Monday, January 08, 2007
Flextime for the Rest of Us
Although the article mentions that she worked part-time, it's unclear to us whether the author was using the terms flex-time and part-time interchangeably, if Himmelfarb was in fact working a reduced AND flexible schedule, or if flex-time was considered part-time at the firm. In any event, when Ms. Himmelfarb appeared to be "'working harder than [the firm had] been paying [her],'" the firm came to her and gave her the difference in salary.
The article also mentions the following statistics: Greenberg Traurig (Miami office) just elected its first flex-time associate to partner while she was on maternity leave. Sidley Austin (Chicago office) -- 83 female attorneys work a reduced schedule; 22 are partners . Judge L. Randall Weisberg (a man) & Judge Julia Philbrook (a woman), both criminal court judges in Portland OR, job-share in the Multnomah County Circuit Court with each working every other week for half pay and nearly full benefits.
Do you work a reduced and/or flexible schedule? Would you consider sharing your arrangement on the PAR Forum? Often we hear from attorneys who would like to work a reduced or flexible schedule but who need guidance in creating their proposal. Please take a moment to post a few details about your flexible schedule so that other attorneys can benefit from your experience.
Natalie and Heather
Friday, January 05, 2007
More on Fenwick & West
Fenwick & West Implements Innovative Diversity Program
The article notes that another aspect of the program includes partners being asked to ensure that attorneys of both genders and all races and sexual orientations have significant client contact.
PAR has previously discussed two best practices that are similar to Fenwick & West's practices. The first is tying compensation to how well partners support a firm's part-time program and advancement of women, and the second is looking at teams that service the firm's clients to make sure that they include attorneys on alternative schedules and women.
Based on comments made by Fenwick & West partner Ralph Pais at a conference last March sponsored by PAR and the Center for WorkLife Law, it appears that the firm is also exploring innovative programs in the work/life balance arena. The firm's website says that the firm offers "flexible work schedules, reduced billable hour requirements, backup childcare, and an on-site lactation room, and it notes that 30% of the firm's executive management committees are female. Several firms have already instituted programs of tying partner compensation to how well they retain women and support work/life programs. Would anyone from Fenwick & West like to tell us if it includes advancement of women and/or support of work/life programs in its partner compensation program?
Hats off to Fenwick & West!