January 1, 2018

Welcome to the December 2017 Issue of Electronically In Touch


We are pleased to submit the December 2017 Issue of Electronically In Touch. This issue consists of informative articles regarding employment law trends in 2018, the importance of delegation and its impact on a successful practice, and highlights of the Young Lawyers Section's first Advanced Trial Academy from a participant's perspective, amongst other things.

Electronically In Touch is a member driven publication. We welcome submissions from members on any relevant topic, including practice tips, substantive legal articles, case updates, work/life balance, and information regarding upcoming meetings and events. Please submit articles to Sasha R. Grandison, Esq. at srgrandison@gmail.com or Anne LaBarbera, Esq. at annelabarbera@gmail.com by the 1st of each month.

The Officers of YLS and the Editors of Electronically In Touch wish to make clear that the thoughts and opinions expressed in the articles that follow are those of the respective authors and do not represent the thoughts and opinions of the New York State Bar Association, Young Lawyers Section, its Officers, or Executive Committee.

A Message from the Chair of the Young Lawyers Section


With 2017 coming to an end, it is a good time to reflect upon all we have accomplished as a Section in 2017, and all we have to look forward to in 2018.

Overall, the Young Lawyers Section (YLS) had an incredibly successful 2017. The state of our Section is strong! Our membership numbers are up, we are financially healthy, and organizationally, and we have an Executive Committee of well qualified individuals, who are committed to making this Section all it can be for our members.

In 2016, NYSBA President, Claire P. Gutekunst created a two year "Membership Challenge" for all NYSBA Sections, in which all sections aimed to increase paid membership by 2% in 2017, and 3% in 2018. I am happy to inform you that the YLS was one of eight sections to meet the 2017 goal. In fact, we have not only met our 2017 goal, but provided we do not lose any members in 2018, we have already exceeded our 2018 goal as well. Including both paid and free members, the YLS has 12,095 members, making it the largest section in NYSBA and it is the 3rd largest section of paid members.

Financially, as of November 20, 2017, our budget shows that we have earned $8,678.37 in income over expenses for the year. Without anymore major expenditures left for 2017, we should be able to add funds to our accumulated surplus of $45,604.

Our 2017 programming was as good as or better than that offered by any section of NYSBA. In April, we held our 8th annual Trial Academy at Cornell University School of Law and it was the best attended trial academy program to date, with over 70 students. In June 2017, we held the Supreme Court Admissions Program in Washington D.C. Then in October 2017, we held our first Advanced Trial Academy at Syracuse University College. If any of our members have any ideas for programming they would like to see in 2018, please let a member of the Executive Committee know.

Looking forward to 2018, while we have a full year of programming in the works, let's focus on the upcoming NYSBA Annual meeting. On Wednesday, January 24th, we have the YLS Half Day Program, which will provide 3.5 MCLE Credits. The Program will be held at the site of the annual meeting, the Hilton Midtown Hotel New York, 1335 Avenue of the Americas, New York, NY 10019, in the Bryant Room on the 2nd Floor, from 8:45 AM through 12:15 PM. The topics covered at the Annual Meeting will be: Best Practices for Winning Your Case Before Trial; Ethical Considerations for Lawyers in the Digital Age; and Marketing Yourself and Building Your Brand. Thank you to Program Chair, Natasha Shishov for all her hard work in developing and organizing this program.

Directly following the Half Day Program, is the YLS Luncheon and Executive Committee Meeting. We will award the Outstanding Young Lawyer of the Year Award and all section members are encouraged to attend.

New to the YLS Annual Meeting Programming Agenda this year will be our Leadership Academy, which will take place during the NYSBA Annual Meeting on January 25th and 26th, 2018. The Leadership Academy will provide 8 MCLE Credits per day. Leadership Academy will cover a dynamic range of topics that will assist young lawyers in becoming a leader in your firm and field. Topics include: Top Tech Tools for Leaders & Ethically Using Social Media; Women and Leadership; Being Aware of Implicit Bias; Leadership as a Person of Color; Leadership as a Member of the LGBTQ Community; and Becoming a Successful Leader, A Personal Story. We are very excited for this program and I want to thank program co-chairs Terrence Tarver and Anne LaBarbera for all their hard work in putting it together.

Happy New Year and I hope to see you all at the Annual Meeting!

John Christopher, Esq.

5 Employment Law Trends to Watch in 2018


By: Kimberlee Gee, Esq.

Legal compliance is a significant part of running any business. Even if you are an attorney who is a solo practitioner or you work for a small law firm that has only a few employees, it is imperative you or your business are not intentionally or unintentionally violating any employment or labor laws.

