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HUMANRESOURCES
“Human Resources”
Pg. 20Career Fair - Mission Accomplished!
Pg. 21Is Temp-to-Hire a Good Thing?
Pg. 23Five Tips for Engaging Employees on a Budget
DON'T MISS:
June / July 2015Vol. 2015, No. 3
2 THE VERDICT - June | July 2015
THE VERDIC T STAFF
EVENTS5 Calendar of Events
5 2016 Annual ALAMN Conference & Exposition
10 ALAMN Summer Social
13 ALA Webinars
NEWS8 ALAMN Shining Star
8 Diversity Award - Shary Tivy
16 Diversity & Inclusion Award
18 Know Your Legal Jargon
MEMBERS
3 2015-2016 ALAMN Officers & Directors
4 2015-2016 ALAMN Committees & SIGs
8 New Member
29 2015 ALA National Conference
30 Get to Know Your ALAMN Board
MORE INSIDE3 ALAMN Mission Statement
9 2015 ALAMN Business Partner Sponsors
28 Advertisers in this Issue
COLUMNS7 President's Column
21 Is Temp-to-Hire a Good Thing?
23 Five Tips for Engaging Employees on a Budget
24 The Value of Finding and Being a
Professional Mentor
26 Happiness in the Workplace
REPORTS12 Community Service Committee
17 Committees & Special Interest Groups
20 Career Fair - Mission Accomplished!
Letters to the EditorLetters to the Editor of The Verdict are welcome and can be e-mailed to [email protected]. In your letter, please include your name, firm name, mailing address, daytime phone number, and e-mail address. Letters that do not contain full contact information cannot be published. Letters typi-cally run 150 words or less and may be edited. Your letter may be on any topic. You will be contacted before your letter is published. Thank you.
Editor Tara L. Smith, JD Walling Berg & Debele PA612.335.3227 [email protected]
Advertising Kimberly (Kim) A. EssNilan Johnson Lewis PA612.305.7619 [email protected]
TABLE OF CONTENTS
3THE VERDICT - June | July 2015
FINANCE DIRECTORSarah L. Evenson, JD, MBA Barnes & Thornburg [email protected]
MEMBERSHIP DIRECTORJim Schroeder Gray Plant [email protected]
PRESIDENT-ELECTSarah Didrikson Nilan Johnson Lewis [email protected]
PRESIDENTKatherine M. HubbardMadigan Dahl & Harlan [email protected]
PAST PRESIDENTDeborah O’Connor, CLM Best & Flanagan [email protected]
COMMUNICATIONS DIRECTORPhilip T. RushMoss & [email protected]
EDUCATION DIRECTORPamela Gerads Merchant & Gould [email protected]
ALAMN has adopted ALA's Mission Statement
To improve the quality of management in legal services organizations; promote and enhance the compe-tence and professionalism of legal administrators and all members of the management team; and represent professional legal management and managers to the legal community and to the community at large.
DIRECTORS
2015 - 2016 ALAMN OFFICERS & DIREC TORSOFFICERS
ADMINISTRATIVE DIRECTORAbby K. RooneyFoley & [email protected]
4 THE VERDICT - June | July 2015
ALAMN COMMITTEES serve as liaisons between membership and the respective director, representing the ALAMN Board of Directors.
BUSINESS PARTNER AND CONFERENCE Kim Ess 612.305.7619 [email protected] Naim 612.766.7309 [email protected]
COMMUNICATIONSShannon Bonnett 612.305.7615 [email protected] Lee 612.204.4633 [email protected]
COMMUNITY SERVICEVicki Meyer 763.225.6048 [email protected] Nelson 612.349.0806 [email protected]
COMPENSATION & BENEFITS SURVEYEllen Drasin 612.977.8468 [email protected] Oanes 612.349.0935 [email protected]
DIVERSITY & INCLUSIONCurtis Okerson 612.492.7552 [email protected]
EDUCATIONAL PROGRAMSharon Pinska 612.333.5230 [email protected] Stewart 612.373.8450 [email protected]
HUMAN RESOURCESLaurie Greenberg 612.977.8608 [email protected] Thaemert 952.746.2170 [email protected]
LARGE FIRMTracey Skjeveland 612.371.5211 tskjeveland@
merchantgould.com
MEMBERSHIP DEVELOPMENTJames Fowler 612.244.2910 [email protected] Lenander 612.336.6861 jennifer.lenander@
ogletreedeakins.com
NOMINATINGDeborah O’Connor 612.339.7121 [email protected]
SMALL & MEDIUM FIRMJessica Gerhardson 952.885.1294 [email protected] Pepera 651.351.2129 kpepera@
eckberglammers.com
ALAMN SPECIAL INTEREST GROUPS (SIGs) are educational forums specific to functional specialty. Special Interest Group (SIG) meeting attendees need not be ALAMN members.
FACILITIES MANAGEMENTMary Laschansky 612.632.3252 [email protected] Thaemert 952.746.2170 [email protected]
FINANCIAL MANAGEMENTJill Caspers 612.672.3234 jill.caspers@bowmanand
brooke.com
ST. CLOUDAnn Entemann 320.656.3538 [email protected]
SYSTEMS & TECHNOLOGYTom Ernster 612.373.6943 [email protected]
INTELLECTUAL PROPERTYVal Studer 612.573.2008 [email protected] Sutton 612.349.5764 [email protected]
LEGAL PROJECT & KNOWLEDGE MANAGEMENT, PRICING AND PROCESS IMPROVEMENT Rebekah Anderson 612.492.7842 [email protected] Wahlquist 612.335.7136 matthew.wahlquist@
stinsonleonard.com
2015 - 2016 ALAMN COMMIT TEES & SIGs
5THE VERDICT - June | July 2015
JULY AUGUSTSU MO TU WE TH FR SA
28 29 30 1 2 3 45 6 7 8 9 10 11
12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 31 1
ALAMN CALENDAR OF E VENTS
26th Annual ALAMN Educational Conference and Business Partner Exposition
Thursday, February 25, 2016
New Location: Hyatt Regency Minneapolis
Get this date on your calendar now.
