Law Practice Essentials

While non-lawyer staff are invaluable (and usually essential) to the operation and growth of a practice, remember that once a staff member is hired, you shift from the role of "lawyer" to that of "lawyer-employer." A lawyer-employer needs to consider many other practical issues. While a thorough overview is beyond the scope of this Module, you should consider, among other things:

• providing continuing education for staff to ensure they stay current in areas relevant to your practice;
• setting aside time for regular staff meetings to give and receive feedback and to inform employees of the firm's direction;
• reviewing employment law obligations along with tax deductions and benefits;
• establishing policies on how technology, such as email and the Internet, are to be used by staff; and
• emphasizing the confidential nature of all of the information the staff will access, and the obligation to preserve client confidences. Remember that you must take all reasonable steps to ensure the privacy and safekeeping of a client's confidential information (Rule 3.3-1 of the Code of Conduct).

Make sure to conduct appropriate background checks for new employees, especially if those employees will have access to client information and trust accounts. 

This is the tip of a very large iceberg. Before you hire, take the time to educate yourself about staff issues and develop a plan.

RELATED RESOURCES

If you would like more information on this topic, here are a few additional resources available on the Law Society’s website:

Outline of a Law Office Manual (including delegation and supervision topics to address)

What Can a Student-at-Law Do? (guidance on what an Articling Student can and cannot do)

Locum Connect Handbook (includes information about arranging for a locum to oversee your practice and how the locum will delegate and supervise while doing so)