< PreviousIt’s that time of year when so many of us are setting (and, by now, proba- bly breaking) new year’s resolutions, but resolutions are so last decade! Start 2020 by going bigger! And how can you future-proof the decade and be ready-set-go for the future? Goal-planning! So let’s forget those resolutions and instead focus on looking at the big picture and asking ourselves the serious and yet perhaps more exciting question, “What do I re- ally want to accomplish over three to five years?” Here’s a three-step plan to think about making your future dreams come true through thoughtful plan- ning and preparation. STEP 1: DREAM THE DREAM. Find some quiet space, perhaps with a journal or a meditation cush- ion, and think about where you’d like to be—whether professionally, per- sonally or both—in the next three to five years. Imagine it’s now 2025. You look around and say to yourself, “Wow, I can’t believe how fortunate I am and how happy I am with my life right now.” Try to let go of that voice in your head that says, “Yeah, but,” every time you have an idea. For some people, this is really simple; they know exactly what they want. And for others, they struggle: They have lots of desires, they want a lot of things, they don’t want to commit, they aren’t sure. But just try it! Without judgment or negativity, particularly if you’re not clear about the direction, try to imag- ine with as much granularity as pos- sible, the life you have (partner, job, title, house, car, possessions, income), and imagine the location you’re liv- ing in (city, beach, forest) and what’s it like there. What is brining you joy and meaning? What kind of work are you doing? What did you have to learn about yourself, or what beliefs did you have to let go of to have this future come true? STEP 2: MAKE THE MAP! Once you have a vision for your future, you can reverse engineer to today to figure out how to make it happen—create the map, if you will. If you want to go to Chicago, and you jump in the car without any naviga- tion planning, you could end up in Chicago, but you could also end up Miami or Mexico. In order to make the dream in Step 1 reality, what will you need to do to make that happen? What is currently standing in the way of your aspira- tions? What beliefs or perceptions do you have that are holding you back from taking your business to where you want it to go? What will it take for you to be considered “ready” for that position? Write down what you think you would need to do in order to make whatever you were dreaming about in paragraph one. STEP 3: ACTION, ACTION! WE WANT ACTION! In step 1, we looked at the big-pic- ture, long-term goals and aspirations. In step 2, we did a breakdown of the development/learning areas that are required to get to that goal. This is the action planning phase where you take some of the items in Step 2 and cre- ate specific actions necessary to move you toward your goal. If you’re an associate in a law firm and your five-year aspiration is to be a partner, and what you’d need to do to make that happen is to bring in X number of major clients, bill $Y/year and be considered an expert in your field at the firm. Looking at the what you need to do, regarding bringing in X number of corporation clients, what would you need to do? Brain- storm about all the different things you can do to forward this one spe- cific area of development and with the results, pick three to five that you will commit to doing. Try picking ac- tion items that you can do in the short term as well as some longer-term ac- tions. Try this exercise for each of the items you’ve identified in Step 2. This is how you’ll start making your dream or goal in Step 1 become a reality. Working with a coach can help you with all three steps by first helping you visualize and capture the three- to-five-year goals. Second by helping you get clarity around what things you need to develop, learn, create or acquire to make that dream happen. And last, guiding you to craft the clear and specific action plan as the road make to your destination. 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. Future-Proofing Your Personal and Professional Life for 2020 and Beyond ATTORNEY AT LAW MAGAZINE · LOS ANGELES · VOL. 6 NO. 1 10Hiring, Termination, and Contractual Tortious Constructive Discharge Wrongful Demotion (Scott v. PG&E (1995) 11 Cal.4th 454) Unruh Civil Rights Act (Civ. C. §51 et seq (contractor) Fair Employment and Housing Act Violations Extends the statute of limitations for FEHA claims from one to three years eff. 1/1/20. Last adverse employment action giving rise to a claim must have occurred on or after 1/1/19 for this law to apply. (Govt. C.§12960 & 12965) Aiding & Abetting (Govt. C.§12490(i)) Leave Time Military Duty or Training (Mil. & Vet. C.§394) Kin Care Leave (Lab. C.