Tag: Legal Employment

NYC Issues Proposed Rules for Its Automated Employment Decision Tools Law

On Friday, September 23, 2022, the New York City Department of Consumer and Worker Protection (“DCWP”) released a Notice of Public Hearing and Opportunity to Comment on Proposed Rules related to its Automated Employment Decision Tool law (the “AEDT Law”), which goes into effect on January 1, 2023. As we previously wrote, the City passed the AEDT Law to regulate employers’ use of automated employment decision tools, with the aim of curbing bias in hiring and promotions; as written, however, it contains many ambiguities, which has left covered employers with open questions about compliance.

The proposed rules are intended to clarify the requirements for the use of automated employment decision tools within New York City, the definitions of key terms in the AEDT law, the notices to employees and applicants regarding the use of the tool, the bias audit for the tool, and the required published results of the bias audit.

The DCWP’s public hearing on the proposed rules and deadline for comments are October 24, 2022. Although the proposed rules may be modified prior to adoption, the following summarizes the key provisions.

“Substantially assist or replace discretionary decision making”

The AEDT Law applies to an automated decision tool that is used “to substantially assist or replace discretionary decision making.” It does not, however, specify the type of activities that constitute such conduct or what particular AI-powered employment tools are covered by the law.

The proposed rules attempt to provide guidance on this issue by defining “substantially assist or replace discretionary decision-making” as one of the following actions:

  1. relying solely on a simplified output (score, tag, classification, ranking, etc.), without considering other factors; or
  2. using a simplified output as one of a set of criteria where the output is weighted more than any other criterion in the set; or
  3. using a simplified output to overrule or modify conclusions derived from other factors including human decision-making.

“Bias Audit”

Pursuant to the AEDT Law, before using an automated employment decision tool, a covered employer or employment agency must subject the tool to a “bias audit” no more than one year prior to the use of the of the tool.  The law explains that “bias audit” means an “impartial evaluation by an independent auditor,” but does not otherwise specify who or what constitutes an “independent auditor” or what the “bias audit” must contain. The proposed rules address these gaps.

First, the proposed rules define “independent auditor” as “a person or group that is not involved in using or developing an [automated employment decision tool] that is responsible for conducting a bias audit of such [tool].” This definition does not specify that the auditor must be a separate legal entity from the creator or vendor of the tool and therefore suggests that it may be acceptable for the auditor to be employed by the organization using the tool, provided the auditor does not use and has not been involved in developing the tool.

Second, the proposed rules state that the required contents of a “bias audit” will depend on how the employer or employment agency uses the tool.

If the tool selects individuals to move forward in the hiring process or classifies individuals into groups, the “bias audit,” at a minimum, would need to:

  1. calculate the selection rate for each category;
  2. calculate the impact ratio for each category; and
  3. where the tool classifies candidates into groups, the bias audit must calculate the selection rate and impact ratio for each classification.

If the automated employment decision tool merely scores candidates, the “bias audit” at a minimum, would need to:

  1. calculate the average score for individuals in each category; and
  2. calculate the impact ratio for each category.

The preamble to the proposed rules makes clear that DCWP intends these calculations to be consistent with the Uniform Guidelines on Employee Selection Procedures (“UGESP”), 29 C.F.R. § 1607.4, and borrows concepts from the framework established by the UGESP in the definitions of “impact ratio” and “selection rate.”

Under the AEDT Law, upon completion of a bias audit, and prior to using the automated employment decision tool, covered employers and employment agencies must make the date and summary of the results of the bias audit publicly available on the careers or job section of their website in a clear and conspicuous manner. The proposed rules clarify that publication may be made via an active hyperlink to a website containing the required information, as long as the link is clearly identified as linking to the results of the bias audit. The required information must remain posted for at least six months after the covered employer or employment agency uses the tool for an employment decision.

Required Notices

The AEDT Law also specifies that employers and employment agencies must notify candidates for employment and employees who reside in New York City as follows:

  1. at least ten business days prior to using an automated decision tool, that such a tool will be used to assess or evaluate the candidate or employee, and allow the individual to request an alternative selection process or accommodation;
  2. at least ten business days prior to use, the job qualifications and characteristics that the tool will use in the assessment or evaluation; and
  3. if not disclosed on the employer or employment agency’s website, information about the type of data collected for the tool, the source of such data, and the employer or employment agency’s data retention policy shall be available upon written request by the individual and be provided within thirty days of the written request.

Covered employers and employment agencies have expressed concern about the practical and administrative difficulties of providing the above notices in the fast-paced environment of today’s recruiting and hiring.

In apparent response to these concerns, the proposed rules clarify that the employer or employment agency may provide the notices required by paragraphs (1) and (2) by:

  1. (a) in the case of candidates, including notice on the careers or jobs section of its website at least ten business days prior to the use of the tool, and (b) in the case of employees, including notice in a written policy or procedure that is provided to employees at least ten business days prior to use;
  2. including notice in a job posting at least ten days prior to using the tool; or
  3. (a) in the case of candidates, providing notice via U.S. mail or email at least ten business days prior to use of the tool; and (b) in the case of employees, providing written notice in person, via U.S. mail, or email at least ten business days prior to use.

In short, under the proposed rule, an employer or employment agency could comply with the AEDT Law by providing the required notice when first posting the job.

With respect to the notice requirement in paragraph (3), the proposed rules state that an employer or employment agency must provide notice to covered individuals by including notice on the careers or jobs section of its website, or by providing written notice in person, via U.S. mail, or by email within 30 days of receipt of a written request for such information. If notice is not posted on the website, the employer or agency must post instructions for how to make a written request for such information on its careers or job section of the website.

Finally, although the AEDT Law requires an employer or employment agency to allow covered individuals to request an alternative selection process, the proposed rules state that nothing requires an employer or employment agency to provide an alternative selection process.

Article By Adam S. Forman, Nathaniel M. Glasser, Robert J. O’Hara, Alexander J. Franchilli, and Ridhi D. Madia of Epstein Becker & Green, P.C.

For more labor and employment legal news, click here to visit the National Law Review.

©2022 Epstein Becker & Green, P.C. All rights reserved.

How to Use Images and Blogs to Boost Your Google My Business Profile

Whether you are wondering if you should create a listing for your business or searching for the most effective ways to boost your local presence, Google My Business is a wise investment of time. Not convinced yet? Consider the following statistics:

  • 97 percent of people learn more about a local company online than through any other source
  • Over 90 percent of the search engine market share belongs to Google
  • According to Google, 46 percent of all searches have local intent
  • 64 percent of consumers have used Google My Business to find contact details for a local business

Listing your law firm on Google is a significant step towards a complete online presence, but it doesn’t stop there. For instance, you should update your Google My Business Profile every month or so. While this profile isn’t a social media profile, it still requires the same amount of cultivation.

The Benefit of Adding Pictures

There are a few more ways you can leverage your profile to your advantage.  One of these ways is to use images to help boost your profile. For example, using photos on your Google Business Profile is beneficial not just for aesthetics but also to provide your law firm with an SEO advantage.

According to Google, businesses that use pictures on their Business Profiles see 42 percent more direction requests on Google Maps and 35 percent more clicks through to their websites than those who don’t use them. In fact, after a 2020 experiment, DigitalMaas came to the same conclusions. There’s no denying that law firms and attorneys who regularly upload photos on their listings will get more clicks and appear more on search results than their competitors who don’t.

When adding pictures, ensure you:

  • Add photos promptly. Without pictures, Google will default to showing street views which can make potential clients doubt if you are still in business.
  • Add photos regularly, including different shots and angles, taken at various times of the day.
  • Use quality photos without over-editing them. You want them to be clear but not filtered.
  • Use categories when adding pictures. Having a minimum of three relevant photos for each category is recommended.
  • Stay relevant to your location—avoid using screenshots, stock photos, GIFs, and other manually created images.

The Benefit of Blogs

Blogs are an essential piece of SEO marketing. If your firm doesn’t already publish one, now is the time. In addition to publishing your blog on your website, make sure you take its URL along with the picture and create a post from your Google My Business Account. Google will recognize your blog under your profile, and you will start to rank higher in SEO. When you add your blog to your Google Business Profile, you essentially double the benefit of having a blog without doubling the work. Linking a blog to your profile shows your authority in the legal realm and that you remain active online.

Don’t Forget Reviews!

Another key piece of optimizing your Google My Business profile is adding reviews. Google knows that reviews are the primary influence on consumer behavior, so they are a crucial ranking factor in the algorithm. However, you can’t add reviews if you don’t have any. Getting more reviews can be simple if you follow these tips:

  • Start with your long-time, loyal clients.
  • Make leaving a review as simple as possible by creating a review shortcut link or using a shortcut link generator.
  • Add a “Reviews” page on your website with a call to action to leave one.
  • Don’t forget to ask for reviews by email, text, social media, and in-person conversations.
  • Let clients know that reviews help others in similar situations to find a solution and make informed decisions.
  • Respond to reviews as this will incentivize clients to leave theirs and improves your local SEO.

Article By Meranda M. Vieyra of Denver Legal Marketing

For more business of law legal news, click here to visit the National Law Review.
© 2022 Denver Legal Marketing LLC

September 2022 Legal Industry News and Updates: Law Firm Growth and Expansion, Industry Recognition, and Spotlights on Women in Law

Happy autumn from the National Law Review! As the seasons change, we hope you are having a safe and healthy year. Please read on for the latest news coverage in the legal field, including law firm hiring and expansion, industry awards and recognition, and continued updates on women in law.

In addition, please be sure to check out Episode 4 of the Legal News Reach podcast: “The Perfect Storm: Law Firm Marketing & Business Development Budgeting with Beth Cuzzone, Global Practice Leader of Intapp.”

Law Firm Hiring and Expansion

Shumaker, Loop & Kendrick, LLP has named two new attorneys to lead their growing Public Sector practice group: partner Andy Mayts will serve as the chair of the group, and partner Patrick Duggan will serve as co-chair. Mr. Matts focuses his practice on banking, finance, and construction-related litigation. He handles complex civil litigation for many clients, including large businesses, national banks, and other financial institutions. Mr. Duggan practices employment law and litigation in complex workplace public sector and business disputes, with a specific focus on the Americans with Disabilities Act, the Fair Labor Standards Act, and other prominent legislation.

“It will take unique thinking and creativity to help governmental and public entities meet the growing needs of our communities,” said Shumaker Management Committee Vice Chair Jennifer Compton. “Andy and Patrick are top-performers and ready to meet this demand. With their leadership, we are confident that Shumaker’s Public Sector Practice will have continued growth and success.”

Stephanie J. Blumstein has joined law firm A.Y. Strauss as a partner in the Franchise practice group. Ms. Blumstein has a great deal of franchise litigation experience, including matters related to breach of contract, trademark infringement, fraud claims, business competition, and lease negotiations. She has assisted prospective franchisees as well as veteran franchise owners on all types of issues. Ms. Blumstein was also recognized in the 2023 edition of The Best Lawyers in America.

