Mobbing at workplace

the group vigilantism

Though, in Europe the conceptualization and scientific grounding of mobbing stands as intentional infliction of emotional distress by workplace management as of 1960 and in US courts of appelas ruled against mobbing at workplace identifying such as primary form of civil rights violation after 2000, reporting of mobbing and working hostile environment is a problem, still.

While every industry has its own workforce/place standards, it seem most disturbing to face mobbing in a sector entrusted with vocational enactment in civil rights protection and employment save environment on both sides. However, the following represents the mobbing methods used in “hostile working environment” that drove employees to unfair, demoralizing and counterproductive working results:
- lack of adequate communication with the management, meaning that the management gives you no possibility to communicate, you are silences, verbal attack against you regarding work assignments verbal threats, verbal activities to reject you, etc.);
- as effects of management reluctance in communicating with you, the colleagues isolate you and refuse to maintain social contacts with you, “you are sent to Coventry”;
- impossibility to create and maintain personal reputation;
- serious effects on occupational situation, droving to insecurity (you are not given any work assignments, not involved in any task or task assigned to matter under your experience , etc.)

Unfortunately, for the top management, mobbing performed by inter-level executives it is "progressive discipline", many times normal acts of employees are considered as malfeasance, misfeasance or nonfeasance and are documented and treated as cumulative. Improperly treating of mobbing has devastating effects and costs on the organization health and professional society, which will be presented next week.
To report mobbing in Romania please use: http://www.femeiaconteaza.ro/website/index.php/ro/cui-ne-putem-adresa

Law Now on CMK

http://www.law-now.com/law-now/directory/LawNowRomania.htm

paralegal studies on line

http://professional.bu.edu/cpe/CPEscedesc.asp?CID=15392&PID=15&dept=CPE

the short marriage of "succesful merger"

“Mergers are like marriages” ….
There is the courting stage, the relation, the actual marriage and the realities of daily sharing to make the marriage work. There is also the “coup de foudre” when first two stages are skipped ….
As in life, most mergers are abandoned before being consummated. Merging law firms can be quite challenging, thus when wisely promoted those merger can allow you to leverage your position, both internally and externally.
It may be assumed that the major goal of your merger efforts is to inform clients about the in-depth expertise and available results of the marriage. The harsh surprise to most of the firms is that before they can have any hope in informing clients, they will first need to invest the time necessary to inform themselves and their team. You have to know whom you are marring; otherwise, the bride will run away first change of freedom or much handsome groom.
So steps in mixing two teams are:
Educate internally both team merging;
Anticipate questions on reasons and scope of merger;
Think your merger announcements to satisfy both teams;
Create new marketing materials;
Identify those clients that need to be visited not just announced;
Integrate star lawyers and efficient secretaries with new created team on similar positions;
You have to know that when two firms come together and strive to become one: the old rules change. Not changing the old rules will lead to immediate split of the merger. In fact upon merger many firms suffer the agonies of decreased morale and professional departure largely because of a failure to communicate.
The question is: who is suffering of losing the “name partner” of its catalized merger?

E&Y could the Big 4 reduce to the Big 3?

Published with the Capitalist@Work by City Unslicker on
Friday, March 12, 2010

"E&Y, the global accountancy firm have not come out well of the investigation into the Lehmans debacle. Their Audit for 2007 is under severe questioning as to how the company was allowed to remain a going concern. Lehman itself will see one or two of its exectuvies in Court I would think, the issue of this Repo 105 looks like a tool for accounting fraud of similar nature to what Enron was doing in 2002. In fact, the cases do look similar, no doubt Nick Drew will comment on this later.If E&Y goes the wya of Andersen then we will be left with very few large global accounting firms indeed, just PWC, Deloitte and KPMG.Also it is interesting in reading the various reports how Citi and JP Morgan helped to bring Lehmans down by removing collateral at key times; and people say Wall Street is one big gang....What though it most noticeable it the lack of criticism for the Fed and the the US Government for allowing the regulatory frameowkr and market environment to become so distorted.I really want to see some people in jail for Fraud over this. I don't accept that we can have this huge financial crisis based on such mismanagement and grred and yet no one end up in jail. Same in the UK, it is sad to see hwo due to the complexity of the problem, no prosecutions are being brought."
Posted by CityUnslicker
Labels: Economics, Politics

The benefits of name partner

name partner – partner whose name is included in the official name of partnership

Most desired when you join a law firm as attorney is to become partner, if name partner better, or perhaps the best. The true is that once you are a full partner, you must pay your own benefits; once your name is part of the brand, you must share the resources with firms’ attorneys and staff that is not part of the management or profit sharing decisions. They are only those saying “we are from --your name included -- law firm. Shortly, when you are a law firm partner, you are a part-owner of the firm. Bear in mind, however, that you also reap the rewards of high profits when times are good. Of course, you also share the risks/losses when times are bad. This sharing of loss is almost never borne in mind when promoted to partnership, only benefits and profits are expected In life, that means that when a law firm goes belly that all risks pass, jointly and severally, to the partners. That means that if a true partnership law firm goes belly up, the associates get fired--but the partners can lose everything.

Back to work to legal work

After more than one year, I returned to legal work, actually to my very initial work … administrative and paralegal manager with Stefanica & Florea. Being legally involved, it seems to be my core qualification, I really like my job. I believe there still is space and need in innovating with tasks.
What’s new for this restart?
· Every client matter that is closed merits a final letter to the client, formally notifying that the matter is completed. So each step performed by attorneys should be notified to the client. So, don’t miss e-mail updates.
· Get face to face session weekly with your team.
· Working with flexible rates adapted to each client needs;
· Pay cuts for leak work;
· Tagging your work to the internet;
· Revisiting choices;
· Be consistent on short term;

In fact, there is nothing new to the above, such things are done on regularly basis in many firms, why not with ours, as well.