Connect with fellow ALAMN mem-bers, enrich your knowledge from great education sessions and check out new products/ideas from our Business Partners.
2 – ALA Webinar: Secrets to Reducing Law Firm Stress 2:00 p.m. – 3:00 p.m. Location: Merchant & Gould7 – Human Resources Committee Meeting 11:30 a.m. Location: Bowman & Brooke8 – Finance SIG* 12:00 – 1:00 p.m. Location: Gray Plant Mooty15 – Community Service Committee Meeting 11:30 a.m. Location: Robins Kaplan15 – ALA Webinar: The Right Person for the Right Job: Fresh Assessment Tools 2:00 p.m. – 3:00 p.m. Location: Merchant & Gould16 – ALAMN Community Service: Second Harvest Heartland 6:00 p.m. Location: 6325 Sandburg Road, Suite 1700, Golden Valley17 – ALAMN CLM Study Group (Session 4) 11:30 a.m. to 1:00 p.m. Location: Merchant & Gould21 – Membership Development Committee Time & Location: TBD22 – Communications Committee Meeting 12:00 p.m. Location: Lindquist & Vennum30 – 2015 ALAMN Summer Social Meeting 4:00 p.m. Location: Orchestra Hall
3 – Pricing, LPM, Process Improvement & Knowledge SIG* 11:30 a.m. Location: Stinson Leonard Street5 – Large Firm Committee Meeting 12:00 p.m. – 1:00 p.m. Location: Gray Plant Mooty6 – ALA Webinar: Keys to Interpreting Benchmarking Information to Drive Performance Improvement 2:00 p.m. – 3:00 p.m. Location: Merchant & Gould7 – ALAMN CLM Study Group (Session 5) 11:30 a.m. to 1:00 p.m. Location: Merchant & Gould12 – Finance SIG* 12:00 – 1:00 p.m. Location: TBD18 – Membership Development Committee Time & Location: TBD19 – ALA Webinar: De-Mystifying Data Breaches & Information Security Compliance 2:00 p.m. – 3:00 p.m. Location: Merchant & Gould20 – Small/Medium Firm Committee Meeting 11:30 – 1:00 p.m. Location: Town & Country Club, St. Paul26 – Communications Committee Meeting 12:00 p.m. Location: TBD28 – ALAMN CLM Study Group (Session 6) 11:30 a.m. to 1:00 p.m. Location: Merchant & Gould
SAVE THE DATESU MO TU WE TH FR SA
26 27 28 29 30 31 12 3 4 5 6 7 89 10 11 12 13 14 15
16 17 18 19 20 21 2223 24 25 26 27 28 2930 31 1 2 3 4 5
*PLEASE NOTE: Special Interest Group (SIG)
attendees need not be ALAMN members
7THE VERDICT - June | July 2015
Later in this edition of the Verdict, you will read about ALAMN’s first annual legal career fair. There are many important reasons for our chapter to host events such as this. The most obvious, given the
increasing age of our work force and the decreased birth rate of our society, is that we have a skilled workforce shortage at our doorsteps. In its 2013 Human Capital Trends report, Deloitte stated that the “war for talent” is one of the five most important human resource concerns facing employers.
We need to be proactive in our approach to finding a so-lution. Not tomorrow, but now is when we must invest our time and financial resources into actively recruiting high school and college students to consider and seek careers in the legal industry. This is my rallying cry for ac-tion. We cannot wait for talent to come knocking on our door. We have to promote the variety of career options in our organizations. We have to highlight and differenti-ate the benefits our industry from all the other industries available. We have excellent benefit packages and start-ing salaries higher than many other industries for similar job positions.
The NFL draft recently wrapped up. Though the stars of the show were the potential players being drafted, it took team-work and incredible execution by recruiters, general manag-ers, coaches, assistant coaches and analysts all working to-gether to decide which players a team wanted to draft.
Much like the NFL, the general public generally only thinks of the roles of lawyers and paralegals when jobs are sug-gested in the legal sector. While these are wonderful career paths, they are only two of the many legal industry careers available. Who among us even heard of a legal administra-tor before we worked in a law firm or interviewed for our first legal management position? That is why ALAMN is performing outreach to our local law schools and masters’ degree programs to promote legal management as a po-tential career path for graduating students.
The goal of this outreach is not only to add volume to our talent pool, but also to increase the skill level and encour-age legal-focused educational opportunities. The more skilled our workforce, the faster they become contribut-ing employees in our organizations. We must continue to support talent development once we have our skilled workforce in place. The Boston Consulting Group’s Global Leadership Talent Index Survey (say that fast ten times), found a strong correlation between a company’s financial performance and whether they were considered “talent magnets.” So, the next time your ownership questions whether the organization can afford to invest in employ-ee education and training, remind them that we spend our resources in what we value.
ALAMN is committed to working with you to locate, edu-cate, hire, and retain a talented workforce for generations to come, we simply ask you to join us in the journey. Are you ready to be part of a brighter future?
