I apologize for having been missing in action for the last few weeks, but I received the opportunity to take my family to a 400 year old house in Provence; followed by immediate trips to somewhat less glamorous places such as Gary, Indiana, the South side of Chicago and Kansas City. Blogging wasn’t on my mind.
I have checked other Blogs and new legal developments, and will be providing some blogs over the next few days on topics which my fellow bloggers have overlooked or found less interesting than do I.
in the short run, I am linking to a recent post on TLNT, on a subject which is near and dear to both my flinty lawyer heart and the more enlightened heart of my wife, who is an administrator in a 8000 employee children’s hospital system. Employee Recognition….
We may laugh at the creative ways some employers recognize employee milestones, but many of these same employers can document not so coincidental declines in discrimination claims and other legal costs. In my wife’s case, being a children’s hospital, they throw official baby showers for employees every month and take team sports efforts, health fairs and wellness, and holiday recognition to a new level.
Enjoy, The Next Big HR Trend? Maybe It Should Be More Employee Recognition….
As to results, it’s no surprise that a pioneer in effective employee recognition would also list some of the following awards on its website. I would suggest that the hospital is simply doing “the right thing,” but I deal with an often hard world, so I’ll pose this question… what’s the dollar value of an improved work atmosphere?
Fortune magazine
Fortune magazine has included Children’s on its elite list of “100 Best Companies to Work For” for eight consecutive years.
Atlanta Business Chronicle
The Atlanta Business Chronicle has named Children’s as one of Atlanta’s healthiest employers and one of the best places to work in Atlanta.
Working Mother
Working Mother magazine has named Children’s as one of the “100 Best Companies for Working Mothers.”
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About mavity2012
I am a Senior Partner operating out of the Atlanta office of Fisher & Phillips LLP, one of the Nation’s oldest and largest management employment and labor firms. My practice is national and keeps me on the road or in one of our 28 offices about 50 percent of the time. I created and co-chair the Firm's Workplace Safety and Catastrophe Management Practice Group. I have almost 29 years of experience as a labor lawyer, but rely even more heavily on the experience I gained in working in my family's various businesses, and through dealing with practical client issues.
Employers tell me that they seldom meet an attorney who delivers on his promise to provide practical guidance and to be a business partner. As a result, some executives probably use different terms than “practical” to describe my fellow travelers in the profession.
I don't enjoy the luxury of being impractical because I spend much of my time on shop floors and construction sites dealing with safety, union and related issues which are driven by real world processes and the need to protect and get the most out of one's most important business assets ... its employees. That's one of the reasons that I view safety compliance as a way to also manage problem employees, reduce litigation and develop the type of work environment that makes unions unnecessary. Starting out dealing with union-management challenges and a stint in the NLRB have better equipped me to see the interrelationship of legal and workplace factors.
I am proud also of my experience at Fisher & Phillips, where providing “practical advice” is second only to legal excellence among the Firm’s values.
Our website lists me as having provided counsel for over 225 occasions of union activity, guided unionized companies, and as having managed approximately 450 OSHA fatality cases in construction and general industry, ranging from dust explosions to building collapses, in virtually every state. I have coordinated complex inspections involving multi-employer sites, corporate-wide compliance, and issues involving criminal referral.
As a full labor lawyer, I oversee audits of corporate labor, HR, and safety compliance. I have responded to virtually every type of day-to-day workplace inquiry, and have handled cases before the EEOC, OFCCP, NLRB, and numerous other state and federal agencies. At F & P, all of us seek to spot issues and then rely upon attorneys in the Firm who concentrate on those areas. No tunnel vision. I teach or speak around 50 times per year to business associations, bar and professional groups, and to individual businesses. I serve on safety committees at three states’ AGC Chapters, teach at the AGC ASMTC
Howard Mavity 