“I am thrilled to welcome Stephanie to the team,” said Marisa Rauchway, chair of the firm’s Franchise Group. “As a veteran of the national franchise community, her broad legal talents and deep industry knowledge will add immediate value to both existing and future clients of our practice.”

Michael Best added Dan Forest, former Lieutenant Governor of North Carolina, as a senior advisor in the firm’s Raleigh office. Joining the Government Relations practice group, Mr. Forest assists Michael Best Strategies with developing a strong bipartisan team of professionals who are focused on serving clients with public affairs and government relations needs. In his former role as Lieutenant Governor, Mr. Forest also served as President of the North Carolina Senate, Chairman of the Energy Policy Council, and Chairman of the Digital Technology Committee as a member of the State Board of Education.

“We’re excited to add Dan to our leadership team in North Carolina,” said Andy Jones, North Carolina Managing Partner for Michael Best & Friedrich, LLP. “Dan’s record of service and deep network across the State will help us continue to build our entrepreneurial-minded team of professionals and round out our ability to provide full-service solutions to our clients.”

BakerHostetler added Lisa Houssiere as a member of the firm’s Litigation Practice Group and Energy Industry team in their Houston office.  Ms. Houssiere has extensive experience in international disputes and investigations, particularly in the energy sector, and has worked on several high-profile Foreign Corrupt Practices Act cases and advised clients under investigation by the U.S. Department of Justice, the Federal Bureau of Investigation, the Commodity Futures Trading Commission and the European Commission.

Commenting on Ms. Housssiere’s addition to the firm, W. Ray Whitman, chair of BakerHostetler’s national Litigation Practice Group, stated. “Her range of trial work, including complex energy, antitrust and intellectual property matters, brings additional depth to our internationally recognized litigation practice.”

Venable LLP expanded its Product Liability and Mass Torts team in the Chicago and Los Angeles with the addition of partner John Roberts (Chicago) and partner Karen Firstenberg (Los Angeles). Mr. Roberts assists clients in the areas of product liability, commercial litigation, insurance recovery, and regulatory compliance, with much experience serving as national litigation counsel for a variety of clients. Mrs. Firstenberg provides counsel to life sciences companies on compliance, toxic torts, and product liability, representing clients in all fields, including medical devices, materials science, biotech, and pharmaceuticals.

“We are thrilled to welcome John and Karen to Venable and to our product liability team. Their addition will not only diversify our practice, but further solidify our presence in Los Angeles and expand it to Chicago, a long-standing life sciences hub and the home of some of our most valued clients. John and Karen’s success in the courtroom also deepens our bench of proven products trial lawyers,” said Kathleen Hardway, a co-chair of Venable’s Product Liability and Mass Torts Group.

Industry Awards and Recognition

Steve Adamczyk, partner at Varnum LLP, has been named to the 2022 Gulfshore Business 40 Under 40. This magazine seeks to recognize young legal professionals in the Southwestern region of Florida who have aided the area through volunteer work and philanthropy. Mr. Adamczyk has served on the board of the Florida Southern Gulf Coast to Heartland Chapter of the American Red Cross since 2015. He has also supported local elected officials and long-term recovery efforts in the wake of Hurricane Irma.

Mr. Adamczyk has a great deal of experience in estate and trust planning services. At Varnum, he broadly focuses his practice on residential and commercial real estate transactions, as well as community association representation, providing counsel and assistance for condominium and homeowners associations across the state of Florida.

Katten Muchin Rosenman LLP was recognized at the 2022 HFM US Services Awards ceremony as the best onshore law firm for hedge fund client services in the United States. Recipients were chosen by a panel of leading hedge fund chief operating officers, as well as chief financial officers and general counsels. Wendy Cohen and Allison Yacker, co-chairs of the firm’s Investment Management and Funds practice, accepted the award on behalf of the firm.

Lance Zinman, Global Chairman of Katten‘s Financial Markets and Funds group, said the following of the award: “Receiving this distinction underscores what clients and others have told us they appreciate about Katten: That we provide excellent and sophisticated counsel in a business-savvy manner that takes into account the practical aspects of our clients’ business; that we analyze complex market and legal issues and close investments and transactions, navigating regulatory issues quickly and comprehensively; and that we quickly see the big picture, to name just some of what we hear.”

Lawmatics, a leading legal client relationship management platform, was named a “Hot Product” in the 2022 TechnoLawyer Buyer’s Guide. TechnoLawyer continues to report on the latest developments in legal technology and law office management; the publication cited Lawmatics’ versatile automation capabilities as a particularly significant feature that set the platform apart.

“We’re extremely proud to be identified as a premier tool for helping law firms grow,” said Matt Spiegel, CEO of Lawmatics. “Our software empowers law firms to spend less of their time on administering the business of their practice, and more time focusing on the clients they serve. We know that firms thrive when they can prioritize people rather than paperwork.”

Thomas F. Zych, co-chair of Thompson Hine’s Antitrust, Competition & Distribution and Emerging Technologies practices, and Privacy & Cybersecurity team, has been selected to chair the American Bar Association’s Antitrust Law Section, through August 2023.

Based in Cleveland, Mr. Zych has over 39 years of experience in a wide range of data protection, intellectual property, consumer protection, social media, competition and antitrust matters. He also represents a full range of business enterprises in their privacy and data security operations.

Los Angeles Business Journal’s 2022 “Most Admired Law Firms” list added Sidley, as one of the most distinguished and “best law firms to work for” in the Los Angeles area. The Los Angeles Business Journal’s list recognizes law firms who are working toward creating diverse, positive, and supportive professional environments.

Of note is the 2022 launch of Sidley’s “Built to Lead,” program designed to help the firm’s associates by equipping them with greater business acumen by partnering with top business schools and helping young lawyers grow their leadership capabilities by partnering with select nonprofit legal and community organizations.

Women in Law

Foley and Lardner Partner Natasha Allen has been recognized on The Recorder’s California Legal Awards “Women Leaders in Tech Law” list. A co-chair of Foley’s Venture Capital Committee and Innovative Technology Sector Artificial Intelligence Section, Ms. Allen guides domestic and international corporations through mergers, acquisitions, and divestitures, with a special focus on cybersecurity, software, and virtual reality firms.

The California Legal Awards celebrate legal innovators who are influential in the ongoing development of technological jurisprudence. Allen and her peers will be celebrated at an awards ceremony on November 3, 2022.

Paula Cozzi Goedert, a leading nonprofit attorney with Barnes and Thornburg specializing in tax, compliance, and strategy, has been recognized on Crain’s Chicago Business 2022 “Notable Women in Law” list. Crain’s annual list illustrates the power of women in law by showcasing leaders with compelling professional stories.

Ms. Goedert chairs Barnes and Thornburg’s Associations and Foundations Group and has served over 300 clients, including the National PTA, American College of Surgeons, American Library Association, and Bank Administration Institute. Goedert’s expertise was invaluable during the COVID-19 crisis, where she guided her clients through challenges including staff furloughs, endowment raids, and insurance claims.

Additionally, Perkins Coie Partners Gina LaMonica and Lucy Park, were included on the 2022 Chicago Business Notable Women in Law list, whose requirements include mentoring other women lawyers, promoting inclusive practices in the workplace, and assuming a leadership role in professional organizations and civic and community service initiatives.

Ms. LaMonica practices white-collar criminal defense and is regularly retained to conduct internal investigations involving employee misconduct, regulatory violations, financial fraud, and is co-chair of Perkins Coie’s Educational Institutions & Services industry group and a co-founder and current secretary of the Chicago chapter of the national Women’s White Collar Defense Association.

Ms. Park  a partner in Perkins Coie’s Trust & Estate Planning group, counsels high-net-worth individuals, families, and family-owned businesses on wealth preservation and transfer, charitable giving, and succession planning and is a member of the firm’s Executive Committee, Strategic Diversity Committee,  and co-chair of the firm’s Women’s Forum, a  resource group, which works to attract, retain, and promote and support the firm’s female lawyers.

Former White House Administrator Sharon McGowan is adding her anti-discrimination background to her new role as partner at nationally-recognized civil rights law firm Katz Banks Kumin. Ms. McGowan has previously worked as Chief Strategy Officer and Legal Director for the Lambda Legal Defense and Education Fund, staff attorney with the ACLU’s LGBT and AIDS projects, and lead attorney for seminal trans workplace antidiscrimination case Schroer v. Billington. During Obama’s administration, Ms. McGowan worked toward ending various forms of discrimination as Principal Deputy Chief at the U.S. Department of Justice’s Civil Rights Division and Acting General Counsel and Deputy General Counsel for Policy at the U.S. Office of Personnel Management.

“Sharon is a brilliant legal advocate who has played an unparalleled role in securing some of our nation’s greatest achievements in civil rights,” said firm Co-Founding Partner Lisa J. Banks. “Her unique perspective and wide range of counseling experience will be a tremendous asset to our clients in the areas of whistleblower law, employment law, sexual harassment law, and civil rights and civil liberties matters.”

Firm Co-Founding Partner Debra S. Katz added: “Sharon’s experience as one of President Obama’s top anti-discrimination attorneys, as well as her deep level of public policy and advocacy expertise, will be invaluable to our clients and the firm’s ongoing efforts to advance civil rights in the workplace.”

Article By Chandler Ford, Crissonna Tennison, and Jennifer Schaller of The National Law Review / The National Law Forum LLC

For more business of law legal news, click here to visit the National Law Review.

Copyright ©2022 National Law Forum, LLC

Top Legal Industry News Highlights for August 2022: Law Firm Expansion, Legal Awards and Recognition, and the Latest in Women in Law

Thank you for reading the latest edition of the National Law Review’s bi-weekly legal news roundup! In these last weeks of summer, we hope you are remaining safe and healthy. Read more below for updates on law firm hiring and expansion, industry awards and recognition, and spotlights on women in the field of law.

Law Firm Hiring and Expansion

Moore & Van Allen PLLC has added Julianne Farnsworth as counsel and as a member of the firm’s Litigation practice group. Presently based in the Charleston office, Ms. Farnsworth dedicates her practice to complex civil litigation, representing clients in areas such as business torts, environmental law, employment law, and other areas. She has practiced before state and federal courts across the U.S. and is additionally certified as a mediator in the state circuit and federal courts of South Carolina.

“We are pleased to welcome Julianne who has been a top litigator in the Charleston area for over 30 years,” said Trudy H. Robertson, co-managing member of the firm’s Charleston office. “Julianne’s experience and reputation will be valuable assets for servicing our litigation clients across the full spectrum of business areas and industries.”

Trey Baker, a former senior advisor for public engagement at the White House, has joined Barnes & Thornburg LLP as a partner in the Government Services and Finance Department. In his former role, Mr. Baker specialized in outreach to civil rights organizations and minority communities, focusing on criminal justice and law enforcement reform. He has also served for four years as the city manager for Grenada, Mississippi.

“Trey’s deep well of government experience and strong foundation in the D.C. market will prove invaluable to our clients – both locally and nationally,” said Roscoe Howard, managing partner of the firm’s Washington, D.C. office. “His passion for community engagement, evidenced by the breadth of his work at the local and federal level, brings a unique skill set to our talented group of legal professionals. We’re happy to have him.”