As 2018 approaches, each of us should be paying close attention to the next wave of changes that may be on the horizon in the months ahead. Because navigating the maze of federal, state and local laws can be confusing, I've pulled together a list of the top 5 current employment law issues of which you need to be aware of in 2018.

1. The Paid Sick Leave Trend Sweeping the Nation

For years, employees have been complaining about workplace flexibility and greater options for work-life balance. Although federal law does not guarantee paid time off as a fringe benefit, in 2017 there was an uptick in state and local laws mandating paid sick leave and paid family leave for employees. This movement will continue into 2018.

President Trump's proposed 2018 budget includes a proposal to offer six weeks of paid leave for parental care. See Bloomberg Law, "6 Weeks of Paid Leave for New Parents Proposed in Trump Administration Budget" (May 31, 2107) Retrieved from https://www.bna.com/weeks-paid-leave-n73014451812/. And, on November 2, 2017, California Congresswoman Representative Mimi Walters introduced the "Workflex in the 21st Century Act (H.R. 4219)" which would allow employers that choose to provide their employees paid time off and a flex schedule an exemption from the local and state paid leave laws. See H.R. 4219 - Workflex in the 21st Century Act Retrieved from https://www.congress.gov/bill/115th-congress/house-bill/4219/text)

If you live in New York City, there is already a law in place that requires employers with five or more employees to provide paid sick leave. See Earned Sick Time Act, Int 0097-2010, Law No. 2013/046 Retrieved from http://legistar.council.nyc.gov/LegislationDetail.aspx?ID=655220&GUID=8FEF6526-0C00-45D5-BD0B-617353F90F06&Options=ID|Text|&Search=97-a

In 2018, these laws are being expanded. A new bill was signed into law by Mayor DeBlasio on November 6, 2017 and enlarges the covered reasons for which paid sick leave can be used to include "safe time" use. "Safe time" is time used for the employee or the employee's family member when he or she is a victim of a family offense matter, sexual offense, stalking, or human trafficking. The law goes into effect on May 5, 2018. See Int. No. 1313-2016, Law No. 2017/199 Retrieved from http://legistar.council.nyc.gov/LegislationDetail.aspx?ID=2867849&GUID=DCC83D1C-0D6A-4E38-9FEB-6974CA947D6F&FullText=1

Beginning January 2018, the New York Paid Leave Benefits Law will also permit most employees in New York to take paid family leave to care for a new child, or a close relative with a severe health condition, or attend to specific military family. See "New York State Paid Leave: Employer Facts" (n.d.) Retrieved from https://www.ny.gov/sites/ny.gov/files/atoms/files/PaidFamilyLeave_BusinessOwnerFactSheet.pdf) The amount of leave and pay will phase in throughout four years. Starting in 2018 employees will receive eight weeks of leave at 50% of the worker's 2018 salary. Id.

2. Immigration Enforcement and the Implications of Terminating DACA

Although some employers may believe they are exempt because of the size of their business or the nature of their practice, all employers, in some way, are impacted by the immigration laws in our country.

Since 1986, the Immigration Reform and Control Act requires that all employers, regardless of size, verify the employment status of their employees by completing an "I-9" form. This federal law makes it illegal to hire, recruit or refer for employment a person it knows is an illegal alien. Although it is your responsibility to verify that all of your employees are authorized to work in the United States and to engage in recordkeeping that documents their employment status, do not become overzealous in your approach, as this could subject you to a lawsuit.

It is important to remember that although an employer must obey immigration laws, it is illegal to engage in document abuse by requesting more or different information than what is required by the I-9 or refusing to accept documents that seem genuine or are close to expiring. It is also illegal for an employer to use a worker's immigration status against him or her for attempting to join a union or for talking with co-workers or union officials about working conditions. See "Immigrant Employee Rights Under the National Labor Relations Act" (n.d.) Retrieved from https://www.nlrb.gov/sites/default/files/attachments/basic-page/node 3024/immigrant_employee_rights_one_pager_english_pdf_21860.pdf

Regardless of immigration status, immigrant employees have the same rights under the NLRA as all other covered employees. The NLRB may take legal action against you if there is sufficient evidence that you are using an employee's immigration status to threaten or retaliate against an employee because he or she exercised their rights under the NLRA.

