Anonymous wrote:Look, it depends on your specific firm. If it's not in the partnership agreement, then ASK SOMEONE AT YOUR FIRM. That is the only way you will get the on point feedback you're so adament about recieving.

Gee, I wonder why female partners have a reputation for being clueless bitches?

Stop being so hateful. And it is not just a simple matter of reading the partnership agreement or consulting hr - internal policy cannot trump the law.

In answer to your question ... I believe there was an age discrimination case against sidley austin where the eeoc contended that partners were covered by the adea. That might be relevant for fmla too - especially since you are a non equity partner, which is not really like an owner.

At any rate, not covering partners for mat leave is shitty and indicates that the firm in general is not woman/ family friendly. It extends to more than just the partner.

Anonymous wrote:Whether or not the leave bank is open to you depends on the agency. My agency, for example, does not have a leave bank and moreover someone cannot donate leave to you if the purpose is for maternity leave.

Maternity leave in the form of the semi-standard three months off, no. What I'm talking about is leave that allows you to heal from childbirth, so 6 weeks for a vaginal birth and 8 for a C-section, more for complications. Provided you are a member of the leave bank and you have exhausted your annual and sick leave, or will exhaust it during the 6- or 8-week recovery period, then you are covered. I would be surprised if a Federal agency didn't offer that. It's not the same as what people think of as traditional maternity leave, but it's certainly better than nothing. And you're right in that people can't donate for the purpose of maternity leave. If, however, you have complications and require additional time off and you're out of your own leave, then they can donate to you. They don't even have to work for the same agency.

Anonymous wrote:Look, it depends on your specific firm. If it's not in the partnership agreement, then ASK SOMEONE AT YOUR FIRM. That is the only way you will get the on point feedback you're so adament about recieving.

Gee, I wonder why female partners have a reputation for being clueless bitches?

Seriously, I hate to pile on, but if you managed to go to law school, graduate, get a job, and become partner at BIGLAW as you put it, surely you can figure out where your HR person sits in your office? And ask the question? Or read your agreement? You are a lawyer, aren't you?

Look, it depends on your specific firm. If it's not in the partnership agreement, then ASK SOMEONE AT YOUR FIRM. That is the only way you will get the on point feedback you're so adament about recieving.

Gee, I wonder why female partners have a reputation for being clueless bitches?

Our firm's maternity leave policy appplies equally to associates and partners. Non-equity partners continue to get their salary during the leave period. Obviously it hurts your numbers and leaves you vulnerable the following year, but there's not much one can do about that.

DH is a partner at BIGLAW. Partners get paid maternity/paternity leave. Since it has been a while since he has taken paternity leave, I'll find out how long and how much.

Anonymous wrote:

Anonymous wrote:OP here. Thanks for all of your thoughtful replies. One request, please: I'd prefer not to discuss unrelated associate and federal leave bank issues. I'm a nonequity partner at BIGLAW, so I don't profit share. I'm hoping just to hear from those with relevant experience. Many thanks, ladies.

This is an anonymous forum, not some sort of paid consultation. People will chime in with their experiences, and you may find that some of it doesn't apply to you. Just skip it and move on to the next response. Easy!

Thumbs up to this.

Anonymous wrote:We don't know you. We know nothing about your company, benefits, etc. People are posting their experience because that's what you do on this board. As the OP you offered little info about your situation, yet you bitch when people's individual situational experiences don't mimic your own. Either provide more info, or better yet go talk to YOUR HR person and get the information yourself.

Nicely put.

We don't know you. We know nothing about your company, benefits, etc. People are posting their experience because that's what you do on this board. As the OP you offered little info about your situation, yet you bitch when people's individual situational experiences don't mimic your own. Either provide more info, or better yet go talk to YOUR HR person and get the information yourself.

OP, responding to a previous question. The partnership agreement is pretty vague, and says that the firm does not have to compensate for family leave.

Hi, OP here. Could someone else reply with relevant experience (preferably not the trashy element that feels the need for expletive name calling?)

Anonymous wrote:OP here. Thanks for all of your thoughtful replies. One request, please: I'd prefer not to discuss unrelated associate and federal leave bank issues. I'm a nonequity partner at BIGLAW, so I don't profit share. I'm hoping just to hear from those with relevant experience. Many thanks, ladies.

Seriously? Holy crap you are a b@tch. This is an open forum and not just about you. Now I hope you don't get paid while on leave.

Anonymous wrote:OP here. Thanks for all of your thoughtful replies. One request, please: I'd prefer not to discuss unrelated associate and federal leave bank issues. I'm a nonequity partner at BIGLAW, so I don't profit share. I'm hoping just to hear from those with relevant experience. Many thanks, ladies.

This is an anonymous forum, not some sort of paid consultation. People will chime in with their experiences, and you may find that some of it doesn't apply to you. Just skip it and move on to the next response. Easy!

What does your partnership agreement say about maternity leave and other benefits?