Infobit: Since 1985, law schools have been graduating classes of new lawyers that are 40% or more female. Yet in 1996, only 14.2% of law firm partners were women, and in 2005, only 17.2% were women. (Note: this figure is for all partners; the number of equity partners is lower.) Source: Catalyst. At this rate of increase, women should make up half of law firm partners by the year 2115.

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Best Practice #5

Adopt a Written Policy

A key component of a balanced hours program is a written policy. To create a policy that will be uniquely effective at your particular firm, reflect on your firm's business objectives and its culture. Make sure the policy is specific enough to be useful, but also allows for flexibility in order to meet the needs of individual attorneys and staff.

Two fundamental principles to keep in mind while drafting the policy are proportionality and flexibility. Proportionality means not only pay, benefits, and bonuses need to be kept in proportion based on hours worked, but also that billable hour requirements, assignments, and advancement must be proportionate. Flexibility is necessary to accommodate individual needs. For example, only allowing for four-day weeks in your policy would not address the needs of those desiring a five-day week with fewer hours per day.

A written policy should include the following key elements:

o Definition of balanced hours, including eligibility and duration.

o The process for requesting a balanced hours schedule.

o Guidelines for employees and their supervisors on creating a balanced hours schedule, including nonbillable work and how emergency situations requiring extra hours will be addressed.

o Provisions for compensation, benefits, and advancement.

o A requirement for an individualized written agreement between the employee and the firm.

o A mechanism for periodic review of schedules.

o Training for supervisors and employees.

See a model balanced hours policy created by PAR.