In addition to avoiding allegations of discrimination, employers should pay particular attention in 2018 to several potential developments at the federal level regarding changes in immigration laws and enforcement. Everyone is familiar with the Deferred Action for Childhood Arrival ("DACA") program which is set to end in March 2018. Some may wonder what effect the elimination of DACA might have in the employment sphere, but the expected impact is substantial. For those individuals who are not able to renew their DACA permits, they may lose their ability to work and could face termination by their employers. These massive, concurrent workforce gaps would put pressure on employers to fill holes in their workforce with a fairly quick turnaround. According to some studies, this could cost employers over 2 million dollars over the next two years. See CNN Money, "Trump's DACA decision could cost thousands of jobs, study says" (August 30, 2017) Retrieved from http://money.cnn.com/2017/08/29/news/economy/daca-job-losses-study/index.html

In 2018, Employers should not only expect to see greater enforcement of immigration laws that are already on the books; employers should expect new bills to be introduced and pay particular attention to the outcome of several immigration bills that have already been introduced but need to pass through the House and Senate and reach approval. For example, the "Bar Removal of Individuals who Dream and Grow Our Economy" Act ("Bridge"), the  Recognizing America's Children (RAC) Act, the Solution for Undocumented Children through Careers, Employment, Education and Defending our Nation (SUCCEED) Act, and the Reforming American Immigration for Strong Employment ("RAISE") Act all affect immigrants who are working in this country or wish to do so through employer sponsorship.

3. Anti-Harassment Training and the Effect of #MeToo Legislation

Many small business owners who do not have a large staff are under the mistaken belief that the Federal discrimination laws do not apply to them and that they do not need policies or procedures addressing discrimination or harassment in the workforce.

Depending on the number of employees you have, however, one or more of the Federal anti-discrimination statutes, for instance, may apply to you. According to the Equal Employment Opportunity Commission, you are covered by the Equal Pay Act even if you have only one employee. See Small Business Requirements - Equal Employment Opportunity Commission (n.d.). Retrieved from https://www.eeoc.gov/employers/smallbusiness/requirements.cfm

If you have more than 15 employees, but less than 20, you are covered by the laws that prohibit discrimination based on race, color, religion, sex (including pregnancy, sexual orientation or gender identity) national origin, disability and genetic information (including family medical history). Id. You are also covered by the law that requires employers to provide equal pay for equal work. If you have 20 or more employees, all of the laws above apply to you, and you are also prohibited from discriminating based on age as well. Id. Depending on the location of your business, you may have additional obligations under state or local laws. It is your responsibility to make sure that your company complies with the regulations at the local, state, and Federal level.

As a business owner, it is also your responsibility to display a poster at your business that describes the federal employment discrimination laws and to retain all employment records, such as applications, personnel, and payroll and benefits records.

Recently, there's been an increase in sexual harassment incidents being brought to light. The Harvey Weinstein scandal and the #MeToo phenomenon that followed is bringing about a renewed interest in sexual harassment. Although sexual misconduct in the workforce is not a new phenomenon, we are facing a watershed period where sexual harassment and sexual abuse, particularly in the workplace, is receiving additional scrutiny, and the accused are facing additional consequences. In 2018, you can expect to see more focus on legislation designed to fight against sexual harassment, an increase in anti-harassment training and more initiatives designed to improve processes and protocols for reporting this type of behavior.

Even in New York, there is likely to be proposed legislation relating to sexual harassment in the workplace. At the end of 2017, New York State Assemblywoman Linda Rosenthal stated she had written legislation that would require companies to disclose sexual harassment complaints and settlements going back five years, and if those state businesses have a poor record of rectifying sexual harassment complaints, they would be ineligible for tax breaks or other state business incentives. See Daily News, "Manhattan assemblywoman wants to end tax breaks for companies that ignore sexual harassment complaints" (October 16, 2017) Retrieved from http://www.nydailynews.com/news/politics/no-tax-breaks-companies-ignore-sexual-abuse-nyc-pol-article-1.3565408

4. The Continued Expansion of the "Gig Economy" and the Misclassifying of Employees as Independent Contractors

As a solo practitioner, I often rely on independent contractors or freelancers to keep my business afloat, usually because the cost of hiring and paying full-time employees' salary, taxes, benefits, bonuses, as well as funding training might be too substantial of a financial burden to bear. Our current labor market is overrun by short-term contracts or freelance work, as opposed to permanent, full-time jobs.

Although utilizing independent contractors as a way to keep overhead expenses low and profit margins high is understandable, an employer acts at their peril if they misclassify an employee as an independent contractor. If you have incorrectly classified a worker an independent contractor as opposed to an employee, you may be responsible for paying back taxes you never withheld, providing benefits and reimbursing the worker for wages required by the Fair Labor Standards Act. In fact, I suspect the IRS and the Department of Labor will continue to target and punish small business owners who purposely misclassify workers to avoid paying overtime, payroll taxes, and other employee-related expenses.

