< PreviousMost of Tarighati’s mediations involve personal injury and employment cases of all varieties and varied monetary values, with the balance of his cases being real estate and commercial matters. But he won’t take any case out there. “I made the conscious effort to mediate only those cases that I felt very comfortable in, and about which I can have intelligent conversations with my clients,” he says. “I have no reservations about turning down an assignment that is beyond my bandwidth of knowledge or experience. The cases that I mediate, I give them the same 100% effort irrespective of whether it has a five-, six- or seven-figure valuation.” Does having an ongoing law practice and experience representing both sides make Tarighati a better mediator? “It certainly allows me to communicate with, and relate to, the parties, their counsel and insurance professionals more effectively and efficiently because I deal with the same or similar issues in my law practice. We can cut through the fat, so to speak,” Tarighati explains. “I am grateful that my legal experience is usually very well received, particularly in brokering deals when I offer to one side my experience from actually working on the other side, and vice versa.” “One issue that I am extremely careful about is making disclosures because I have concurrent law and mediation practices,” he insists. “Specifically, I voluntarily disclose anything that may be an actual or potential conflict of interest, as well as things that may have the appearance of impropriety.” Even practicing with an abundance of precaution, mediations can come with land mines to be avoided, Tarighati says. “As a mediator, I try to listen more than I speak,” he explains. “When I provide my thoughts, I’m very mindful of my words, my delivery and my timing, even my body language, especially when my take on things may not be popular or agreed upon.” “At times, I may be more formal and wordier, but I’m rarely misunderstood.” Tarighati says. “To me it’s like surgery. The smallest issue or miscommunication can have dire and irreparable consequences, and you always have to consider your audience and the mood of the room before you engage.” But a mediator still may reach an impasse in difficult or complicated disputes. It is at these times that Tarighati says he relies on his intuition as to when to keep going, persisting forward, and when to put the negotiations on pause to regroup. “You have to have a receptive radar, be able to read the subtitles when communicating, and have your finger on the pulse, mood and energy of the participants,” he says. “I’m not one to force a settlement, unless everyone is on board. And trying to fit a square peg in a round hole, for me, is never the way to go.” ATTORNEY AT LAW MAGAZINE · LOS ANGELES · VOL. 5 NO. 6 20“In short, if there’s impasse, it’s my job to remain calm and optimistic, and to put options in front of my clients,” he says. “I inquire whether a mediator’s proposal or a mediator’s proposed bracket is the way to go, or whether further documents and information need to be exchanged. I also provide clients with my cell phone number, which has allowed me to settle cases outside of regular business hours, while on vacation and during weekends. And I follow up, follow up, follow up!” Tarighati says he is occasionally requested to provide valuation of a case or reveal his take on the credibility of a person or a piece of evidence. Again, he says, diplomacy is key. “I tread very carefully, but I do not dodge the question, either,” he says. “So long as you lay the foundation for your view, and you take time to explain your rationale and analysis, it is usually well received, especially if you don’t impose your views on the case or the parties.” The Tough Ones Tarighati says some cases are more difficult to settle than others. The toughest? Those that involve tragic facts and serious injuries, and those where emotions play a serious and important role in the negotiations. He says these types of cases require extra time and attention. “I have to remain equanimous and be empathetic so that I can better understand the forces and interests that are driving the dispute,” he says. “I don’t see cases, injuries or damages as a commodity, and unless both sides want to talk money from the get-go, I spend time to understand the issues before we move to monetize them.” Tarighati says the cornerstone of his mediation work, especially in a factually tragic or challenging case, is keeping himself grounded, being patient and avoiding even the appearance of lecturing. “Often a party feels that they are not being heard. So I make an effort to listen for content and give them the time they need to become a part of the process.” he says. “I limit my