March 4, 2008
Etiquette Training
A common concern about the current generation of workers coming into law firms is a lack of basic social skills. One HR Director told us about a partner in her firm who came back from a client dinner exasperated with the associate who accompanied him. “I felt like the hotel manager in Pretty Woman – like I was supposed to teach the associate which fork to use.”
The problem of lacking social graces has become a sufficient problem that a number of large firms have included etiquette coaching into their summer associate programs. The programs range from seminars to individual sessions with particularly “socially challenged” summer clerks. Nicknamed Charm School by one firm, the sessions range from how to shake hands to appropriate tipping. Gretchen Neels, an Etiquette Coach who used to be a Director of Recruiting for a large law firm ( www.neelscompany.com) finds that lawyers are particularly etiquette-impaired. According to Neels, “Young lawyers are accustomed to being in situations where they were the smartest person in the room and no one cared if they talked with their mouths full.” Her company runs half day seminars and sells a book Business Etiquette 101. Managing Health Care Costs
The current discussions about uninsured coverage in the Presidential primaries has caused many law firms to be concerned about the cost of ineligible participants in their plans. In fact, it is estimated by the insurance industry that 10 percent of dependents covered by the plan are ineligible. As a result, firms are considering audits to assure that all participants in their health insurance plan are in fact appropriate participants. However, routine verifications can be annoying to participants, particularly partners. Therefore, here are some tips on conducting an eligibility audit:
- Make sure that an audit is really necessary. A firm that has been diligent about requiring verification of eligibility during open enrollments may not have a significant problem. One test is to audit a sample group to determine the level of ineligibility found.
- Check the insurance company’s information. Frequently, changes in coverage are never transmitted to or recorded by the vendor. Making sure records between the employer and the insurer match is an easy first step before deciding to conduct an audit.
- Over-communicate the benefits of the audit and the fact that reduced ineligible participants may help reduce participant’s health care costs. Some firms explain the eligibility criteria and then offer a grace period during which employees can drop ineligible members with no questions asked.
- Review the administrative process. Law firms that have reviewed the work of third party administrators sometimes find large numbers of claims from terminated employees and their dependents.
Flu Prevention
Any law firm that has been through a flu epidemic understands the value of flu prevention programs. Here are some of the things that law firms are doing to help control a flu outbreak:
· Offer free flu vaccinations for employees and discounted vaccinations for family members
· Make hand sanitizers, tissues and similar items easily accessible.
· Have mandatory education programs on flu prevention.
· Enforce a policy of sending sick employees home.
· Pre-establish telecommuting options so sick employees can work at home. Summer Associate Offers
According to NALP, employment offers made to summer associates reached an all time high in 2007. 92.8 percent of summer associates received an employment offer and 76.8 percent accepted it. But the fall hiring of second year law students continues to be the mainstay of associate hiring. The chart at left shows a comparison of the average number of actual first year associate hires by law firms over the past 12 years. Work/Life Balance
For the first time in 2008, work/life balance is more highly valued as the most important factor in accepting employment. According to a survey by Rasmussen Reports, 32 percent of workers chose their job for work/life reasons. Compensation was second with 23 percent. Legal Resource Group LLC specializes in serving the executive and administrative recruiting needs of law firms. We maintain the largest data base of law firm executive and Administrative staff in the world. This allows us to immediately identify the very best candidates. We find the best people, complete searches faster and have extremely reasonable fees. For further information, visit our website at www.LRGLLC.com , contact us by e-mail at inquiries@LRGLLC.com or by phone at 1-800-688-4147.
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