FAQs
You've got questions? We've got answers. Browse our Frequently Asked Questions to find answers to the things you've wanted to know about working for Foley. If you don't see your question here, please contact us.
Q. Does Foley have a parental leave policy?
A. Yes. For all new parents (biological and adoptive) who have worked for the firm at least one full year, the firm’s Parental Leave Policy provides: four weeks paid leave; eight weeks additional paid leave for biological mothers because of short-term disability; and 12 additional weeks unpaid leave for biological and adoptive parents with approval.
Q. How does the firm encourage diversity?
A. At Foley, we believe that a diversified workforce — where experiences and perspectives are many and varied — is a substantial benefit to our firm, our clients, and our communities. Our commitment to diversity is tangible — not just a statement of an abstract principle.
We set goals of at least 20% minority hiring in each associate and summer associate class and we have consistently succeeded in beating those goals. In addition, in 1998 we instituted a groundbreaking scholarship program at major law schools across the country that provides a $5,000 scholarship to outstanding minority first-year law students at eight participating law schools.
As Chicago Magazine stated, “Foley & Lardner is a good example of where there’s a will, there’s a way… The firm decided to increase its hiring, retention and promotion of minorities and women, and it did.”
In 2005, Foley was among the “Top 100 Law Firms for Diversity” by MultiCultural Law magazine. In addition, we also are proud to be a recipient of the 2000 Thomas L. Sager Award, given annually by the Minority Corporate Counsel Association (MCCA) to law firms that demonstrate sustained effort and commitment to improving the hiring, retention and promotion of minority attorneys.
Q. What is the firm’s policy on casual dress?
A. Each of our offices is business casual during the week — some even permit jeans on Fridays. Attorneys are expected to wear more formal attire when dictated by the situation such as court appearances and client meetings.
Q. Do associates participate in firm governance?
A. Yes. In fact, the firm has modified its compensation structure, key benefits programs, and other policies based upon input from our associates. The Associates Committee — made up of associates from various offices and practice groups — acts as a direct link between the associates and firm management. The Committee meets quarterly and communicates regularly with management regarding associate issues. In addition, associates comprise about half of the Recruiting Committee and have an equal voice with partners on hiring decisions.
Q. What are my chances to make partner?
A. Generally, associates are promoted to senior counsel after about 6.5 years of practice, and our future partners are drawn from these ranks. Twice a year the Partner Selection Committee meets to evaluate senior counsel's progress to partner. Following those meetings, the Committee provides each senior counsel with a detailed report concerning his/her advancement. Senior counsel are recommended for promotion when they demonstrate they are capable of functioning like an owner of the firm. We recognize that everyone develops at a different pace, so the firm has not established a specific time for this to occur. Simply put, the path is shorter for some and longer for others.
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