Category: Human Resources

Dog Shaming

Whenever I encounter dog shaming photos on social media I have a laughing fit. I can’t imagine the somewhat warped sense of humor that prompted the first person to snap a picture and post it. Does it provide psychic relief to the owner, one wonders?

 

I can now answer that with a definitive YES!  This shaming picture shows my newly rescued Malinois, Mango. She was only with me a scant 3 weeks when my first road trip came up. She made it through the first day without me, and then panicked on the second day.  She escaped from her crate, collapsing it in the process.  She made it over a waist-high shelf into the utility room area adjacent, scattering everything on that shelf onto the floor.  And then she managed to get through the cat door – a feat which defies physics – by destroying the cat door and carpeting outside the door.

 

The shaming brought comic relief for me. In addition, as you can tell from the look on Mango’s face and her body positioning, she clearly knows did a bad thing. I doubt she will be a repeat offender.

 

What a loss we can’t do public shaming with people in our office who offend. You know who I mean . . . the ones who never get their timesheets in on time, or can’t seem to get their bills out the door.

 

Hmmm. . . can we?  Yes, we can, although it should be done somewhat delicately. Back in the day when bulging inboxes could crash a mail server, I used to post a monthly email to all naming the top ten with the largest mailboxes.  When one partner was anointed “email packrat of the year” by me, his response was over the top. He insisted I be fired by the managing partner for publicly humiliating him by calling him a rodent.  With tears of laughter streaming down his cheeks, the managing partner directed him to clean out his inbox.  I can assure you he never made the top ten list again!

 

We have too little accountability at law firms.  That’s why the common phrase “managing a firm is like herding cats” is repeated so often. Maybe it’s time for a little shaming at your office?

Mango the Malinois is exposed for wrongdoing!

Legal Administrator Job Opening

Quatrini Rafferty, P.C., is a continually growing, high-volume law firm based in Greensburg, PA, with branch offices located in Latrobe and downtown Pittsburgh. Founded 30 years ago, the firm champions the causes of people whose lives have been turned upside down by injury or illness.

The firm currently has an opening for a full-time Office Administrator. This person will work with the Managing Partner and the Controller, and be based in the Greensburg office. Primary responsibilities include human resources administration, management of the day-to-day operations of the firm, and coordination and implementation of firm policy and procedure to attain maximum efficiency. Additional responsibilities include IT oversight/planning and database management, records and file management, facilities oversight, and other administrative functions and projects as necessary.

The ideal candidate will have a strong human resources and benefit administration background and experience in legal office management is preferred. This position requires strong communication skills, the ability to maintain information in the strictest of confidence, empathy, juggling of multiple tasks and working in a high case volume atmosphere, the ability to supervise and work well with all employees within the firm, and maintain professional relationships outside the firm. Benefit package with 401(k) plan included.

Interviews will begin after January 4, 2017. Interested candidates are requested to send a resume and cover letter identifying interest in the position, core strengths, and salary requirements to Joyce Vivio.

Job Opportunity – Legal Administrator

Join their team! A progressive mid-sized regional law firm located in Bethlehem, Pennsylvania, seeks a full-time Legal Administrator with a minimum of four (4) years’ experience managing non-attorney staff, handling HR, employee relations, employee benefit matters and managing the key areas of law firm operations including technology, facilities, finance, legal industry trends and marketing. Candidate must be capable of working independently, maintain confidentiality, be a self-starter and work effectively with firm management. Candidate must have excellent people skills, written and oral communication skills and analytical skills and be highly proficient in Microsoft Office, including Word, Outlook, Excel and Juris.  SPHR, SHRM-SLP certifications preferred. Excellent benefit package available.

  • Location: Bethlehem, PA
  • Compensation: commensurate with experience
  • Candidates only. No Recruiters.
  • Please, no phone calls about this job!
  • Please do not contact job poster about other services, products or commercial interests.
  • Please do not contact job poster with unsolicited services or offers.

