{ "media_type": "text", "post_content": "I’m curious to hear from people at other firms what is offered in terms of part time work or alternative work options for people that don’t really care about making partner and might want to work part time. I just had my second child and want to ask to come back from maternity leave on a part time basis but our firm doesn’t seem to have anything in place right now. If your firm offers this, what’s the billable requirement, how much of a pay cut is it, and do you still get benefits? Thanks!", "post_id": "60e4c29a66f8ab0022b65828", "reply_count": 5, "vote_count": 4, "bowl_id": "5a0c9a1f61b01a001937c406", "bowl_name": "Working Moms" }

I’m curious to hear from people at other firms what is offered in terms of part time work or alternative work options for people that don’t really care about making partner and might want to work part time. I just had my second child and want to ask to come back from maternity leave on a part time basis but our firm doesn’t seem to have anything in place right now. If your firm offers this, what’s the billable requirement, how much of a pay cut is it, and do you still get benefits? Thanks!

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I’m a managing director on an 80% FWA (80% of the pay, 80% of the hours of my full time peers). The MD role (as opposed to partner) keeps my responsibilities/stress in a good spot, and the FWA keeps my hours and # of clients in a good spot. I went on the FWA when I came back from leave with my first child, and was promoted to MD while on leave with my second child. I know people on FWAs ranging from 40%-90%.

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I’m on 90% FWA with 90% pay. I work 2080 total hours with 1500 charge hours. I love it because in my dept I have 6 weeks of busy time and then the rest of the year is me just working 40 hours

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I’m at 80% Hours at 80%pay. My chargeable requirement is 80% of my peers. I’m expected to put in more hours during busy season, but evens out during the off seasons. PTO accrues at 80%, and I still get benefits. I do think it’s hurting my chances at promotions though, and I’ve been getting lower than average raises and bonuses, but I am okay with it.

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I told them what I envisioned (60% time year round) and pay/PTO/billable hour goal were scaled down proportionately. I would still be eligible for health insurance benefits (but we use my husband’s)

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Multiple people at CRZ that I've worked with have been on fwa - I know someone who was on it over 5 years ago! Generally you specify what you want and see if they're open to it. Something like 60% of hours year round and proportionate pay/ pto is common; some people just do less hours in busy season so they take total hours over year taking into account less busy season over what expectations would be otherwise (for example, that would be 90% of usual annual hours) and apply that to pay and pto :) nothing too complex! And most industries are open to full remote hires now which as a mom is a godsend.

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