- Do summarize the policy upfront

- Use the subject line to subject between the new or revised policy and an already established one.  Without such a subject-line  clue ( or lack of clues – a clueless alcoholic stupor itself a commundrum ) ,  the reader or poor victim  often skips ( or cannot even be bothered to even open the envelope), thinking that he , she or it  is already more than informed  about the stated ( or unstated) policy or policies

It can be said and summarized – what a waste of time , who needs it and you would be better off to have stayed home in bed rather than be subjected to just foolishness and downright waste of time.

Yet it all goes under the guise of  “Management “  and “Management Prerogative”

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It might be said that the purpose of a memo often is to show staff  “who is boss” or alternatively put to make an appearance to either pretend that the writer is around important  or is around or in the limelight

In many cases   ( if not most) , the writer of the memo should either of stayed in bed or followed the adage – attributed to Abraham Lincoln that it is better to keep one’s mouth shut and have people think that you are an idiot rather than open one’s mouth and reaffirm this. (paraphrased)

Here are some points and pointers for writing a memo dealing with “legal opinions”.  Follow these and check out , as well as verify if any of  the current memos that you have received or been the victim of have followed these rules and precepts ?

Remember the adage “I am the Boss and the rule are mine”

Its not all unlike a two year old holding in their bowel movements as a show of force

1) Don’t lapse into gibberish intelligible only to your occupational species

2) Don’t write in the abstract to “Everyman”".  Picture your readers and write to them as you would explain the situation for their specific applications

3) Don’t bury important ideas in long sentences and paragraphs

4) Don’t simply restate a law or the contract’s wording.  Make application to the question at hand

5) Don’t make the reader look elsewhere for contract details to understand the basic message

6) Lastly do not be wordy.  Cut the legalisms from your memo;  redundant synonyms ( last will and testament, maintenance and upkeep, null and void):  ready made subject introductions that could fit into any number of opinions on the same subject matter , unnecessary quotes that you could paraphrase, formal -isms  ( party of the first party) ,   plain old everyday repitition

The list goes on and on

Ultimately it must be always remembered and noted – most memos are seldom read or at the best given one short cursory look over

It is as if the person the person who writes the memo does so to hear themselves “talk”  not to make any valid or useful point or add value to the conversation or to the world

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But what do you do when your boss — the person who has significant control over your career — is the one taking credit for your ideas? After all, being too direct or going over his or her head can get you into trouble. Following are a few strategies that might help.

* Think carefully before complaining. Let’s say you spent weeks devising a cost-efficiency campaign that becomes a smashing success, but, at a meeting with higher-ups, your boss takes credit. You might feel slighted, but hold off on raising a fuss. First, make sure you’re the one who truly deserves the credit. Even if you proposed the idea, consider the role your boss played in implementing the initiative — he or she may have done the heavy lifting.

In addition, think about whether your manager’s scene-stealing antics are rare or standard operating procedure. If the behavior is infrequent, it might be best to let it go and accept that all employees, at times, are expected to make the boss look good in front of the company’s top brass.

* Put it on paper. If your supervisor often takes your best ideas from private conversations and passes them off as his or her own, consider changing the way you share your suggestions. For instance, you could present them in written memos or email messages. This establishes a paper or electronic trail you can reference later during your performance review — or if your value to the organization is ever questioned.

* Get a witness. One way to ensure that others know a solution originated with you is to unveil it publicly. But whether you copy colleagues on an e-mail or make your pitch at a meeting, be aware that you’re taking a risk. While it will be harder for anyone else to take full credit if your plan works, you’re on the hook if it falls flat.

* Confront with kindness. If your manager’s actions are hindering your advancement or limiting your visibility within the company, it might be time to speak up. But be tactful. Your boss will be more receptive to the conversation if, instead of taking an accusatory tone, you simply ask for guidance on how to receive recognition for your efforts. This enables you to get your point across without pointing fingers or putting your boss on the defensive.

Finally, in some situations, you might determine that it’s wisest to say or do nothing about your supervisor’s “credit problem.” While it can be frustrating to watch your boss receive praise for your hard work or brilliant concept, there is a bright side: Your contributions and ideas are valuable and helping the company succeed.

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