Interested candidates should submit resume and cover letter to Kristine Roddick, Esquire; Managing Partner

Attorney Position Opening

Well respected, boutique, Upper Bucks County based General Practice law firm is seeking bright and motivated Attorney to join their growing Litigation practice.

This is an excellent opportunity to join a dynamic, growing law firm with a lot of long term employees and a very friendly, professional working environment.  This practice group handles a variety of matters with a focus on general practice and defense litigation.  Previous related litigation experience is required.

The ideal candidate will have 2-4+ years’ litigation experience, strong research and writing skills along with exceptional interpersonal skills.  Must be admitted to practice in PA, NJ highly desired.

The successful candidate will show demonstrated ability and willingness to work as part of a team, manage multiple responsibilities, solve complex problems, and adapt easily to changing priorities.  Strong analytical, research and writing skills, along with exceptional interpersonal skills required.  Must excel at developing good working relationships with professionals, clients and colleagues.

Competitive salary, realistic billable requirement, generous bonus structure, and excellent benefits package offered.

Send CV and cover letter to Karen Chellew, Firm Administrator.

Office Manager

Office Manager – Part-time

 

Successful small law firm in Allentown, PA needs an Office Manager. Reports to the Managing Partner.  Management experience: 2+ year law firm, or 4+ other industry.   Education: A.S. or relevant certification. Solid MS computer skills.  Strong people skills. The firm will honor your summer vacation plans!  Send resume, cover letter and desired compensation to  Melissa Schwartz, Managing Partner.   Job description may be viewed at http://tinyurl.com/z5mtxct.

Job Opening / Opportunity: Bookkeeper for Philadelphia Law Firm

Job Description – Bookkeeper and Administrative Assistant – FINAL

The well-run successful small boutique law firm of Kang Haggerty & Fetbroyt LLC, located in Center City Philadelphia, has a job opportunity for an experienced full-charge bookkeeper. The candidate who fills the position will devote 90% of time to accounting work, and 10% to firm administrative matters.  The position job description is attached.

The ideal candidate will have a college degree and 5 years of relevant experience.  The firm utilizes QuickBooks, Timeslips, and Microsoft Office.  Existing competency with  these products is desired.

The firm offers a competitive starting salary, health, dental and life insurance, and a non-matching 401(k) plan.

Interested candidates should submit their resume to Edward T. Kang, Esquire.

Increasing Emotional Intelligence

The concept of emotional intelligence — EQ — hit my radar screen about 25 – 30 years ago while attending a seminar presentation by Dr. Larry Richard, who at the time was a consultant with Altman Weil.  He is now with LawyerBrain, a consulting practice which helps law firms tackle their most important people issues related to leadership, motivation, talent management, and  managing change.

Back then, the concept of emotional intelligence was not on the radar screen of law firms or HR executives.  Explosive 900-lb gorillas ruled the roost, or were tolerated, at a large percentage of firms. Most succeeded in spite of the obvious shortcoming.  In fact, talented attorneys with a high IQ and low EQ were perceived and sometimes sought out as those with the “right stuff” for success.

With my roots firmly planted in financial management, I recognized the fallacy early on.  Turnover at all levels of the firm, defections, and a toxic culture cost the firms I managed dearly in both dollars and work satisfaction.

One particular firm still stands out in my memory despite the passage of decades. The firm was founded by two partners. One was mild in temperament and affable. The other was undoubtedly the holder of the lowest possible EQ score on the planet. He would scream until his face was beet red and white spittle accumulated at the corners of his mouth.  He would scream equally at everyone at the slightest cause of displeasure, or because of the slightest stressor.  He didn’t care where the excoriating took place, and in fact most were public.  It was literally physically uncomfortable to witness him eviscerate his fellow founding partner in the hallway, to the point where the partner’s hands would shake and his head would bow in an attempt to deflect what must have felt like physical blows.