To side-step these mistakes, employers should pay careful attention to how employees are classified. Although independent contractor status does not have a fixed definition by all government entities, the general guiding principle in determining whether an individual is an employee or independent contractor is the degree of control the owner exercises over the person's work. The EEOC has issued guidelines for determining if a business owner has an employment relationship with a worker, and the IRS uses a 20-factor test to determine employee/independent worker status. See EEOC, Compliance Manual, 915.003, Section 2-III(A)(1) (n.d.)Retrieved from https://www.eeoc.gov/policy/docs/threshold.html#2-III-A

Once you find that an employee is an independent contractor, it may be appropriate to draft and sign an independent contractor agreement.

5. Labor Laws Regarding Social Media Policies

Although 90 % of all nonpublic employees do not belong to unions and are not bound by collective bargaining agreements, it is a common-albeit misguided- belief that labor laws such as the National Labor Relations Act do not govern non-unionized workforces. This is incorrect.

Even employers that operate non-unionized workforces are subject to the requirements of the NLRA and can come under the jurisdiction of the National Labor Relations Board (the Federal tribunal that investigates unfair labor practice charges and enforces the NLRA).

Specifically, all employers should be aware of Section 7 of the NLRA and how it affects their workplace policies. Section 7 of the NLRA applies to most private employers, and permits employees to engage in concerted activity for their "mutual aid and protection." See National Labor Relations Act, 29 U.S.C. §§ 157. These rights include the permission to discuss or attempt to improve the terms and conditions of employment, such as wages, bonuses or benefits. Section 7 also allows employees to criticize or express dissatisfaction with management actions that might affect conditions of employment. Id.

In recent years, the NLRB has found employers in violation of the NLRA pertaining to its policies and actions related to employee social media use. The NLRB has made it clear that employees have wide latitude to discuss their working conditions and the terms of their employment on social media sites, irrespective of how critical, or even derogatory such postings are of their employer. If an employee's social media posts are related to the terms and conditions of his or her employment, the NLRB will typically consider such posts "concerted activity" under Section 7. Even if the statements made by the employee are false, it does not mean that the discipline is automatically deemed lawful. According to the NLRB, an employee can make false statements online as long as those comments are not maliciously false, i.e., the employee knew the statements were false and posted them online nonetheless. See Chipotle Services LLC d/b/a Chipotle Mexican Grill, 364 NLRB No. 72 (Aug. 18, 2016).

In 2018, employers should continue to draft social media policies that comply with the NLRA and ensure they are not over-restricting their employees' social media use in violation of the law. The NLRB is within its right to review employee handbooks to ensure that they comply with Section 7 of the NLRA as it pertains to various policies including, email policies, employment-at-will policies, confidentiality policies, fraternization policies, and general conduct or off-duty conduct policies. An employer must ensure that their policies do not violate Section 7 and that the policy is not being applied to restrict an employee's Section 7 rights. Employer policies must be adequately tailored, in not too broad or too narrow of a fashion, to ensure that they are addressing the employer's business needs and goals.


Kimberlee Gee is the founder of Kimberlee Gee Legal, a legal outsourcing and consulting firm based in the Washington, D.C. Metro area, and has been working in the field of labor and employment law for fourteen years. She provides research and drafting services to small firms and busy solo practitioners in the field of labor and employment law. She also provides HR compliance and consulting services to small business owners.


YLS is seeking a New Editor for Electronically In Touch



The Young Lawyers Section is seeking a passionate and skilled Editor for Electronically In Touch for the 2018 - 2019 term.

The Editor helps set the editorial direction for Electronically In Touch, which is the electronic publication of the Young Lawyers Section. We are seeking an individual with excellent writing, management, organizational, and editing skills. Responsibilities include:

Formulating, planning, coordinating, and directing editorial activities;
Managing an editorial team, including assigning tasks;
Solicitation content for each issue;
Providing guidance to the editorial team; and
Writing and editing articles.

If you are interested, please contact Sasha R. Grandison, Esq. at srgrandison@gmail.com.

20 Frustrating Things Lawyers Do While Delegating


By: Dina Eisenberg, Esq.

Solo lawyers who want to scale their law practice must delegate.

Yes, as a lawyer you have the brainpower to do pretty much whatever you set your mind to do. That's the problem. You are doing too many things that are outside of your genius zone, which is practicing law, in case you forgot!

