Quote:
Originally posted by Greedy,Greedy,Greedy
OK, I gave a faulty summary of ours -- this is what comes from being a male partner, and just doing whatever I feel like. I don't even realize what the policies are.
We have 2 weeks available for anyone with a new kid, and an additional four for the primary caregiver, so with vacation it adds up to 10 weeks of leave. Not the 12 weeks paid advertized by yertle for Boston Biglaw, so there's some variation among Boston Biglaws. We're a Boston/National firm, with Boston as the biggest office but most of our people outside Mass.
Ours does not seem to be under short term disability -- curious if there's something being missed here!
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So, if I were to be at your firm and were pregnant and nothing went wrong with the pregnancy, I would have a total of 2.5 months off and that would use up all my vacation for the year (i.e., no taking the new kid to see grandma at Xmas)?
Also, WTF is with the "primary caregiver"? How can anyone working full time at a big law firm characterize themselves as a primary caregiver? Or is that the point?
STD probably kicks in to cover situations like when the doctor puts a mom-to-be on bedrest for a month or two and other stuff where someone actually has health problems that prevent them from working, rather than being used to cover the first month or two after a normal pregnancy and birth.
Note I'm not intending to criticize; it just seems like firms do an awful lot of doubletalk around this stuff.