Honigman Law, LLP has advanced its recent growth efforts, announcing the launch of Honigman Law Israel, an Israeli subsidiary focusing its efforts on U.S. mergers and acquisitions, capital markets, venture capital, real estate, and more. For prospective candidates, the subsidiary offers the opportunity to continue practicing complex U.S. legal matters while located in Israel. The HLI team has already added its first five attorneys: Sam Katz, who practices in corporate and capital markets; Inbar Rauchwerger, who practices in mergers and acquisitions; Aviv Avnon, who practices in finance; David Snyder, who practices in tax law; and Rachel Rhodes, who practices in corporate and capital markets.

“We’re honored to bring on these five top-notch attorneys from some of the most prominent law firms in the U.S. and expect to bring in many more highly qualified individuals through this initiative,” said Honigman CEO and Chair David Foltyn. “We have continued to see incredible demand for our transactional counsel, which in turn requires that we continue to grow with the most talented lawyers. With HLI, we have created a win-win opportunity for A+ attorneys who want to reside in Israel for personal reasons but did not have a path to doing so, and for Honigman, which can deepen and expand the great talent we can devote to our clients.”

Much Shelist, P.C. has added three new attorneys: Jonathan Friedland, Jeremy Waitzman, and Hajar Jouglaf. Mr. Friedland joins the firm’s Restructuring & Creditors’ Rights group, and Mr. Waitzman and Mr. Jouglaf join the firm’s Corporate & Finance group. The trio has formerly worked together to represent businesses across the U.S., focusing their efforts on mergers and acquisitions, insolvency, and bankruptcy matters. Together, they counsel clients across many industries, including manufacturing, information technology, retail, and hospitality.

“Jonathan, Jeremy, and Hajar impressed us from the very beginning of our conversations,” said the firm’s Managing Partner Mitchell Roth. “They bring legal prowess and business savvy that will be immensely valuable to our clients, and they share our commitment to top-tier service.”

Steptoe & Johnson PLLC has added Jeffery D. Mulrooney as Of Counsel to the firm’s Business Department. Mr. Mulrooney has a great deal of experience managing intellectual property matters, with particular emphasis on patent, trademark, and copyright applications across all industries, including medical devices, material sciences, consumer products, and more. At the firm, he will focus his practice specifically on intellectual property and transactional matters.

“Jeffrey’s focus on copyright, trademark, and patent law is a great addition to our Pittsburgh office,” said Steptoe & Johnson CEO, Christopher L. Slaughter. “We are always looking for the best attorneys to meet our client’s needs and with the explosive growth in technology industries across our footprint, Jeffrey’s background will be a great asset to our clients and our firm.”

Industry Awards and Recognition

Two Romer Debbas partners, Michael R. Feldman and Alison L. Weisman, have been honored by Best Lawyers. The award is based on peer reviews and feedback and acknowledges attorneys at the beginning of their law careers for “upstanding professional standards and excellence in private practice.” Mr. Feldman and Ms. Weisman were specifically recognized as rising industry stars in the field of real estate law.

Michael Feldman is a partner and manager of the residential real estate department at Romer Debbas’ New York office. His practice focuses on residential and commercial real estate transactions. Alison Weisman is a partner in Romer Debbas’ commercial real estate department. She concentrates her practice on representing buyers, sellers, tenants, landlords, and developers in various real estate and lending transactions. She is also a trained mediator.

Greenberg Traurig was nominated by JUVE Verlag, a business law publisher based in Germany, as the Law Firm of the Year in the Labor and Employment category. The firm was nominated for its “positive, dynamic development over the past year.” The award ceremony will take place on Oct. 27 in Frankfurt where the winners will be announced.

197 attorneys at Ballard Spahr received 330 recognitions in this year’s The Best Lawyers in America guide. Of additional note, 58 Ballard Spahr attorneys have been featured in the Ones to Watch category, which is intended for lawyers at the beginning of their careers. Ballard Spahr attorneys also received 7 recognitions for Lawyers of The Year:

Best Lawyers uses annual surveys to assess lawyers in the field, asking attorneys to evaluate their peers based on professionalism, integrity, and legal skill. Lawyers of the Year receive the highest overall peer feedback for a given practice area and region.

Women in Law

Clifford Law Office partner Sarah F. King is scheduled to present “The Power of Visual Persuasion” at the Society of Women Trial Lawyers’ 2022 Fall Conference in Nashville, TN. A medical malpractice attorney based in Chicago, Ms. King will be sharing her insights on technological innovations and visual storytelling in virtual and physical courtrooms. She has previously presented at events such as the Michigan Association of Justice Medical Malpractice Seminar and the American Association for Justice Annual Convention, and is an active member of the Women’s Bar Association of Illinois and Illinois Trial Lawyers Association.

The Society of Women Trial Lawyers conference provides an opportunity for women practitioners across the U.S. to enhance their trial skillset while building valuable professional and personal connections. This year’s event will be at the Thompson Nashville Hotel on Thursday, October 6, 2022.

The Texas Diversity Council will recognize Foley & Lardner partner Michelle Ku as a 2022 Top Women Lawyers Award winner at a virtual ceremony on September 27, 2022. Ms. Ku is a business litigator known for taking on high stakes trials at the local, state, and federal levels, covering issues related to antitrust, government investigations, class actions, tax, and intellectual property. She and her fellow awardees were selected for their professional success, legal industry impact, integrity, and commitment to supporting other women in the field.

Alyson Brown of Hunton Andrews Kurth has been selected for the National Black Lawyers Top 40 Under 40 for the second year in a row. Inclusion on the list provides access to a national network of leading figures in the Black legal community and requires a reputation for professional excellence and leadership as determined through peer nominations and a third-party research process.

Ms. Brown is a Richmond, VA based employment attorney. At Hunton Andrews Kurth, she handles issues related to unfair workplace practices, labor law compliance, and employment litigation. In addition to her experience arguing before the National Labor Relations Board, Brown is a Program Committee Member of the Richmond Bar Association and Board Member of the Downtown Richmond YMCA. She has recently been listed on the 2022 Virginia Access to Justice Pro Bono Honor Roll.

Article By Chandler Ford, Shelby Garrett, and Crissonna Tennison of The National Law Review / The National Law Forum LLC

For more business of law legal news, click here to visit the National Law Review.

Copyright ©2022 National Law Forum, LLC

August 2022 Legal Industry News Updates: Law Firm Hiring and Expansion, Industry Awards and Recognition, and Women in the Legal Field

Welcome back to another edition of the National Law Review’s legal news roundup! We hope you remain safe, healthy, and cool as the summer winds down. Read on below for the latest in law firm hiring and expansion, industry awards, and a spotlight on women in the legal industry!

Additionally, be sure to check out the latest episode of our podcast, Legal News Reach, featuring Chris Fritsch, founder of CLIENTSFirst Consulting!

Law Firm News and Updates

Sunstein LLP has added attorneys Shane Hunter and T.J. Clark as partners. Previously the founders of Hunter Clark PLLC, an intellectual property law firm, both attorneys focus their practice in this field: Mr. Hunter assists individuals in developing billion-dollar companies and helps to protect their intellectual property. Mr. Clark’s practice focuses on patent prosecution and intellectual property portfolio counseling for software and web-based business methods, biomedical devices, and semiconductor processing.

“Shane and T.J. bring impressive backgrounds as engineers and skills as attorneys that greatly complement our firm’s focus on helping technology clients leverage their diverse IP portfolios,” said Chair of the Sunstein Patent Group, Kathryn Noll. “They are a great addition to our team.”

Insurance attorney Graham Pulvere has joined Wilson Elser’s Birmingham office as a partner. Mr. Pulvere’s practice focuses on litigating insurance coverage and bad faith actions. With experience representing clients in areas such as legal malpractice actions, bar disciplinary proceedings, and errors and omissions actions against insurance agents and brokers, he will be joining the Insurance & Reinsurance Coverage and the Professional Liability & Services practice group as well as the London Practice.

London Practice Chair David Holmes said, “Graham has significant experience working with the London market on first-party and bad faith matters and will add to our strong ability to handle complex coverage and bad faith matters not only in Alabama but also in Mississippi and Louisiana.”

Steptoe & Johnson welcomes associate Evan Janc to the business litigation practice group. Practicing in the firm’s Dallas office, Mr. Janc has experience representing clients in construction litigation, public finance, and real estate in front of Texas state agencies and government entities. Evan also analyzes and drafts construction contracts and real estate agreements.

Sidley Austin LLP added Jay Jariwala, Senior Director, Regulatory Compliance to the firm’s Food, Drug, and Medical Device Compliance and Enforcement practice. Joining the firm’s Washington, D.C. office, he previously served in the FDA’s Center for Drug Evaluation and Research, Office of Compliance, and Office of Manufacturing Quality. Mr. Jariwala brings more than 13 years of regulatory and leadership experience to Sidley.

Raj Pai, partner and global leader of Sidley’s Food, Drug, and Medical Device Compliance and Enforcement group, said, “We’re happy to welcome Jay to our growing team of former FDA officials who have world-class experience and insights. Jay’s background will strengthen our team’s ability to help clients understand, assess, and address compliance concerns effectively.”

Industry Awards and Recognition

Benjamin F. Wilson, former Chairman of Beveridge & Diamond PC, has been honored with the 2022 Environmental Achievement Award from the Environmental Law Institute. Recognized for his visionary leadership and service to local communities over the span of his entire career, Mr. Wilson has provided representation on a wide range of clients on environmental matters, both at Beveridge & Diamond and in other private practices. He has previously served in the Civil Division of the U.S. Department of Justice, and he established the African American General Counsel and Managing Partner Networks in 2012, as well as founding the Diverse Partners Network in 2008.

“Ben is a remarkable environmental lawyer whose impact reverberates so far beyond his immediate circle. An astounding number of people call him a mentor, and his lasting impacts are felt not only in the legal profession, but across diverse communities nationwide,” said Jordan Diamond, President of the Environmental Law Institute. “He spent a career championing the interplay of environmental and civil rights, and we are all better for it.”

Twelve attorneys at Clifford Law Offices have been recognized by Law Bulletin Media as Leading Lawyers. They are as follows:

According to the Leading Lawyers website, less than five percent of all lawyers licensed in each state have received this prestigious distinction. Recipients are selected based on external attorney surveys that ask which of their peers they would most likely recommend to a family member or friend.

Lawmatics has recently been ranked as a high performer in G2’s Summer 2022 Grid®️ Report for Legal Practice Management Software. G2, formerly known as G2 Crowd, is a peer-to-peer review site that collects information for various types of business software; to qualify for the Grid®️ Report in the Legal Practice Management category, the product must:

  • Manage law firm client information

  • Store relevant legal documents

  • Integrate with or provide functionality similar to legal case management solutions

  • Be designed for independent law firm use

In addition to the high overall satisfaction rating that Lawmatics boasts, the Summer 2022 report also found that 100% of Lawmatics customers rated the service 4 or 5 stars, 92% stated they were likely to recommend Lawmatics to their peers, and 90% believed their quality of support goes “above and beyond.”

