Some of this information is -- or soon will be -- reflected in Justin Bernold's nifty tables of maternity leave and paternity leave. But in the spirit of positive reinforcement, we thought that we should separately highlight -- and commend -- the following firms for recent enhancements to their parental leave policies:

1. Akin Gump: Now at the industry-standard 18 weeks for "[b]irth or adoptive parents who serve as primary caregivers." Memo after the jump.

2. Andrews Kurth: Also now at 18 weeks. More details in this press release.

3. Morrison & Foerster: They moved to 18 weeks last month, actually, but we haven't noted it until now. Several MoFo tipsters wrote in requesting a shout-out, including one who pointed out:

[T]he new policy has something I've not seen elsewhere: an automatic option to go on reduced hours for the first year after a child is born. Can't say whether that's the de facto policy elsewhere, but it is the first time I have seen any firm put it in writing.

Memo and more details, also after the jump.

AKIN GUMP STRAUSS HAUER & FELD -- MEMORANDUM -- ENHANCED PARENTAL LEAVE BENEFITS

MEMORANDUM

April 21, 2008

To: All U.S. Office Attorneys and Advisors

From: Bruce McLean

Re: Enhanced Paid Leave Benefits for Attorneys and Advisors in the U.S. Offices

I am pleased to announce that effective April 1st the firm has expanded the paid parental leave benefits, as described below, for all eligible attorneys and advisors based in the firm's U.S. offices. It is our hope that these enhanced parental leave benefits, in addition to a newly expanded paid adoption leave policy, will significantly contribute to the ability of our attorneys to balance important parenting and family responsibilities with their law practice and continued excellent service to our clients.

In Connection with the Birth or Adoption of a Child

Birth or adoptive parents who serve as primary caregivers are eligible for a total paid leave benefit of 18 weeks under normal circumstances:

* 8 weeks of short-term paid medical leave or paid adoption leave

* 4 weeks of paid parental leave

* 6 weeks of additional paid parental leave granted to primary caregivers

Non-primary caregivers are eligible for 4 weeks of paid parental leave

In Connection with the Care of a Child with a Serious Illness or Medical Condition

Primary caregivers are eligible for a total of 10 weeks of paid leave:

* 4 weeks of paid parental leave

* 6 weeks of additional paid parental leave granted to primary caregivers

Non-primary caregivers are eligible for 4 weeks of paid parental leave

Complete descriptions of these and all policies are available in the Firm Manual, located on the HR page of the firm's Portal. If you have any questions regarding the firm's policies, please contact Human Resources.

MORRISON & FOERSTER -- MEMORANDUM -- ENHANCED PARENTAL LEAVE BENEFITS

From: Keith C. Wetmore
Sent: Friday, March 07, 2008 6:16 PM
To: LIST/Non-Partner Atty/DC; LIST/Non-Partner Atty/DN; LIST/Non-Partner Atty/LA; LIST/Non-Partner Atty/NY; LIST/Non-Partner Atty/OC; LIST/Non-Partner Atty/PA; LIST/Non-Partner Atty/SA; LIST/Non-Partner Atty/SD; LIST/Non-Partner Atty/SF; LIST/Non-Partner Atty/VA; LIST/Non-Partner Atty/WC

Subject: Parental Leave Benefits and Reduced Hours Policy

I am pleased to announce the firm has enhanced its parental leave benefits for U.S. based attorneys who are new parents. The firm also has adopted a Reduced Hours Policy for attorneys in our U.S. offices to help parents balance their responsibilities at home and at work and to set forth clear and consistent guidelines for reduced hour schedules. Our Reduced Hours Policy was developed by the firm's Women's Initiative Committee, a committee of partners and associates formed in 2007 to promote the recruitment, development, and advancement of women attorneys at the firm. These new policies are significant developments in our efforts to support working parents and to address certain issues raised in our November 2006 Associate Satisfaction Survey.

Our international offices are currently evaluating the impact of these policies on the existing policies for attorneys based in those offices.

Parental Leave Benefits

The following parental leave benefits are now available to attorneys in our U.S. offices:

Maternity Leave: Attorneys who give birth to a child may take up to 18 weeks of paid leave plus 7 weeks of unpaid leave, to be allocated as follows:

o 13 weeks (90 calendar days) of paid pregnancy disability leave (paid through the firm's short-term disability plan)

o 5 weeks (36 calendar days) of paid primary caregiver leave

o 7 weeks (48 calendar days) of unpaid family care leave

Adoption Leave: Attorneys who adopt a child may take up to 18 weeks of paid leave, to be allocated as follows:

o 4 weeks of paid adoption leave

o 14 weeks of paid primary caregiver leave if the attorney is the primary caregiver of the child

Paternity Leave: Attorneys who are the father or non-birthing parent of a newborn child may take up 10 weeks of paid leave, to be allocated as follows:

o 4 weeks of paid paternity leave

o 6 weeks of paid primary caregiver leave if the attorney is the primary caregiver of the child

These benefits are retroactively effective as of January 1, 2008 and will also be available to any attorney who has taken a leave to care for a newly born or adopted child starting on or after September 1, 2007. Paid leave benefits will be a percentage of the attorney's base salary, ranging from 80%­100%, based on the attorney's length of service and are available to attorneys who are eligible for MoFlex insurance benefits. Unpaid family care leave benefits are available to attorneys with more than 12 months of service.

The Benefits and Payroll Departments are in the process of identifying attorneys who may be eligible for retroactive enhanced parental leave benefits. By March 31, our Benefits Department will contact those who are eligible to discuss their individual situations.

Additional details about these benefits and the firm's parental leave policies will be accessible on the Portal in the coming weeks. Questions about these benefits in the meantime should be directed to [redacted].

Reduced Hours Policy

Our new Reduced Hours Policy was developed by the firm's Women's Initiative Committee and applies to non-partner attorneys in our U.S. offices. The new Policy helps new parents transition back to work and sets forth clear and consistent guidelines for attorneys who wish to work a reduced hours schedule. It replaces the firm's prior Flexible Work Arrangements policy.

Under our new Reduced Hours Policy, attorneys who wish to work a reduced schedule following their return from a maternity, adoption or paternity leave will be automatically granted a reduced hours schedule of no less than 67% their annual Legal Service (billable, pro bono, and firm legal service) hours and annual total hours expectations for up to one year following their return to work, so long as the attorney is in good standing.

Reduced hours schedules also may be approved in certain other circumstances, at the firm's discretion. Please see the attached Reduced Hours Policy for more details, which will be posted on the Portal under the "Work/Life" section of the Human Resources Department's page. This new policy is retroactively effective as of January 1, 2008.

If you have any questions about this new policy, please contact the Professional Development Manager responsible for your office.....