Anonymous wrote:

Anonymous wrote:OP, is there any harm in asking someone (IDK if it's HR or if there's a partner who manages your comp) what gives? That you know you didn't make your hours, but your experience has been that means a 25% hit, not a 75% hit (or whatever it was), and is there any message you're supposed to take away from that.

Was there any messaging with the bonus so far as what other Senior Associates got? I know when I get my bonus, there's some info about what the average increase was, % of comp, etc. and why I got what I got. I'm sure I don't know everything, but I did get dinged once and was able to claw back some of it.

Here’s the truth: if you do this and suggest convincingly that you’re just asking, eager to remain at the firm and meet your hours this years, etc. (i.e., lie), there is a small but nonzero chance the firm could make some kind of accommodation. If nothing else to avoid the headache of a pregnant woman complaining. Different firms have different levels of strictness about the books being closed once bonuses are out. You won’t get to 100% but they could give you something.

If you then leave shortly thereafter, every partner with knowledge of the situation will carry that with them the rest of your career. Maybe you’ll come across one of them in the future, maybe not. But you’ll never be able to ask them to put in a word for you, they’ll never recommend you for a role, or refer business to you. If they’re ever called by a third-party diligence firm when you’re up for something, they will say (on top of whatever the performance eval is) that you were dishonest.

Can’t imagine that’s worth $10k, but do with it what you will.

Anonymous wrote:OP since you already have a new job; why don’t you see if you can up your bonus by threatening to sue for discrimination? It’s easy to prove if others earned more in the same situation, but you got dinged for or while being preggo

I’m sick and tired of people being harsh on women

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am a senior associate at a biglaw firm. I am also pregnant. This year my firm gave me only a very small bonus (like smaller than the first years get). I did just miss the criteria to get the BIG bonus, but in my experience the firm usually just discounts the bonus (by maybe 25%) for people who miss the criteria.

I suspect that the reason the firm got cheap on my bonus is that they think I can’t move anywhere while I’m pregnant. BUT—jokes on them—I have another job lined up. I am about to give notice. Should I be honest about my suspicion about the reason for my low bonus, or should I just move on?

OP - I promise you that your firm did not stiff you on your bonus because you're pregnant. I promise.

They stiffed you because you didn't hit your targets. If you're a mid or senior associate not hitting hours, that's the writing on the wall to the firm that you're not going to make partner -- which means the firm is already shifting to the mindset that they don't need to try and retain you. Nothing to do with your pregnancy.

It doesn’t matter WHY they did it. It matters WHAT it looks like. Right? Perceived or real, and a vulnerable state. As long as she can prove she was treated differently than a non-pregnant peer with the similar hours, the law firm would be fing dumb not to make her whole. Non-disparagement included in the separation agreement.

Don’t be stupid OP. Get yours

Anonymous wrote:OP, is there any harm in asking someone (IDK if it's HR or if there's a partner who manages your comp) what gives? That you know you didn't make your hours, but your experience has been that means a 25% hit, not a 75% hit (or whatever it was), and is there any message you're supposed to take away from that.

Was there any messaging with the bonus so far as what other Senior Associates got? I know when I get my bonus, there's some info about what the average increase was, % of comp, etc. and why I got what I got. I'm sure I don't know everything, but I did get dinged once and was able to claw back some of it.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am a senior associate at a biglaw firm. I am also pregnant. This year my firm gave me only a very small bonus (like smaller than the first years get). I did just miss the criteria to get the BIG bonus, but in my experience the firm usually just discounts the bonus (by maybe 25%) for people who miss the criteria.

I suspect that the reason the firm got cheap on my bonus is that they think I can’t move anywhere while I’m pregnant. BUT—jokes on them—I have another job lined up. I am about to give notice. Should I be honest about my suspicion about the reason for my low bonus, or should I just move on?

OP - I promise you that your firm did not stiff you on your bonus because you're pregnant. I promise.

They stiffed you because you didn't hit your targets. If you're a mid or senior associate not hitting hours, that's the writing on the wall to the firm that you're not going to make partner -- which means the firm is already shifting to the mindset that they don't need to try and retain you. Nothing to do with your pregnancy.

It doesn’t matter WHY they did it. It matters WHAT it looks like. Right? Perceived or real, and a vulnerable state. As long as she can prove she was treated differently than a non-pregnant peer with the similar hours, the law firm would be fing dumb not to make her whole. Non-disparagement included in the separation agreement.

Don’t be stupid OP. Get yours

Anonymous wrote:She doesn't need to be made whole. She didn't meet the criteria for the large bonus so she didn't get one. She's whole. She was just hoping they would still give her a large bonus anyway which apparently they have in the past, according to her. No evidence was given that others similarly situated received more than she did this year.

Anonymous wrote:

Anonymous wrote:I am a senior associate at a biglaw firm. I am also pregnant. This year my firm gave me only a very small bonus (like smaller than the first years get). I did just miss the criteria to get the BIG bonus, but in my experience the firm usually just discounts the bonus (by maybe 25%) for people who miss the criteria.

I suspect that the reason the firm got cheap on my bonus is that they think I can’t move anywhere while I’m pregnant. BUT—jokes on them—I have another job lined up. I am about to give notice. Should I be honest about my suspicion about the reason for my low bonus, or should I just move on?

OP - I promise you that your firm did not stiff you on your bonus because you're pregnant. I promise.

They stiffed you because you didn't hit your targets. If you're a mid or senior associate not hitting hours, that's the writing on the wall to the firm that you're not going to make partner -- which means the firm is already shifting to the mindset that they don't need to try and retain you. Nothing to do with your pregnancy.

Anonymous wrote:OP since you already have a new job; why don’t you see if you can up your bonus by threatening to sue for discrimination? It’s easy to prove if others earned more in the same situation, but you got dinged for or while being preggo

I’m sick and tired of people being harsh on women

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am a senior associate at a biglaw firm. I am also pregnant. This year my firm gave me only a very small bonus (like smaller than the first years get). I did just miss the criteria to get the BIG bonus, but in my experience the firm usually just discounts the bonus (by maybe 25%) for people who miss the criteria.

I suspect that the reason the firm got cheap on my bonus is that they think I can’t move anywhere while I’m pregnant. BUT—jokes on them—I have another job lined up. I am about to give notice. Should I be honest about my suspicion about the reason for my low bonus, or should I just move on?

OP - I promise you that your firm did not stiff you on your bonus because you're pregnant. I promise.

They stiffed you because you didn't hit your targets. If you're a mid or senior associate not hitting hours, that's the writing on the wall to the firm that you're not going to make partner -- which means the firm is already shifting to the mindset that they don't need to try and retain you. Nothing to do with your pregnancy.

Well, she did say “in my experience the firm usually just discounts the bonus (by maybe 25%) for people who miss the criteria.”. Why do you think she was treated differently?