FROM THE PRESIDENT OF ALAMNBy: Katherine M. Hubbard
YOU DON’T NEED TO BE CLAIRVOYANT TO SEE THE EMINENT TALENT SHORTAGE
8 THE VERDICT - June | July 2015
NE W MEMBER
Zachary Hagstrom New Business Intake ManagerStinson Leonard Street LLP150 South 5th Street, Suite 2300, Minneapolis, MN [email protected] 612.335.7016
Please welcome the following ALA member who recently joined ALAMN:
And the next ALAMN Shining Star is…The Board of Directors proudly announces Cheryl Nelson, CLM as the next Shining Star. Cheryl is the Human Resource Manager at Robins Kaplan LLP and has been a member of ALAMN for over 17 years. In addition to her PHR and SHRM-CRP certifications, Cheryl is one of eight Certified Legal Managers (CLMs) in our chapter of almost 250 members. Cheryl has previously served as president of ALAMN as well as Region 3 director of ALA, and is recognized now for her contributions to our chapter as Social Media Coordinator. Cheryl is responsible for the Twitter tweets and Facebook posts you may see pop up on your newsfeeds. Keeping the chapter up to date on all of the activi-ties is a large task, but with Cheryl's diligent efforts as Social Media Coordinator you should have all of the information you need. If you aren’t already receiving Cheryl’s terrific tweets and posts, be sure to follow and like ALAMN’s Facebook and Twitter accounts today. Cheryl Nelson
SHARI TIVY HONORED WITH DIVERSIT Y AWARDALAMN is pleased to announce that member Shari Tivy, Bowman and Brooke's Director of Human Resources, re-ceived the Hennepin County Bar Association's Diversity Award at the HCBA’s annual meeting on May 27th, 2015. Recipients of this award are recognized for their signifi-cant contributions and long-term commitment to diver-sity and inclusion in the local legal profession.
Shari joined Bowman and Brooke in 2005 and, together with the firm's Diversity Committee, developed the firm's diversity program. Shari helped to launch the firm's first ever "Acts of Inclusion Checklist," a list of 64 ways to fos-ter a culture of inclusion. Bowman and Brooke lawyers are required to engage in a minimum number of activi-ties and participation is included in their annual review process. Shari represents Bowman and Brooke's mem-
bership with Twin Cities Diver-sity in Practice and serves on the Recruiting Committee.
Shari serves on the Diver-sity and Inclusion Commit-tee for the Association of Legal Administrators Minne-sota (ALAMN) and is incom-ing chair of the international Association of Legal Admin-istrators' (ALA) Committee on Diversity and Inclusion. Con-gratulations, Shari! Shari Tivy
9THE VERDICT - June | July 2015
Alerus FinancialAssociated Private Client Services
CBIZ, Inc.Fluid InteriorsHenricksenLoffler Companies Inc.Marco, Inc.
Ricoh USAInnovative Office SolutionsTower Legal SolutionsU.S. BankVerus Corporation
ABA Retirement Funds ProgramARAMARK Refreshment ServicesBan-Koe CompaniesBeacon Hill Staffing GroupBerry Coffee CompanyBertelson One SourceBMO Harris BankBremer BankBusiness Data Record ServicescicaydaCoffee Mill, Inc.Complete Graphics, Inc.CORTCushman & Wakefield/NorthMarqDepo InternationalDocument Technology Inc.Enventis
FRSecure LLCGardner BuildersGreiner ConstructionHays CompaniesIntegra BusinessIntegreonLarson Records ManagementLexisNexisMcGladreyMerrill CorporationMSpace/iSpaceNightOwl DiscoveryNorthland Business Systems Inc.Nuance Document ImagingParametersRandstad ProfessionalsRobert Half Legal
Shepherd Data ServicesShred RightSpecial Counsel, Inc.Stonebridge BankSUCCESS Computer Consulting, Inc.Tegile SystemsThomson ReutersUPSVerizon WirelessWells Fargo Bank N.A. Willis of Minnesota, Inc.
Ahmann-MartinCarlsen Coaching & ConsultingCedars SystemsDocument Technology Solutions, Inc.
Education Partners Inc.Element Technologies, LLCHBF Textiles / GunlockeMarsh & McLennan Agency LLCMercer Consumer
Studio Hive Inc.Wipfli, LLP
Emergent Networks LLC
2015 ALAMN BUSINESS PARTNER SPONSORS
10 THE VERDICT - June | July 2015
ALAMN 2015 SUMMER SOCIAL
Thursday, July 30, 2015Orchestra Hall111 Nicollet Mall, Minneapolis
The Summer Social is back downtown. Join us for great networking, fun activ-ities, delicious foods, cold beverages and to thank our Business Partners.
Catering will be provided by Vincent, French cuisine with a contemporary American influence.
Look for information to register in early July.
ALAMN IS NOW ON SOCIAL MEDIA
If you are a tweeter, don't forget to fol-
low us! Our handle is @minnesotaala.
You will also find links to ALAMN's
Facebook and LinkedIn pages above.
Get following & tweeting!
Online Communities Now Open!We know how much you value the insights and connections you gain from your ALA listservs and web forums, so we made it even easier – and better – to share ideas and experiences with your peers. Your new online community platform will help you find solutions from your peers, or share your solutions with others— just like you always have on your listservs and web forums.
The new community platform is more robust and offers additional features like these: Wikis File sharing Polling area Searchable member directory Shared interest groups
Access to your new online community is available after you log into the ALA website at the “My Communities” link at the top of the homepage.
** Archived listserv and web form discussions appear in “Forums,” with the same names.
Log into alanet.org and start exploring today!
12 THE VERDICT - June | July 2015
COMMUNIT Y SERVICE COMMIT TEE - SIMPSON SHELTER MEAL
On June 18th, 2015, the following volunteers prepared and served a delicious BBQ meal to over 100 appreciative shel-ter guests. Special thanks to Norma Thayer and Pat Stender for planning and shopping for the meal, and grill masters Bryan Bataille and Phil Thayer for their grilling expertise. A fun event!
