forth in detail the proposed arrangement and the reasons for the request. The firm will respond as promptly as possible.
See the following articles for more information:
- The Importance of Having an Employee Handbook
- Planning for Partner Retirement
- Law Firm Retirement Plans
ENDNOTES
- The format and some of the text of this Model Policy were adapted from the sample policy developed and adopted by several bar associations.
- As used in this policy, "childbirth leave" or "childbirth disability leave" refers to leave available to childbearing women during the period of medical disability related to pregnancy and childbirth, as determined by each woman's physician. "Parenting leave" refers to leave available to women and men, for the purposes of raising and nurturing a child, during the one year period following the birth of a child or the arrival of a child in the attorney's home in contemplation of adoption. Where both types of leave are applicable, childbirth leave and parenting leave are cumulative.
- Disability leave historically has covered a six to eight week period following a normal, uncomplicated childbirth.
- It is recommended that parenting leave be available to every attorney employed by the firm, without regard to the length of time the attorney has been employed by the firm prior to taking the leave. If, however, for economic or other reasons a firm determines it is necessary to impose a durational requirement for eligibility for parenting leave, it is recommended that the durational requirement not exceed one year.
- The duration of parenting leave may be established by each firm. It is recommended that each firm provide a minimum paid parenting leave of six weeks and strongly suggested that each firm consider adopting a policy that provides a longer period of paid parenting leave if it would be economically feasible for the firm to do so.
- Because an adoptive child often will arrive in the home, and parenting responsibilities will begin, before completion of the formal adoption process, this Model Policy provides that an adoptive parent is entitled to begin parenting leave upon the child's arrival in the home in contemplation of adoption, rather than upon completion of the formal adoption process.
- If this would cause economic hardship to a particular firm, that firm may provide in its policy that during the period of unpaid parenting leave the attorney must pay all or part of the expense, at the firm's group rates, of health, life and disability insurance.
- Each firm is encouraged to grant requests for part-time work, a flexible work schedule or job sharing to the extent economically and practically feasible for the firm and is urged to consider adopting more formal policies concerning such work arrangements (stating, e.g., the criteria for granting requests, and the effects on salary, benefits, and partnership determination) and other programs, such as emergency child care, designed to assist working parents in balancing their family and professional lives.
About Harrison Barnes
No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.
A Reach Unlike Any Other Legal Recruiter
Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations-from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:
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This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.
Proven Success at All Levels
With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:
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- Elite boutique firms with specialized practices
- Mid-sized firms looking to expand their practice areas
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He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.
Unmatched Commitment to Attorney Success - The Story of BCG Attorney Search
Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm's unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.
The Most Trusted Career Advisor for Attorneys
Harrison's legal career insights are the most widely followed in the profession.
- His articles on BCG Search alone are read by over 150,000 attorneys per month, making his guidance the most sought-after in the legal field. Read his latest insights here.
- He has conducted hundreds of hours of career development webinars, available here: Harrison Barnes Webinar Replays.
- His placement success is unmatched-see examples here: Harrison Barnes' Attorney Placements.
- He has created numerous comprehensive career development courses, including BigLaw Breakthrough, designed to help attorneys land positions at elite law firms.
Submit Your Resume to Work with Harrison Barnes
If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.
Submit your resume today to start working with him: Submit Resume Here
With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.
A Relentless Commitment to Attorney Success
Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials-he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.
Harrison's work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:
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This level of dedicated support is unmatched in the legal recruiting industry.
A Legal Recruiter Who Changes Lives
Harrison believes that every attorney-no matter their background, law school, or previous experience-has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.
He has worked with:
- Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
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For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist-often in places they never expected.
Submit Your Resume Today - Start Your Career Transformation
If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison's expertise will help you take control of your future.
Submit Your Resume Here to get started with Harrison Barnes today.
Harrison's reach, experience, and proven results make him the best legal recruiter in the industry. Don't settle for an average recruiter-work with the one who has changed the careers of thousands of attorneys and can do the same for you.
About BCG Attorney Search
BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.
