{ "media_type": "text", "post_content": "Re partnership track, how typical is it to be behind a year (or more) if you take maternity leave?", "post_id": "60d5c9b42881b1002410c08f", "reply_count": 20, "vote_count": 3, "bowl_id": "5da60c126e5f0d001f32f497", "bowl_name": "Women in Law", "feed_type": "bowl" }
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Re partnership track, how typical is it to be behind a year (or more) if you take maternity leave?

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My firm avoids this problem by not offering any parental leave.

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Yeah i know. A bunch of associates brought it up at our last firm retreat and the managing partner said, “thanks for bringing your concerns to our attention, and we are considering looking at options for that in the future”. Lol but not really.

Very.

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I guess I understand the “objective” rationale here, but is it okay that this just doesn’t sit well with me?

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My firm was 3 months paid but no ramp up/down period. So several women came back full swing trying to make partner and it was really disheartening when they didn’t. And for our first level of partner it was a vote that was *supposed* to be based entirely on objective criteria so they knew whether or not they hit the metrics. Thankfully the ones who were impacted negatively went on to bigger and better things, but I’ve always been skeptical of how firms treat partnership since seeing others go through that.

Has no effect at my V50 firm unless you have taken more than one.

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Is this just accepted then if you have more than one child? I have four so guess I’m glad/lucky I went the in-house route early…

At my firm it’s semi at your discretion. You can defer entering the consideration process for a year for each leave you take without it impacting how many chances you have to make partner. Not sure what percentage of associates take the deferral vs don’t.

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Wondering the same thing.

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I think very common

I’ve seen it impact some women and not others. For the majority (not all though, unfortunately) of women who it delayed a year or two, it came down to them taking time to ramp back up hours wise after leave. The ones who didn’t have a delay usually came back with insane hours right after leave. Sadly my former firm didn’t have any ramp up policy and the only hours that were prorated were the only actually spent on maternity leave.

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