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Paralegals at Home: Tips for Healthy Remote Work Habits

Posted By Justin Fromke, Friday, May 8, 2020
Updated: Thursday, May 7, 2020

Never in our lifetime have we experienced what we are experiencing right now concerning the current pandemic.  I am sure you have read stories and maybe even heard your grandparents or great-grandparents talk about the Spanish Flu pandemic of 1918.  But more than likely you have never experienced the complete turmoil our society and economy has been thrust into by the coronavirus, or COVID-19, viral pandemic.  And definitely our legal industry has never experienced such a situation before.  Firms and corporate legal departments literally overnight had to scramble to provide resources for their employees to either work in shifts in the office so as to reduce the number of people in a confined space or to work exclusively remotely from their homes.  Those of us who were consigned to work from home were thrust into an environment typically not conducive to a normal working situation.  I’m sure you’ve asked yourself, “How do I work from home?”  When I was thrust into working from home, I literally had approximately 30 minutes to think and react.  One day I was in the office, the next day I was not.  I gathered up my work laptop, docking station, and some documents and took a few personal items and left the building.  I was unsure what the future held but was more concerned with working from home.  I am the type of person who enjoys the social interaction of my coworkers, so how was I going to work all alone with only my pet to keep me company?  How do I communicate with my co-workers and conduct meetings?  How do I even set up my home office?  We all were faced with these questions.  My goal here is to provide you with some practical tips in creating a home office, being the most productive, and having a healthy perspective while working from home.


First, let’s talk about setting up your home office.  As most of us have experienced, our home office environment is more than lacking or, let’s be honest, virtually non-existent.  Living the single life has afforded me the luxury of using my additional bedroom as a home office, complete with desk, Mac computer, and some office supplies.  But not everyone is as lucky.  The first thing you have to do is evaluate your home. Do you have a spare bedroom or craft room? Does it have a desk or work table?  You need a comfortable space from which to conduct your work.  If you don’t have one, think creatively.  Even using concrete blocks as a base and an old door as a desktop is better than nothing.  Also, having a separate room with a desk can afford you space to close off when your spouse and/or children are being too loud when you have to concentrate or when you have to conduct a video conference call.  For me, the biggest challenge was making room for my work laptop and spare computer monitor to set on my desk already containing my personal Mac computer and podcast equipment.  I improvised by adding a small portable table at the end of desk for my spare monitor and shifted other equipment around to make room.  While my home workspace is not ideal, it is functional and will see me through this temporary situation.  If you don’t have a spare room to function as your home office, consider setting up a space at the dining room table or countertop in your laundry room.  Home workspace real estate may be a hot commodity with your spouse and children also at home, so make sure when you set up your space you consider the needs of your new “co-workers” who will also be clamoring for the same thing.  The ultimate goal is to create a space you can go to when it’s time to work. 


After you have evaluated your home and created a functional workspace, make sure you have included tools you use in your office to assist you.  Did you bring home physical files?  Do you need to scan files and upload to your system?  If so, do you have a scanner or multi-function home printer?  Consider all the necessary physical tools you use in your daily work to assist you and help you remain as productive in your home office as you were in your law office.


Second, make sure you focus on work during work hours.  For me, I established right away I would continue to work my normal schedule; 8:30 a.m. to 5:30 p.m., Monday through Friday, with my normal lunch scheduled around noon.  Creating a sense of normalcy in the midst of an abnormal period will help you stay focused and productive.  When I’m at home, I see about 100 different projects I could be working on—from laundry to closet organization to binge watching my favorite Netflix series.  The goal is not to succumb to those distractions.  Get up in the morning at your normal time and do your normal morning routine.  Shower, make your bed, eat a healthy breakfast, fix your hair, and get dressed.  Unless you are going to have a Zoom call with the local judge, you don’t need to wear your typical work attire.  However, I do recommend you get dressed in comfortable clothes.  I may be crazy, but I even put on shoes!  For me, getting up and keeping to a morning ritual helps me feel like I am getting ready for work and heading to “the office.”  If you have kids and a spouse at home with you, ask them to allow you to work uninterrupted as long as possible.  Young children won’t necessarily understand why you can’t stop what you’re doing all the time and play with them.  To get the most out of your workday while spending time with your family, work in short bursts and take mini-breaks to spend with your family, maybe playing a round of cards or taking a walk around the block.  Then get back to work.  While it may not be ideal, it will provide you with an opportunity to be as productive as possible working, while being able to provide time with your family so they don’t feel completely neglected.  