§233) Miscellaneous Related Torts & Statutory Violations Civil Conspiracy/Aiding and Abetting to violate [add tort] (not freestanding, must pair with violation of a law) Invasion of Privacy (Cal. Const., Article 1, §1 &C/L) Civil Code 3339 Immigration status not admissible in determining empl. damages Labor Code Violations & Other Related Claims §201 Wages due on termination (immediate) §202 Wages due on quitting (72hours) §210 Willful failure to pay – private right of action eff. 1/1/20 §216.5 Forced to sign release for wages due §218.5 Atty fees for non-payment of wages §221 Illegal collection back from EE of wages paid §226 Penalty/remedy due to ER’s failure to provide specified info on wage statements; ER must provide copy of payroll records to EE upon request §226.3 Wage statement penalties – PAGA only §226.7 Missed meal/rest periods – 1 hr premium/day §227.3 Vacation time due at termination §232 Illegal to refuse to allow EEs to discuss wages or to discharge/retaliate against EEs for discussing wages §351 Makes it illegal to take tips from EE – PAGA only §432 Allows EE to get copy of any writing signed §432.5 Can’t force EE to sign agmt prohibited by law §432.7 Can’t require applicant to disclose arrest not resulting in conviction or dismissed or info re a referral or participation in pre/post- trial diversion program, conviction & adjudication as a juvenile. ER may only consider particular convictions when assessing EE’s criminal history. Provides for attorneys’ fees. §432.8 Protects EE from disclosing marijuana possession conviction more than two years old §435 No audio/video recording EE bathroom, changing room §510 Workday 8 hours, overtime 1.5 after 8 §512 Meal periods §515(d) Non-exempt EEs paid OT after 40 hrs/wk, 8 hrs/ day §558 OT penalties §558.1 Owner/director/managing agent of corp potentially liable for certain W&H violations §925 Can’t require CA EE to resolve disputes outside CA/ apply non-CA law except empl. contract negotiated by atty §970 Misrepresentation re kind, nature or duration, inducing EE to move for purpose of work; double damages per LC 972 §980 Restricts ER requesting access to EE/applicant’s so- cial media §1019.1 Prohibits retaliation for opposing unfair immigration-related practice. ER can’t request more or different documents than required under federal law §1050 Misrepresentation to potential new EEs §1171.5 Immigration status irrelevant to Labor Code rights §1182.12 Min wage $13/hr 1/1/20; $15/hr 1/1/22 §1194 Authorizes civil action regardless of agreement to contrary re min & OT wages due §1197.5 Prohibits wage inequality based on gender/ race for substantially similar work (prior compensation irrelevant) §1198.3 Protects EE who refuses to work hrs in excess of those permitted by IWC orders §1198.5 Reqs inspection of personnel records w/in 30 days written request ($750 penalty) (combine request with LC 432 (documents signed) and LC 226 (payroll records) §2699 et seq Private Attorney General Act (PAGA) §2751 Commission agmts must be in writing §2802 EE is indemnified for business expenses §2856 Excuses noncompliance with illegal orders §2929 No termination for EE’s judgment’s garnishment §6310 No discrimination against EE for safety complaints to gov’t (note: complaint to ER is complaint to the gov’t) §6311 No discharge for refusing to work in violation of Cal OSHA §6402 No ER shall require or permit any EE to be in place of employment which is not safe and healthful §6404 No ER shall occupy or maintain any place of employment that is not safe and healthful §6405 No ER shall construct unsafe premises IWC Orders (min. wages, max hrs and OT), max rent charges for apt managers Health & Safety C. §118600 requires businesses & gov’t agency to provide single-user, all-gender restroom facility §1030,1031,1033,1034 Lactation Accommodation Stephen Danz’s Employment Law Cause of Action Checklist For the last several years, my team and I have annually distributed a Employment Law Cause of Action checklist to California Attorneys. Below is a list of the lesser- known causes of action which every litigator should know about. Special thanks to Navid Kanani for his assistance in editing this special list. Given the wide reach of employment laws and its effect on us all, this is a resource that needs to be shared within the legal community. I welcome any questions regarding this list or employ- ment law. This list is illustrative, not exhaustive.Attorneys of the Month Bob & Brad Simon Their Strong Suits By Sarah Torres ATTORNEY AT LAW MAGAZINE · LOS ANGELES · VOL. 6 NO. 1 12Bob & Brad Simon Their Strong Suits By Sarah Torres AttorneyAtLawMagazine.com 13Brothers Wilbur and Orville Wright revolutionized ground and air travel. George and Ira Gershwin took over Broadway with their tunes and lyrics. And now Bob and Brad Simon aim to