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This is probably firm and practice group specific, and also probably depends on your level of seniority, but my firm (and practice group) was very flexible with reduced work accommodations when I came back from two parental leaves. The first time I just asked for a slow ramp-up (70% for a few weeks and then back to 100%). The second time I decided to come back 100% off the bat, but recently went to 80% with no specified end date, and I know other working mothers at my firm on similar reduced schedules. That being said, reduced schedule may not mean reduced availability. I still work many nights and weekends.
TBH there are a lot of times it doesn’t. It may work if you go truly part-time (like 50-60%), but in my experience, and some cautioned me this would be the case, going to just 80% isn’t worth the salary cut. I’m also in a specialist group that is truly busy year-round even if M&A activity slows, so if that’s not the case in your group, it may work out for you more successfully.
Anything “automatic” is discriminatory. Im guessing they make it available as an option.
You might be thinking of the automatic ramp back up period, which is post maternity leave. Not the same as returning to work force after time away
King & Spaling has an automatic 6 week ramp up period of reduced hours following the 22 week mat leave. After that you’d have to discuss part time options but they’re generally supportive.
Latham waives 2 weeks of billable hours when you return. This is separate from the reduced pace program which many women stay on for longer than the kindergarten years
Rising Star
Not automatic, but lots of parents are on a reduced hours schedule for many years. I’m on year 8.
GDC you are automatically on 75% target for 100% pay for first 90 days after coming back. After that, they are generally supportive of people staying or going on reduced hours for reduced pay.