THANK YOU VOLUNTEERS!Bryan Bataille RicohJessica Gerhardson Monroe Moxness BergKathy Hubbard Madigan Dahl & Harlan (ALAMN Chapter President)Courtney Kurkowski Anastasi & AssociatesVicki Meyer Gislason & HunterCheryl Nelson, CLM Robins KaplanPat Stender Cousineau McGuireNorma Thayer Zimmerman ReedPhil Thayer GuestAlexandra Tseffos CBRE
Scott Ellingson | Private Banking Professional Services Team - Law Firms St. Louis Park | 952-591-2778
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RETHINK YOUR CURRENT RELATIONSHIP. CONTACT SCOTT FOR A COMPLIMENTARY FINANCIAL REVIEW.
13THE VERDICT - June | July 2015
Webinar: Secrets to Reducing Law Firm Stress Thursday, July 2, 20152:00 p.m. – 3:00 p.m. Central Time
Looking to relieve firm-wide stress levels? Drained from the high-pace and pressure? Worried about the effects of stress on your body and health? Join this webinar to infuse relaxation into your firm through secrets from nature and wellness-based research. Many of these researched-based strategies can impact your team without their active par-ticipation. You will also learn simple and fast stress reduc-ing exercises drawn from the practices of meditation, mas-sage and yoga that can be done right at your desk.
Objectives: • Use short stress-busting exercises• Identify stress reducing research from the field of biophilia• Explain the science and strategies to your firm
Webinar: The Right Person for the Right Job: Fresh As-sessment Tools Wednesday, July 15, 20152:00 p.m. – 3:00 p.m. Central Time
Join this webinar to discuss a unique assessment-driven benchmarking process in selecting the most appropriate talent for your organization. As decision makers in the hir-ing process, gain a deeper understanding of how important it is to select the right person for the right position, and how do just that, even prior to starting your job search. You will also discuss various tools and techniques in developing a hiring process that is as objective and effective as possible in maintaining the health of your organization.
Objectives: • Identify the importance of job matching to success• Determine how to identify who the right person is
prior to starting a job search• Develop a hiring process that selects the right people to
do the right thing in the most objective process possible• Create an assessment-based hiring process
This program has been approved for 1 (HR (General)) re-certification credit hours toward PHR, SPHR recertification through the HR Certification Institute (HRCI).
The Association of Legal Administrators is recognized by SHRM to offer Professional Development Credits SHRM(PDCs) for SHRM-CP or SHRM-SCP. This program has been approved for 1 PDC.
How to request an HRCI and/or SHRM certificate:
If viewing webinar with your own personal subscription, please send a copy of the certificate of attendance from WestLegalEd to [email protected] and the program ID certificate will be emailed to you.
If viewing webinar as part of a group, please request credit in writing and have group leader email a copy attendance sign in/out sheet to [email protected] and the program ID certificate will be emailed to each individual in the group who requests it.
Webinar: Keys to Interpreting Benchmarking Informa-tion to Drive Performance ImprovementThursday August 6, 20152:00 p.m. – 3:00 p.m. Central Time
Learn how to best utilize benchmarking information to drive results within your firm. Hear how the demographics or experience levels of the firm’s partners can lead to com-mon misinterpretations of survey data. You’ll also hear best practices on how to get buy-in from firm leadership to drive change and improve financial performance in your firm.
Objectives: • Determine how the firm's geographic and practice
group footprint can overstate, or understate the firm's performance
• Identify best practices on how to get the buy-in from firm leadership
• Examine the most common misinterpretation pitfalls when reviewing survey results
ALA WEBINARS
ALA Webinars can be viewed at no cost to ALAMN members at the office of Merchant & Gould each month. Sign up by reg-istering online or by contacting Pam Gerads by phone at 612.336.4668 or email at [email protected]. In addition, ALA Webinars are available either live or on demand at no cost to subscribers of West LegalEd.
[ continued on page 14 ]
14 THE VERDICT - June | July 2015
ALA WEBINARScontinued from page 13
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Stolen confidential and personal information is the new currency of the global criminal underground. The sensitive information handled by attorneys makes every law firm an ideal target for data thieves and cyber-criminals. Join this webinar to get the important information on how data breaches happen, learn the top 10 best practices your firm should follow to prevent a breach, and find out what you as an administrator can do to help your firm get and stay compliant with federal and state data privacy laws.
Objectives: • Discuss how data breaches happen and how to protect
yourself and your firm• Identify federal and state privacy laws and how to stay
compliant• Determine strategies to mitigate risk with digital activity
This program has been approved for 1 (HR (General)) recertifi-cation credit hours toward PHR, SPHR recertification through the HR Certification Institute (HRCI).
The Association of Legal Administrators is recognized by SHRM to offer Professional Development Credits SHRM(PDCs) for SHRM-CP or SHRM-SCP. This program has been approved for 1 PDC.
See instructions on page 13 for how to request an HRCI and/or SHRM certificate.
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16 THE VERDICT - June | July 2015
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DIVERSIT Y & INCLUSION AWARD
ALAMN’s Diversity & Inclusion (D&I) committee was recently honored as a prize winner in ALA’s Diversity & Inclu-sion Chapter Challenge contest. The entry, which scored highly, described how our chapter has utilized the ALA Diversity & Inclusion Scorecard – A Roadmap to Change. Congratulations to the D&I committee and special thanks to committee chair, Jodi Schmidt, for her efforts. To view ALAMN’s award winning entry, please click here.