Finally, keep a healthy perspective in all of this.  The amount of stress we all have come under is immense.  It’s more important now than ever before to make sure you take care of your body, mind, and soul.  For those of us who are single and live alone, isolation can be a dangerous thing.  Make sure you make time to connect with friends and family, adhering to social distancing mandates, of course.  If you cannot physically be with your friends, consider setting up a Zoom, Skype, or Google Hangout video call once a week.  Make it a “virtual happy hour”!  Designate a time for everyone to call in via video conferencing and have your favorite snack and beverage at hand and just talk with each other and catch up.  If you’re a person of faith, check to see if your church or synagogue is conducting daily or weekly services via the web and tune in.  Also, be sure to stay active.  If you used to go to the gym, look for exercises and gym classes via the web.  Get outside when the weather is nice and take walks through your neighborhood.  The goal is to ensure you are taking care of the whole you!


Remember, while this will not last forever, it’s important to make sure you try to maintain a level of normalcy in the midst of an abnormal world.  Stay safe and stay healthy!



-post by Carl Morrison, ACP, RP, PP-SC, AACP


Carl Morrison, ACP, RP, PP-SC, AACP, is a Manager of Legal Services for The Cosmopolitan of Las Vegas.  Carl is also the host of The Paralegal Voice on Legal Talk Network.  To hear his recent podcast concerning paralegals working from home, click on the following link: https://legaltalknetwork.com/podcasts/paralegal-voice/2020/03/paralegals-at-home-carls-tips-for-healthy-remote-work-habits/

Tags:  COVID-19  docket  paralegal 

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Communication Strategies in a Remote Work Environment

Posted By Justin Fromke, Friday, May 8, 2020
Updated: Thursday, May 7, 2020

You are working remotely. You are not in the same place as your attorney and team anymore. You’ve learned a whole bunch of new videoconferencing platforms that you now must use interchangeably. Every morning brings another meeting to discuss productivity. You are stressed and overwhelmed. You feel like you aren’t on the same page as your lawyer. Frustration mounts. Maybe there’s a breakdown in communication? Maybe you are still adjusting to this crisis? Maybe you just want to scream? Whatever the reason, don’t fret. You are still in control of your work. You just need to approach everything with one centered idea: you can do this. How you ask? You can do this by being a good communicator.

I have worked remotely for a few years now. At first it was because the lawyer I worked for was in California and I was in Texas. Then, before COVID-19, I travelled a lot for our national firm. I learned that communication was the only way I could be productive, effective, and sane. It also has allowed me and my attorney to work in tandem, instead of against one another. It has helped us build trust that we are doing our best work for our clients.

Want my secret sauce? Here’s a short list of communication strategies I use in my own practice:

1. The Check-In. This is by far the best strategy in my arsenal. Every morning, I send my lawyer an email about what I am working on and our priorities. This helps him know where I am at in my work. It also prompts him to keep me posted on what he is doing, too. He’s getting better at that.  He emails me in the evening what he plans to work on the next day. It helps us stay focused on the tasks we need to do.

2. Choose the Right Method. What should be a call, an email, or a videoconference? That depends on the situation. Emails and text messages are void of emotion and can lead to interpretation issues. When it comes to a complicated topic or question, a call may be better than an email. If you have an attorney or team member who asks a lot of questions, a phone call is often better. For a quick touch base, email is best. It is important to remember that face-to-face interactions are most effective when dealing with sensitive topics or establishing trust.

3. Communicating Realistic Expectations. Most lawyers think it will take less time than it actually does to finish a project. Paralegals deal with this all the time, but few come out and tell their lawyer how long a project will take to complete. Good news, you are in the driver’s seat. Unsure of how long a project will take? You can figure it out. Start a timer and go! If it is a particularly long project, I recommend you keep your lawyer informed of your progress. I do this routinely. So, when I tell my lawyer how long a project is going to take me, I can use examples from previous projects. I am confident in my time estimations because I have some back-up experience.

