One year in, we are pleased to introduce enhancements to our Associate Life initiative:
- A “true-up” policy to compensate part-time lawyers who work billable hours in excess of their reduced hours arrangements up to 100% of their FTE.
- An extension to our “ramp-up” policy to include “ramp-down” time to aid in the transition of winding down before a leave and stepping back into work following a leave.
- Increased opportunities for associates to develop their capabilities, including certification in a variety of technology and business areas.
- Enhancements to the associate feedback app to include year-end summary feedback.
- Other changes including re-establishment of our “business of law” program, a heightened focus on integrating lateral associates into both the business and the culture of the firm, enhanced programming in our Wellness Works initiative, and opportunities for firmwide associate recognition.
“We built the Associate Life program to grow and change as we learned more about associates’ needs and as the industry evolves. The new wave of improvements reflects the continuous feedback we have received from our Associates Committee. The firm is absolutely committed to investing in our people. Through Associate Life, we want to give our associates the best experience so they can grow their careers, wherever they go.”
— Sandy Thomas, Global Managing Partner
True-up is among the most significant enhancements to our Associate Life initiative. The policy allows associates who work part-time, but who then find themselves working more than they anticipated, to receive compensation for the billable hours they actually work, up to 100% of their full-time equivalent. New parents returning from parental leave are among the associates most likely to benefit from true-up. However, the policy is reason-neutral, and open to any associate who works an approved reduced schedule.
True-up will likely be used in conjunction with the popular ramp-up policy we rolled out last year. As part of the new wave of program enhancements, ramp-up will now include ramp-down time to give associates four months of graduated work schedule, with full pay, that can be used before and/or after their return. Originally, the ramp-up work schedule was available only in the four months after return from an extended leave. Now the four months can be taken before and/or after a leave as the associate designates to best match their individual circumstances.
“We know that the legal industry loses talent, particularly women, during the years in which associates are confronted with the challenges brought on by developing their legal careers at the same time they are starting their families. We believe that both the ramp-up/ramp-down and true-up policies will make the challenge more navigable for our attorneys and keep that strong talent within the firm.”
— Casey Ryan, Global Head of Legal Personnel
This year, we have also added more flexibility to our Associate Life professional learning component. Currently, associates may devote up to 140 billable hours to professional development activities each year, including pro bono work, innovation hours, firm legal hours and development in action hours, among other approved non-billable activities. Associate Life will now allow associates to use up to 50 hours of training time in the newly created accreditation programs (Innovation in Law, Legal Project Management, and Mastering Legal Technology) as part of their development in action hours. This accreditation will further open doors for associates to be included on pitch teams to present to clients, as well as to obtain work within the firm related to their area of certification.
The associate feedback process, which we launched last year, provides real-time, ongoing individual performance feedback to associates from partners and counsel on a regular basis. Feedback can take place through a phone app. The program has been upgraded to enhance how feedback is summarized and provided to associates at the end of each year.
The business of law program will ensure associates are well versed in law firm economics, the economics of being a partner and the economics of building and managing a book of business. We will also add new internal recognition programs for associates and promote their participation in the firm’s Wellness Works program that supports their holistic health, wellness and work-life balance.
