Hogan & Hartson's part-time program is one of the best
in the country. The firm is known generally for respecting
attorneys' lives outside of the office. Few men, however,
use the program (8 of 62 part-time attorneys), and that has
been the case for at least the past seven years. Officially,
the firm says that part-time requests are considered on a case-by-case
basis, and while PAR does not consider that to be a best practice
(it can lead to fears of favoritism and does not prevent backlash),
it appears to be working for the firm. The firm has one of the
highest part-time usage rates in the country, just over 7%,
and nearly half the part-time attorneys are partners.
Part-time associates must work at least 67% to be eligible
for promotion to counsel or partner. Part-time attorneys who
work more hours than they are contracted to receive salary adjustments.
Hogan has a two-tiered system for billable hours. Associates
may choose to bill 1800 or 1950 hours. PAR has heard mixed reviews
of whether the lower hours track is stigmatized; one person
reported that no one knows which track an attorney is on so
there is no stigma, and another attorney said that it is generally
known what track each associate is working and those on the
higher hours track are perceived to be the go-getters.
The firms says this on its NALP workplace questionnaire:
"As of January 2006, more than 7 percent of our domestic
office lawyers were working part-time (9 percent in the Washington,
D.C. office), including 7 percent of our domestic office partners.
In addition, part-time lawyers may count up to 20 hours of pro
bono work towards satisfying their billable hour requirements.
Our commitment to part-time options is further demonstrated
by our policy that any attorney working at least 67 percent
of full-time is eligible for advancement to counsel or partner.
The firm has proportional pay and regular benefits for part-time
associates. In addition, part-time associates who work above
their hours are compensated for those hours.
"Firm management considers part-time policies to be
a key part of recruiting and retaining the best lawyers. Because
the firm fosters a culture that supports the growth of the individual
in addition to his or her career, flexible work schedules enable
our lawyers, particularly mothers, to achieve a crucial work-life
balance.
"Hogan & Hartson is consistently implementing new
programs to create a working environment that meets the demands
of working mothers. We have developed initiatives that set us
apart from our competition, including the Work Option Group;
Alternate Career Tracks and Part-time Options, including advancement
of part-timers; the Back-up Child Care Center; the Sabbatical
Program, the NY Women's Working Group; and mentoring programs."
Attorneys who have been with the firm for 10 years, including
five as a partner, are eligible for a three-month sabbatical.
