S&C recognizes the importance of family and is a leader among its peers in the provision of family benefits to its lawyers.

Flex-Time Policy

The Firm has maintained a flex-time policy since 1987. The policy encourages lawyers with responsibilities for child or elder care, or other personal or family matters, to remain with S&C while adjusting their work schedules to accommodate their needs.

S&C’s policy allows various flexible work arrangements, including, among others, working a reduced-hours schedule or telecommuting from home up to one workday a week. To support lawyers working flex-time, S&C provides a network of flex-time mentors who, among other things, follow up regularly with their mentees, review periodic feedback their mentees receive from senior lawyers and recommend when their mentees’ schedules require adjustments.

As of June 1, 2009, 32 men and women lawyers at the Firm, including partners, had flex-time work arrangements. In addition, two women named to the partnership in recent years worked flex-time and one continued to do so after becoming partner; two partners switched to a flex-time schedule after being named partner; and a male lawyer named to the partnership in 2009 worked flex-time for many years beforehand to assist with childcare.

Leave in Connection with the Birth or Adoption of a Child

In July 2007, S&C announced a 50 percent increase in paid maternity and adoption leave for lawyers, from 12 to 18 weeks. S&C was the first law firm to adopt a policy of 18 weeks paid maternity and adoption leave and our move had a notable impact on the market, with many firms following suit shortly thereafter.

• Maternity Leave – Women lawyers are now entitled to up to 18 weeks of leave with full salary, following childbirth. (If necessary, additional disability leave may be granted, subject to the insurer’s approval.) Eligible lawyers may combine their maternity leave with vacation and/or additional unpaid leave for a total leave period of up to six months.
• Adoption Leave – Since 2003, the Firm has provided equivalent periods of paid leave to women lawyers following childbirth and to lawyers who become primary caregivers of adopted children. Lawyers who are primary caregivers of adopted children are entitled to up to 18 weeks of leave with full salary, at the time the parent gains custody of the child. Eligible lawyers may combine their adoption leave with vacation and/or additional unpaid leave for a total leave period of up to six months. 
• Paternity/Other Caregiver Leave – Lawyers who are prospective fathers, or whose same-sex domestic partners are expecting to give birth, are entitled to up to four weeks of leave with full salary. Similarly, lawyers who are adoptive parents but are not the primary caregivers of their child, and as such are ineligible for the 18-week adoption leave period, are entitled to up to four weeks of leave with full salary.

Same-Sex Domestic Partners Benefits

Under the Firm’s benefits plans, same-sex domestic partners of lawyers at the Firm receive the same full coverage as spouses.

Adoption Assistance Plan

Since 1998, the Firm has provided adoption-related financial assistance. In January 2008, the Firm increased the amount of adoption assistance by 50 percent, to $7,500. As a result, lawyers and staff who have completed one year of service are now eligible for reimbursement by the Firm of $7,500 of adoption-related expenses, including travel.

S&C is one of the few law firms to provide such generous adoption benefits and the Dave Thomas Foundation recognized our leadership role by naming us among the “100 Best Adoption-Friendly Workplaces” in 2007, 2008 and 2009. S&C was further honored in 2008 and 2009, when we ranked first place in the consulting, accounting, legal and business services category on the list of the “100 Best Adoption-Friendly Workplaces.”

On-Site Backup Child Care Center

The Firm is a founding member of an on-site backup child care center at the New York office. The center is operated by Bright Horizons and is available to S&C parents for emergency child care, such as when a child’s regular caregiver is ill or otherwise temporarily unavailable.

Infant Transition Program

The Firm maintains an infant transition program through the child care center at 125 Broad Street. For a period of up to three months, a parent in the New York office, who is a primary caregiver, may use the on-site center for the regular care of an infant, aged three to twelve months. This program is intended to ease the separation process, for both the parent and child, and to facilitate a more comfortable transition back to work for the parent.

A parent using the infant transition program through the child care center may be able to complement that program by working on a flex-time schedule.

The Firm also assigns transitional partner mentors to women and primary caregivers returning from maternity and adoption leave. These mentors assist lawyers returning to practice by limiting business travel, ensuring thoughtful work assignments and providing work-related advice.

Child Care Assistance Program

Administered by an independent consulting firm, this Program offers information and referrals regarding child care options to assist lawyers in selecting a child care provider.

Adult Care Assistance Program

Administered by an independent consulting firm, this program assists lawyers who are dealing with the many issues that arise when caring for older relatives, such as identifying housing and in-home care options.