Magdalen Bickford
Managing Member
McGlinchey Stafford
We’re proactively driving change through our #McGlincheyForward initiative. We implemented a permanent remote work policy almost two years ago that many employees nationwide participate in. We’re focusing on employees as people, not just workers, through our “Wellness Works” and “Ministry of Fun” programs. We offer progressive parental leave, transgender and fertility health benefits, student loan repayment assistance and expanded retirement options. Finally, we’ve named a chief diversity officer (here in New Orleans) and enrolled in the Mansfield certification program in our commitment to foster inclusion at work and equity in our communities.
Charline K. Gipson
Co-founder and Partner
Davillier Law Group
We employ a more intentional analysis of when in-person meetings are required, rather than that being the default. How we choose to interact with clients and colleagues in the context of this ongoing public health challenge is even more of a consideration when a large gathering is contemplated with participants holding differing perspectives on COVID restrictions and safety requirements. We will likely maintain this thoughtfulness going forward to address internal and external stakeholder concerns and comfort. Our office lease came up for renewal during the pandemic and we opted to maintain a larger footprint to reduce personnel density.
Like everyone, we relied more on technology and on creative ways to keep in contact. We had more extensive Zoom and phone check-ins and developed more online systems. I became a serious student of the new and imaginative ways that remote law firms were thriving. We learned a lot. We implemented a lot. Going forward, our plan is to continue to refine our remote capabilities. We currently have staff living internationally in Spain and the Philippines. We will continue to offer the remote work opportunity as a part of our strategy and our way of life.
Michelle Craig, Owner, Transcendent Law Group
Tim Gray
Partner
Forman Watkins & Krutz
We now have a formal policy where staff members in certain positions can request a permanent hybrid work schedule, which typically involves one to three set work-from-home days per week. Nearly all staff can ask for a work-from-home day on an ad hoc basis to deal with personal matters, such as attending to a sick child or a parent-teacher conference. The policies have been well received and we have not seen any resulting drop in productivity. However, we have worked hard to develop a positive work culture, to include a culture of flexibility.
Lindsey Hortenstine
Director of Communications and Development
Orleans Public Defenders
OPD shifted to remote work early in the pandemic and continues to have a hybrid structure as COVID-19 concerns persist. Our work is largely correlated with the courts; proceedings immediately ceased two years ago and have gone through variations of virtual and in-person ever since. The safety, health and well-being of our staff, clients and the community-at large is our first priority.
Bill Hines
Managing Partner
Jones Walker
The most significant change was adapting to new technology to conduct virtual meetings, conferences and social events. The firm made a deliberate and substantial investment in new technology. Interestingly, a number of clients now prefer to meet virtually and courts continue to hold virtual hearings. Through technology, we can now move seamlessly with confidence into a remote working scenario in the event of severe weather, pandemic or any other serious business interruption. This was proven true when Hurricane Ida hit New Orleans last August.