Women in the Legal Field

The American Bar Association awarded five legal practitioners with the 2022 Margaret Brent Women Lawyers of Achievement Award at the ABA Annual Meeting in Chicago on August 7th. The prestigious award has been given to numerous pioneers in its more than 30-year history, including former U.S. Supreme Court Associate Justices Sandra Day O’Connor and Ruth Bader Ginsburg. This year, the recipients were health law and bioethics innovator Michele Goodwin, IP expert and radio personality Christina L. Martini, AbbVie executive Laura J. Schumacher, corporate executive and DEI leader Wendy Shiba, and Myra C. Selby, the first African-American woman to serve as Associate Justice for the Indiana Supreme Court.

“We are honored to recognize this spectacular group of women who have been trailblazers throughout their careers,” says Maureen Mulligan, chair of the ABA Commission on Women in the Profession. “They are role models for all women in the legal profession.”

Benchmark Litigation has recognized three Bradley attorneys on their 2022 Top 250 Women in Litigation List.  Birmingham’s Leigh Anne Hodge, Nashville’s Lela M. Hollabaugh, and Huntsville’s Kimberly B. Martin were all selected due to their respected positions in the legal community and overwhelmingly positive client feedback.

Ms. Hodge leads Bradley’s Litigation Practice Group and is a member of the Healthcare Practice Group, where she assists clients with matters related to insurance, medical malpractice, licensing board hearings, and product liability. Ms. Hollabaugh is a lead trial lawyer who has worked on dozens of jury and bench trials while helping infrastructure clients with land acquisition, construction, and operations. She recently co-authored an amicus curiae brief for the U.S. Supreme Court related to the Natural Gas Act and 11th Amendment immunity. Ms. Martin handles international health product liability and white-collar claims.

Bradley Chairman of the Board and Managing Partner Jonathan M. Skeeters said, “We are proud of Leigh Anne, Lela, and Kim and congratulate them on their continued recognition as top female litigators. Their inclusion on this prestigious list is well deserved.”

Varnum LLP Partner Maureen Rouse-Ayoub has been featured in Michigan Lawyer Weekly’s 2022 Class of Influential Women of Law. The list celebrates women in the legal profession who have attained excellence in their field and made significant contributions through leadership, mentorship, and volunteering. When she isn’t leading Varnum’s Labor and Employment Practice team out of the Novi office, Ms. Rouse-Ayoub speaks about labor law issues at the Michigan Chamber of Commerce and works with the State Bar of Michigan Labor and Employment Section and Michigan Chamber of Commerce Health and Human Resources Committee. In her spare time, she volunteers with Northern Michigan Adaptive Sports, where she uses special tools and instructions to teach alpine skiing to people with disabilities. Rouse-Ayoub and her fellow awardees will be celebrated at a September 23rd ceremony in Detroit, followed by a September 26th magazine profile.

Article By Chandler Ford, Crissonna Tennison, and Shelby Garrett of the The National Law Review / The National Law Forum LLC.

For more legal marketing news, click here to visit the National Law Review.

Copyright ©2022 National Law Forum, LLC

Episode 3: How Law Firms Can Benefit From CRM Technology With Chris Fritsch of CLIENTSFirst Consulting [PODCAST]

Welcome to Season 2, Episode 3 of Legal News Reach! NLR Managing Director Jennifer Schaller speaks with Chris Fritsch, Founder of CLIENTSFirst Consulting, about how law firms can thoughtfully and successfully integrate customer relationship management systems, or CRMs, into their daily operations—boosting contact management, business development, and client service in the process.

We’ve included a transcript of the conversation below, transcribed by artificial intelligence. The transcript has been lightly edited for clarity and readability.

INTRO  00:02

Hello, and welcome to Legal News Reach, the official podcast for the National Law Review. Stay tuned for a discussion on the latest trends in legal marketing, SEO, law firm best practices, and more.

Jennifer Schaller

Thank you for tuning into the Legal News Reach podcast. My name is Jennifer Schaller, the Managing Director of the National Law Review. In this episode, I’ll be speaking with Chris Fritsch, who’s the CRM and Marketing Technology Success Consultant and Founder of CLIENTSFirst Consulting. She’s going to talk to us about CRM technology, specifically how it impacts law firms. Chris, would you like to introduce yourself?

Chris Fritsch

Happy to do so! I am Chris Fritsch, I’m actually a CRM Success Consultant. And no, that is not an oxymoron. For the last over 15 years, my team at CLIENTSFirst has helped hundreds of top firms succeed with CRM and related and integrated technology. I’m actually a little bit of a recovering attorney, which is sort of how I got into the industry. And it’s just been a great 15 years working together with top law firms.

Jennifer Schaller

What prompted you to start CLIENTSFirst Consulting?

Chris Fritsch

You know, that’s a good question. I actually worked at a CRM company years ago, and those companies are terrific at building and selling and installing and implementing software…not necessarily as great at being able to take the time to get to know each law firm to really understand the firm’s needs, the requirements, the culture in order to really help them succeed with the technology. So I saw that was a real opportunity to be able to help clients succeed. The company’s called CLIENTSFirst. And so we’re really focused on sharing information, ideas, best practices for success gained from years of experience doing this, and it has been a great 15 years of growth. And the most important part is we get to help clients.

Jennifer Schaller

So what are the main reasons that prompt law firms to implement CRM systems?

Chris Fritsch

CRM systems are about communication, coordination, and client service. And of course, business development. Law firms of all types and sizes really are focused on those areas. So I think that’s why CRM has been such an important piece of technology over the years.

Jennifer Schaller

What are the most common uses of CRMs in law firms?

Chris Fritsch

Use in most firms starts with contact management and list and event management. Those are some of the fundamental capabilities that CRM systems provide. You know, in law firms we write, we speak, we do events and webinars and seminars. That’s a really big need, and CRM fills that need very, very well. These are things that are maybe not exciting, but essential. So that’s creating a centralized repository of information that can be clean and correct and easily updated. That’s usually where firms start. Being able to have marketing build and manage the list to be able to get all the events done and managed, to be able to allow the attorneys or assistants to update lists, and just basically making sure that clients and prospects and other contacts are getting the information that the attorneys and the law firm need to put out there. You know, because as attorneys, if we can’t share information about our experience and our expertise and changes in the law and capabilities, then it makes it really challenging to develop business. And so that’s where CRMs start, but what we’re seeing more recently is a focus on more advanced business development features. Business development has taken a little bit longer in legal than in some other professional services, but I think we’re getting there. So we’re seeing a lot more emphasis on those tools right now. A lot of people right now are actually switching CRM systems because they want to get some more of these advanced business development features.

Jennifer Schaller

What are some of the features law firms should be implementing but that aren’t being utilized enough, in your opinion? Or does that kind of piggyback on business development stuff?

Chris Fritsch

Yeah, that’s a big piece of it. The big thing is activity tracking. That’s one of those things that everybody agrees, it would be incredibly valuable to know who’s taking who to lunch, who are we doing proposals with? Who are we having phone calls and meetings with? But the challenge with that is those have to be entered manually. A lot of things in CRM we’ve been able to automate, but that’s one that you really just can’t because the information lives in the attorney’s head, right? So it’s got to be done, and you can’t have computers or even assistants doing that really well. But everybody wants the information. So I think that has been a big challenge. Probably one of the biggest firm challenges is to get attorneys to sort of function that way and think like salespeople, whereas outside of legal, you know, you can mandate behavior and do reporting on activities. In a professional services, specifically, in a law firm model that’s a little more challenging, there’s sort of a hesitancy to mandate anything. So we do have challenges with that. That also sort of turns into adoption. You know, that has always been a challenge as well. In a law firm time is money, literally. And so anything that they have to do in terms of technology that takes away from serving the clients and frankly, billing time, there’s got to be a lot of value there. Any of the features that require them to do data entry are going to be challenging because we have taken a little bit longer to be focused on business development. There are really advanced pipeline features in a lot of the CRMs, outside of legal, and now in some of the ones that are vertically focused for law firms, but getting attorneys to enter data into a pipeline is probably going to be challenging, and it may not be the highest and best use of their time. And so a lot of firms that are dealing with implementing pipelines, they’re having internal business development resources actually do the data entry, and then just getting the information related to reports and pitches and things. Let them give that information to the attorneys to use when they need it.

Jennifer Schaller

These people are billing their time in six-minute increments. What are some of the built-in features of CRMs that help law firms capture the things that lawyers are reluctant to do other than…. obviously, there needs to be a culture change. But what are some of the things that make it smoother?

Chris Fritsch

So there’s actually a tool that I’m a big fan of called ERM, or enterprise relationship management. And it is a technology most of the CRMs in the legal vertical do have built in, but there are also some freestanding systems. And what they do is they create the contacts from the signature blocks of the emails. So the attorneys don’t have to deal with contact data entry and collection and updating. In the past, the systems worked with sort of an Outlook Sync process where the contacts would flow in, but lately, people don’t use Outlook like they used to. I mean they still use it for email and for calendar, but not so much address books. So the problem with address books was people were putting data in but never removing it. And so you just ended up with more and more contacts. And you know, they’re not particularly relevant anymore. These ERM systems will create good contacts, because frankly, if you just got a signature block, the information is probably good. And so you enter that data–it does it automatically. And so attorneys don’t have to do data entry, which is great. But it also creates a who-knows-who relationship, which is something we really want to be able to capture. You know, if you want to pitch some client or get a connection in a corporation, you might want to know who in the firm knows that person. The ERM uses an algorithm based on recency and frequency of communication to tell us not just who, but how well they know that person based on frequency and recency of communication. There are also some calendar capture features that are available; I think ERM is really the one that has changed the game. Also being able to have a connected email and e-marketing and event management tool that allows the data to flow seamlessly between the systems is incredibly important, because otherwise you end up with disconnected databases and double data entry, and I think e-marketing systems are also a really big deal.

Jennifer Schaller

Okay, wow, I didn’t know the depth of that. That’s really interesting. One of the things that you’ve touched on is lawyers and law firms and culture and change, so how large, or substantial or established, does a law firm need to be to benefit from a CRM?

Chris Fritsch

Pretty much any firm can benefit from CRM, because again, it is the fundamental communication coordination, client service, business development that’s important to every firm. So they’re different types of software for different sizes of firms. And I’ve worked with the largest firms in the world, and we help them find systems that meet their needs. But every once in a while, I’ll work with a solo or small firm, and they have different needs, and, of course, different budget requirements. And so they have different types of products that make sense for them. But I think pretty much anybody from the largest firm in the world to a solo can benefit from CRM.

Jennifer Schaller

Knowing that small law firms are not a homogenous group, meaning that intellectual property law firms or even a solo can have different needs than a family law practitioner, what would be some of the core features that even smaller law firms can look for in CRM systems, or should kind of have as, like, table stakes?

Chris Fritsch

Smaller firms for the longest time had challenges trying to implement CRM because they were licensed models, they require a lot of professional services to install and implement, and they required a lot of staff to manage, and that’s contrary to the small firm model. Ideally, in a perfect world, they want a less expensive option that doesn’t require as much training and ongoing sort of care and feeding. And what’s happened is most of the software providers have gone to a subscription model because it makes it easier to budget for the software over time, you don’t have a big upfront cost, and a lot of them have also moved to the cloud.