questions to the absolute necessary, and always ask before I proceed.” Even though some cases can be emotionally taxing, Tarighati says he is never short on motivation. Most motivating to him is when a former colleague hires him as a mediator or refers others to him, or when he has mediated cases for a prior opposing counsel. “It is also very empowering when clients send me a generous note or email, or otherwise give me a nod at the end of a mediation about how I made their client feel comfortable during the session,” he says. “You can never beat the satisfying feeling of being part of a settlement that neither side thought possible. Those are the things that keep the fire burning inside me.” Mediations have lighter moments, too, he says. He uses the downtime during the mediation as an opportunity to build professional friendships, sharing stories and photos of his family, hobbies and other interests. “While admittedly clichéd, I believe in the ‘people-person’ concept, and every mediation presents an opportunity for me to make a new connection or strengthen an existing one.” Tarighati says. “When I’m making copies of the settlement agreements after we have a deal, I get a rewarding feeling of accomplishment knowing that I’ve helped bring closure to a fight that’s been going on for years.” “You can never beat the satisfying feeling of being part of a settlement that neither side thought possible.” AttorneyAtLawMagazine.com 21At a Glance ADR Services Inc. 1900 Avenue of the Stars, Suite 200 Los Angeles, CA 90067 (310) 201-0010 www.MitchTarighati.com Practice Areas Personal Injury Mediation Employment Mediation Real Estate Mediation Commercial Mediation Education Juris Doctor, Albany Law School, 2004 MBA, Union College, 2003 Bachelor’s Degree, California State University, 2000 Professional Memberships: Southern California Mediation Association Iranian American Bar Association Los Angeles Chapter Los Angeles County Bar Association San Fernando Valley Bar Association Community Involvement Southern California Mediation Association, Mentorship Program, Co-Chair Iranian American Bar Association Los Angeles Chapter, Mentorship Program Former Co-Chair Hobbies All Things Culinary Meditation Gardening Camping Cabin Life Science and History Documentaries Favorite Quote “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou The Latest Chapter In 2016, Tarighati married his wife, Sunny, and they have a 2-year-old son, Leo, whom Tarighati has aspiration will be a mediator in training. The couple share a love for camping and adventure, “though my wife is the more brave and energetic one, always pushing the boundaries and having us explore new experiences” he says. With family in his heart, Tarighati says he carries that same sense of energy and creativity to the mediation table. “I treat every mediation as if it is my first mediation,” he says. “My ‘day one’ mentality has kept me humble, eager and motivated to work hard, and I hope that my clients see that peacemaking is my passion.” “If you ask my wife and those that work with me, they’ll say I have an extra spring in my step on the days that I’m mediating,” adds Tarighati with a smile. “I am committed to always being my authentic self. On any given day, you get the same optimistic and chirpy Mitch, with settlement being the final destination on my mediation GPS.”O ctober was Attorney Wellbe- ing Awareness Month, and you probably found that most of the conversation was about how at- torneys can increase their well-being through some kind of stress manage- ment program—whether it’s a medi- tation/mindfulness program, a vaca- tion, or personal or corporate well- ness/exercise programs to reduce the symptoms of stress. While it’s critical to address and man- age the symptoms of stress, if you only address the symptoms of work- place stress but not the causes, there’s a good chance you’re going to be re- lapsing every time you come back to that stressful environment. Increas- ing productivity can give you more time in your day and you’ll feel less stressed! Here are five things to do: Check Your Style. There are things you may be doing in your work/lead- ership style that are potently impact- ing your productivity and effective- ness. Are you a perfectionist, redoing and reworking ad infinitum? Are you holding onto projects rather than del- egating? Do you feel it’s just faster to tell your associates, “Do it this way,” rather than spending the time to train/coach them to become more self-sufficient (the “directive boss”)? You’d be surprised at how much time these efforts take. By way of ex- ample, I have a client who felt over- whelmed and stressed out. Examining her day, she found that she was spend- ing two to three hours a day being a “directive boss.” How