Delegating is the best way to increase your capacity to get administrative work done while leaving you time to focus on providing excellent legal services for your clients. 

Hiring a virtual assistant or legal assistant to aid you with non-legal work makes the difference between having a satisfying, profitable experience as a lawyer and being overwhelmed and battling to make ends meet. However, many lawyers strongly resist creating or delegating to a virtual team.

What prevents lawyers from delegating more? That answer is difficult to pinpoint. Maybe lawyers resist delegation because of a deep sense of responsibility to personally deliver only the highest quality work.

Maybe the issue is an inability to ask for help. We tend to be the problem-solvers so it can be difficult to be vulnerable or admit to a weakness by asking for help.

Maybe the reason more lawyers don't delegate is the imposter syndrome, the fear that someone will discover you're not the lawyer you say you are. Many lawyers, even amazing lawyers like Jeena Cho, admit to struggling with confidence.

I am on a mission to encourage lawyers to design their law practice to fit your life and create a better law experience for yourself and your clients. I don't believe lawyering should be so hard.

Delegation is a crucial skill for solo lawyers and small law firm owners. You simply don't have enough hours in the day or energy to give your full attention and talent to every task your law practice requires. Nor should you. You are a lawyer not a [fill in the blank].

Delegation makes good business sense. However, that's not the key reason to begin to outsource. Failing to create systems, process and have team you can rely upon puts you, your law practice and your family at risk. How many days could your practice stay afloat without you- 7 days, 30 days or maybe not even 2 days?

Delegation is not hard to learn. There are some behaviors that will get you a better result than others, though.

Frustrating Things Lawyers Do to Staff

1. No clear vision
2. No deadline set
3. Sending mixed messages
4. Giving contradictory instructions
5. Giving none or very little lead time
6. Expecting rush service
7. Dumping and running
8. No ongoing communication
9. Not available for questions
10. No direction given for problem-solving
11. No authority given to solve problems
12. Not prioritizing the work
13. Having no preferences 
14. Long, confusing explanations
15. Missing information to complete project
16. No systems for collaborating
17. Won't use collaboration tools
18. No easy way to share documents or progress
19. Forgetting to follow up with the project
20. Only commenting on errors but not the good work

Of course, this list is not exhaustive. But, the list does give you enough data to determine whether your delegation style is effective or not.

Here are 3 tips help you be more effective at delegation right now!

Planning rules
Take 10 minutes and think about why you are delegating that project and what the end goal is for you. Answering the why question helps you to stay motivated because you know at the end you'll achieve something you desire.

What does success look like?
It's surprising how many times clients say 'I don't know' when I ask what success would look like for them. Hello?! How can your talent satisfy your wishes and preferences when you don't know what you want. Failure to set expectations is always the beginning of a bad situation.

Be vulnerable
As a lawyer, you know that it's very difficult to help someone who does not want to be helped. You must be vulnerable for delegation to work. Tell your team about the things that you can't or don't like to do.
The six most powerful words you can say are: I don't know. Help me, please. Say those words and people will see you as someone confident, courageous and rush to help!

Delegation is a high-level business skill. Master it and you'll have the power to grow your authority, client base and income whenever you want.


Dina Eisenberg, Esq. is the award-winning entrepreneur and Legal Ops Strategist who teaches solo and small firm lawyers to delegate, automate and design a law practice that fits their life. Learn more at a free consultation with Dina. This article was previously published on LinkedIn on August 23, 2017 at https://www.linkedin.com/pulse/20-frustrating-things-lawyers-do-while-delegating-dina-eisenberg-jd/

A Participant's Perspective of the Young Lawyers Section's Advanced Trial Academy

By: Chris Matcovich, Esq.

The New York State Bar Association recently hosted the First Annual Advanced Trial Academy at Syracuse University. This program was tailored after the very successful annual Trial Academy which is hosted on the campus of Cornell University. Advanced Trial Academy gears itself towards the young lawyer who is looking to strengthen their advocacy skills through lecture and practical exercises.

The program began on Friday with a presentation on Trial Strategy by Vishal Gupta, partner at Steptoe and Johnson. Throughout his presentation, Mr. Gupta emphasized the need during trial to keep bringing back the jurors to the theme of the case. Mr. Gupta said that it all starts during jury selection and continues through openings, examinations and culminates during closings. The reason that this is so important in respect to trial strategy, he said, is because it helps to reiterate key points that you want the jury to take with them when they decide the case.

