The American Bar Association’s Law News Now section recently posted an article entitled “Jack Welch: Women Take Time Off for Kids at their Peril.” (link). This happens to be a topic that is near and dear to my heart for one very important reason, my son. The catalyst for starting my own virtual law practice was the flexibility I not only wanted, but needed to have with my little guy. You see, my son was a sickly little thing. He had and still has very severe allergies and pretty severe eczema.

I often found that my son’s frequent illnesses had to compete with my work. I was embarrassed to request time off or to work from home. After further inspection, I noticed that the majority of my department was young, single and childless. While it was impossible for me to work 12 hours a day, it was normal course of business for the rest of my department.

Aside from Mr. Welch, Former General Electric CEO’s point of view, the article also noted a completely different perspective. Chantal Kouda, a partner at Cleary Gottlieb Steen & Hamilton, was able to take 5 months off after the birth of each of her three children. She made partner, but it took her longer. Kudos to Cleary! My guess is that Chantal is the exception to the rule, especially in larger law firms.

It’s no surprise to me that claims of Family Responsibility Discrimination are on the rise. An employee with familiar responses may be less appealing or desirable to certain employers. At the end of the day, one might be forced to sacrifice either their home life or their work life; therefore, sadly, I agree with Mr. Welch that real balance doesn’t seem to exist. My work makes me a better mother, just as motherhood makes me a more diligent business owner. I don’t believe one should have to choose. I certainly hope that workplaces across the country will alter their mindset and encourage flexibility in the near future.