Jennifer Schaller

You’ve touched a couple different times about large law firms having multiple data stewards and dedicated CRM people, but smaller firms or firms that are not in the select 100 may not have those resources. What type of staff is required to succeed with CRM technology, or what tasks would need to be at a bare minimum assigned to somebody within their teams to get it up and running or to make it a viable option within the firm?

Chris Fritsch

The larger the firm and the more complex the system and processes required, the more staff and the more resources that are going to be needed, the more training that’s going to be needed, the more communication and planning and strategy. That’s always important. But right now we’re working with a firm that has a database with 7 million records. They’re bringing together information from databases all over the world, that’s a big undertaking. Whereas the most essential staff in bigger firms with a bigger implementation, you’re going to need perhaps a CRM manager, whereas a smaller firm with a smaller implementation that’s less complex, you’re not going to need a CRM manager, perhaps you might just need someone part time. The most important staff though, is in the area of data quality, because data degrades rapidly. And now with all the changes taking place, people are changing jobs left and right. So data is degrading faster than ever, and you’ve made this investment in the technology. But as an attorney, I can tell you, if the data is bad, then the system is bad, and I’m not going to use it. So you definitely have to focus on that data to get the return on investment from the technology. And you know, firms don’t necessarily want to hire a data steward, but it’s super important to focus on.

Jennifer Schaller

So firms are stretched, and plus, you touched upon too, everybody’s changing jobs. So it’s really tough for smaller firms to hire, any smaller organization to hire. So how does the firm stretch their existing staff to implement or, you know, make viable a useful CRM system, because as you mentioned, it’s only as good as its data?

Chris Fritsch

You know, one of the biggest trends we’re seeing is the move to outsourcing and having that really escalate. You know, firms have been outsourcing data stewards for decades, well, for at least the 10, 15 years that I’ve been around, because not every firm has the luxury of being able to hire a data steward or an experienced CRM manager who’s done a rollout before. Again, most firms don’t have the ability or even the desire to have their internal people doing data work. And so they’re turning to outsourcing to fill these positions, because the great thing about it is you can get the experience and the expertise, and just the amount of hours that you require. So especially for smaller firms, you wouldn’t want to hire a 40 hour a week data steward anyway. But with outsourcing, you can get you know, 10 hours a week, 20 hours a week, whatever you need during the rollout, and then you want to focus ongoing you might need even less, but you need to dedicate those resources, and you don’t have to do it with internal people, because data quality work is not particularly fun, and a lot of people don’t enjoy doing it. But yeah, we outsource a lot of data stewards. It’s actually our highest growth area right now because of the focus on outsourcing.

Jennifer Schaller

Okay, so a part of lawyers is–speaking lawyer to lawyer—a bit of a control freak. You might not have noticed or heard about it, but you know, anyway. So outsourcing is kind of a scary thing to them, meaning, you know, a smaller firm might be in the devil of not being able to hire somebody or being able to hire too much of somebody, as you indicated. So with outsourcing, what would they look for?

Chris Fritsch

I think number one is experience and reputation. All of our folks that do data work, you know, we try to hire the right people that have the aptitude to actually enjoy the work and then train them, train them and retrain them. We spend a lot of time really getting them to understand not just how to use the CRM tools and how to do the data quality, but also to do the research and how to also understand the law firm. There’s a lot of complex relationships in terms of financial institutions, I think that’s a really big piece of it, you know, having a lot of knowledge and experience doing it. For a lot of our clients, very, very large law firms, they have often significant privacy and security issues, so we have a team of US based people, because that helps them with challenges around GDPR. So you may want to ask, where are your people based? Can they do background checks is a really big important thing.

Jennifer Schaller

Oh, wow. That’s true, yeah, especially if they’re doing government or any type of work. You brought up some really good points there. So you mentioned training, so law firms that would consider outsourcing would be then benefiting from the training not only that they receive from a company like yours, but experience that they’ve picked up from other law firms along the way.

Chris Fritsch

The training is challenging. So you know, you have to train and retrain, you know, things are changing all the time with the software and systems. And it really is a big component, making sure that you have good experienced people. And then we also have a team that does quality checking as well, because I think in law more than any other industry even more than in other professional services, you mentioned earlier, you know, being a little bit of a control freak, we want good data. Outside of legal people are thrilled to have data quality of 70% . “We have automated data sources that’ll get you 70% correct data.” In a law firm 70% would get you fired! Right?

Jennifer Schaller

We got 70% of your lawsuit correct! That tends to not be an acceptable thing for attorneys, and I think they tend to hold anybody else that they work with or any product that they use to similar standards. It’d be really challenging. What are some of the things, not that there’s any silver bullet–and I’m sorry, legal marketers, there isn’t–to kind of overcome some of the, you know, maybe they were at another firm, or they had a friend who had a problem with it. Lawyers actually talk amongst each other and have a tendency to, well, they’ll discount it for their own clients, other people’s experiences, but if they have a lawyer friend who went through something, and it was negative, that’s, you know, good as gold. How do you overcome some lawyers’ reluctance, because of bad data quality, which seems to cause the problems to incrementally kind of chip away at that?

Chris Fritsch

You know, we used to think—and these things are tied together–so bad data is a big challenge. And adoption is a big challenge, getting attorneys to “use” the system, right? So we forever have defined adoption as attorneys would get trained, they would go through their data, they would, you know, mark the ones that they wanted to share or didn’t want to share, the assistants had to get involved and it all sort of fell down because again, we’re busy, and you know, time is money, literally. You know, I think the adoption challenge is tied to the data. Because again, if the data is bad, they don’t want to use the system. So going to these more automated ERM systems that pull in good data, I think it’s time that we really need to redefine adoption from attorneys doing data entry, which is probably not the highest and best use of someone’s time who’s billing $500, $200, $1,000 an hour, whatever it might be, let’s do more automation. And the other thing with the data is, it used to be the researchers would say 30% was degrading each year. Now it’s got to be closer to 50% with, you know, the Great Realignment and you know, staffing and people working from home and hybrid and people are moving and companies are starting and ending and getting acquired. So if you don’t focus on the data, if you don’t have good data, it’s going to hinder adoption, and it’s sort of all tied together. So we have to really sort of think through things, and that’s, again, why we are so focused on the ERM methodology. It minimizes attorney data entry, it maximizes good data, it automates the process, it really just is a very helpful tool.

Jennifer Schaller

That’s really interesting. Anything that can be used to make it simpler to get it off the ground. You mentioned data quality. And you mentioned ERM software implementations or kind of pairing it with the CRM system or having a CRM system that has that built in as a way to help with data quality. What is the part, you mentioned, that’s still gonna leave maybe 20 to 30% of the data in there? How are ways that law firms or outsourcing groups or, maybe I got the statistic wrong, cleaning up the balance of that, or is that, even within law, acceptable?

Chris Fritsch

What we’ve arrived at is a process that I have named True DQ, and it’s a multi-step process. For some firms, it might just be one step, an outsourced data steward. But for some firms, it’s multiple steps. First thing that you need to do is assess the mess. Figure out how bad is your data, if you’re getting a new system, right, you may not want to move, if you’ve had your system, 10, 15 years, you probably don’t want to move all that data, you definitely don’t want to clean all that data, it can cost more than the CRM system. So helping figure out strategically, what are the right contacts to move, key client data, top lists, getting all that data together and getting it cleaned and deduplicated  because, again, as, attorneys, we all know the same people. Some of us have good data, some is bad, and it’s got to be researched but you want to minimize the amount of data so you want to do a really strong assessment process upfront. And that’s if you’re changing systems, or if you’re just trying to clean your existing system, you want to focus your limited time and resources where you can get the most value. So then there’s an automated data quality process. So you know, as I said earlier, automated, you know, only gets you part of the way there. But when you’re doing projects, like, sometimes we’re doing projects, where there’s 7 million records. You couldn’t hire enough people or have enough money or time to clean all that data. So you can take an automated process that will get you quickly and cost effectively part of the way there. And then you know, at each step in the process, you can say that’s good enough, or I want a cleaner, I want it better. And for a lot of law firms, they want it as clean as possible. And so the final step would be to add data stewards to kind of finish off the remaining data that couldn’t be automatically matched. And also we have a quality checking process to quality check the results of the automated process as well. There’s a lot that goes on to keep good data clean and correct and complete, but it’s absolutely imperative and essential to CRM success and people are investing a lot of money in these systems. They should be getting value from them.

Jennifer Schaller

I know you can’t, us lawyers are all profound individuals, lump them all into one group–

Chris Fritsch

We’re all special snowflakes.

Jennifer Schaller

We are all special snowflakes! But if you have noticed one trend, is it if the data is better, there’s more chance of a successful adoption in use, or does that tend to be one of the biggest hurdles to overcome?

Chris Fritsch

A lot of the new systems that are ERM focused, the adoption model changes a little bit. So before with sort of the CRM systems that have been around longer, the idea was an Outlook Sync. And then everybody used Outlook. And so the contacts–you know, in a law firm, things are sort of inside out, we don’t just join the firm and get given the keys to the CRM, here are the contacts and clients. Instead, they come in with the attorney and new lateral joins, and the contacts are with them. And so we’ve had these tools to bring in Outlook data, and that required training and installations at the attorney level, and then the data would sync back. And if it was wrong, and it changed somebody’s Outlook, you’d hear about it. With the new ERM methodology, and or maybe a one-way sync, so we’re not, you know, pushing potentially incorrect or what people think might be incorrect data back into the Outlook for the attorneys to see, instead we’re gathering the data through an electronic process, we’re getting good data from the signature blocks, we’re bringing that data in. For some of us, what we do is we actually enhance the data with things like industries, because industry marketing is a big priority for a lot of firms. And nobody says they do it really well, you either have to spend a lot of money to get subscriptions, or you have an automated process, or you can do it manually. And so we try to help firms think through strategies to enhance the data when their data stewarding it with company information, size of company, industry of company, so then you don’t have to rely as much on the attorneys. Like they’ll come and say, “Hey, we want to pull an energy list. Because we’re doing an energy seminar.” Well, you can’t do that. “We want to pull a list of clients.” But without a time and billing integration, you really can’t do that. So these new tools are really helping automate that process, so suddenly, maybe I can’t pull 100% perfect energy or manufacture or whatever, pharmaceutical industry list, but I can get you at least a really good start, and then you can add individuals to it. These are tools we didn’t have years ago. And they really are taking the attorneys out of the process and taking them out of the data entry role. And instead, let’s give them the data they want. Let them be consumers of the data, let’s get them the reports that they need to do what they need to do and minimize the time required. Sometimes it’s staff that are helping to support these processes as well. So never underestimate the power of having good folks to help the attorneys get what they need. And so we’re going to define it instead of attorneys entering data into the system, it’s going to be attorneys getting value out of the system. And that’s how I think adoption needs to be redefined.

