Pillsbury is committed to providing a work place that is free of misconduct and harassment, whether based on race, religion, creed, color, citizenship status, national origin, ancestry, mental or physical disability, medical condition, genetic characteristics, marital status, sex, gender identity and expression, age, veteran status, sexual orientation, any other consideration made unlawful by federal, state or local laws, or otherwise. It also prohibits misconduct, including harassment based on the perception that anyone has any of those characteristics, or is associated with a person who has, or is perceived as having, any of those characteristics.  If an employee believes he or she has been treated in violation of the Firm’s non-harassment policies or is aware of any workplace misconduct, the employee should immediately report the matter to one of the following individuals: the local HR Advisor, Office Administrator or Managing Partner, or the Chief Human Resources Officer. Any staff member, manager, attorney or partner who receives a complaint of, or observes any harassment or misconduct must immediately advise the Chief Human Resources Officer. 

All reports will be treated discreetly and will be promptly and thoroughly investigated. All employees are expected to cooperate in such an investigation, and to be honest and forthcoming with pertinent information. The Firm will endeavor to protect the privacy and confidentiality of all parties involved to the extent possible, consistent with the Firm’s need to investigate and take appropriate action. If the investigation leads the Firm to conclude that misconduct, harassment, unlawful discrimination, or retaliation has occurred, disciplinary action, up to and including termination, will result. Pillsbury encourages employees to use its procedure for resolving complaints, including claims of sexual harassment, and believes that its procedure is effective.  Employees may file complaints of discrimination, including complaints of sexual harassment and retaliation, with the appropriate agencies.

All Pillsbury employees are subject to its confidentiality agreement upon their employment with the Firm.

Summer associates are not subject to any arbitration agreement, but all other non-partner attorneys as well as professional staff are subject to the Firm’s standard arbitration agreement.

The Firm’s Wellbeing Program has encouraged all employees to care for themselves and for one another for over a decade. Pillsbury recognizes that personal wellbeing goals evolve, and the services used to support these goals need to keep pace. While each individual’s goals are unique, support from Pillsbury’s Be Well program is aimed at helping each employee succeed. The program overs resources and learning opportunities to help one develop personal health goals, adopt a holistic approach to wellbeing and, ultimately, live a full and balanced life. Support is available – a little or a lot – when one needs or wants it. Simply put, the Firm is committed to helping its employees invest in their wellbeing, so that they can look forward to all of their tomorrows.

Highlights of the wellbeing program that are especially noteworthy include: Pillsbury’s annual firmwide observation of Mental Health Awareness Month; complimentary mental health benefits for employees and their dependents through Lyra Health; new programming tailored to support working parents and caregivers; as well as new confidential resources to help assess and manage substance use.

Pillsbury is dedicated to our alumni and maintain alumni relations through our alumni website, which offers alumni contact information (if given permission), CLE courses, client job postings, and practice and industry focused firm events; an alumni newsletter containing current firm and alumni-related news (sent 2-3x a year); and a LinkedIn networking group for all firm (attorney and staff) alumni.