TAPS - Maternity/Family Leave
Philadelphia Bar Association Model Policy - Parenting Lawyers
These policies reflect revisions to the policies originally developed by the Philadelphia Bar Association in 1989 to reflect societal changes resulting from increased numbers of women in the legal profession and legislation such as the Family and Medical Leave Act.
Model Policy 1: DISABILITY AS A RESULT OF PREGNANCY CHILDBIRTH AND RELATED MEDICAL CONDITIONS: http://www.philadelphiabar.org/page/MPParenting1?appNum=4 Model Policy 2: Childcare leave: http://www.philadelphiabar.org/page/MPParenting2?appNum=4 Model Policy 3: Family care leave: http://www.philadelphiabar.org/page/MPParenting3?appNum=4 Model Policy 4: Alternative Work Arrangements: http://www.philadelphiabar.org/page/MPParenting4?appNum=4
New York City Bar: Parental Leave Policies and Practices for Attorneys
Parental leave policies need to balance an attorneys family needs upon the birth or adoption of a child with the employers business needs. Recognizing the need for such balance and the lack of practical information about the parental leave practices and policies of New York City legal employers, the New York City Bars Committee on Women in the Profession (the Committee) decided to study this issue and release a report regarding parental leave policies and practices for attorneys. http://www.nycbar.org/pdf/report/Parental_Leave_Report.pdf
Law Firms Across U.S. Are Boosting Paid Leave
Maternity, paternity leaves increased to as much as 18 weeks
The National Law Journal
March 18, 2008
Families & Work Inst., Natl Study of Employers2008,
"Maternity Leave Policy & Representation of Women: An Analysis of Descriptive Representation, Parliamentary Factors, and Civil Society Contexts Predicting Substantive Representation of Women" Paper presented at the annual meeting of the MPSA Annual National Conference, Palmer House Hotel, Hilton, Chicago, IL, Apr 03, 2008 http://www.allacademic.com/meta/p266709_index.html Maternity leave policy is gendered in nature, enabling women to reconcile responsibilities within the public and private spheres. Despite recognition of the value of leave policies, extreme cross-national variation in policy exists. This paper is founded in feminist theory and builds upon the concept of representation as developed by Hanna Pitkin (1967). The analysis extends the literature by applying Pitkins theory of representation to maternity leave policy. Based upon the model developed by Beckwith & Cowell-Meyers (2007), the analysis investigates the explanatory power of descriptive representation, along with parliamentary factors and civil society contexts, which predict substantive representation, operationalized as maternity leave policy. A large-n, cross-national, quantitative analysis was conducted to determine the variables that significantly predict maternity leave policy. The results reveal that female labor force participation and children under the age of 15 both significantly predict the variance in the dependent variable.
Family and Medical Leave Act (FMLA) FMLA Eligibility and Benefits
EEOC: Enforcement Guidance: Unlawful Disparate Treatment of Workers with Care giving Responsibilities
Resources on best practices include: EEOC, Best Equal Employment Opportunity Policies, Programs, and Practices in the Private Sector (2d ed. 1998) http://www.eeoc.gov/abouteeoc/task_reports/practice.html;
Univ. of California, Hastings Coll. of Law, Center for Work-Life Law, http://www.worklifelaw.org/