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17THE VERDICT - June | July 2015
The ALAMN Certified Legal Manager (CLM) Study Group held an informational meeting on Tuesday, May 12, 2015, at Merchant & Gould. The group discussed the requirements in order to sit for the exam. Time was spent on discussing the variety of ways to satisfy the educational requirements, whether by attending confer-ences, through ALA webinars, or self-study alternatives. The individuals in attendance determined meeting ev-ery three weeks on Fridays seemed appropriate. Tracey Skjeveland, CLM and Mary Anderson, CLM, will serve as the study group’s coordinators. The next session is scheduled for Friday, July 17th from 11:30 a.m. to 1:00 p.m. at Merchant & Gould. Please reach out to TraceySkjeveland, CLM at [email protected] ifyou would like to join this group. Remember, you don’tneed to commit to sitting for the exam to join. Watch theALAMN calendar for a detailed agenda, including guestspeaker information.
The Facilities Management Special Interest Group met on Tuesday, April 21, 2015 at Dorsey & Whitney, hosted by Leslie Frye. Carolyn Stensrud of Fed Ex dis-cussed with the group Fed Ex’s Same Day City service. While the discussion focused on the details of using the Same Day City service, Priority or Standard services are still available. The Priority Service has a 15-mile radius and is guaranteed to deliver within two hours. If FedEx is 60 seconds late or later, you may request a full refund. After Carolyn’s presentation, the group continued with a roundtable discussion, including suggestions for up-coming meetings, sit/stand stations, dictation, off-site back-up, light bulbs/fixtures and build outs/new spaces. Please contact co-chairs, Mary Laschansky at [email protected] or Kelly Thaemert at [email protected], for additional information or to join this SIG.
The Human Resources Committee met on Tuesday, May 5, 2015 at the office of Briggs and Morgan, hosted by Kim Hansen. The guest speaker was Ellie Krug, an at-torney who transitioned from male to female in 2009. Ellie spoke on the challenges and benefits of hiring transgender attorneys and staff members, and provided suggestions on how to make a transgender client, wit-
ness or attorney feel welcomed and accepted. Ellie also spoke about the important work of Call For Justice, LLC (C4J), a nonprofit that helps low income persons con-nect with legal resources in the Twin Cities. C4J works with United Way 211 (Information and Referral) to help provide more targeted legal referrals. They also act as a “convener” to bring people and organizations together to address gaps in the system and to foster meaning collaborations. The next Human Resources Committee meeting will be held on July 7 at Bowman & Brooke. Shari Tivy will present on the role of diversity commit-tees within law firms. Please contact co-chairs, Laurie Greenberg at [email protected] or Kelly Thaemert at [email protected], for additional information or to join this committee.
The Intellectual Property Special Interest Group met on April 2, 2015 at Patterson Thuente Pedersen, P.A., hosted by Susan Sutton. The topic of discussion, Client Billing in IP Law Firms, was led by Susan Sutton. Discussion focused on ebilling, billing soft costs, billing foreign associate for-eign currency invoices, managing client budgets, policies and procedures for write offs of work-in-process, approval of client discounts, policies and procedures for requesting costs/fees in advance, and educating clients on costs for prosecution. Please contact co-chairs, Val Studer at [email protected] or Susan Sutton at [email protected], for additional information or to join this SIG.
The Large Firm Committee met on Wednesday, May 6, 2015 at Merchant & Gould, hosted by Tracey Skjeveland, CLM. The meeting agenda was an open forum in which the group dis-cussed the logistics of partner/shareholder voting. The firms in attendance reported handling it in a variety of ways from ac-clamation, to paper ballot, to electronically by using website or voting machines. Method selection varied based on the topic up for vote. Another topic of discussion was attorney retreats, specifically ideas and events that worked well for firms and things that were not as successful. The next Large Firm Admin-istrators Committee meeting will be held on August 5 at Gray Plant Mooty. If you would like to join this group, please contact chair, Tracey Skjeveland, CLM at [email protected] for additional information or to join this committee.
COMMITTEES & SPECIAL INTEREST GROUPS
[ continued on page 18 ]
18 THE VERDICT - June | July 2015
The Membership Development Committee met Wednesday, April 21, 2015 and discussed contacting the remaining non-renewals to identify who plans to renew; student membership and marketing to students; the Peer Connection; and the December winter social. The next membership committee meeting is scheduled for Tuesday, July 21, 2015. Please contact co-chairs, James Fowler at [email protected] or Jennifer Lenander at [email protected], for additional information or to join this committee.
The Small/Medium Firm Committee met on Tuesday, April 28, 2015 at the Town and Country Club in Saint Paul. The group had a round table discussion regarding topics and speakers for the upcoming year. The next small/medi-um firm committee meeting will be held on Thursday, Au-gust 20th at 11:30 a.m. at the Town and Country Club. The speaker and topic is yet to be determined. Please contact co-chairs, Jessica Gerhardson at [email protected] or Kim Pepera at [email protected], for additional information or to join this commitee.