does this im- pact her? Take those two hours a day and in a week, that’s 10 hours, or 40 hours in a month! Over a year (40 hrs x 12) that equal 480 hours and based on an eight-hour day, that’s 60 days or two months of your work year! Imagine what your personal and professional life could look like if you had just half that time back—30 days! Prioritize. This is about how you’re managing your work from a time/en- ergy perspective. Ask yourself: How much energy am I allocating to things that are not the most productive use of my time? Are there projects, re- sponsibilities, and/or meetings/calls for which my participation may not be essential? I may not need to han- dle? Are not priorities? Are causing me a high degree of stress but not a lot of results? Or may be delegated to an associate/direct report/peer? Say No to Multitasking. Another surprising find is that multitasking can have a negative impact on pro- ductivity. We’re actually not as effec- tive and are not able to do as quality work. You can be up to 40% less ef- fective! Pay attention to the task at hand focusing on what completing the project/email, etc., before switch- ing to something else, and minimize distractions. Take Breaks and go to Lunch. I bet if you’re super busy, you’re saying you don’t have time! Believe it nor not, studies show that taking breaks dur- ing the day can actually improve your performance and boost your pro- ductivity! Noted in a Fast Company article, the Draugiem Group, a social networking company, using the time- tracking productivity app DeskTime, found that the “10% of employees with the highest productivity surpris- ingly didn’t put in longer hours than anyone else. In fact, they didn’t even work full eight-hour days. What they did do was take regular breaks. Specif- ically, they took 17-minute breaks for every 52 minutes of work. Employees with the highest levels of productivity worked for 52 minutes with intense purpose, then rested up, allowing their brains time to rejuvenate and prepare for the next work period. “ Jennifer Deal, senior research sci- entist at the Center for Creative Lead- ership and Affiliated Research Scien- tist at the Center for Effective Orga- nizations at University of Southern California, says that, “In reality, tak- ing time away for a lunch break can help to reduce stress, increase engage- ment and restore energy levels, mak- ing employees feel more effective and productive back at the office.” From neuroscience perspective, taking a break—even if it’s a five-min- ute walk around the office or taking some deep breaths—will allow your body to clear out some of the clut- ter in the brain and reduce stress. What seems to take away time from your work actually gives you greater productivity. Plus, you may have in- sights and find solutions and answers to problems that you were struggling with before the break! Avoid Distractions. How much time are you sneaking in on social media, reading tweets, FB, LinkedIn, Snap or Instagram, or fitting in just one (or two or three) quick videos or video games? Take note of how much you may be resorting to distractions and take a that five-minute break away from your desk instead. Increasing your productivity may necessitate doing a deep dive into your work, your workload and your work habits to determine whether or not there is additional time in your week! Remember, even getting an hour back a day can have a huge impact! ELLEN COHEN | Legal Coach Ellen Cohen, JD, CPCC, PCC., is an executive coach and attorney. She is certified by CTI and International Coach Federation and is an enhanced practitioner in Conversational Intelligence (CIQ). She focuses her coaching on senior executives and lawyers in law firms and corporations to enhance their professional impact, build high-performance skills and cultivate wellbeing and resilience. Prior to becoming a coach, Ellen spent 20+ years as an entertainment attorney at Disney, Showtime, Sony, Fox and Microsoft. She received her BA from Brandeis University and her JD from Emory University School of Law. To find out more: ebccoaching.com or linkedin.com/in/ebccoaching. Reduce Stress in Five (Surprising?) Ways! ATTORNEY AT LAW MAGAZINE · LOS ANGELES · VOL. 5 NO. 6 24C alifornia has, at least in recent history, been a frontrunner for employee and workplace rights. Recent movements such as #MeToo and Time’s Up have rallied millions to bring forth change in how we protect our workforce and victims who might have otherwise remained silenced. This article will highlight a few new laws to expect in California in 2020. SB 1300—Workplace Harassment Claims While SB 1300 took effect Jan. 1, 2019, certain portions of the amend- ments to Government Code Section 12940 will take place as of Jan. 1, 