4. Listen with Your Ears AND Your Eyes. You can actively listen with your ears and your eyes. So much of what we as humans communicate is non-verbal. Make sure to pay close attention to tone, facial expressions, eye movements, and even hand or arm gestures. It is not atypical for a lawyer to convey “everything is fine,” but appear to be frustrated. It is a good idea not to only rely on the words they are saying, but also how they are saying them. These non-verbal cues are some of the reasons why face-to-face communications are more effective in some instances. In fact, feel free to come out an ask for a videoconference call when you think it is needed.

5. Reframe to Avoid Misunderstanding. I use reframing often when my lawyer’s instructions make no sense to me. Reframing is when you listen to an instruction or a direction and repeat your understanding back to the person who gave you the instruction. I have found that when I reframe complicated instructions, the attorney often wanted me to do something completely different. In some cases, they talked themselves out of that particular idea or we brainstormed a more efficient way of completing the task. Reframing should not be used in all instances, but it is a very helpful tool when it comes to complex and complicated projects or ideas.

6. Engage in Non-Work-Related Communication. I cannot stress this enough: you need to talk to your lawyer or team at some point about things that are not work related. Ask them how they are doing. Inquire about their family or pets. Make small talk about the weather. Get to know them. By getting to know one another, you are more likely to trust one another. With trust comes grace. You are likely to treat each other better (and with more kindness and mercy) when you know each other. All it takes is 15 minutes a week. It is worth it, trust me.

Good communication strategies benefit everyone. You do not need to be in the same room (or even in the same city) to effectively communicate with one another. I have come to realize in my years of working with lawyers that you get what you give when it comes to communication. When presented with the possibility of over- or under-communicating, I always over-communicate. I would rather be persistent than make a mistake – costing my firm money, client trust, and damaging my reputation. Remember, the tools you need are already within you. The ability to solve conflicts and be productive is in your hands. All you need to do is communicate them. You've got this.


-by Candess Zona-Mendola


Candess Zona-Mendola is a Trial Paralegal at a national law firm that helps victims of food poisoning outbreaks, the author of  The Indispensable Paralegal – Your Guide to Getting It All Done, and is the Editor of www.MakeFoodSafe.com.

Tags:  COVID-19  docket  law firm  paralegal  work from home 

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Bullying in the Workplace: Identifying the Types—Have You Met One?

Posted By Charlene Sabini, CLP, ALP, Friday, November 18, 2016

Bullying in the WorkplaceIs there currently a U.S. law against workplace bullying?

The United States is last among the industrialized western democracies. The U.S. completely ignores workplace bullying in its vast collection of laws.

Is there a law in my state?

No state has an anti-bullying law for the workplace. Remember, there is a big difference between having a bill or bills introduced (potential laws), compared to laws that have been passed by both houses in the state legislature and signed into law by the governor.[1]

These are questions and answers we do not want to see. But we do.

So, don’t we already have federal employment discrimination laws that might also cover bullying? In only 20% of cases do our anti-discrimination laws actually apply. This is difficult to understand. In order to claim sexual harassment, racial discrimination, or hostile work environment, the recipient of the mistreatment must be a member of a protected status group (based on gender, race, disability, ethnicity, religion, etc.). For example, a white female bullied by a white female (or a man of color bullied by another man of color) are not protected. “Technically, bullying is a form of violence—certainly verbal, but non-physical. One of our preferred synonyms for workplace bullying is ‘psychological violence.’ However, violence policies and laws always focus on the acts and threats of physical violence—striking someone (battery), or threatening someone so that they fear being physically hurt (assault). The one exception is the inclusion of verbal abuse in violence policies. So bullying that is verbal, but not physical, is completely legal.”[2]

Let’s further define this kind of bullying:  workplace bullying is a repeated, health-harming mistreatment of one or more persons by one or more aggressors. It is clearly abusive conduct that is threatening, intimidating, or humiliating. It can also be interference with one’s work or sabotaging of one’s work, as well as various kinds of verbal abuse.[3]

It is often about control—control of the targeted person, not unlike domestic violence. It can be an act of commission or omission (withholding vital resources from the targeted person). It can escalate to involve others, and it ultimately undermines legitimate business interests when the bully’s personal agenda supersedes the work itself.[4]

