Diversity Initiatives - Dorsey & Whitney LLP

Benefits & Policies

At Dorsey, we believe in offering benefits* that reinforce our commitment to a diverse workforce.  We are always looking for ways to improve upon the benefits offered to our staff and attorneys.  Please see below for more information on these benefits and policies.

Domestic Partner Benefits
The firm offers benefits to same-sex domestic partners of all benefit-eligible staff and attorneys.  This includes medical, dental, and vision benefits. 

Flexible Work Arrangement (FWA) Policy
Dorsey & Whitney is committed to attracting and retaining talented lawyers who, along with a strong commitment to the practice of law, have life circumstances that create a need or desire for a flexible work arrangement.  To that end, the firm offers three FWA options to its attorneys:

1. Reduced Hours Expectation: Enables associates to reduce their hours expectation to accommodate family or personal needs. Involves a commensurate reduction in compensation and, depending on duration, may affect the timing of that associate’s consideration for partnership.
   
2. Flexible Full Time: Provides attorneys with greater latitude in determining their work schedules while working full time. May include variations in starting and ending times or in hours worked in a day, e.g. working full time in less than five days.
   
3. Telecommuting: Provides attorneys with the flexibility to work at home during part of the work week to accommodate family or personal needs.

Adoption Assistance, Emergency Child Care, and Parental Leave Policy
Adoption Assistance. Dorsey offers an Adoption Assistance Program.  The program reimburses eligible employees up to $3,000 per adopted child for qualified expenses. 

Emergency Child Care. The firm understands that there are times when regularly-scheduled child care is unavailable but it is necessary for the parent to be at work.  For staff and attorneys in our Minneapolis, New York, Palo Alto, and Washington, D.C. offices, the firm offers emergency child care through Bright Horizons Back-Up Solutions. 

In addition, Dorsey has an Emergency Dependent Care program.  The Emergency Dependent Care program reimburses 80% of costs (up to $1,000 in a calendar year) for non-routine emergency and/or backup child care expenses when a child is sick, the regular provider is unavailable, or the parent is required to work outside the regularly scheduled hours or travel out of town. 

Parental Leave Policy.  Dorsey offers a comprehensive Parental Leave policy that permits a lawyer to take a leave of absence for child care purposes within the 12-month period immediately following the birth or adoption of a child.  Attorneys receive six weeks of paid leave and can take up to six months of leave (either part-time or full-time, but not exceeding six months of full-time leave).  A Parental Leave of up to six months will have no effect on an associate's partnership consideration or salary increase, or the point participation for partners.

Equal Opportunity Employment (EEO) Policy
Dorsey & Whitney LLP will not discriminate against any employee or applicant for employment because of race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, disability, age, marital status, or status with regard to public assistance.

Dorsey's goal is to ensure that all employment practices are free of such discrimination. Such employment practices include but are not limited to hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, selection, layoff, disciplinary action, termination, rates of pay or other forms of compensation, and selection for training.

Dorsey & Whitney prohibits the harassment of any employee or job applicant on the basis of protected class status.

Dorsey & Whitney will not make lawyer assignments on the basis of protected class status, including race and sex. The firm will not cooperate with clients who may wish to make assignments for stereotypical reasons.

Any employee or applicant for employment who believes he or she has been discriminated against should contact one of the Firm's Sexual Harassment & Discrimination co-chairs or the designated contact person in that office.

*Dorsey & Whitney LLP (the "Firm") reserves the right to unilaterally alter, modify, amend or terminate the benefits described above at any time and in any manner the Firm may deem appropriate.