I have since made it my mission to help firms come to the realization that life is too short to allow this behavior to persist if there is an alternative. Admittedly, as some firms the founder is the low-EQ culprit, and the only choice is  endure or leave. But I always point out that when your choice is “my way or the highway,” leaving is an option to be considered.  It’s better than becoming ill from continued stress and abuse day after day.

I also encourage accountability for unacceptable behavior in the same manner that sloppy work, missing deadlines, or inadequate client communications are behaviors which most firms will not tolerate.  However, I find that the majority of firms are still unwilling to deal effectively with low-EQ offenders who are profitable for the firm.  What can your firm do?

Well, if you don’t want to throw out the attorney, at least get him or her some mandatory coaching assistance.  I have been increasingly referring clients to coaches for rainmaking, leadership, organization, and yes, emotional intelligence.  A very smart and talented coach I have become privileged to know is Dena Lefkowitz, founder of Achievement by Design.  Like Dr. Larry Richard, Dena is a “recovered attorney” who works to help those in practice improve their performance, work/life balance, and career satisfaction.

Can coaching make a difference?  I am asked that all the time by skeptical clients.  My answer is that it depends on the coach, and on the lawyer’s willingness and desire to improve.  As Dena states in her article:

. . . professional practices today have less toleration for berating, belittling and bullying behaviors. Unlike our IQ, which remains stable over a lifetime, EQ scores can be measurably improved. Coaches use assessments, such as the EQ-i 2.0, to determine areas of strength and those needing development, which are very useful, especially if there is lack of awareness regarding unwanted behaviors in a partner or employee.

To learn more about emotional intelligence read Dena’s excellent article “How to Harness Emotional Intelligence to Ensure Success” which appeared in the July 30, 2015 issue of The Legal Intelligencer.

 

 

Job Opening – Law Firm Administrator

The midsize West Chester, PA law firm of Gawthrop Greenwood, PC, with diverse practice areas and clientele, has a job opening for an experienced office administrator to oversee finances, technology, facilities, human resources, strategic analysis, and marketing. The firm offers a collegial atmosphere, a comprehensive compensation and benefits package, and a stable but growing practice. A copy of the job description is available at http://jobs.gawthrop.com

Send resume and salary request to Barbara Moore, Gawthrop Greenwood, PC, via email or mail to 17 East Gay Street, P.O. Box 562, West Chester, PA 19381- 0562.

 

Job Opening for Public Interest Attorney

Schuylkill Women in Crisis

Seeks attorney to represent survivors of domestic violence in civil matters (primarily OTHER than PFAs), e.g., divorce, custody, bankruptcy, housing, employment, etc. At least one-year litigation in family law practice preferred. Expertise /demonstrated interest in affecting positive change in public interest/legal/court system response to violence against women essential. Salary, bonus, and medical. Job description at  http://s-wic.org/jobdescriptions.html.

Send cover letter, CV, salary requirement and writing sample by August 28, 2015, to: SWiC, P.O. Box 96, Pottsville, PA 17901. E.O.E.

Job Opening – Bilingual Associate Attorney

The Law Office of Marcia Binder Ibrahim, LLC, located in Montgomery County, PA, has a job opening for an associate attorney with at least five years of criminal and/or immigration experience. The firm handles criminal and family matters, and has a special focus on all aspects of immigration law as they relate to the above.

Applicants must be a member of the Pennsylvania bar and/or eligible to waive in. Spanish language fluency is required. The firm’s offices are located in Lansdale and Norristown, and both are convenient to SEPTA’s regional rail. A competitive salary and benefits are available. The firm offers a flexible and congenial work environment, with significant opportunities to gain experience in complex immigration matters.

Interested candidates are requested to send a cover letter detailing why you are qualified for this position, along with salary requirements and a resume in PDF format to Marcia Binder Ibrahim.  (Note: the firm will not accept calls regarding this position unless the firm has already made contact first.)

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