The specific types of workplace bullying are many and often terrifying. One category is Threats to Personal Standing and can include:

  • Spreading rumors, hurtful gossip, or innuendos
  • Yelling, name-calling, mocking, insulting, or ridiculing
  • Unwanted physical contact or physical gestures that intimidate or threaten
  • Invalid or baseless criticism
  • Accusatory or threatening statements
  • Faultfinding or unwarranted blaming
  • Displaying offensive photos or objects
  • Temper tantrums, mood swings, or shouting
  • Humiliation, public reprimands, or obscene language
  • Ganging up against a coworker
  • Aggressive posturing

Another category is Threats to Professional Standing and can include:

  • Denying access to resources, assignments, projects, or opportunities
  • Stealing or taking credit for another’s work
  • Interfering with someone’s work performance
  • Failing to return phone calls or messages
  • Little or no feedback on performance
  • Withholding information essential to perform one’s job
  • Toxic emails
  • Flaunting status

Yet another is Control or Manipulation Tactics:

  • Failing to invite someone to an essential meeting
  • Threatening job loss
  • Excessive monitoring or micromanagement
  • Assigning tasks that cannot be completed by deadline; setting unrealistic goals
  • Interference or sabotage
  • Ignoring a coworker with the intent to harm or control
  • Treating a worker differently than peers and coworkers
  • Ostracism, isolation, dissociation, or exclusion from others
  • Refusal to take responsibility
  • Excessive, impossible, conflicting work expectations or demands
  • Inequitable and harsh treatment
  • Other objectionable behavior designed to torment, isolate, pester, or abuse

Example:  Angela:  Fired by a Bully

“I worked for the Law School Admission Counsel, the company which administers the LSAT. My boss never liked me and why she hired me is still unclear. She bullied me extensively, yelling at me in front of my coworkers, threatening my job privately in her office, and discouraging alliances with coworkers. She treated people similarly in other departments, yelling at them in meetings. I tried to appease her until she threatened my job . . .”[5]

And it is not unusual that the company bullies are visible to other employees in the company. They are the proverbial “elephants in the room,” not unlike perpetrators of domestic violence. In their battering way, bullies minimize, deny, sidetrack, and blame their targets, hoping to avoid accountability for their actions.[6]

Anton Hout, founder of OvercomeBullying.org, identifies eight bully types:

  1. The Screaming Mimi. This is the most easily recognizable type of workplace bully. Screaming Mimis are loud and obnoxious, and their abusive behavior is meant to berate and humiliate people. They thrive on the notion that others fear them.
  2. The Two-Headed Snake. To a coworker’s face, this employee acts like a trusted friend or colleague. However, when the coworker is out of earshot, this person will destroy his colleague’s reputation, stab him in the back, and even take credit for his work.
  3. The Constant Critic. This bully’s goal is to dismantle other people’s confidence through constant—and often unwarranted—criticism. A critic will look for any possible flaw in someone’s work and labors tirelessly to kill that person’s credibility. Impeccable work? No problem:  this type of bully is not above falsifying documents or creating evidence to make others look bad.
  4. The Gatekeeper. Every office has at least one employee who gets off on wielding his or her power over others—regardless of whether that power is real or perceived. Gatekeepers deny people the tools they need—whether it is resources, time, or information—to do their jobs efficiently.
  5. The Attention Seeker. This type of bully wants to be the center of the action at all times. They will try to get on their superior’s good side through consistent flattery and even come on as kind and helpful to their peers—especially the newer employees. However, if coworkers do not provide the right amount of attention, these bullies can quickly turn on them.

    Attention seekers are often overly dramatic and relate everything to something that is going wrong in their own lives to garner sympathy and control. These bullies also have a tendency to coax personal info out of new employees—only to use it against them later.
  6. The Wannabe. This is an employee who sees himself or herself as absolutely indispensable and expects recognition for everything. But Wannabes are not usually very good at their jobs. To compensate, these bullies spend a majority of their time watching more competent workers and looking for areas of skilled workers’ performance to complain about.

