Reply to How does maternity leave work for a law firm partner? No FMLA?

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Reply to "How does maternity leave work for a law firm partner? No FMLA?"

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]OP here.  I came here for guidance not only because I am in my first trimester, and afraid of the repercussions of disclosing my pregnancy too soon, I am the only woman partner to be pregnant in this BIGLAW firm in many many years (if ever, that is).  I am entirely surrounded by men, and the partnership agreement does not specify how a woman in my situation will be treated.  I am the chief financial support for my family, and am worried about how to continue providing for them given the uncertainty about how I will be "handled" by the firm.
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If you wouldn't put all the above into your original post I'm sure the responses would've been more to your liking. The 4 pages worth of threads is your own doing.[/quote]

ITA. And I will also note that this is something OP should have investigated before accepting the partnership if she is, in fact, the primary financial support to her family. No job decision is made in our house without considering the impact to our finances and the impact to our health care,since those are the two most important things to us, even more so than the amount of money we make every year. OP, it's time you do a little growing up and realize you have to start thinking about more than just money.[/quote]

I can see how people would have been ruffled by the tone of that one post by OP, sure, but that aside, I don't agree that OP "should have investigated" how maternity leave would be handled before "accepting the partnership."  Particularly in a male-dominated partnership.  What was she supposed to say when she offered partnership after working, presumably, very, very hard to earn that offer?  Hmm, let me think about it, and before I accept, what is your maternity leave policy for female partners?  Come on, that would never happen in real life!  If you get a promotion, you take it, assuming you want to stay on track in that field and place of business (and if you don't want to stay on track/there, you leave or reduce schedule or whatever, none of which OP did).  Presumably the promotion came with greater remuneration, and as such she has more cushion to cover a potential 3 months of unpaid leave, if it were to come to that.  [/quote]

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