Sometimes we wish we had the breastses. Then we could enjoy the luxurious lactation room at Davis Polk & Wardwell.
Back in this post, we wrote about the lactation room at Simpson Thacher & Bartlett. We’re sure it’s plenty nice. But we doubt it’s as snazzy as what the competition on the other side of Lexington Avenue is offering.
Check out this Davis Polk email, which went out late last year (exclamation mark in the original):
From: **** On Behalf Of Associate Development
Subject: Nursing Room
We are pleased to announce that the firm now has a private nursing room!
Located on the 10th floor, this cozy room is equipped with brand-new furniture, including a comfortable chair and end table, refrigerator, and reading materials of interest to new mothers. Access to the secure room is available through the Security Desk. A small sign on the outside of the door indicates when the room is occupied.
We hope that this amenity will provide returning mothers who wish to continue nursing their babies additional support during this important transition. Your privacy and comfort are our priority.
Please do not hesitate to contact [xxxx] or any member of the Associate Development Department if you have any questions. Thank you and congratulations to all of our new DPW Parents.
We’re curious about the “reading materials of interest to new mothers” at DPW. Draft asset purchase agreements? SEC proxy filings?
Meanwhile, in other happy news for parents, Arnold & Porter has jumped on the improved parental leave bandwagon. Following the recent trend, which we’ve been following in these pages, they’ve increased the paid leave they provide to women who give birth or primary caregivers of a newly adopted child. It used to be 12 weeks; now it’s 18 weeks, which appears to be the “market” rate these days.
Transmittal email, plus A&P’s full leave policy, after the jump.
Earlier: Biglaw Perk Watch: Lactation Rooms
ARNOLD & PORTER — NEW LEAVE POLICIES — TRANSMITTAL EMAIL
I am pleased to announce our decision to increase the amount of paid
leave for women who give birth and for the primary caregiver for a
newly adopted child from 12 weeks to 18 weeks of paid leave.
Secondary caregivers will continue to be eligible for six weeks of
paid leave in connection with these events.
In addition, to assist those of you who need to take leave to care for
a seriously ill family member, Arnold & Porter will provide up to six
weeks of paid Primary Caregiver Leave.
Finally, we are providing the ability to be absent from work for a
total of 24 weeks, including the paid leave described above, vacation
leave and additional unpaid leave, to care for a newborn or newly
adopted child or to serve as the primary caregiver for a seriously ill
immediate family member.
These benefits apply equally to all attorneys and staff members. They
are effective January 1, 2008 and apply to any births or adoptions
that occur on or after that date or to anyone who was on paid
maternity or adoption leave (i.e., within 12 weeks of the birth or
adoption of a child) as of January 1, 2008.
These changes represent our ongoing commitment to members of our firm
who assist us so valuably but who also need our assistance so that they
can care for their families and children.
Attached is the full policy for these benefits. Please contact [xxxx], [xxxx]
or [xxxx] if you have any questions.
ARNOLD & PORTER — NEW LEAVE POLICIES — MEMORANDUM
1.1 PAID ADOPTION, MATERNITY, PARENTAL AND PRIMARY CAREGIVER LEAVE
Attorneys and staff members of Arnold & Porter are eligible for paid Maternity, Adoption, Parental and Primary Caregiver Leave. The following describes the rules that apply for these benefits for anyone resident in the U.S. offices of the firm.
These policies provide for a total of 18 weeks of paid leave for the primary caregiver of an adopted child or for a woman who gives birth to a child. Secondary caregivers for a newly adopted child or for a newborn child are eligible for six weeks of paid Parental Leave. In addition, the policies provide for up to six weeks of paid leave for an attorney or staff member to serve as the primary caregiver for a seriously ill immediate family member. Vacation and unpaid leave may be taken in connection with these events, up to a total absence of 24 weeks.
The leave described below runs concurrently with any entitlement to absence under the Family and Medical Leave Act or other such regulations. Leave as described below must be taken within six months of the birth or adoption of a child. In the case of a seriously ill family member, the six weeks of paid leave for the primary caregiver to take care of a seriously ill immediate family member (and any additional unpaid leave) must be taken within a six-month period.
Anyone who is interested in using such leave should contact the Director of Benefits, the Manager of Legal Personnel, the Director of Human Resources or an Office Administrator.
This leave consists of the following components:
1.1.a Paid Adoption Leave
The primary caregiver of an adopted child is entitled to six weeks of paid Adoption Leave. Primary caregivers for adopted children also are eligible for 1) paid Parental Leave, and 2) paid Primary Caregiver Leave, for a total of 18 weeks of paid leave, and reimbursement of expenses in connection with the adoption, up to a maximum of $5,000 (net).
1.1.b Paid Maternity Leave
A female is entitled to paid disability leave following the birth of a child for the full period of her medical disability. The Firm assumes this period to be six weeks, unless a longer period is justified for medical reasons, in accordance with the Firm’s sick leave policies. Women who give birth to a child, also are eligible for 1) paid Parental Leave; and 2) paid Primary Caregiver Leave, for a total of 18 weeks of paid leave in connection with the birth of a child.
1.1.c Paid Parental Leave
Primary and secondary caregivers for newborns and newly adopted children are eligible for six weeks of paid parental leave.
1.1.d Paid Primary Caregiver Leave
Arnold & Porter offers six weeks of paid Primary Caregiver Leave to assist attorneys and employees in the following circumstances:
A. For the primary caregiver for a newly adopted or newborn child.
B. For care for an immediate family member who is seriously ill
Attorneys and staff members who have a seriously ill immediate family member (spouse, domestic partner, mother, father, brother, sister, child) for whom they are serving as the primary caregiver are eligible for up to six weeks of paid Primary Caregiver Leave. To be eligible for this leave, staff members must have worked for the firm for one year and must first use two weeks of vacation or unpaid leave before being eligible for Paid Primary Caregiver Leave.
Approval for Primary Caregiver Leave for seriously ill family members is subject to approval and appropriate certification and must be taken in no less than one week increments.
1.1.e Extended Absences
In connection with the birth or adoption of a child or the care of a seriously ill immediate family member, any attorney or staff member also may take vacation and unpaid leave beyond the period of paid leave described above, up to a total absence of 24 weeks.
Any paid disability or other paid leave as described herein taken by an associate will not adversely affect the associate’s seniority status or eligibility for partnership class. Similarly, for the first occasion on which an associate takes the combined paid and unpaid leave provided by these policies for up to 24 weeks, such combined leave will not adversely affect the associate’s seniority status or eligibility for advancement. Subsequent occasions of unpaid leave in excess of FMLA entitlements may have an impact on seniority and advancement. Staff members must work a minimum of six months of their annual evaluation cycle to be eligible for a merit increase.