    Wannabes will demand that everything is done their way—even when there are better ways of doing things. Because they are automatically opposed to others’ ideas, they will do everything in their power to prevent changes to their work processes.
  7. The Guru. Generally, there is nothing wrong with this bully’s work performance. In fact, it is not unusual for a Guru to be considered an expert in his or her own niche area. What these bullies offer in technical skill, however, they severely lack in emotional maturity.

    Gurus see themselves as being superior to their coworkers. As a result, they do not consider how their actions will affect others, are not able to fathom the possibility that they can be wrong, and do not accept responsibility for their own actions. In addition, because these bullies feel as though they are “above it all,” they do not always feel compelled to follow the same rules as everybody else.
  8. The Sociopath. Intelligent, well-spoken, charming, and charismatic, sociopaths are the most destructive bullies of all. Reason: They have absolutely no empathy for others, yet they are experts at manipulating the emotions of others in order to get what they want.

    These bullies often rise to positions of power within the company, which makes them extremely dangerous. Sociopaths tend to surround themselves with a circle of lackeys who are willing to do their dirty work in exchange for moving up the ranks with them.

The best defense a company can have against workplace bullying is a clearly worded policy that prohibits any type of bullying behavior.[7]

Clearly, workplace bullying can take many forms and wear many guises—all unpleasant and all destructive. There is no federal law that applies to bullying specifically. In some cases, when bullying is based on race, color, national origin, sex, disability, or religion, “bullying” overlaps with harassment and schools are legally obligated to address it. Here in Oregon matters of workplace bullying overlap somewhat with bullying phenomena primarily at schools and universities:  the terms used in the Oregon anti-bullying laws include harassment, intimidation, or bullying, and this covers cyberbullying as well. The following groups are listed under Oregon educational anti-bullying law:  race, color, religion, sex, sexual orientation, national origin, marital status, familial status, disability, and source of income.

“Although a number of states have considered anti-bullying legislation, none has yet to pass such a law. That does not necessarily mean bullying is legal in every situation, however. Bullying is illegal when it violates federal or state laws prohibiting discrimination and harassment in the workplace.” (These laws protect employees from harassment based on the previously mentioned characteristics.) “If a workplace bully is targeting an employee based on a protected characteristic which could qualify as illegal harassment, the employee would have a ‘hostile work environment’ claim if the unwelcome conduct is severe or pervasive enough that a reasonable person would find it to be offensive, hostile, or abusive. To date, neither federal law nor the law of any state prohibits workplace bullying outright.”[8]


  1. http://www.healthyworkplacebill.org/faq.php, The Healthy Workplace Bill, by Gary Namie, Director, last viewed October 22, 2016

  2. Ibid.

  3. http://www.workplacebullying.org/individuals/problem/definition/

  4. Ibid.

  5. https://www.thebalance.com/types-of-bullying-2164322, Sally Kane, July 25, 2016, last viewed October 22, 2016

  6. Ibid.

  7. http://www.hrmorning.com/8-workplace-bully-personality-types/, Tim Gould, July 19, 2016;  last viewed October 22, 2016

  8. http://labor-employment-law.lawyers.com/employment-discrimination/workplace-bullying-the-meanest-of-the-mean.html, Lisa Guerin, J.D., Boalt Hall at the University of California at Berkeley, last viewed October 23, 2016

Charlene Sabini, CLP, ALP, is legal assistant for attorney David Vill in juvenile law matters in Eugene, Oregon. She is Director of Education for her local chapter, NALS of Lane County in Eugene, and has enthusiastically occupied that position for over four years. She is editor of her chapter’s bimonthly newsletter, NALS in Motion, which has been published unfailingly for nearly four years. She has earned three successive NALS CLE Awards and plans to sit for the PP exam in March 2017. She is a proofreader on the NALS Editorial Board and has contributed articles/essays for the NALS docket and @Law. Charlene is an affiliate member of the Lane County Bar Association and was responsible for initiating that level of membership with the bar for nonlawyers in 2014. She also petitioned the Oregon State Bar Association to allow guest speaking attorneys at nonlawyer education meetings to receive CLE credit (which was formerly not allowed in Oregon) and was successful. She is also a 13-year volunteer with the Lane County Sheriff’s Office in Eugene, has served as the county sheriff’s newsletter editor, and is currently serving as the county jail librarian. The Oregon State Sheriff’s Association/Jail Command Council awarded Ms. Sabini the Jail Volunteer of the Year award in 2009.