Jennifer Schaller

So once they see the value in it, they begin to adopt and of course they see another attorney getting value out of it.

Chris Fritsch

And while you might use ERM, when you implement a CRM you have to consider both a macro and a micro. So we’ve got to be able to get the contacts to do the list to do the events. That’s sort of a core component of it. And if you don’t get that data, you can’t do the other things like the fundamental who-knows-who and the business development. So a lot of firms are going to, “Okay, let’s do an ERM model and capture the context.” And most of the attorneys then don’t have to be users of the system. Instead, you can give licenses to key business developers or practice group leaders or whoever might need the information. And they have the data that they need to do what they need to do. But the day-to-day work of the attorneys is they can focus on the clients.

Jennifer Schaller

That’s interesting to hear, and good to hear actually, that it’s rolling out a lot better. You founded CLIENTSFirst Consulting 15 years ago. I’m not trying to age you, you must have founded it when you were 15 and, you know, even more of a prodigy. Name some of the ways that not only things have changed over the last 15 or so years, but some of the incremental successes I mean, it might have been a small firm, it might not resonate, but what are some of the wins that you’ve had, or some of the ways that you’ve been able to help firms succeed over the years?

Chris Fritsch

A key thing that we do, I think, that firms have found particularly valuable is called a CRM Success Assessment. And so whether you’re getting your first CRM system or you’re looking to change systems, or just improve your current implementation, we come in really getting to know the firm. So we do meetings with key stakeholders throughout the firm to really understand their different needs and requirements, and document that. The last thing you want to do is oh, we need a CRM, let’s figure out what everybody else is using, because that has proven over time to be a recipe for disaster. Instead, it’s all about your unique firm, your needs, requirements, and culture. And so we document that for the firms and then we help them go through a selection process where we take the information from the assessment and turn that into what we call a vendor demo roadmap that we can provide to the providers so that they can follow a roadmap during the demonstration. “Hey, focus on these things that the firm really cares about. Let’s compare apples to apples. Let’s put together the right proposal and get the right technology.” Because that’s the first thing is making sure you get the right system. The other thing is back many years ago, success was defined as, “We’re going to roll it out all at once and everybody’s going to use it.” Right? All the attorneys are going to log in every day. Well, I think it’s been 20 years, and it hasn’t happened yet. So again, we’re sort of redefining success doing the macro for the whole firm, but then really being able to, and this sounds a little counterintuitive at a big firm, but you really focus on the micro. Let’s get the macro right, you know, lists and events. But then let’s find the strong leader that has a problem to solve or a process to improve. And the beauty of CRM is it can do 1,000 things, the problem has been it can do 1,000 things, you should probably do three, or maybe even one. And so you get all these tools, but you only want to implement one here. And then you know, each group might want to do something a little differently, one group may actually track activities, there’s a big firm, we’ve worked with that one group is really focused on activity tracking. And so then configure the system to support that one thing, build the reports out the processes around it, the training materials around it, and you train that group on that thing, and maybe just that thing. You know, but then you might have, you know, a labor and employment group that does a lot of events, and webinars and seminars. Let’s show them how to manage the invitation process and add people to lists because they care about that. And so you focus on special snowflake scenarios, one group at a time, and you call them a pilot group. I had a smart Managing Partner say to me, you do a pilot group, and you get them success, you communicate that success, and you do another pilot group, and everybody feels like a special snowflake. Everybody gets their needs met. But it’s not quick. But it’s not designed to be quick, because CRM is not a project. It’s not an initiative, it is a fundamental improvement in how the firm manages its most important asset, its relationships. So as a result, it never really ends. And so if you do it in little pilot groups, you know, you’ve got forever to get better at it. You know, a lot of it is sort of daunting, you’re like, “Oh, our data is terrible.” Well, that’s okay you know, you don’t have to clean it up 100% right now, you want to do it in pieces and get successes, do it in increments, focus on top clients, focus on, you know, one group is doing an event, focus on their lists. There are a lot of different ways to do it to be effective, and get incremental successes, because they do they all add up.

Jennifer Schaller

Start with a coalition of the willing. Thank you, Chris, for going through some of the pilot groups at larger law firms, that sounds like a good way to find some early successes and kind of replicate it, but maybe in a customized form with different groups within a firm. But again, the majority of law firms are small. And while it’s great to learn from what the larger firms are doing, are there any initiatives, you know, to help smaller firms, either within your company or industry-wide, to work with CRMs?

Chris Fritsch

There are definitely some products out there for smaller firms. But what I have seen over the years is it’s been a little challenging because of the resource constraints and the staffing constraints. And so for years, smaller firms would come to me and say, you know, can you help us find a system? And you know, now the software is less expensive because of the subscription model. But the professional services has always been $50,000 plus dollars. And for a smaller firm, that’s without integrations. You’re looking at a lot of money to do the professional services. And so we’ve actually come up with a new piece of software we’re about to come out with that, hopefully, is going to make it easier for smaller firms to get a system to do what they need to help capture and augment the data and do lists. And so we’re pretty excited about that.

Jennifer Schaller

Okay, so if I can ask, what are some of the features in the product that CLIENTSFirst has coming out that helps small firms?

Chris Fritsch

As you can imagine, because I talk so much about it, I really think ERM is a fundamental piece of it. And we’re also going to be doing data cleaning, because obviously that’s a big focus for us as well and data augmentation with the things that we talked about, business information and industry information. And we’re going to make sure the data is clean and correct and complete. And we’re also going to have a built-in email functionality too. So it’s all integrated into a single platform to help smaller firms succeed as well. So the largest firms in the world, they need a certain type of software, and we thoroughly enjoy helping them succeed. And we just think that the smaller firms could benefit from some additional options.

Jennifer Schaller

That’s good to hear. Otherwise, a whole portion of the market is underserved. As always, thanks to Chris Fritsch from CLIENTSFirst Consulting for joining us today and for updating us on the nuances of CRM, specifically in the legal world or in the law firm environment. Law firms have such a challenging time to know where to start or what to do with what they already have. And thank you for helping us understand some of those steps or decision trees that go into law firms or especially smaller firms picking a CRM system. Thanks, Chris.

Chris Fritsch

Happy to help and thank you for the invitation to be here.

OUTRO 

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Summertime 2022 Legal Industry News Roundup: Law Office Hiring and Expansion, Legal Industry Awards, and Diversity, Equity, and Inclusion Initiatives

Welcome back to another edition of the National Law Review’s law firm news roundup. We hope you are staying safe and healthy – please read more below for the latest updates in law firm hiring and expansion, legal industry awards and recognition, and diversity and inclusion initiatives!

Law Firm Hiring and Expansion

Beveridge & Diamond has added two new environmental litigators and regulatory advisors, Jackson Garrity and Tim Nevins.

Mr. Garrity handles natural resource management and litigation at the firm’s D.C. office, with a special focus on state and federal compliance under the Clean Air Act, Administrative Procedure Act, CERCLA, National Environmental Policy Act, and Federal Land Policy and Management Act. He advises clients on matters such as compliance, litigation, administrative enforcement actions, and more. Mr. Nevins, who works out of the firm’s New York office, practices environmental litigation and provides regulatory guidance to his clients. He has a background in toxic torts, groundwater, administrative rulemaking, and site remediation.

“We are thrilled to have Jackson and Tim as part of the B&D team,” says Paula Schauwecker, Beveridge & Diamond’s Chief Talent Officer. “Their past experiences have enabled them to hit the ground running at B&D. We are excited to see how they will continue to help our clients and contribute to B&D’s long success of being a leading environmental law firm.”

National law firm Dykema has selected Commercial Litigation Practice Group member Isaac Villarreal as Managing Member of the newly established Houston office. Mr. Villarreal is a 13-year complex commercial litigator who frequently works as outside general counsel for midmarket businesses. A highly successful trial attorney, Mr. Villarreal has won a majority of the over 50 cases he has served as first-chair counsel for. He is well-known in the Houston legal community for his work with groups such as the State Bar of Texas Litigation section and Houston Bar Association Alternative Dispute Resolution section. He has been recognized in publications such as Houstonia Magazine, H-Texas Magazine, and Texas Super Lawyers.

“It’s been an absolute thrill to be a member of the group establishing Dykema’s Houston office,” Mr. Villarreal says. “The firm’s culture, strong national presence, bench strength of top-notch attorneys, and its pragmatic approach to building upon that foundation in a market where I have practiced extensively throughout my career have helped make the launch of the Houston office an early success.”

Michael Kornak has joined the Partner Recruiting Practice Group as a Managing Director at Major, Lindsey & Africa, in order to assist with the international firm’s legal search and lateral recruitment efforts. Mr. Kornak joins the Chicago office after more than two decades of experience as a litigation and hiring partner, managing professional reviews, work allocation, and various business law practices.

Expressing excitement for Kornak’s arrival, Partner Practice Group Executive Director David Maurer said, “We are thrilled Mike decided to join the Chicago Partner Practice Group. He has extensive firsthand knowledge of all aspects of partner recruiting, including compensation and conflicts analysis, and can adeptly identify opportunities as well as potential issues for both partners and firms.”

Manatt, Phelps & Phillips has added two tax incentive financing experts to the firm’s Impact Investing and Community Development practice. D.C.-based Corenia Riley Burlingame and John Dalton each have over a decade of experience managing tax credit construction and preservation projects for stakeholders interested in benefiting communities through low-income housing, historic preservation, and energy-efficiency investments. Ms. Burlingame assists clients with issues related to resyndication, scattered-site portfolios, and year 15 properties, while Mr. Dalton assists with energy and New Markets tax credits, Opportunity Zone investing, and post-closing asset management concerns.

“As developers, lenders and investors place greater emphasis on social impact investment opportunities, Corenia’s and John’s deep understanding of the nuances within each respective transaction, and their impressive backgrounds guiding clients through these sophisticated matters, further solidifies Manatt’s position as a leader in these types of tax credit deals,” said Neil Faden, leader of Manatt’s Impact Investing and Community Development Practice.

Industry Awards and Recognition

Frank E. Schall of Moore & Van Allen PLLC has been recognized as a leading litigator by Benchmark Litigation. Mr. Schall, who focuses his practice on white-collar, internal investigations, and regulatory defense work, is listed in Benchmark Litigation’s 40 & Under guide to the nation’s most notable up and coming litigation attorneys. He has significant experience in a wide range of matters, including healthcare litigation, commercial litigation, and financial services.

“We congratulate Frank on being recognized by Benchmark Litigation as one of the top young litigators in the country,” said John A. Fagg, Jr., Co-head of Litigation and White Collar Defense & Investigations practice. “We are very proud of Frank’s successes and achievements for our clients.”

ArentFox Schiff LLP was awarded the Chapter 11 Reorganization of the Year by The M&A Advisor at their 16th Annual Turnaround Awards. Of more than 250 participating companies, The Turnaround Award nominees were judged by an independent panel of industry experts. ArentFox Schiff LLP was selected for their work as counsel to CoverFX, a high performance, vegan, and cruelty-free cosmetics company. Partners George Angelich and Justin Kesselman, and Associate Patrick Feeney served as counsel.

