Do You Have An Obligation To Protect Your Employees?

We all have thought about what our perfect job would look like whether we have the qualifications are not we have thought about it. Well I was reading a fairly old article but the information is very relevant to today’s life experiences. The question I ask is when we are looking for our perfect job do we also look at if they have policies in place to protect me against work and family violence. This is just an excerpt from a article I recently read.

Photo by Skitterphoto on Pexels.com

On May 16, 1986, gunshots rang out in the 46th-floor trading room of Smith Barney Harris Upham & Company’s midtown Manhattan offices.

Twenty-two-year-old Richard Wagenknecht entered the building that evening to confront his ex-girlfriend, 24-year-old Susana Jimenez. He tried to pull a ring off her finger, and when she resisted, he shot her in the head, fatally wounding her. Susana’s 35-year-old colleague Charles Walker tried to come to her aid, but Wagenknecht shot him twice in the chest, killing him. Wagenknecht then turned the gun on himself, but he survived.

The image of domestic violence as a “family matter” contained within the home is an outdated and dangerous notion. Often, domestic abuse spills into the workplace–with devastating consequences for victims, their colleagues, and their employers.The image of domestic violence as a ‘family matter’ contained within the home is an outdated and dangerous notion.

A victim may be harassed over the phone or email, be absent because of injuries, or simply be less productive due to extreme stress. If a victim has tried to leave a relationship, the workplace may be the first place an abuser comes looking.

October is Domestic Violence Awareness Month, and my office is working to raise awareness of the proactive steps that companies can take to help ensure their workers’ safety. After all, no workplace is immune to domestic abuse. Nearly one in four large private companies reported at least one incidence of domestic violence in the previous year, according to a study by the U.S. Bureau of Labor Statistics.

And one-third of all women killed in U.S. workplaces between 2003 and 2008 were killed by a current or former intimate partner.

Continue reading “Do You Have An Obligation To Protect Your Employees?”

Employee Well-Being: You Don’t Just Need Happy Employees, You Need Productive Ones

Employee well-being is more than just another wellness program — it’s a way to improve workforce profitability and drive value for businesses everywhere.

The concept of employee well-being sprang initially from the employee wellness program — an initiative aimed at lowering insurance premiums by encouraging positive, healthy behaviors among the workforce. At some point, the definition of wellness expanded to include financial and emotional wellness, too.

When you’re buying a machine or training a new worker, it’s fairly easy to look at the investment and the output to determine a return on investment. Trying to calculate the ROI of employee well-being, however, is inherently challenging because well-being is an intangible aspect of employment.
— Read on www.adp.com/spark/articles/2018/10/employee-wellbeing-you-dont-just-need-happy-employees-you-need-productive-ones.aspx

Creating Healthy employees.

Every company should want and desire to have healthy employees, that should be a goal you strive to achieve.

When running a business employers should make it your top priority to ensure that your employees have the ability to stay healthy and happy at the same time. When any of your employees are lacking any of the following attributes than several things can follow. Staying mentally, socially and physically in shape should be number one on your list.

Why Should Business Care About Employee Wellbeing

Lower turnover

For a thriving business, you need thriving employees. So it’s no surprise that when an employee is thriving, engaged and enjoying their work, they’re less likely to look for another job.

When it comes to running a business, turnover should worry you. This is because turnover can only mean negative effects on a business. When staff members quit, there are a few reactions that can take place in a business. Firstly, work doesn’t get done, leading to clients potentially being left waiting and/or their work being placed further down the list of importance.

The next pain that comes from turnovers is the cost of hiring somebody new. This can be unexpectedly pricey for a business, especially when there can sometimes be a shortage of talent, in the local talent pool. This can make for a long time to find the best person. If, like many other businesses, you cant find the best person, you’ll have to settle. This means hiring someone who can only do parts of the job, then training them up.

More productive and hard working

As an employer, employee health and wellbeing does more than just making them happy at work. It’s proven that promoting health at work can make an employee more productive, too.

Happier and healthier employees are shown to regularly outperform those who are in organisations which do not promote health and wellbeing. This is important to note, because for a long time, management believed investing in employee health schemes to be a waste of money, yielding little rewards for the business.

In recent years, this has changed. Through people like Richard Branson, Bill Gates and other influential figures advocating corporate health and happiness, health has become a more widely accepted part of the corporate culture. However, beyond this anecdotal evidence, studies are showing that the healthier your employees, the more productive and harder working they become.

This can be confirmed through a number of measurements and studies. For example, the Queens School of Business and the Gallup Organization found that absenteeism, workplace accidents and errors go up when employees are disengaged. From this, it’s reasonable to assume that through the greater health of employees, these issues would lessen.

Bottom line benefits

As we’ve stated previously, it was once thought that promoting health didn’t necessarily add to the bottom line. However, we now know this to be false. Research shows that there is a new trend in business, today. A trend that says good health is good business. When it comes to the bottom line, few tactics is as beneficial as implementing a health scheme. Proving that employee health and wellbeing can improve the businesses ROI, all businesses could benefit.

Thickening out the bottom line is generally what most businesses want. And given that most employees want to be healthy and happy at work, it appears to be a win-win situation. Still, there are many businesses that don’t implement health into their business.

souce: inside.6q.io/employee-health-wellbeing-matters

Why the Most Important Rainmaker in Your Law Firm is the Person Who Answers the Phone.


Take a look at this recent Google infographic on legal market trends:

Why the Most Important Rainmaker in Your Law Firm is the Person Who Answers the Phone

If there is one thing that stands out about this research, it’s this: 72% of prospects contact attorneys via phone.  This is why the most important person in your law firm is the person who answers your phone!

That’s because people who have a problem large enough to require legal help want answers right away. They want to speak with someone who cares about their problem. They want a solution to make the problem go away.

Before making my presentation during a National Trial Lawyers Summit a couple of years ago, I had my staff call each of the 126 of the firms that would be attending the Summit.  We created a fictitious legal problem and then recorded what the person answering the phone said to our callers. I shared these results during my talk:

  • Only 40 of the 126 firms identified the name of the firm when we called.  The rest answered, ”Law Office” or “Law Firm”.
  • 70% did not ask our staff for any contact information
  • 90 firms left our staff on hold for at least two minutes
  • When our staff left their contact information for a call back, 52% of the firms never called back
  • When our staff asked for the firm’s website address, 33% misspelled it
  • When our staff asked why they should hire the firm, the responses were:
    • 23%  “We have a lot of experience”
    • 21%  “We care about our clients”
    • 17%   “I’m not sure”

Other interesting responses ranged from “I’m not at liberty to say” (intake person) to a partner who remarked, “I’m not going to say why we are different!”

 Most of you do not have a proper lead conversion process in place that begins when someone calls and your staff is poorly trained to boot!© The Rainmaker Institute, All Rights Reserved

Source: Why the Most Important Rainmaker in Your Law Firm is the Person Who Answers the Phone