When we say “Agile Working,” we mean flexible, adaptable and personalized. It’s about enabling you to achieve both work and life goals. Options include working from home, flexible work arrangements (FWAs), job sharing, distinctive parental leave benefits and even opportunities to work remotely in a location where Orrick does not have an office. We don’t ask you to make a choice between agile working and partnership consideration.
Here, there's no stigma attached to taking advantage of these options. A third of the partners promoted in 2019 used FWAs on their path to partnership. New partners the past five years have worked in locations where we don’t have offices, or have gone out on primary parental leave before making partner. Here, there’s no stigma attached to taking advantage of these options. We also have a parental leave liaison and a flexible work arrangement liaison to help you consider these options and design arrangements that work for you and your team.
There may be a time in your career when you don’t want to keep up a full-time schedule. We get that, and so we offer both FWAs and job sharing. FWAs involve working reduced hours, beginning at 60%. Over fifty of our lawyers are currently on FWAs. Under our job sharing program, rolled out this year, two associates of comparable experience can each work reduced schedules, focusing on the same clients and matters and handing off tasks between them.
We’ve set a new standard among U.S. law firms when it comes to primary caregiver leave – providing 22 weeks of paid leave and nine months of job protection. Forty lawyers took this leave in 2018. We also provide six weeks of non-primary caregiver leave. As Above the Law put it: “All eyes are now officially on Orrick as the industry leader in terms of work-life balance for attorneys with children — and that’s a wonderful thing.” Parents can also take advantage of our onramping program, including a predictable schedule for the first month after returning to work for primary caregivers, and a Leave Liaison to aid in transitioning back to practice.
Many Orrick associates choose to work from home. We work with them to craft a schedule that makes sense for them and their teams. From time to time, we also have associates who, for family or other reasons, choose to live and work in a place where we do not have an office. Places like Denver, Colorado, Atlanta, Georgia, Richmond, Virginia and Columbia, South Carolina. All spend some time in our practice offices, but we collaborate with them to ensure they can continue their Orrick careers from remote locations.
Our investment in you includes a collection of other benefits to help you care for your family, manage your finances, maintain your fitness and health, and pursue other interests.
Families come in all shapes. At Orrick, eligible dependents include a spouse or qualified domestic partner, dependent children, stepchildren and/or domestic partner’s children. Orrick funds a 529 college savings plan for every new Orrick baby, and parents get 60 days of backup care in the first year. Dependents are eligible for medical, dental, vision and EAP coverage, as well as life, accident and long-term care insurance.
We know that law school loans can be a burden and a source of stress. To help our associates manage student loan debt, we’ve partnered with our client SoFi to offer both a debt refinancing program and an industry-leading loan repayment benefit, which The New York Times calls “a step beyond” what other firms offer. Through the loan refinancing program, associates can refinance and consolidate their loans at highly favorable interest rates available through SoFi’s unique credit scoring methodology. This program is expected to save our team roughly $2 million over the life of their loans, or an average of $25,000 for each associate participant. In 2016, we also became the first major law firm to offer incoming associates loan repayment assistance until they become eligible for their first bonus. For first-year associates, we make a $100 monthly firm contribution toward the principal on loans for about the first 16 months with the firm. We also offer our associates free counseling on educational debt repayment strategies through Bright Horizons.
In addition to providing a 401(k) program and comprehensive health care coverage, we offer:
Payment for bar fees and approved CLE courses
Health savings account contributions
Medical and dependent care pretax reimbursement accounts
Short- and long-term disability coverage
Long-term care insurance
Online and on-site retirement advice
Financial education seminars
529 College Savings Plans
Employee assistance program, including counseling and referral services
Subsidized backup child, adult and elder care programs
College admissions, paying for college and educational debt services
Wellness program, including on-site exercise classes, team competitions, gyms in some locations, and free, on-site comprehensive health screens and flu shots
Free access to care database for family and home services including babysitters, pet care, tutoring, test prep and eldercare planning and support
Referral bonuses for recruiting new talent to our team
Perks like in-office chair massages and manicures
Friends & family savings on some of our clients’ products and services
“Congratulations once again to Orrick for being a firm that’s taking its commitment to furthering women attorneys’ advancement in the legal profession seriously, and for being a firm that realizes men shouldn’t be discouraged from taking part in their children’s lives. We’d wish Orrick the best of luck in becoming one of the best law firms to work for, but we’re not sure that the firm needs it — Orrick seems to be doing a great job already.”
– Above the Law