The Delicate Matter of Reducing Your Hours

A. You are not alone in your desire to achieve more balance in your life. The need for more part-time options in law firms has been addressed several times in recent years in studies done by the Boston Bar Association and in articles in the national legal press.

In general, it is widely recognized that there are many more attorneys looking for part-time options than there are jobs available. Coming to a firm as a lateral in a part-time capacity is particularly difficult.


You are correct in your perception that in most cases, part-time work situations in the law have been seen as an accommodation for working mothers.

In addition, law firms have typically been more receptive to granting part-time status to an individual with a proven track record at the firm. In other words, part-time work options have been principally treated as an "earned privilege" for working parents.

Other professions, including the accounting profession, have been quicker to respond to the need for alternative work situations. Deloitte & Touche, for example, has put in place a model program to promote the retention of star women in the organization. The cornerstone of their initiative has been granting flexible work options to valued members of the organization (male or female).

I mention trends in other professions because the legal profession does tend to follow the pack on management issues. In coming years, firms will increasingly adopt flexible staffing solutions to mimic what is happening in the labor force at-large (i.e. wait around long enough and part-time is likely to become a more viable option). This of course does nothing to address your current situation.

The good news is that you are in a hot practice area and being in a hot practice area gives you leverage. But having skills in a practice area that is in demand (i.e. real estate, corporate or IP) does not ensure that a firm will bring you in on a part-time schedule. Most firms believe that only certain types of work can be done on a less than full-time basis.

Some examples may include real-estate leasing, commercial lending, securities compliance, patent prosecution, licensing or tax advisory work. These are areas of practice that involve few last minute deadlines and more limited and predictable client contact.

In your case, corporate is a hot practice area. But only certain aspects of corporate practice have predictable deadlines and clients that are not so demanding. These include commercial lending, corporate compliance, general corporate advisory, and, to some extent, licensing.

In contrast, equity financings, IPOs and mergers and acquisitions are less amenable to part-time scheduling because of the closing deadlines and the likelihood that clients will want the work done right away.

If you are willing and able to do the "right" kind of corporate work, I believe that with your credentials you stand a good chance of finding a firm that is willing to hire you on your own terms. In practice areas where there has been a shortage of stellar talent, firms have been willing to cut deals with lateral hires.

For example, I know of several firms that have brought in real-estate laterals to fill "staff attorney" positions. These positions are considered off-track and have reduced hourly requirements. This may mean working 9 to 5 from Monday through Friday (a full-time position in the minds of the majority of the work force but an improvement for many lawyers). Some of these individuals are working even fewer hours.

Before you begin to look outside your firm, I think that you owe it to yourself to further explore options inside your firm. It sounds like there is some precedent for part-time work arrangements at your firm. Even if these arrangements have only been granted to working mothers, at least the firm is used to dealing with part-time professionals.

The advantage of starting at your own firm is that you are already a known commodity. You do not have to prove yourself again. Staying put also means it can take you less effort to get what you want (don't underestimate how time-consuming a job search can be). You probably have some leverage if the firm is already happy with your work.

You might also point out in a diplomatic way that it makes much more economic sense to work with you on this than it does to spend the time and money to replace you.

Before you approach your superiors, come up with a written plan. Indicate how many hours you plan to bill, what hours you plan to be in the office and how you can make yourself available when meetings or phone calls need to happen on your off hours.

A lot of research has been done by management consulting firms that points to the correlation between flexibility/part-time work options and retention of highly paid professionals. The recent study by the BBA entitled "Facing the Grail -- Confronting the Cost of Work-Family Imbalance" presents a strong argument that associate retention makes good business sense. Get copies of this report and of articles that cite research that has been done on flexible staffing. Look for strong anecdotal evidence. A good place to visit is the Web site of a human resources consulting firm in Boston called WFD (www.wfd.com).

Another resource that you may want to check in deciding how to pitch your part-time plan is "Breaking Traditions," a book published by the American Bar Association.

For anecdotal evidence, see page 36 of the January 2000 issue of Working Mother magazine for an article on how Terry Murray, CEO of Fleet Bank, came around on the issue of flexibility.

For more information about law firm diversity, see our Diversity Resources.

In closing, I think you should consider yourself fortunate and know that with some persistence, you will get what you want. While part-time is not an option that is available to everyone, attorneys who practice in a hot practice area and do work with predictable deadlines are most likely to find these situations.

For more information about diversity, see the following articles:
 

• Law Firm Diversity: They All Talk the Talk, But It’s Harder to Walk the Walk
• Why Upper and Lower Class Attorneys Rarely Succeed in Law Firms: How Race and Class Often Hinder Law Firm Success

Learn more about law firm diversity in this in-depth book:

Law Firm Diversity: How Race, Gender, Age, Social and Economic Divisions Impact the Hiring, Retention and Advancement of Law Firm Attorneys

About Harrison Barnes

Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.

With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.

Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.

Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.

One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.

One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.

Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.

In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.

Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.

In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.

About BCG Attorney Search

BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.