2020. Specifically, the new amendments would prohibit employers from requir- ing employees to agree not to sue or bring claims against the employer un- der FEHA. Sign a non-disparagement agreement regarding disclosing infor- mation about unlawful acts within the workplace (it is not limited to sexual harassment) in exchange for bonuses, raises or condition of employee’s em- ployment. SB 1343—Workplace Harassment Training SB 1343 originally required employ- ers with five or more employees to provide sexual harassment training to all employees (supervisors and non- supervisors).The training of all em- ployees was previously required to be completed within six months of hire or promotion, and employees must have received continued sexual harassment training every two years. However, with the passing of SB 778, the deadline for the initial training for those employees has been pushed back to Jan. 1, 2021. AB 5—Employee Misclassification AB5 codifies & expands Dynamex Operations West, Inc. v. Superior Court of Los Angeles (2018) 4 Cal.5th 903. In Dynamex, the Supreme Court confirmed that workers are presumed employees based on the “ABC” test. The test established the three prongs an employer must prove to show the worker is an independent contractor. Specifically, that the worker: (A) is free from control and direction of hiring entity; (B) performs work outside of usual course of hiring entity’s business; and (C) is customarily engaged in in- dependently established trade, occupa- tion or business. AB 5 applies to all claims under the Labor Code rather than only claims re- lated to wage orders and for claims of unemployment insurance. Currently, “gig economy” based companies (such as Uber and Lyft) are pushing aggressively to fund a ballot measure to shield them from AB 5, in- cluding a carve-out exception. Current exceptions include bona fide business- to-business contracting construction contractors using subcontractors, re- ferral agencies and service providers, motor clubs and individuals providing services to third parties. AB 9—Extension of Employees’ Statute of Limitation to File FEHA Charges AB 9 amends Government Code Sections 12960 and 12965 and will ex- tend the time an employee has to file a charge of discrimination with the DFEH to three years. This new law is set to become a game changer as it increases the current stat- ute of limitation by an additional two years. As we witnessed through the #MeToo Movement, many victims of discrimination keep quiet, for fear of retaliation by their employers. Al- though this law increases the time to assert claims, a lawsuit cannot be filed without obtaining the right to do so from DFEH. Meaning, rather than fil- ing a lawsuit for discrimination and/or harassment can occur up to four years after the misconduct of an employer. AB 51—Prohibition of Arbitration Agreements … for some! This law will prohibit employers from requiring that employees, pro- spective employees or applicants waive their right to bring forth their FEHA claims in court rather than submit them to arbitration. Further, it provides that an employer may not threaten, re- taliate or discriminate against an em- ployee if they refuse to consent to the waiver of any right, forum or procedure for a violation of FEHA or other specif- ic statutes governing employment. SB 188 (Mitchell)—Crown Act SB188 amends Government Code Section 12926 and Education Code Section 212.1 and takes effect Jan. 1, 2020. FEHA states it is unlawful to en- gage in discriminatory practices based on protected characteristics (including race and ethnicity). This law would amend the definition of “race” to in- clude traits historically associated with race, including but not limited to hair texture, protective hairstyles (including “braids, locks and twists”). SB 188 pro- hibits employers from discriminating employees based on hairstyle. SB 3—Minimum Wage Increase SB 3, also known as “Pathway to 15,” was enacted in 2016-2019 setting forth a schedule to increase minimum wage through 2023. The current schedule of minimum wage increase is as follows: $12/hour within 25 or fewer employ- ees and $13/hour for 26+ employees by Jan. 1, 2020. $13/hour within 25 or fewer employees and $14/hour for 26+ employees by Jan. 1, 2021. $14/hour within 25 or fewer employees and $15/ hour for 26+ employees by Jan. 1, 2022. $15/hour within 25 or fewer employees by Jan. 1, 2023. This is by no means an exhaustive list of new laws. Other laws coming into effect include AB 673 (Civil Penalties for Unpaid Wages), AB 749 (Voiding No-Rehire Provisions), SB 83 (extend- ing duration for family leave to eight weeks), and SB 142 (Expansion of Lac- tation Accommodations). Read future columns for more information about the new laws. STEPHEN DANZ AND