National Jurist - October 2007 - (Page 26) James Leipold, executive director of the National Association for Law Placement. “They prioritize work differently. [Yet] they have conflicting desires and goals. On one hand, they are saying they want worklife balance. On the other, we absolutely see them pursue higher salaries.” Vault’s annual ranking highlights 20 firms that deliver a good work-life balance and still pay competitive salaries. Associates at the “Best” firms report that their jobs are challenging and pleasant. “Law students are getting wise to the idea that while a law firm is never going to be a place where you don’t have to work hard, it doesn’t have to be an unpleasant [work experience,]” said Jennifer Hackett, a sixth-year associate at Dickstein Shapiro. McKee Nelson, Dickstein Shapiro and the other 18 law firms on the Best Firms to Work For list share several common characteristics — from initiatives to programs. And even though Vault.com’s ranking focuses on large law firms, other legal employers also share these characteristics, and are making moves to be a more pleasant place to work. Here’s a look at what the Best Law Firms to Work For have in common, and what students can look for when researching a firm’s quality of life. Lack of stigma attached to quality of life programs Work-life balance programs mean little if the firm informally discourages them by attaching a stigma to their use — such as inability to make partner, or a general disapproval by colleagues. “It’s a fallacy that clients don’t think well of people on part-time work,” said Michael Nannes, chairman at Dickstein Shapiro, adding that most clients would rather hear ‘I can’t meet with you next Thursday because it’s my day off ’ than ‘I can’t do it because I’m working on some other client’s matters.’ Alternative schedules can help the firm economically. “There’s a lot of efficiency that happens when a person compounds their time,” Nannes said. For example, Nannes says those on a compressed four-day workweek can achieve just as much as those working five days, yet get the added flexibility of taking care of personal matters on the fifth day, rather than taking time off constantly. “In some ways, it’s absolutely a business case,” agrees Hackett. “When you have talented [people] staffed on your case and you spend an extraordinary amount training and recruiting them, it doesn’t make sense not to offer reduced schedules.” Another indication that quality of life programs can be used without stigma is a firm’s commitment to keep part-time or flex time associates on the partnership track. At Dickstein Shapiro, associates can choose alternative schedules and remain on the partnership track, though it may take them longer to make partner, Nannes said. Other firms on the list also allow part-time associates to work toward for partnership. Besides flex time, job candidates should consider vacation time. Just because a firm offers four weeks of paid vacation doesn’t mean associates get to take that much time — or even a fraction of it — without guilt. At firms that made the list, there is no stigma attached to taking time off. 26 THE NATIONAL JURIST October 2007 http://www.ejw.newsweek.com http://www.ejw.newsweek.com
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