COMMITTEES & SPECIAL INTEREST GROUPS - CONTINUED
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19THE VERDICT - June | July 2015
Mark YOUR CALENDAR
Chapter Leadership InstituteJuly 23-25, Grand Rapids, MI
Large Firm Principal Administrators RetreatAugust 6-8, Colorado Springs, CO
Business of Law Conference – CentralSeptember 10-12, New Orleans, LA
Law Firm Management Essentials Formerly known as Essential Competencies for Legal Administrators (ECLA) September 16-18, Chicago, IL
Corporate Law Department SymposiumHosted by the Boeing Law DepartmentSeptember 17, The Boeing Company, Chicago, IL
Business of Law Conference – EastOctober 1-3, Atlanta, GA
IP Conference for Legal ProfessionalsOctober 8-9, Annapolis, MD
Managing Partner/Executive Director ForumOctober 19-20, Orlando, FL
Business of Law Conference – WestOctober 22-24, Las Vegas, NV
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20 THE VERDICT - June | July 2015
ALAMN held its first annual Legal Career Fair on April 27, 2015. We hosted students from Patrick Henry High School in North Minneapolis. ALAMN partnered with volunteers from the Minnesota Paralegal Association, the legal assistant program for Anoka Technical College, and many wonderful employees from our member law firms. We began the day with donuts and a presenta-tion about ALAMN, including our Legal Career College Scholarship. Then, the students visited stations that had volunteers who shared what a day-in-the-life of their chosen career entailed, explained the educational re-quirements, and provided the students with a rough ex-pectation for starting salaries. Students and volunteers finished the day enjoying a pizza lunch together and participating in an informal question and answer period.
A heartfelt thank you to Fredrikson & Byron for allowing us to use their space for the fair, the many wonderful volunteers who helped plan the fair, and the fantastic volunteers who spoke at the fair about their careers. It was a team effort that brought about great results.
The volunteers were very impressed with the insight-ful questions that the students asked and their helpful feedback during the question and answer period. Be-low is a sampling of the feedback from the volunteers:
“Loved the smiling students and especially those who had really great questions about the legal field overall.”
“The student participants were so positively en-gaged and they seemed to be enjoying a memo-rable experience.”
“The students seemed genuinely interested in the legal field and were very respectful.”
The college and career coordinator at Patrick Henry High School sent us a thank you that stated:
“Thank you Katherine for arranging this wonder-ful experience for the students. All the students I talked with had glowing remarks about the fair…it worked well to have a targeted group of stu-dents who were genuinely interested in the legal career field.”
We are thrilled to be continuing the Legal Career Fair as an annual event, coordinated by the Diversity and Inclu-sion committee. We will be looking for volunteers for the Legal Career Fair in the coming months. If you are in-terested in volunteering for the Legal Career Fair, please contact Curtis Okerson at [email protected].
CAREER FAIR - MISSION ACCOMPLISHED!
21THE VERDICT - June | July 2015
IS TEMP-TO-HIRE A GOOD THING?
When faced with an employment decision, employers should be aware of all potential staffing options. Would your law firm benefit from a contractor for a quick surge in the work load? Do you prefer to hire someone directly for a per-manent, full-time position? Perhaps an option in between those two scenarios would be best, in which case you should consider finding someone for a Temp-to-Hire arrangement.
Temp-to-Hire is a flexible staffing option available to employ-ers when bringing on new employees. This arrangement al-lows both candidates and employers to “test drive” the work-ing relationship before making a permanent decision.
Key Benefits
• Employers can evaluate the employee on a risk-free basis during the temporary portion of the job.
• Temp-to-Hire staffing arrangements are typically facilitat-ed through staffing partners who offer additional benefits such as advanced screening and vetting process and cov-ering all payroll and employment costs and taxes.
• Working with a staffing partner for the Temp-to-Hire placement also enables the employer to save time and money on the search for a new employee since these agencies are in regular contact with fresh, top-notch tal-ent. This results in a shorter search and hiring time line and expedited onboarding – getting you the talent you need as quickly as possible.
• Flexible Temp-to-Hire staffing can enable the employer to adjust more easily to work load fluctuations. If the position for which the candidate was hired no longer has the flow of work to justify keeping this person employed, s/he can be removed from the assignment (with the help of your staffing partner).
Things to Consider
• Temp-to-Hire opportunities may attract a different de-mographic of candidates than direct hire positions. Those who are currently employed on a full-time basis may not be as inclined to leave their current positions for some-thing potentially less definite.
• While the employer assesses whether the employee would be a good long-term fit, the employee is assess-ing the employer. Ultimately, when both parties agree to enter a long-term permanent employment, this assess-ment phase will ensure that this is a mutually beneficial arrangement. Just be aware that the “test drive” is going both ways!
When faced with your next staffing decision, consider all your options. For additional assistance and guidance, feel free to reach out to a staffing partner to weigh all your alternatives to ensure you make the best decision for you and your firm. Happy hiring!
By: Stacia Ullmann
Author Bio: Stachia Ullmann joined Special Counsel as Business Development Director in Septem-ber 2014. Previously, she spent nine years in the career and professional development office at Hamline University School of Law and served as the Director of Career Servic-es for a local college. Having a broad range of experience in legal careers and recruiting, she has a thorough understanding of staff-ing and placement and enjoys partnering with employers to ensure they can find and hire the talent they need.
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23THE VERDICT - June | July 2015
Benefit communicators agree that even the best benefits program when poorly communicated (or not communi-cated at all!) has little value. It’s true. Unfortunately, many employers spend millions on their benefits programs but fall short when it comes to educating their employees.
According to a 2014 report by Aflac1, only nine percent of employees believe human resources has communicated benefits information effectively, and 65 percent said their employers sent benefits-related information less than three times per a year. A survey by Benz Communica-tions2 revealed that 64 percent of employers distribute information during open enrollment only.
No wonder employees are confused, choose the same benefits year after year, and rarely take advantage of valu-able benefits such as flexible spending or health savings accounts. Your employees need to be aware of the benefits you offer—and understand how to use them—to appreci-ate their value. A MetLife study3 reports that 50 percent of U.S.-based employees said benefits are the reason they will stay with their current employer.
