ALA Question of the Month

January 2012

I would like to have my firm's support staff create career development plans. What resources are available?

This is a great idea, and development plans can become an important part of the firm's efforts toward motivating and retaining good staff. The websites and other resources referenced here should act as helpful starting points.

ALA's journal Legal Management has published several relevant articles. See, for example, "Building Blocks to Success" in the October/November 2006 issue outlining one firm's efforts to facilitate continuing education for staff, and "Virtual Education" in the same issue , with tips on developing and promoting a culture of learning.

May 2012

My firm is planning to hire several lateral partners in the next few months. Is there any guidance that will help us with background checks and other assessments?

 A key consideration for law firm managers and administrators is making a realistic projection of a potential lateral partner's contribution to the firm's success. Critical to this process is risk management due diligence, discovering and assessing the attorney's habits that can affect profitability. A similar review should be carried out when hiring lateral associates; whether or not an associate brings a book of business, you'll want to ensure that he/she will be able to thrive and succeed.

The ALA Management Encyclopedia^SM includes two articles addressing the issues of hiring laterals, both partners/practice groups and associates. Look for "Lateral Partners and Groups: Setting the Stage for Success with Recruiting, Integrating and Marketing" and "Integrating Lateral Associates Effectively: The Administrator Can Foster Success." Both articles provide information and checklists on how to approach lateral hiring, and preparing a foundation that allows laterals to achieve success for themselves and the firm.

April 2012

I'm looking for information on evaluating candidates for the firm's next managing partner. Also, if you can direct me to any resources on educating managing partners who are new to that role, or on building the managing partner-administrator relationship, that would be great. Thanks!

 There's a good amount of material available on the role of the managing partner and suggested criteria for election to that position. Several websites are focused on managing partner issues, while other resources offer basic guidance on leadership.

The Managing Partner Forum website is a rich source of information for anyone in a managing partner position. Articles and White Papers on various topics (such as leadership, planning and compensation) are offered; there's a complimentary electronic newsletter; leadership conferences (limited to managing partners and senior law firm leaders) are offered several times each year.

February 2012

I am interested in instituting a fragrance-free (or minimal fragrance) policy in my firm; one of the staff is highly allergic to scented products. Are any sample policies available?

 A good place to start for information on fragrances in the workplace is the Job Accommodation Network (JAN), a service of the Office of Disability Employment Policy, U.S. Department of Labor. JAN provides information on accommodation and compliance with the Americans with Disabilities Act (ADA). Their Employees with Fragrance Sensitivity page offers background material and suggestions on what employers can do to minimize exposure, and includes a bibliography for further reading. If your office has questions about accommodating this (or any other) potential disability, JAN offers free, confidential assistance.

The Massachusetts Nurses Association posted a newsletter article on chemical sensitivities, and offered a sample policy as well as tips on advocating for a fragrance policy in one's workplace.