NAVID KANANI | Employment Law Stephen Danz is founding partner of Stephen Danz & Associates, one of the largest Cali- fornia law firms committed to representing employees in their disputes with employers. Navid Kanani of JS Abrams Law teamed up with Stephen to litigate for employees in the courtroom. Combined, their firms have more than 50 years of experience fighting for em- ployees. Together they have successfully represented whistleblowers before federal and state agencies and in federal and state courts for nearly five years. They can be reached to file whistleblower claims for any type of fraud or misconduct at (877) 789-9707. A Review of CA Employment Laws Taking Effect in 2020 Navid KananiStephen Danz AttorneyAtLawMagazine.com 25AWARDS ANNOUNCEMENTS PRESS RELEASES EVENTS PROMOTIONS ACTIVITIES HONORS RECOGNITIONS TALK TOWN of the SUBMIT PRESS RELEASES FOR NEXT MONTH’S TALK OF THE TOWN AT WWW.ATTORNEYATLAWMAGAZINE.COM/SUBMIT-TOT/ Arent Fox LLP Inter- national Co-Leader Malcolm S. McNeil was honored with two awards at the 2019 Flo- gen Sips Summit & Ex- hibition in Paphos, Cy- prus. The awards were for outstand- ing contributions in international law and for leadership in applying law with a scientific logic within the framework of sustainable develop- ment. Kirkland & Ellis LLP has promoted eight at- torneys to partner in its Los Angeles office. The attorneys and their practice groups are: Christine Bea and P. Paul Rezvani, Debt Fi- nance; Peter Connolly, Investment Funds; Ed- ward Hillenbrand , Liti- gation; Michael Shultz, Real Estate; Dilveer S. Vahali and Jennifer Yapp , M&A/Private Equity; and Ben- jamin A. Yaghoubian , Intellectual Property Litigation. Lathrop Gage announces that lead- ing Employment & Labor attorney Laura Reathaford has joined the firm as its newest partner in the Los Angeles office. Reathaford will lead the Employment & Labor practice group’s strate- gic West Coast growth plan. Attorney Michael Childress, who special- izes in Insurance Re- covery and Bad Faith law, has joined the Los Angeles based plain- tiff’s firm Kabateck LLP as of counsel. For nearly four decades, Childress has successfully helped pol- icyholders nationally and interna- tionally resolve and litigate claims against their insurance company. He concentrates his practice on protect- ing and enforcing the rights of the in- sured. Wolf, Rifkin, Shapiro, Schulman & Rabkin LLP has added litigator Alexander B. Boris to its Los Angeles tam. Boris has experience in all aspects of the pre- trial, trial and settlement process. His practice focuses on complex civil liti- gation, real estate, community associ- ations, and construction defect. He also has extensive experience in alter- native dispute resolution, successful- ly negotiating millions of dollars in settlements on behalf of his clients. Polsinelli has elected Adam Daniels as a shareholder. Daniels is a registered patent at- torney with a practice that involves all aspects of intellectual property. From startups to Fortune 100 compa- nies, Daniels represents clients of all sizes and on matters involving patent portfolio development (domestic and foreign), Intellectual Property litiga- tion, license agreement negotiations, and due diligence in the context of new product releases, mergers and ac- quisitions, and investments. Polsinelli has elected Eric Garcia as a shareholder. Garcia is an intellectual property attorney with a hybrid prac- tice in patent prosecution and litiga- tion. Jonathan Roven has formed the new per- sonal-injury firm Jonny Law. In addition to serving seriously in- jured clients, he prac- tices in the medical and legal malpractice fields. Polsinelli principal Stephen Nichols has been appointed to serve as chair of the Califor- nia-Southern Commit- tee of the American College of Trial Law- yers. In his role, Nichols will assist the ACTL and its Southern California membership in maintaining and seeking to improve the standards of trial practice, professionalism, ethics, and the administration of justice through education and public state- ments on important legal issues. Loyola Marymount University has named Brian S. Kabateck, LLS 1989, managing partner of Kabateck LLP , as one of five new trustees. Four student litigants from Campbell University School of Law out-litigated 15 other teams to win the 18th-annual National Civil Trial Competition, co-sponsored by LMU Loyola Law School in Los Ange- Benjamin A. Yaghoubian Malcolm McNeil Edward Hillenbrand Jennifer Yapp Laura Reathaford Michael Childress Jonathan Roven Stephen Nichols Brian S. Kabateck Alexander B. Boris Adam Daniels Eric Garcia Peter Connolly Michael Shultz Dilveer S. VahaliPaul Rezvani ATTORNEY AT LAW MAGAZINE · LOS ANGELES · VOL. 5 NO. 6 26AWARDS ANNOUNCEMENTS