While it makes sense to communicate effectively and of-ten, for some organizations that’s easier said than done. Here are five tips to help you begin developing engaging communication materials, even if you have little time and no visible budget:
1. Use carrier communication materials, including fly-ers, posters, emails and more, all generally available on public websites. Many also have free videos avail-able on YouTube. You can use these formatted, pro-fessionally written pieces “as is” or borrow content for emails and enrollment guides (attribution required) to develop your own flyers and posters. Post them in breakrooms, restrooms, and entrances or consider desk drops. Email links to the videos or use them in benefit meetings.
2. Don’t forget about carrier apps and cost calcula-tors to provide instant access to plan and provider information and decision-making tools. iTunes and Google Play feature hundreds of free apps, including iTriage, WebMD, Health News and more.
3. Access information from organizations such as the Centers for Disease Control, the American Cancer Soci-ety or the National Coalition on Business Health (which offers robust employee communication materials) to boost your benefits and wellness education.
4. Take advantage of free and highly effective group and one-on-one meetings with employees. A sim-ple PowerPoint presentation with a motivated pre-senter is an effective educational tool. Provide talk-ing points to managers and supervisors so they can conduct mini-enrollment meetings with employees if that makes more sense for your organization.
5. If your employees use email at work, you’re in luck. Stick to one topic and try to condense information into two to three paragraphs. If you can invest in a graphic format for your emails, that’s even better. Write active, action-oriented subject lines: Three steps you must take during open enrollment (which begins today).
Putting it all togetherSpend some time gathering information that relates to your employee population, and determining key messag-ing you want to share, actions you want to encourage, and the results you hope to achieve. Decide how you will share information with your employees (emails, intranet, print, mail, meetings) and then determine how you will cascade your communications materials throughout the year. Com-municating beyond open enrollment is more effective for motivating employees to make better choices.
Creativity and a little planning can make a big difference in your ability to help your employees understand the complex world of benefits, and how they may use ben-efits to their best advantage.
1 2014 Aflac Workforce Report2 Inside Benefits Communication Survey Report 20143 MetLife 2014 Employee Benefit Trends Study
FIVE TIPS FOR ENGAGING EMPLOYEES ON A BUDGETBy: Lisa Beyer
Author Bio: Lisa Beyer is a Senior Communication Consul-tant at Willis Human Capital Practice.
24 THE VERDICT - June | July 2015
There are many different types of mentoring relation-ships, but all provide benefits to both the advisor and the protégé. These pairings are becoming more and more desirable, to the point that many legal job appli-cants inquire about a firm’s mentoring program during the interview process. Value of a professional mentorGood mentoring relationships are important from the very beginning of a legal career. In fact, they can be pivotal to the success or failure of law students. Good mentors can help students decide which type of law might suit them, and how they may tailor their educa-tional and career paths to align with their aspirations. In addition, mentors can help law students expand their professional networks so they may land a promising internship, clerkship or legal job. Some mentors pre-pare mentees for job interviews by going over possible questions, the best answers and even salary negotia-tion strategies.Long-lasting effects of mentoring at workMentoring doesn’t end after the mentee starts to prac-tice. The best mentoring relationships are long-term. When paired with an in-house professional mentor, new lawyers and legal support staff have a sounding board for career advice and an experienced guide for the cases they’re preparing. Midlevel associates and senior attorneys also can provide novices with valu-able coaching and can help them navigate the office culture and the courtroom. By offering insights, insider knowledge and gentle correction, mentors increase the chances that their mentees will have a successful legal career. Mentoring as a two-way streetThe mentee isn’t the only one who benefits from this re-lationship. By offering mentoring at work, a more expe-rienced lawyer gets great satisfaction from helping less experienced ones develop into seasoned professionals. In addition, by introducing promising young legal tal-ent to their professional network, mentors strengthen their own reputations. And as their protégés expand and develop their own practices, they often introduce
their professional mentor to new contacts, returning the favor. Mentors can gain new perspectives from their protégés, which in turn can spark new ways of thinking, working and strategizing.Types of mentoring relationshipsMany firms are recognizing the increased demand for mentoring at work and are responding by implement-ing formal programs. Practices that don’t have mentor-ships could experience retention problems because young lawyers don’t have the guidance they need to stay engaged with their jobs. They could also have trouble recruiting new talent, as legal job candidates value such programs for personal growth and consider them highly when deciding which firm or organiza-tion to join. While in-house mentorships are the most effective and yield a high return on investment, other options are possible. In workplaces without a struc-tured program, junior lawyers can approach respected mid- or senior-level attorneys about the possibility of a mentoring relationship. In addition, professional as-sociations can match law students, paralegals and legal secretaries with mentors in their specialty. There are no losers when it comes to mentoring at work and being mentored. With a little time investment, the less-experienced legal professional gains a wealth of knowledge that can’t be found in the classroom. The professional mentor gets the satisfaction of paying it forward and learning in return. The legal firm benefits by having more engaged employees, lower turnover and a core team of associates ready to succeed retirees.
Author Bio: Lisa Breiland, Esq., is the Minneapolis metro market manager of Robert Half Legal, a lead-ing staffing service specializing in the place-ment of lawyers, paralegals, legal administra-tors and other legal professionals with law firms and corporate legal departments. For more information, contact 612.349.2810 or www.roberthalflegal.com.
THE VALUE OF FINDING AND BEING A PROFESSIONAL MENTORBy: Lisa Breiland, Esq.
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26 THE VERDICT - June | July 2015
We all have them – the Debbie Downers – the employee who just can’t seem to hold back from sharing their unhap-piness with the entire firm. No matter how positive you try to be with the employee, the response or behaviors will always have negative overtones. These are the employees that no matter what you do, their outlook on life is never sunny.