Tags:  legal  legal assistant  legal career  legal education  legal job skills  legal jobs  legal office  legal professional  legal professional training  nals  office procedures  paralegal  paralegal office 

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Ask Eula Mae: Work v. Law School Decision

Posted By NALS Editorial Board, Wednesday, November 9, 2016

Ask Eula MaeDear Eula Mae:

I have an ALP certificate and work part time for an attorney as an office clerk but lack the hours needed for a four-year law study program in lieu of going to law school.  Most of my duties are as a personal assistant and I do not have much to do.  I am taking the Multi-State Professional Exam (MPRE) this week “just for fun.”  How do I get my foot in the door without much legal experience?  Should I bite the bullet and go to law school or stay on my current path and hope to find work in a more robust office?

New Hampshire Newbie


Dear New Hampshire Newbie:

Well, you have a lot going on and a lot of questions!  This is good!  There are several things in your letter to consider:  (1) you need hours for a four-year law study program, (2) you need more to do in your job, (3) it sounds like you really want to work in a law office, and (4) you are trying to decide whether or not to go to law school.  Let’s take these one at a time.  

  1. You need hours for a four-year law study program.  Are you in college or looking for certification hours?  Either way, if you love the law, you can find classes to attend through professional organizations such as NALS, technical schools, or online classes at your local university.  

  2. In your current job, start with the boss.  The boss needs to know you need more to do and you are willing to learn.  Bosses are a great resource for legal professionals for career ideas and maybe as a mentor.  You could interview the boss about his experience in law school.

  3. If your goal is to work in a law office, there is much to learn right where you are.  If you have exhausted the resources there (after talking with the boss, of course), then it might be time to move on to a busier office.  Legal work can take place in many areas.  You can work directly for an attorney at hospitals, corporate offices, title companies, insurance companies, utility companies, etc.  As your own research project to help you decide your next step, it might be good to look at other areas that have legal assistants.

  4. A big decision such as whether or not to go to law school is not one to make quickly.  There are many reasons for this and the main one is to absolutely know why you want to go to law school.  It is a big commitment.  First, you will have to finish your undergraduate degree and then secure the funding to pay for law school.  This is a job in itself.  Then you will need to take the Law School Admission Test (LSAT).  All of this could take some time, but that is really not a problem because you can go to school any time in your life.


What makes your main question difficult is the fact that there are so many options!  Now, how to make a big decision:  make a comparison chart with a list of what you could do (law school v. legal assistant, paralegal certification, etc.).  For each item, make columns of time involved, resources available and needed, costs, and list the positives and negatives of each.  You have plenty of time to decide.  You can always go to law school and working as a legal assistant until you are ready will better prepare you for law school.  The real answer to your question is for you to follow your heart.  You will be fine whatever you choose to do.


Eula Mae Jett


Submit Your Questions To Ask Eula Mae By Clicking Here.



Tags:  ask eula mae  legal  legal education  legal job skills  legal jobs  legal professional  paralegal 

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Your Chapter—Your Message

Posted By Charlene Sabini, PLS, ALP, Monday, September 5, 2016
Updated: Tuesday, August 30, 2016

Your Chapter - Your MessageYou have a local NALS chapter. Your chapter has members, scheduled events, education classes, enjoyable projects, fund-raisers, you-name-it. And you are proud of your local chapter. So, then, who knows about you? Probably just your local members. Unless . . . you publish a chapter newsletter!


Oh, and do not worry about the expense of printing such a thing. The electronic world and the Internet have so completely changed our marketing, promotion, and advertising options that producing and distributing something like a newsletter is now virtually cost free!


The mechanics of creating a newsletter are exquisitely simple really. Just decide what to put in it and start writing. It can be a project initiated and completed by one person in your membership, a small group project, or a board of directors project. Ultimately, one person will need to coordinate and finalize the contents and design it. But, again, there is nothing difficult in doing this.