Roger Aguinaldo of The M&A Advisor said, “The award winners represent the best of the distressed investing and restructuring industry in 2021 and earned these honors by standing out in a group of very impressive candidates.”

Los Angeles Business Journal has recognized Partners Roland Juarez and Anne Marie Mortimer of Hunton Andrews Kurth in the 2022 Leaders of Influence: Top Litigators & Trial Lawyers list. The list recognizes 76 litigators chosen by the LABJ as “lawyers who go to the proverbial mat to fight for their clients before judges and jury [and] have their own unique set of skills.”

Notably, Mr. Juarez was recognized as a top litigator, handling high-stakes labor and employment cases for California’s largest and most high-profile employers. He has served as Chief Counsel of the US Hispanic Chamber of Commerce for nearly a decade. At Hunton Andrews Kurth, he developed two mentorship programs for minority lawyers.

Diversity and Inclusion in the Legal Field

In conjunction with CT Consultants, Shumaker Advisors has awarded $10,000 worth of scholarships to three minority college students for the Fall 2022 semester. Since 2008, Shumaker and CT Consultants have offered more than $100,000 to minority engineering students attending accredited Ohio universities; this year, the organizations were able to offer the $5,000 Edwin B. Hogan Memorial Scholarship, as well as two $2,500 Ohio Minority Engineering Student Scholarships.

“We are extremely proud of this year’s awardees,” said Ami Williams, Shumaker Advisors Director of Client Relations and Administrator of the CT Scholarships Program. “The field was highly competitive and we look forward to supporting these well-deserving students as they continue their education.”

Foley & Lardner LLP has been awarded with the 2022 Gold Standard Certification for promoting gender diversity in the legal industry. The Women in Law Empowerment Forum, which issued the award, grants Gold Standard recognition to major firms that meet specific objective criteria regarding the number of women among equity partners, in firm leadership positions, and in the ranks of their most highly compensated partners.

Foley has now been recognized with this honor for three years in a row. In order to meet 2022’s certification metrics, firms had to satisfy two mandatory criteria: 25% of equity partners or, alternatively, 40% of the attorneys becoming equity partners during the past 12 months are women, and 10% of women equity partners are women of color or 4% of women equity partners are LGBT. Firms additionally had to meet two of the following for criteria:

  • 20% of the firm and U.S. branch office heads are women.
  • 25% of the firm’s primary governance committee are women.
  • 25% of the firm’s compensation committee or its equivalent are women.
  • 20% of the top half of the firm’s equity partners in terms of compensation are women.

Yvette Loizon, a partner at Clifford Law Offices, has been recognized by the Law Bulletin Publishing Company as one of the Top Women in Law in 2022. On July 20th, the Chicago Daily Law Bulletin and Chicago Lawyer Magazine recognized Clifford’s Ms. Loizon at the 2022 Salute! Top Women in Law Awards Celebration.

The honorees were chosen by the Law Bulletin Media selection committee for their noteworthy efforts in the legal field, more specifically their “work to mentor and promote other women in the profession, their success in the legal community, and being a shining example of leadership.”

Article By Crissonna Tennison, Chandler Ford, and Shelby Garrett of The National Law Review / The National Law Forum LLC

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How to Market Your Firm When You Don’t Need an In-House Hire

Law firms of any size need some level of marketing for long-term growth and sustainability. To be successful, every law firm must focus on its marketing. In an ideal world, lawyers would have the time to do what they do best and also market their business so it can grow. However, lawyers are inherently busy individuals, and it often doesn’t make sense to try to do it all themselves. Trying to do it all alone is overwhelming, and your time is best spent helping clients.

The simple answer to this time crunch dilemma is to hire someone in-house to take over the marketing efforts. But for many firms, that has a laundry list of drawbacks, such as additional time and expense. Perhaps you don’t have the marketing needs or budget to hire someone to market your law firm on a full- or even part-time basis. Hiring someone in-house means you need to have enough work and room in your budget to keep them busy. So, what are your other options?

Do it Yourself

Continuing to market your law firm yourself is one option. But let’s be realistic; you cannot do it all. With your busy schedule, you might only have one to three hours per week to dedicate to your marketing efforts. If this is the case, pick one or two marketing elements to be consistent with. For example, focus on your blogs or social media posts. If you need more help, as this tiny sliver of weekly time is not likely to move the needle or be sustainable, it’s time to outsource.

Hire an Agency or Freelancer

One viable option could be hiring an agency or freelancer to take over all or most of your marketing tasks. Outsourcing can help take some of this pressure off. Leaving your marketing in the hands of an experienced and knowledgeable agency or freelancer gives you peace of mind that it’s being done optimally. It also lets you focus on your clients and practicing law—which is what you went to school for, after all.

Identify Your Marketing Goals

If you decide to go this route, determine what your primary marketing goals are and go from there:

  • Do you want more leads?

  • Do you want to see more conversions?

  • Do you need to get more referrals?

  • Do you need a better ROI for your marketing dollars?

By listing your marketing goals and dreams and what you’re already doing, you can visualize your marketing gap and identify when it’s time to work with a professional. The more significant this gap, the more likely you need to hire a professional as soon as possible. In the meantime, you could be missing out on signing new clients.

Get an Outside Opinion

When you work with a freelancer or marketing agency, you will have a professional on your side who can also audit your marketing plan and tell you what your marketing is missing. Having another person, especially a marketing expert, lay eyes on what you’ve done to market your law firm and your future plans can help you identify your weaknesses and course correct to the right path. Marketing professionals can take what you have already started and turn it into something bigger and more successful.

Benefits of Working with a Marketing Agency or Freelancer

Working with a marketing agency or freelancer can provide your law firm with the following benefits:

  • Increased brand awareness

  • Greater ability to be found on the internet

  • More website traffic

  • Building trust and credibility with your audience

  • Improved online presence and engagement

  • Conversion rate optimization

  • Cost efficiency

  • Tracking and interpreting marketing efforts

  • Strategy and creativity – for example, creating targeted campaigns for niche clients

Last but not least, they allow you to focus on obtaining optimal outcomes for your clients instead of trying to market your law firm.

Article By Meranda M. Vieyra of Denver Legal Marketing

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© 2022 Denver Legal Marketing LLC

July 2022 Legal Industry News and Highlights: Law Firm Hiring, Industry Recognition, and the Latest in Diversity and Inclusion

Thank you for reading the National Law Review’s latest in legal industry news – read on below for updates on law firm hiring and expansion, industry awards and recognition, and diversity and inclusion initiatives! We hope you are staying safe, happy, and healthy.

Law Firm Hiring and Expansion

Womble Bond Dickinson has announced its upcoming merger with Cooper, White & Cooper LLP, a multi-practice law firm based in San Francisco. Effective on September 1, 2002, the expansion will strengthen Womble’s presence in the Bay Area, with more than two dozen legal professionals operating out of the San Francisco area.

“California is home to some of the world’s key business and technology hubs, with San Francisco chief among them,” said Betty Temple, CEO and Chair of Womble Bond Dickinson (US). “The state – and indeed the entire West Coast – is strategically important to Womble, and we are thrilled to anchor our presence in the market through a firm that is well-known for its robust litigation and transactional skills. We look forward to continuing the growth of our services and footprint on the West Coast and in other key markets to provide greater value to our clients.”

“We have been impressed by Womble’s transatlantic platform and stellar reputation for advising companies on complex, high-stakes issues,” said Jed Solomon, a partner at Cooper, White & Cooper. “Combined with our cultural compatibility and shared commitment to exceptional client service, this was an ideal opportunity to expand our services to our collective client base.”

James W. Cox, MS, an experienced biologist and risk assessor, has joined Bergeson & Campbell, P.C. and The Acta Group as Senior Scientist. Mr. Cox, who has formerly served as an Acting Lead Biologist in Risk Assessment in the EPA’s Office of Pollution Prevention and Toxics and as a Biologist at the Department of Defense, has reviewed hundreds of biological agents, nanomaterials, industrial chemicals, and more to determine risks to human health and the environment. At the firm, he will continue to provide regulatory process guidance for products subject to the Federal Insecticide, Fungicide, and Rodenticide Act (FIFRA), the Toxic Substances Control Act (TSCA), and other notable regulatory programs.

“James’s contributions to our practice areas come at a crucial time, given the considerable uptick in the need for risk assessment skills,” said Lynn L. Bergeson, Managing Partner of Bergeson & Campbell and President of Acta. “We are so pleased James has joined our team and look forward to introducing him to our clients.”

Varnum LLP has expanded its office in Birmingham, Michigan. With growing client demand and ongoing hiring, the firm has nearly doubled the size of its operations in the area in the last three years, featuring noteworthy practices in the fields of banking, finance, corporate law, M&A, intellectual property, and more.

“Since opening our doors in Birmingham three years ago, we have been thrilled with the reception from clients, legal talent and the community alike,” said Firm Chair Ron DeWaard. “Our newly expanded office will allow us to continue our growth trajectory with first-class space for clients and talent.”

Industry Awards and Recognition

Nick Welle, Partner at Foley and Lardner LLP, has received a 2022 Philanthropic 5 Award from the United Way of Greater Milwaukee & Waukesha County. Created by the organization’s Emerging Leaders Council, the award recognizes five notable leaders in the community, particularly ones that have made significant contributions of mentoring, volunteer work, or leadership to nonprofit organizations in the area.

Mr. Welle is the Chair of the firm’s Health Benefits Practice Group, as well as the co-chair of the Pro Bono Committee based in Milwaukee. Both at the firm and through community volunteer work, Mr. Welle has managed projects such as camp clean-ups, backpack drives, and clothing fundraisers in the area, dedicating hundreds of hours to the Boys & Girls Club of Greater Milwaukee. Additionally, he assists in running the Milwaukee Street Law Legal Diversity Pipeline Program, which aids high school students from diverse backgrounds in researching potential legal professions.

At the 40 at 50 Judicial Pro Bono Recognition Breakfast, Barnes & Thornburg LLP was honored by the Judicial Conference of the District of Columbia Circuit’s Standing Committee on Pro Bono Legal Services for its ongoing commitment to pro bono legal services. More than 40 percent of the firm’s Washington D.C.-based attorneys performed more than 50 hours pro bono work in the last year, and as such, the firm was made eligible for the recognition.

In addition, the organization recognized Barnes & Thornburg for being one of only six firms in which at least 40 percent of its partners in the Washington D.C. office reached the 50-hour marker.

Tycko & Zavareei LLP’s Sabita J. Soneji has been nominated to the Public Justice Board of Directors for a term that will last three years. Working against unchecked corporate power, ongoing pollution, unjust employers, punitive credit card companies, and more, Public Justice engages in impactful legislation to take on notable systemic threats to justice in the United States. Ms. Soneji, a Partner at Tycko & Zavareei, has nearly 20 years of experience in litigation and legal policy, fighting consumer fraud at both the federal and state level.

“I’m genuinely honored to be nominated to serve on the Board of an organization that tirelessly works to promote justice, diversity, and fairness,” said Ms. Soneji. “I’m even more excited to get to do that work with such an incredible group of devoted attorneys.”