Many good tips came out of the discussion on experts led by Stephen Younger and Judge Kate Hogan. First, they spoke in general about how to decide whether or not there is a need for an expert in a case. Both speakers suggested, that in many cases an attorney can call a "non-expert expert" to elicit the testimony they need to help prove their case. This strategy can be helpful in many ways, especially in limiting cost to your client. Both Mr. Younger and Judge Hogan also provided ways for attorneys to vet prospective experts. They suggested investigating these experts by asking other lawyers, finding prior testimony from the individual and performing general internet searches.

One of the hardest concepts in evidence for a new lawyer to grasp is the rule of hearsay. Michael Bottar of Bottar Leone ended the morning session with a talk on hearsay and the caselaw that has developed the topic. Mr. Bottar gave a detailed discussion on the elements of a hearsay statement and the exceptions a lawyer can use to confront an objection. He incorporated New York State court decisions into his lecture, which helped to simplify the complicated aspects of hearsay by providing real world examples of its application.

The last lecturer of the day, Peter Gerstenzang, spoke to the students about the art of cross examination. His overriding message throughout the lecture was that to be effective on cross examination, one must control the witness. Mr. Gerstenzang explained that using simple, unambiguous questions can help condition the witness to agree with the statements that one makes during cross. Additionally, Mr. Gerstenzang highlighted the effective use of looping. The purpose for looping he said was to reinforce pertinent facts that you want members of the jury to remember.

Once the lecture series was over, students were split up into groups and began working on their trial skills. Each student was given the opportunity to pick a criminal or civil fact pattern to work with and then presented different parts of the case in front of many seasoned attorneys. The great part about this program was that each student received extensive and detailed feedback about their performance because the student to critiquing faculty ratio was nearly one to one. The more intimate setting allowed for the students to present their case more thoroughly and receive the feedback they needed in order to apply it in practice.

The Advanced Trial Academy is a great opportunity for any litigator to hone their skills while receiving constructive feedback that can be used to grow as an attorney. It will be exciting to see what improvements are made next year to what is an already great program.

Young Lawyers Section's Annual Meeting


The 2018 NYSBA Annual Meeting will take place on January 22, 2018 through January 26, 2018 at the New York Hilton Midtown. The Young Lawyers Section's Annual Meeting will take place on Wednesday, January 25, 2018 from 8:45 a.m. to 12:00 p.m. The half day program consists of the following:

CPLR -- Strategic Gems and Possible Pitfalls
8:45 a.m. - 10:25 a.m.

Panelist:
Michael J. Hutter, Esq.
Albany Law School
Albany

BREAK
10:25 a.m. - 10:40 a.m.

Ethical Conumdrums, Quandaries and Predicaments
10:40 a.m. - 11:30 a.m.

Panelists:
Michael Gaynor, Esq.
Deputy Chief Attorney of the Third Judicial Department Attorney Grievance Committee
Albany

Scott W. Bush, Esq.
Corrigan, McCoy & Bush, PLLC
Rensselaer

Building Career Skills Through Leadership
11:30 a.m. - 12:20 p.m.

Panelists:
Stephen P. Younger, Esq.
Patterson Belknap Webb & Tyler, LLP
New York City

Jessica Thaler-Parker, Esq.
Credit Sussie
Tarrytown

John R. McCarron, Esq.
Law Offices of John R. McCarron, Jr.
Carmel

Following the aforementioned programs, the Executive Committee will hold its Annual Meeting and Buffet Luncheon at 12:30 p.m. All members are welcome to attend. Curtis A. Johnson of Rochester will be awarded the 2017 Outstanding Young Lawyer Award at the start of the meeting.

You can register for the Annual Meeting at http://www.nysba.org/store/events/registration.aspx?event=AM2018.

New Members of the Young Lawyers Section


We are pleased to welcome the following new members to the Young Lawyers Section:

October 2017

Chisom Charlene Ananaba, Esq.
Francesca M. Cohen, Esq.
Archan J Hazra, Esq.
Michael Stanislaw Misiewicz, Esq.
Neil P. O'Donnell, Esq.
Meir Shlomo Polter, Esq.
Veronica Relea, Esq.
Gizele Frances Rubeiz, Esq.
Meg Slachetka
William Ziegelbauer, Esq.
Lauren M. Arnel
Eric Dyer
Michael Anthony Roberts, Esq.
Angelo D. Catalano
Hema Muthiah, Esq.
Michaela K. Rossettie Azemi, Esq.
Eric Charette, Esq.
Dyzio J. Guzierowicz
Lakeshia McCloud, Esq.
Ashley R. Patronski, Esq.
Andrew D. Spink, Esq.
Danielle Angelica Erickson, Esq.
Carlton James Hamann, III, Esq.
Patrick J. Slagle, Esq.
Brett A. Colbert, Esq.
Juan R. Juarez, Esq.
Kelvin B. Henry, Esq.
Mark Montanaro, Esq.
Christopher Joseph Pedraita, Esq.
Brian David Stefanovic , Esq.
Stephanie L. Tanzi, Esq.
John A. Vitagliano, Esq.
Joseph H. Nivin, Esq.
Jonah S. Zweig, Esq.

