We have come a long way from the “traditional” nuclear family stereotype where the husband is the breadwinner, and the wife is the homemaker. Today, that dichotomy has mostly been replaced by a partnership, where most households have two working parents. Each contributes to the family income and sharing in parenting.

Most attorneys have the benefit of some paid parental leave. However, it is important to review potential firms’ parental leave policies. It’s also imperative to gain an understanding of the firm’s culture as it relates to parental leave policies. Do firms support attorneys and encourage them to take their full leave, or will they feel pressured to return before their allotted leave has concluded?

Work-life balance is becoming less and less of a gender issue. A lot of large firms are realizing that the combination of a huge starting salary and a huge billable-hours requirement isn’t working as well as it used to when it comes to recruiting new associates.

What are some things you can do to help ease the juggling of professionalism and parenting? Is it setting up as much automation at work as you can? Is it scheduling of self-care time and family time? What are some office policies you should be aware of?

Moderator: Hoda Rifai-Bashjawish, Esq., Lerner David, Cranford

Speakers:

• Corinne McCann Trainor, Esq., Fox Rothschild, Princeton
• Natalie S. Richer, Esq., Lerner David, Cranford
• Christopher J. Keating, Esq., Keating Law Firm, Moorestown
• Faudia A. Hameed, Esq., The Law Offices of Faudia A.  Hameed, Hackensack
• Nadia Bandukda, Esq., Global Leader, GS Strategy and Business Services, Johnson & Johnson, New Brunswick

CLE credits are available. Please note there is a cost to attend.