PRESS RELEASES EVENTS PROMOTIONS ACTIVITIES HONORS RECOGNITIONS SUBMIT PRESS RELEASES FOR NEXT MONTH’S TALK OF THE TOWN AT WWW.ATTORNEYATLAWMAGAZINE.COM/SUBMIT-TOT/ les and the Santa Monica law firm Greene Broillet & Wheeler LLP . The winning team was Luke Coates, Kevin Littlejohn, Lydia Stoney and Courtney Haywood . Victor L. George , a plaintiff attorney spe- cializing in employ- ment law and cata- strophic injury and wrongful death and founding partner of the Law Offices of Victor George in Tor- rance, and Thomas F. McAndrews, a liability defense attorney at Reback, McAndrews & Blessey of Manhattan Beach, received Loyola Law School’s 15th Annual Champions of Justice award. Attorney Mariam Kuregyan , found- er and lead attorney of the Davana Law Firm, was recently named to the Top 40 under 40 Lawyers in Los An- geles list by The National Trial Law- yers. Victor L. George Luke Coates, Kevin Littlejohn, Lydia Stoney and Courtney Haywood BEVERLY HILLS BAR ASSOCIATION A ttorney Michael R. Sohigian, of the Law Offices of Michael R. Sohigian in Beverly Hills, was installed as president of the Beverly Hills Bar Association at the organization’s annual Installation and Awards Dinner. Sohigian, along with his fellow Board of Governors officers, and officers of the BHBA Barristers and the Beverly Hills Bar Foundation (the charitable affiliate of the BHBA) were sworn in by his father, Los Angeles Superior Court Judge Ronald M. Sohigian (Ret.). Of- ficers being sworn in Beverly Hills Bar Association were President-Elect Adam Siegler of Greenberg Traurig; First Vice-President Anthony Ross of Tyson Mendes; Second Vice-Pres- ident Malcolm McNeil of Arent Fox LLP; Secretary/Treasurer Alexander Rufus-Isaacs of Rufus-Isaacs, Acland & Grantham LLP; and Immediate Past President LaVonne Lawson of the Law Office of LaVonne Lawson. BHBA Barristers officers installed were President Nadira Imam of Law- rence H Jacobson APC; President- Elect David Wagmeister of the Ma- tian Firm APC; Treasurer Kent V. Grover of Goldberg Segalla; Secretary Jasmin Gill of Pessah Law Group PC; and Immediate Past President Jack McMorrow of Harris-Ginsberg LLP. Beverly Hills Bar Foundation leaders invested included President Linda E. Spiegel, certified mediator, attorney at law; Vice President Scholarships Alan Forsley of Fredman Lieberman Pearl LLP; Treasurer Feris M. Greenberger of Greines, Martin, Stein & Richland LLP; Secretary Marc A. Lieberman of Fredman Lieberman Pearl LLP; and Immediate Past President Jim Jahant of Beverly Hills.Outstanding service awards were presented to Brian P. Lepak (President’s Award); Natalia C. Aranovich (Board of Governors Award); Steven Mindel (Chief Execu- tive Officer’s Award); Jonah A. Gross- bardt (Barristers Lawrence J. Blake Award); and BHBA CEO Marc R. Staenberg (Louis B. Fox Award). NEWLY INSTALLED BHBA PRESIDENT MICHAEL SOHIGIAN PRESENTS BHBA CEO MARC STAENBERG WITH THE LOUIS B FOX AWARD, WHICH HAS BEEN RENAMED THE FOX-STAENBERG AWARD AWARD RECIPIENTS BRIAN P. LEPAK, NATALIA C. ARANOVICH, STEVEN MINDEL AND JONAH A. GROSSBARDT. BHBA PAST PRESIDENTS. OFFICERS RECENTLY INSTALLED ARE BHBA PRESIDENT MICHAEL SOHIGIAN, BHBA BARRISTERS PRESIDENT NADIRA IMAM, AND BEVERLY HILLS BAR FOUNDATION PRESIDENT LINDA E. SPIEGEL, PICTURED WITH INSTALLING OFFICER LOS ANGELES SUPERIOR COURT JUDGE RONALD M. SOHIGIAN (RET.). BHBA PAST PRESIDENT RICHARD M. KAPLAN AND LEROY WILLIAMS, MEMBER OF THE BARRISTERS BOARD OF GOVERNORS AttorneyAtLawMagazine.com 27Out on the Town LaVonne Lawson, Laurence Goldman and Linda Spiegel Rick Kaplan and Nina Marino Greg Heller and Charles Balot Steve Mindel and Tom Girardi Dmitry Goren, Alex Grager and Rick Kaplan Marcia Gordon and Andrew Thomas Beverly Hills Bar Association’s Installation & Awards Dinner at the Four Seasons Iranian American Lawyers Association Halloween Mixer at Estate Restaurant + Bar Herbert-John Hayden, Bertha Hayden and Joel Garcia Lucy Armendariz, Jesus Rodriguez and Natalie Mere Barry Shanley and Marc Staenberg Tamila Jensen and Brad Pauley 28Santa Monica Bar Association’s 91st Annual Installation Gala at Shutters on the Beach Mexican American Bar Association Installation Dinner at the Biltmore Joshua Latin and Barry SchreiberSidney Kanazawa and Amy Newman Ron Jones and Tran Dang Shelly Torrealba and Steve Cooley Joseph Blunt and Alex Malkis Oscar René Gutierrez, Sianna Collado Boutte, Shannon Cooley and Steve Cooley Alexandra Kazarian, Eddie Olivo, Michelle Etchebarren and Raymond Eschaghian Michael Garcia and Tom Girardi Lucy Armendariz, Jesus Rodriguez and Natalie Mere Karin Borzakian and Wendy Segall Morvareed Salehpoor and Michael Solner Yolanda Plascencia, Mario Meza and Stephanie Gordon Benny Osorio and Parkash Khatri AttorneyAtLawMagazine.com 29Next >