November 2017

Jeremy P Auster, Esq.
Catherine Angela Casazza , Esq.
Mitchell E. Cohen
Patrick Joseph Collopy, Esq.
Jamie Scott Cummins, Esq.
Rebecca Anne Forman, Esq.
Noah Jordan Forrest, Esq.
Abbye Lawrence, Esq.
Kristen Elizabeth Marinaccio, Esq.
Brianna Nikai McRae, Esq.
Carolina Maria Morales, Esq.
Joshua H Ontell, Esq.
Kathryn Marian Pando, Esq.
Scott Paskal, Esq.
Petra Plasilova, Esq.
Whitney D. Pryor, Esq.
Ethan Daniel Roman, Esq.
James A. Wolff, Esq.
Jacqueline Alexis Merkher
Rowennakete Paul Barnes, Esq.
Daniel M. Bernstein, Esq.
Ryan J. Coyne, Esq.
Amanda Mirabito, Esq.
Jacob G. DiMatteo
Katherine Mara Ainlay Steiner, Esq.
Amy Elizabeth Abbandondelo, Esq.
Tiffani Marie Diprizito, Esq.
Jennifer J. Goodwin, Esq.
Hanna Kirkpatrick
Jonathan Paul Manfre, Esq.
Cory H. Morris
Brianna Nelson
Samantha Persaud, Esq.
Ariana P. Rivera, Esq.
Jamie Lee Ruiz, Esq.
Michael Anthony Schillinger, Esq.
Rucha Abhay Desai, Esq.
Alisa Yakovlevna Gdalina, Esq.
Michael James Golia, Esq.
Kayla Hardesty
Anthony Scott Heck, Esq.
Mariska Lalbeharry, Esq.
Rachel Anne Morgenstern, Esq.
John Edward Overbeck, Esq.

December 2017

District 1
Yael Bentov
Maxwell Avery Bryer, Esq.
Lauren Cimbol
Shannon Collins
Sarah M. Deibler
Tomislava Dragicevic
Marissa Dressor
Karolina Ebel
Michael R. Fabrizio
Matthew Finizio
Evan Glasner
Mark Henry Goldberg, Esq.
Reuben Gottlieb
Grant Frederic Griffith, Esq.
Vilma Ilic
Caitlin Quinn Kelley, Esq.
Lorena Kern
Nathaniel Dunstan Kiechel, Esq.
Lyu Lin
Austin Llamar
Joshua Benjamin Picker, Esq.
Reza Ravargard
Emma Frances Roberts, Esq.
David Salter , Esq.
Rachel Amie Schneidman, Esq.
Noah Schwartz
Louis John Seminski, Esq.
Brooke Elizabeth Sgambati, Esq.
Alice Simmons
Jessica Marie Thompson, Esq.
Michael E. Tracht
Vivek Vashi
John Walpole
Ting Wang, Esq.
Allen Whitt
Laura Lea Williams
Junjie Yan, Esq.
Richard Joseph Zukowsky, Esq.

District 2
Nicole Camacho-Hernández
Ronald Jay Coleman, Esq.
Menghan Sylvia Dai, Esq.
Peter Figman
Anne Kehrli
Branden Kronstat
Alexia Landesman
Olena Maniliah
Daniel J. Murphy
Timur Navruzov, Esq.
Ellina Nelctalura
Samantha Pastor
Brooke Pearlman
Angela Pena
David Schnur
Erin Shahinfar
Davis Vinckier
Kyle Wiley

District 3
Amanda G. Fernandez
Hunter Igoe
Peachie Lynnette Jones, Esq.
Vanessa Ann Murphy, Esq.
Jeremy Eliezer Sanders , Esq.
Elliot Smeltzer, Esq.

District 4
Joseph P. Drescher

District 5
Elizabeth Beltran
Natasha D. Schuyler
Derek T. Shepard, Jr., Esq.

