What purposes justify an alternative work schedule?
A firm should weigh the conditions under which the policy would be available, such as childbirth, adoption, caring for one’s own health needs or that of a family member (spouses, partners, parents, children or siblings), education, travel, writing and/or a simple desire to work fewer hours. How will the firm monitor the performance of attorneys utilizing the alternative work policy? Key considerations include the types of work the attorney would perform while working reduced hours, who would oversee the work and the effect on the associate’s partnership track. How will the firm garner support for a policy? A successful policy requires the buy-in of many constituencies within the firm. Input is needed from male and female partners and associates (both with and without children), management committee members, practice group leaders, lawyers in the firm’s employment practice group and the firm’s human resources professionals. A POLICY THAT WORKS The alternative work policy adopted by my f