According to a 2013 Gallup Poll, two out of three work-ers in the United States are unhappy in their jobs. Per-haps still even more alarming, 52% of U.S. workers are not engaged, so even if they don’t actively hate their job they are unhappy, resulting in an employee who puts very little energy into his or her career. Additional-ly, another 18% of workers actively hate their job, which only leads to negative behaviors in the workplace.
What is happiness in the workplace? A common defini-tion is the overall experience of pleasure and meaning that occurs when a person finds his or her life purposeful Employee engagement surveys are a close correlation and a good predictor of happiness in the work place. The 2013 Employee Job Satisfaction and Engagement Research Report conducted by the Society for Human Resource Management states the top factors for em-ployee engagement are relationships with co-workers, opportunities to use one’s skills and abilities, relationship with immediate supervisor, the work itself and one’s con-tribution to the organization’s business goals.
MODELINGWhat can we do about it? Happiness guru Eric Karpin-ski1 suggests that if so many individuals are unhappy at work, we need to rethink what leads to happiness in the workplace. Happiness needs to start at the top of a firm. Small changes ripple downward. And since hap-piness and positive energy at work should be exhib-ited by managers first, Karpinski recommends manag-ers practice the following daily, which should become habits within 21 days:
• Gratitude – start a small journal; write down a few things each day you are grateful for, whether from your person-al or work life
• Conscious Acts of Kindness – show appreciation for a job well done; encourage your fellow employees
• Meditation – take a few minutes each day to focus on breathing; while engaging in this task, think positively
• Attentiveness – listen and pay attention to others; use eye contact when engaging with others.
If managers exhibit positive behaviors in the workplace, employees start to mirror the manager’s behavior. The mirror effect, according to Karpinski, should lead to a culture shift. Why is this important? Because happy workers are more engaged and care more about the work they do. It is estimated that happy workers are 12% more productive than workers who are unhappy. And your fellow employees want to work with some-one who is happy because they are easier to be around, instead of the negative, unhappy employee. Organiza-tions that successfully change their employee culture experience 65% less turnover as well.
TAKING ACTIONIn addition to training managers, according to Nancy Hatch Woodward2, there are several common sense ac-tions that will lead to happier employees:
• Recognize employees for a job well done or when they have successfully accomplished a goal; make the em-ployee feel important.
• Eliminate hassles that impede the person’s ability to make progress, including interruptions, micromanage-ment or unclear instructions or goals
• Provide meaningful goals and autonomy; explain how what the employee is doing contributes to the firm
• Make the most of mistakes; analyze what happened and what everyone can learn without casting blame. Some of the best inventions are the direct result of an error, resulting in innovation.
HIRINGAdditionally, could we hire happy employees? A com-pany known for their outstanding customer service is Southwest Airlines. They have honed their interview pro-cess to try to identify applicants who will fit with their
HAPPINESS IN THE WORKPLACEBy: Deborah O’Connor, CLM
[ continued on page 27 ]
27THE VERDICT - June | July 2015
culture. I experienced this last month on a flight from Phoenix. The flight attendant did the best preflight safety speech I have ever experienced. It was entertaining and the result was the majority of passengers listened, which is a rare occurrence for the preflight speech. If we could effectively predict a happy employee, it would lead to a more productive, efficient workforce.
At the end of the day, no one is more responsible for our happiness than each of us. Happiness in the workplace is a product of our own work-life balance. However, as a manager we are a key element in our fellow employee’s happiness, and the resulting productivity that stems from it. Employers will find that in addition to higher productivity their employees will be more amiable and invested in the end product of the company or firm.
1 Too Many Miserable Workers: Where is HR Going Wrong?, Dana Wilkie, Society of Human Resourceshttp://www.shrm.org/hrdisciplines/employeerela-tions/articles/pages/miserable-workers.aspx
2 Happy Workers Care about the Work They Do, Nancy Hatch Woodward, Society of Human Resources Magazine, Vol. 59, No. 10http://www.shrm.org/publications/hrmagazine/editori-alcontent/2014/1014/pages/1014-happy-workers.aspx
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HAPPINESS IN THE WORKPLACE - CONTINUEDcontinued from page 26
Author Bio: Deborah O'Connor, CLM is the Director of Human Resources at Best & Flanagan LLP and immediate Past President of ALAMN.
28 THE VERDICT - June | July 2015
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29THE VERDICT - June | July 2015
2015 ALA NATIONAL CONFERENCE
30 THE VERDICT - June | July 2015
As an attendee, what did you take home with you from the 2015 ALA Annual Conference & Exposition in Nashville, Tennessee?
GET TO KNOW YOUR ALAMN BOARD
Sarah Didrikson New relationships with fellow ALAMN members.
Sarah L. Evenson, JD, MBA Three simple questions to ask myself and partners to help structure a conversation about reaching a particular goal:
(1) What do we need to start doing? (2) What do we need to continue doing? (3) What do we need to stop doing?
Pamela Gerads Besides the educational portion, the networking opportunities I had with other legal professionals.
Katherine M. Hubbard A greater understanding of how to maximize my firm’s website for business and exposure purposes as well as great memories
with friends that I already had, and new memories with friends that I recently made.
Deborah O’Connor, CLM 1. Nashville is a great place to visit!2. Verne Meyers’ Diversity to Cultural Innovation session – it is o.k. to say ouch or oops when making an error regarding diversity3. When trying to win any particular prize, rub ALAMN Member Gretchen Luessenheide for luck first4. Hot topics in the HR field…….ACA, EEOC, NLRB…….5. And, a cardboard sign can be transformed into a hillbilly umbrella
Abby K. Rooney The speakers at this conference were incredible.
Philip T. Rush The networking – a chance to meet with peers from around the country and really get to know what is happening in the legal industry.
Jim Schroeder A stronger connection to colleagues and country music.
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