Anonymous wrote:I worked in a litigating division as a trial attorney and then in a leadership role where I was privy to hiring info. It could be different in the United States Attorney's Office where you have been hired (this does vary a bit), but we brought attorneys on board before their background checks were completed; folks would simply begin work, knowing that they could be let go if they were found unsuitable. So, at least in our office, you would probably start before your background check is complete, so waiting for the completion of that wouldn't be something to worry about.
I know this doesn't totally answer your question regarding what you should "do," but hopefully the context helps a bit.
Anonymous wrote:Anonymous wrote:OMG. That is a horrific policy. Is that common in law firm world? Wish you could name and shame without sacrificing your anonymity!
This is common at firms that have long leaves.
If a firm is paying you 6 months leave, they are doing it so that you are in a good position to return and not be sleep deprived and can hit the ground running. It is an investment so that the firm gets a return on their investment.
You can probably take 6 weeks (medical) without owing the firm $.
How long were you planning on taking after the baby is born?
Anonymous wrote:Anonymous wrote:OP here: I just learned one additional wrinkle. My firm has a policy that employees are required to repay paid leave if they resign within six months of the leave ending. Ugh.
Should I call my employment lawyer friends and find out if that is even enforceable?
Of course, there is always a glimmer of hope the firm would waive this because they want to maintain a good relationship with someone who will be prosecuting their clients. (I have heard rumors of the firm waiving other policies to suck-up to people departing to work in house). Then again, I should probably not assume that. Sigh.
Uh, that's a major conflict of interest and for a fed to even hint at that is unethical.
Anonymous wrote:Anonymous wrote:OP here: I just learned one additional wrinkle. My firm has a policy that employees are required to repay paid leave if they resign within six months of the leave ending. Ugh.
Should I call my employment lawyer friends and find out if that is even enforceable?
Of course, there is always a glimmer of hope the firm would waive this because they want to maintain a good relationship with someone who will be prosecuting their clients. (I have heard rumors of the firm waiving other policies to suck-up to people departing to work in house). Then again, I should probably not assume that. Sigh.
Uh, that's a major conflict of interest and for a fed to even hint at that is unethical.
Anonymous wrote:OMG. That is a horrific policy. Is that common in law firm world? Wish you could name and shame without sacrificing your anonymity!
Anonymous wrote:OP here: I just learned one additional wrinkle. My firm has a policy that employees are required to repay paid leave if they resign within six months of the leave ending. Ugh.
Should I call my employment lawyer friends and find out if that is even enforceable?
Of course, there is always a glimmer of hope the firm would waive this because they want to maintain a good relationship with someone who will be prosecuting their clients. (I have heard rumors of the firm waiving other policies to suck-up to people departing to work in house). Then again, I should probably not assume that. Sigh.
Anonymous wrote:I would raise it once you are at the point of setting a start date. You will know better then what the best course of action will be. If your proposed start date is say 2 months or less before you are due, I would definitely see if you can defer it to after you have the baby.
Anonymous wrote:Anonymous wrote:Yes. Take time.
does anyone ask if they can defer one of these positions a year?