Convalescent Leave at Law Firm

[Anonymous]

This is a law firm specific question — law firms are odd places — so probably only law firm experience is relevant to the answer. I am an associate at a large law firm that has an hours requirement. The requirement is very firm; missing by hours means no bonus.

Earlier in the year my grandmother died. I contacted HR and was told via email that I was entitled to 3 paid days leave and that I just had to enter con leave on my time entry. I thought that these were real days of “paid leave” and didn’t make-up the hours with other work. Now in January, I am being told by my evaluator I didn’t make my hours and that *his thought* is that con leave is just 3 days you don’t have to show-up to the office but the hours don’t get annualized into the billing requirement.

Does this seem right? What should I do?

[Anonymous]

Welcome to Big Law!

[Anonymous]

OP here: I may be losing my mind. I actually mean “bereavement leave.” This issue has gotten me beside myself.

[Anonymous]

I think it’s like sick days - you’re entitled to then, but taking then has no impact on billable hour requirements

[Anonymous]

Yes, billable hour requirement doesn’t change unless there is a formal change to your work schedule (you go 80% or have maternity leave). Sick days, funerals, vacation. Billable requirement is the same.

[Anonymous]

I’m not a lawyer but surely this is written in a contract you signed?

[Anonymous]

Anonymous wrote:I’m not a lawyer but surely this is written in a contract you signed?

Ha. Most definitely not.

[Anonymous]

Sorry for your loss OP. Sadly, I don’t think most firms would lower your billable hours requirement to account for those 3 days. I don’t think my firm does that for mat leave even. But if you are short by like exactly 24 hours, I think you can make a fuss.

[Anonymous]

Anonymous wrote:Yes, billable hour requirement doesn’t change unless there is a formal change to your work schedule (you go 80% or have maternity leave). Sick days, funerals, vacation. Billable requirement is the same.

OP here: If that is true, in what sense is this “paid time off”? I checked the written policy and it says bereavement leave is paid time off “treated as time worked.” I supposed it doesn’t says “billable time worked,” but then what is the point of it? The policy has different amounts of time for different relatives. What is the point if the hours requirement is the same???

[Anonymous]

Anonymous wrote:Welcome to Big Law!

+1

Sorry to hear that OP - I don’t know if some Big Law firms do comp hours for bereavement - but after 10+ years in Big Law - I’d assume it’s not standard to do so.

It’s a brutal business.

If your firm does this- see if you can see what hours they have calculated for you. Sometimes there’s some shenanigans in the part of the billing partner and your hours get moved to a non-billable category….

[Anonymous]

Anonymous wrote:

Anonymous wrote:Yes, billable hour requirement doesn’t change unless there is a formal change to your work schedule (you go 80% or have maternity leave). Sick days, funerals, vacation. Billable requirement is the same.

OP here: If that is true, in what sense is this “paid time off”? I checked the written policy and it says bereavement leave is paid time off “treated as time worked.” I supposed it doesn’t says “billable time worked,” but then what is the point of it? The policy has different amounts of time for different relatives. What is the point if the hours requirement is the same???

You get paid even though you were not physically there. Same with vacation. We got 3 weeks. Billable hours were the same. You basically have to figure out your daily requirement after accounting for whatever leave you will take. Allegedly the billable requirement is set with this in mind so they have already taken out those hours for your leave.

Biglaw is a little crazy. That is why they pay so much.

[Anonymous]

I have never heard of billable hours being reduced under these circumstances. I would also have thought that anyone using leave would clarify this given that bonuses are based on meeting hours. Sorry for your loss and I hope you don’t take too big of a financial hit for this.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Yes, billable hour requirement doesn’t change unless there is a formal change to your work schedule (you go 80% or have maternity leave). Sick days, funerals, vacation. Billable requirement is the same.

OP here: If that is true, in what sense is this “paid time off”? I checked the written policy and it says bereavement leave is paid time off “treated as time worked.” I supposed it doesn’t says “billable time worked,” but then what is the point of it? The policy has different amounts of time for different relatives. What is the point if the hours requirement is the same???

PP here - There is no time off unless it’s maternity leave or short term disability (maybe).

They justify this as making the bonus “discretionary” - your salary is what you get for showing up everyday and being available. Your bonus is for your work product.

It sucks - I don’t mean to be snarky - but it’s the way the firms work. I’m sorry your mentor didn’t clarify.

[Anonymous]

Anonymous wrote:I’m not a lawyer but surely this is written in a contract you signed?

So curious why you thought a lawyer wouldn’t have mentioned the relevant terms of a contract if there were a contract in effect!

[Anonymous]

I would never expect billable requirements to be adjusted for sick leave or bereavement leave. However, if you’re only a handful of hours away from qualifying for your bonus, most I would absolutely expect the head of your group to advocate for an exception given the unexpected bereavement leave. And if s/he doesn’t even try, then you know where you stand - you don’t have an advocate and are not going to get far.