By Steve M. Cohen bio While most of us have a limited understanding of physics, we have an idea of what "critical mass" means. But just in case you need a refresher: When you reach a sufficient and/or necessary level of something to effect something else, you have critical mass. For our purposes, forget the physical aspect and think about your organization. Do you … [Read more...] about Critical Mass—Not Just for Physics Anymore
Risk management
Workplace violence: A 10-step prevention and liability management plan
You don't need us to tell you that violence in the workplace has become a major societal problem. You probably also recognize that taking steps to keep violence out of your own workplace is not only a moral but a legal imperative. But what you may not know is exactly how to go about preventing workplace violence. And that's why we created this 10-step plan for you (as well as a … [Read more...] about Workplace violence: A 10-step prevention and liability management plan
5 ways your firm can be liable for workplace violence
Failure to prevent an act of violence from occurring at your workplace can result in your law firm being held liable under one or more of the following five laws: 1. U.S. OSHA The U.S. Occupational Safety and Health Administration (OSHA) doesn't have a specific regulation or "standard" for workplace violence the way it does for other workplace hazards like chemicals, … [Read more...] about 5 ways your firm can be liable for workplace violence
Model Policy: Workplace violence statement
Why you need this policy: Although not specifically required by OSHA, Best Practices and unofficial OSHA guidance suggests that employers develop a written program to prevent workplace violence that includes, among other things, a written statement from management expressing the organization's policy on workplace violence. How this policy helps you: Although it requires … [Read more...] about Model Policy: Workplace violence statement
Predatory behavior: Watch for it in your office
By Steve M. Cohen bio I've mentioned before that behavior can be grouped into three categories. 1. Overt behavior is behavior on a plan. A person decides he or she is going to do something and then does it. Setting an alarm and getting to work on time is overt behavior. 2. Inadvertent behavior could be described as autopilot behavior. It is … [Read more...] about Predatory behavior: Watch for it in your office
Use a standard calendar entry format firm-wide
Once you've established a policy that all calendar events are to be entered into your centralized calendar system, go one step further and create a standard entry format. After all, there's no point having a calendar that everyone can access if only a handful of people can understand the entries. Here's one format you can implement: [Professional's initials] – [Case]: [Manner … [Read more...] about Use a standard calendar entry format firm-wide
Model Tool: Checklist of docket entries
Why you need this checklist: Failure to meet a deadline, such as a statute of limitations, and other related calendaring issues continue to be the cause of the majority of legal malpractice claims in the United States. How this checklist helps you: By following a checklist, you can ensure that all important legal deadlines associated with a file, and their reminder dates, … [Read more...] about Model Tool: Checklist of docket entries
Model Policy: Progressive discipline and employee termination
Why you need this policy: There's no point in having any policies, procedures, and standards unless you're prepared to discipline employees who disobey them. The problem is that discipline is not only unpleasant but likely to result in some form of legal grievance, especially if the employee belongs to a union. That means you'll end up having to defend your action before an … [Read more...] about Model Policy: Progressive discipline and employee termination
How cultural differences complicate sexual harassment issues
By Steve M. Cohen bio You are probably tired of hearing about it, but some people never seem to understand that sexual harassment is not ok. "No" really does mean "no," and the workplace is not a singles' bar. Sexual harassment can also be a form of bullying or predatory behavior. In any form, sexual harassment is not acceptable and organizations that fail to deal with it make … [Read more...] about How cultural differences complicate sexual harassment issues
Model Policy: Nondiscrimination and diversity
Why you need this policy: The diversity of the 21st century work force has made offering equality of opportunity to individuals regardless of race, ethnicity, religion, national origin, gender, age, sexual orientation, disability, or other personal characteristics not related to their professional abilities is not just a legal mandate but an economic imperative. How this policy … [Read more...] about Model Policy: Nondiscrimination and diversity