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[quote=Anonymous][quote=Anonymous]She absolutely will quit over it, that's not the point.  The point is a p/t associate has a numerical hours requirement going in, and this same firm ignored it, and she quit.  Now she's thinking about taking a worse job with no explicit hours understanding at the same firm, and wondering if it will protect her from the unreasonable hours demands they made on her as a p/t associate.  It won't.  You are right that she can then walk away, but there's no upside to her taking a worse job with worse legal work that looks worse on her resume for even less protection against the one thing she says matters: limiting her hours.[/quote]

OP here. As I said in my first post, we have discussed both the hours expectations for the job and the nature of the work I would be doing (e.g., we've discussed which of my prior client contacts they're still working with and want to put me back in front of, which is why it seems unlikely this will be a doc review position). I'm wondering if anyone has been in a similar situation and how it worked out for them. It doesn't sound like you went into your staff attorney position with a similar understanding, which doesn't mean your experience is irrelevant, but it may be different from my situation.

As for an associate position, the hours expectation for associates is a minimum, not a cap, and big law associates are expected to work in excess of that minimum if work flow demands it. This was the issue with my previous associate position -- there was more work than could be done in just my part-time hours minimum and I was expected to work more as a result, which wasn't unreasonable since I was still technically partner-track. They didn't ignore anything about my part-time status, that was just the nature of the job and it didn't work for me.[/quote]

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