You are stumped for design ideas? Content? Hmm. No problem. Just research other NALS chapter newsletters for their look, their content, their frequency of publication. Better still, research beyond that for newsletters from other industry groups for style and design. You will find dozens and dozens to choose from. Perhaps your local utility companies issue newsletters or some state agency does the same. Or perhaps a local charitable agency does so. Many of them might likely be online, so you can easily research them from the comfort of your own computer. Pick up printed newsletters wherever you see them. They are very useful resources.


Your content can easily comprise (1) what your local NALS chapter is doing, (2) who your local members are and what their personalities and community activities are all about, (3) what your state NALS organization might be doing, and (4) guest columnists with educational or interesting articles that would benefit readers. And lots, lots more. Just look at what our national NALS docket has been doing for so long electronically. The NALS docket is a typically good example of relevant content. But be sure to examine what other newsletters contain too. Those are your real-life examples that may be worth emulating.


You also have the privilege of creating your own mailing list and sending your newsletter to whomever you please. I actually created our mailing list from scratch. It started with about 600 recipients and is now hovering at about 900. Admittedly this mailing list creation was the publishing element that took a little time and patience, but it was the only way to develop the mailing list—one that targets attorneys, judges, and their support staff. What made my list creation easier was access to a local printed directory of all attorneys, judges, and other legal community references which is published annually by an independent process serving company. I simply entered them one by one, but you can create a list from scratch any way you please. 


You can publish your newsletter as frequently or as infrequently as you wish. Ours goes out without fail every other month on the first day of those months. We have not missed a publication date since we began the project in August 2012. Some NALS chapters publish every month; others only quarterly. It is your choice. Our local newsletter, NALS in Motion, began as a humble two-page affair, and quickly ballooned into a nine-page extravaganza. We have received numerous compliments on the format and content and gratitude for putting our chapter on the map nationally. And that is a major point: putting your chapter’s profile before the public eye on a consistent and regular basis! What our newsletter has done for our local chapter’s membership levels—and attendance at our monthly education meetings—has been noteworthy, to say the least. We have developed a reputation for consistency, quality, and content. And people are paying attention to it.


I will admit there are a number of software types that could be used for your newsletter production—even MSWord—but I have used MS PowerPoint as a design foundation for years. The flexibility in PowerPoint is delightful and the application is more powerful than ever (I am using MSOffice 2013 applications). When I am finished creating the PowerPoint file, I simply use Adobe Acrobat to convert the file to a PDF that nearly anyone can receive without difficulty or distortions, and it can be attached to email messages with ease.


Newsletters work! They really do. The electronic option is nearly limitless. Do you have a creative person in your chapter who needs an outlet for their talents? There is your editor. A well-edited newsletter will offer a valuable visual profile to your chapter and may start a chain reaction in your area—or across the country—if your newsletter is seen by others who were looking for just such inspiration. Newsletters can be growth enhancers for your chapter. That alone is reason enough to initiate one.


Your chapter has a character and an image, whether you realize it or not at the moment. It is your privilege to tell everyone how alive your chapter is! Do not hesitate to give your chapter a national image with its own dynamic newsletter!


Charlene Sabini, PLS, ALP, is legal assistant for attorney David Vill in juvenile law matters in Eugene, Oregon. She is Director of Education for her local chapter, NALS of Lane County in Eugene, and has enthusiastically occupied that position for over four years. She is editor of her chapter’s bimonthly newsletter, NALS in Motion, which has been published unfailingly for nearly four years. She has earned three successive NALS CLE Awards and plans to sit for the PP exam in September 2016. She is a proofreader on the NALS Editorial Board and has contributed articles for the NALS docket and @Law. Charlene is an affiliate member of the Lane County Bar Association and was responsible for initiating that level of membership with the bar for nonlawyers in 2014. She also petitioned the Oregon State Bar Association to allow guest speaking attorneys at nonlawyer education meetings to receive CLE credit (which was formerly not allowed in Oregon) and was successful. She is also a 13-year volunteer with the Lane County Sheriff’s Office in Eugene, has served as the county sheriff’s newsletter editor, and is currently serving as the county jail librarian. The Oregon State Sheriff’s Association/Jail Command Council awarded Ms. Sabini the Jail Volunteer of the Year award in 2009.

Tags:  administrative  legal education  legal professional  nals chapters  paralegal 

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