Diversity, Equity, and Inclusion

Brittainy Joyner, attorney at Shumaker, Loop & Kendrick, LLP, has been accepted into the 2022 cohort for the Nonprofit Leadership Center’s Advancing Racial Equity on Nonprofit Boards (ARENB) Fellowship. Broken into six separate sessions, the ARENB program helps to advance the racial and ethnic diversity of nonprofit boards throughout the Tampa Bay area, ensuring these organizations are prepared and committed to fostering more inclusive cultures and environments. Ms. Joyner, a member of Shumaker’s Litigation and Disputes Service Line, focuses her practice on litigation and disputes for homeowners associations, as well as arbitration, mediation, and negotiation.

“We are proud that Brittainy got accepted into Advancing Racial Equity on Nonprofit Board Fellowship,” said Maria Del Carmen Ramos, Shumaker Partner and Diversity and Inclusion Committee Co-Chair. “At Shumaker, we understand the importance of promoting racial equity. We are happy to see our attorneys, like Brittainy, being committed to doing something about it. We know Brittainy will be a valued fellow.”

In celebration of 2022’s Pride Month, New York Times bestselling author and Pulitzer Prize finalist Dr. Eric Cervini joined Katten Muchin Rosenman LLP attorneys for a virtual conversation about the history of LGBTQ+ politics in the United States, as well as the continued battle for LGBTQ+ rights. The event was moderated by firm Partner J Matthew W. Haws, who is a member of the Lesbian and Gay Bar Association of Chicago and the National LGBTQ+ Bar Association.

With more than 300 anti-LGBTQ+ bills proposed this year across the country, Mr. Cervini acknowledged the community’s ongoing struggle. However, he noted “As I remind people, we have been through much worse. We have survived the inquisition, the Lavender Scare, the AIDS crisis, and Anita Bryant […] We can certainly get through this. But we need to be studying up, how we were successful and how we failed in the past and then also be recruiting new allies, just as Frank Kameny recruited the ACLU, we need to be recruiting new allies today.”

Darrell S. Gay, partner at ArentFox Schiff LLP, has been named one of Crain New York Businesses’ 2022 Notable Diverse Leaders in Law. Selected for his contributions to local counseling, pro bono work, and community service and philanthropy, as well as his commitment to diversity, equity, and inclusion initiatives, Mr. Gay is an experienced attorney, focusing his practice on the field of labor and employment. He assists in guiding clients through employee relations issues, as well as internal investigations and traditional labor matters.

In addition, Mr. Gay is a longtime leader in the private bar and the business community. He served for three years as the Commissioner for the New York State Civil Service Commission, and additionally played a central role in founding and leading the firm’s Center for Racial Equality.

Article By Chandler Ford of The National Law Review / The National Law Forum LLC

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June 2022 Legal Industry News and Highlights: Law Firm Hiring, Industry Recognition, and New Diversity and Inclusion Efforts

Happy Summertime from the National Law Review! We hope you are staying safe, healthy, and cool. Read on below for the latest news in the legal industry, including law firm hirings and expansion, legal industry awards and recognition, and diversity, equity, and justice efforts in the field.

Law Firm Hiring and Expansion

Michael Best & Friedrich LLP has added Brett R. Valentyn as Senior Counsel to the firm’s Corporate and Transactional Practice Group. Mr. Valentyn, a well-practiced mergers, acquisitions, and corporate attorney, has a wide array of experience in areas such as private equity, corporate governance, and transactional and contractual matters. He has advised clients across industries in buy-side and sell-side transactions for both small-cap and large-cap companies.

“Brett’s successful history in advising clients on transactional matters has him well-positioned to flourish,” said Jason Rogers, Chair of the Corporate & Transactional Practice Group. “Brett’s impressive background in transactional law will only strengthen our already deep bench of talented and business-minded private equity and M&A attorneys. I’m confident Brett will make a wonderful addition to our Corporate & Transactional Practice Group.”

Corporate attorney Eric D. Statman has joined the Toxic Torts practice group at Goldberg Segalla. A 20-year veteran of complex commercial litigation, Mr. Statman is poised to continue his environmental, product liability, and mass tort practice out of the firm’s Manhattan office.

Previously, Mr. Statman has aided clients across a variety of industries, resolving major disputes with minimum impact to corporations through mediation or litigation, as well as negotiating a large number of group settlements. Notably, he has represented asbestos defendants as local and national counsel, helping to develop strategies to minimize exposure.

Michael J. Ligorano has rejoined Norris McLaughlin’s Real Estate, Finance, and Land Use Group and Immigration Practice Group after nine years as the Diocese of Metuchen’s General Counsel. Ligorano is an established New Jersey land use and immigration practitioner with experience evaluating undeveloped land, as well as acquiring, developing, and financing municipal projects around the state. In addition to city planning, Ligorano has served as a legal resource for multinational businesses who wish to enter the United States, assisting in the navigation of the US immigration process. He is the former supervising attorney for the Diocese of Metuchen Catholic Charities Immigration Program, and a member of the American Immigration Lawyers Association.

“Michael has a deep understanding of our firm and of the local landscape. He is not only one of the state’s foremost land use and commercial real estate attorneys, but as an experienced immigration counsel will help make ours arguably the best immigration practice in the region,” said David C. Roberts, Chair of Norris McLaughlin. “We are pleased to have Michael at the firm and look forward to his leadership and cross-practice collaboration.”

Five partners and eight associates have joined the Chicago office of the MG+M The Law Firm. The Asbestos Litigation Practice welcomes Partners Timothy Krippner, Michael Cantieri, Christopher Triska, William Irwin, and Daniel Powell, as well as Associates Alex Blair, Elizabeth Grande, Aerial Henderson, Dragana Kovacevic, Cindy Medina-Cervantes, Emily Sample, and Andrea Walsh. The new members bring with them decades of combined high-stakes complex commercial and liability defense experience.

“MG+M enthusiastically welcomes this exceptional team of professionals to our firm,” commented MG+M Chairperson and Partner John B. Manning. “We have collaborated with this group of lawyers for years and look forward to their enhancement of our brand as a go-to firm for high-stakes litigation matters in Illinois, the Midwest and nationally.”

Legal Industry Awards and Recognition

The Environmental Practice Group at Greenberg Traurig, LLP has been recognized in the Legal 500 United States 2022 Guide. 31 attorneys across 12 offices in the US were included in the list, highlighting the firm’s expertise in areas such as environmental regulation, environmental litigation, energy regulation, mass torts, and Native American law.

Of particular note, shareholder David B. Weinstein was recognized in the U.S. Guide as a Leading Lawyer in the category of Dispute Resolution > Product Liability, Mass Tort, and Class Action – Defense: Toxic Tort. Likewise, shareholder Troy A. Eid was recognized as a Leading Lawyer for Industry Focus > Native American Law.

Canadian law firm Blake, Cassels & Graydon LLP was recognized six times at the 2022 Benchmark Canada Awards, including three separate “Firm of the Year” Awards. Specifically, the firm was named the Competition Litigation Firm of the Year for the first time, the White Collar Crime/Enforcement Firm of the Year for the third consecutive year, and the Arbitration Firm of the Year for the fifth consecutive year.

In addition, Blakes was granted the Impact Case of the Year award for work on Sherman Estate v. Donovan, led by partner Iris Fischer. Partners Michael Barrack and Melanie Baird also received the Hall of Fame Award and the IP Litigator of the Year award, respectively.

Thomson Reuters has named six Stubbs Alderton & Markiles attorneys as “Rising Stars” on the Southern California Super Lawyers list. The members of the firm that have been selected are listed here:

Attorneys selected for the Super Lawyers list demonstrate a high degree of personal and professional achievement, as well as a significant level of peer recognition. The list selects only 2.5 percent of under-40 lawyers in the Southern California area for the “Rising Stars” designation, making decisions based on peer nomination, independent research, and peer evaluation.

Two Womble Bond Dickinson (US) attorneys have been ranked in the 2022 edition of Chambers USA. Cristin Cowles, Ph.D., an experienced patent prosecution and patent lifecycle management attorney, has been ranked in Intellectual Property. Jed Nosal, a practiced state regulatory oversight, enforcement, and compliance attorney, has been ranked in Energy & Natural Resources.

Additionally, the firm’s Massachusetts-based Energy & Natural Resources practice has been recognized by Chambers USA as an industry leader. In total, 60 Womble Bond Dickinson attorneys and 22 state-level practice areas have been recognized in the 2022 edition of Chambers USA.

Diversity, Equity, and Justice Efforts

Chris Slaughter, CEO of Steptoe & Johnson PLLC, affirmed the firm’s commitment to diversity and inclusion by taking the Leaders at the Front Initiative Pledge with the Leadership Council on Legal Diversity. Nationally recognized for its strengths in energy law, business, labor and employment, and litigation, Steptoe & Johnson has a longstanding commitment to diversity, equity, and inclusion, with efforts such as the D Cubed Program, the Standing Diversity & Inclusion Committee, and ongoing diversity recruitment and retention efforts.

The Leaders at the Front Initiative is a movement intended to forefront the conversation about diversity and inclusion for major organizations and law firms. It requires an organization to act on their pledge by creating an action plan that turns their words into measurable actions, with the end goal of helping a new diverse generation of attorneys obtain positions of leadership and in return create a national legal industry that is diverse and inclusive.

Three Bradley Arant Boult Cummings LLP attorneys have been recognized by the Virginia Access to Justice Commission for their outstanding pro bono services. Lee-Ann C. Brown, an associate at the firm, has been named the 2020-2021 Pro Bono Service Champion, an honor reserved for top Virginia attorneys reporting the highest number of pro bono hours. Douglas L. Patin and Henry C. Su have likewise been named 2020-2021 Pro Bono Service Honor Roll members for contributing over 40 hours of pro bono service.

The Virginia Access to Justice Commission was established in 2013 by the state’s Supreme Court to promote equal access to justice, with a particular emphasis on the civil needs of Virginia residents. The bar’s participation in pro bono service has since become a priority for the Commission, connecting judges, lawyers, and legal aid and social services to assist in making the courts more accessible for all.

“These attorneys have made tremendous strides in providing pro bono service and working to promote access to justice in the Virginia community, and we are proud of their significant contributions,” said Bradley Pro Bono Counsel Tiffany M. Graves.

Hunton Andrews Kurth LLP has announced the establishment of the HuntonAK Pathfinders Scholarship Program, a 10-week, paid Summer Clerkship for outstanding first-generation 2L law students. Stemming from the winning submission at the firm’s annual “Hackathon,” a brain-storming competition for enhancing diversity and inclusion in the legal industry, the scholarship seeks to attract students to the private practice of law while providing valuable work and mentorship experiences at the firm.

“Hunton Andrews Kurth is committed to making our profession more accessible to talented law students who have already demonstrated great determination by climbing the first rung of the educational mobility ladder,” said managing partner Wally Martinez. “This scholarship, strictly for first-generation students, is one of the first of its kind and we are honored to help lead the way with this effort.”

Article By Chandler Ford and Crissonna Tennison of The National Law Review / The National Law Forum LLC

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