District 6
Basem Besada
Andrew Peter Melendez, Esq.
Fong Wai Sum

District 7
Steven M. Maffucci
Sujata Ramaiah
Mario Roque
Kate McIver Whiteman

District 8
Philip C. Barth, IV
Katherine Peterson, Esq.
Justina Lynn Potenzo, Esq.

District 9
Sean M. Hobbs, Esq.
Bradley E. Landau, Esq.
Sara Moriarty
Andrea C. Soto, Esq.

District 10
Gina Boccio
Joseph Certa
Catherine Elizabeth Chillemi, Esq.
Alex DiGiovanna
Rachel Kessler
Brian S. Kotkin
Jenny Lam
Jacqueline Mancini
Jameson Lee McWilliams, Esq.
Byron Ruano
Angela Ruffini
Joseph Matthew Sgalardi , Esq.
Moise Andre Uge
Danielle Stanacia Young, Esq.

District 11
Giselle Ayala
John Burger
Yeyoon Cho
Negin Haghnazari
Ben Handy
Jongchan Daniel Kang, Esq.
Mohammad Kamran Khan
James Koenderman
Grace W. Ku, Esq.
Bradley LeDoux
Yahan Liu, Esq.
Rosario Mannino
Rodolph Mesadia
Stephanie Panousieris
Andrei Pilipetskii
Charles Sinek
Ferdinand G. Suba, Jr.
Christina Lynne Tacoronti, Esq.
Patricia Aurora Villannera
Ben Weisman
Zachary Withers, Esq.

District 12
Rosemary Almonte

District 13
Deema Azizi, Esq.
Karalyn Buono
Anthony John Mangona, Esq.
Joseph Palumbo

District 99
Shervin Abachinejadasl
Michael A. Bacallao
Justin B. Baum
Brandon Boxbaum, Esq.
Samuel L. Brodie
Jeremy P. Bunyaner
Charles D. Camack
Owen T. Campbell
Thomas Caroccia
Roger Manuel Castillo
Edmund John Caulfield, Esq.
Melanie Chernoff
Smetna Kaur Chhabra, Esq.
William G. Darling
Andrew De Avila
Vincent Delriccio
Neal B. Desai
Saval K. Desai
Ms. Stephanie Abra DeVos Esq.
Jamie S. Dinicola
Julia E. Duffy
Whitney J. Dumeng
Alexandra Lucille Espinosa, Esq.
Ashley Fay
Patrick Foley
Sven Frode Frolund, Esq.
Alexander D. Ganescu
Maryssa P. Geist
Joseph Gerstel
Rexton R. Gordon
Sabrina T. Greco-Palacios
Macallistre Janson Henry, Esq.
Erin L. Hodgson
Bryan William Hollmann, Esq.
Ameena Ibrahim
Gregory A. Johnson
Hyun Woo Kang
Minji Kim
William Connor Kimmel
Ariel Kirshenbaum
Nicholas V. Klimowicz
Andrew Kosowsky
Shefali M. Kotta
Emily Lagg
Victoria Lazaro
Jae Eun Lee, Esq.
Ryan A. Logan
Christopher A. Lugara
Varun Luthra, Esq.
Brian MacNiven
Teppei Masuda, Esq.
Sarah R. Matchett
Jason M. McMullen
Perla M. Medina
Monica Melteman
Liss Mendez
John A. Meyers
Kevin A. Molloy
Michael O'Rourke
Justin Oh
Danielle Panizzi
Kunal Papaiya
Robert Armstrong Perez, Esq.
Donald Pierce
Kimberly Roman
Kristen Roth
Luciana Gabriela Salinas, Esq.
Michael Simone
Rosana Stareska
Andrew Strafaci
Raymond Tejeda
Abigail Viernes
Andrew N. Villa
Nicholas P. Whittaker
Jacob L. Winterfield
Nancy Yang
Daniel Yang
Mirna Youssef

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Disclaimer



Electronically In Touch
is the electronic news-publication of the NYSBA Young Lawyers Section (YLS). It is a member-driven publication that encourages YLS members to write articles. We welcome submissions from members on any relevant topic, including practice tips, substantive legal articles, case updates, work/life advice, and information regarding upcoming meetings and events. Please submit articles to Sasha R. Grandison, Esq. at srgrandison@gmail.com or Anne LaBarbera, Esq. at annelabarbera@gmail.com by the 1st of each month.

The Officers of YLS and the Editors of Electronically In Touch wish to make clear that the thoughts and opinions expressed in the articles that follow are those of the respective authors and do not represent the thoughts and opinions of the New York State Bar Association, Young Lawyers Section, or its Officers or Executive Committee.

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