change the practice of law for both client and counsel. The twins and founding partners of the Simon Law Group believe when it comes to handling cases, two heads (or more) are better than one. As they mark the 10-year anniversary of the firm and their combined 20 years of practice, they say they are building on what works for them. “Everything is by a team,” says Brad of the workings of their personal injury firm. “It’s not like this is my case, or this is Bob’s case. Everyone is working on the same files in real time.” The firm’s five offices span San Jose to San Diego. A se- nior attorney heads a collaborative effort by three or four other attorneys who prepare the case and take it to trial. “We try cases as a team and litigate as a team,” says Bob. “We let specialists specialize. We think everything runs better that way.” What They Do Best Brad and Bob focus on the areas in which they excel. For Brad, he says, that means overseeing the day-to-day operations of a 65-employee staff. “I’m wearing all the hats and taking a macro-level view to make sure everything is running smoothly,” he says. “If someone tells me the client’s name, I usually know the facts of the case, but I leave the minutia to the other at- torneys.” “Brad is being a little modest here,” says Bob. “He has a photographic memory and remembers every single file. Out of a hundred cases, he knows all of them. It’s phenom- enal—you mention a name, and Brad knows everything about the file and what needs to be done on it.” After Brad takes the broad view of a case, he and a se- lected team of attorneys move in at the micro level. He offers the members advice and shares with them his gut- reaction to cases. Teams communicate via real-time chatrooms that are firm wide as well as specific to each file. This invites feed- back on the issues from the wide range of the attorneys’ experiences, they say. “Anyone can chime in if they know the answer,” adds Brad. Bob says that he’s detail-oriented and needs to know all the facts, but that he can’t—and shouldn’t—do it all. “We’ve learned as a firm that I can’t micromanage every detail of a case,” he says. “I give the orders and allow others to execute those orders, almost like the military.” Or perhaps less like a drill sergeant and more like a coach. “I grew up playing team sports,” says Bob. “I draw on that experience to see things from a different perspective and see things as a team, and that delivers results for the cli- ents.” Sharing is Caring Clients aren’t the only ones who benefit from the Simon brothers’ collaborative style. They’ve drawn the attention and admiration of attorneys in the Los Angeles legal commu- nity and beyond. Brad cites Bob’s welcoming and open demeanor as a contributing factor to their rising profile. “Bob is always there to talk,” Brad says of his twin. “Attor- neys will ask Bob his advice about cases, and he will let them know what he thinks. His phone is always buzzing. We’re here Bob and Brad, 2, in Pittsburgh Justice Team Podcast shoot with Robert Simon, Brad Simon, Brandon Simon and Murat Jon Abayhan. “If we can bring technology and efficiency into the picture, we can give attorneys more time with their clients at a lower cost.” – Bob Simon ATTORNEY AT LAW MAGAZINE · LOS ANGELES · VOL. 6 NO. 1 14to share information with attorneys around the country.” This led to the creation of the Justice Team Podcast. Released bi-monthly and regularly hosted by the three Si- mon brothers (Bob, Brad and Brandon), the podcast has over 50,000 streams and a national audience. Bob also mentors at every level—from Pepperdine Law School students to junior and senior attorneys. Brad re- lays an example of Bob’s dashing from the courtroom after a trial’s closing argument and then driving to Malibu to speak with young attorneys about trial advocacy. “I don’t know how he does it,” Brad says. “Maybe we have a triplet we don’t know about.” What’s Coming Next? “We’re interested in industry-wide solutions, not just firm- wide solutions,” says Bob. “I am a big believer that a rising tide lifts all boats.” According to the brothers, the challenges in the industry include lack of advancement opportunities for young attor- neys, the legal system’s failure to embrace technology, and firms not capitalizing on their employees’ efficiencies. The answers, they say, are found within their new Justice HQ model of legal practice. Founded by the brothers and set to open with its first office in Downtown Los Angeles this quarter, Justice HQ is an exclusive membership of consumer attorneys, many of them young solo practitioners, who collaborate to share ex- pertise and also practice on a primarily virtual basis. (To learn more about Justice HQ, see “Robert Simon on Justice HQ” in Attorney at Law Magazine’s Volume 5 Number 5.) “Brick and mortar practices are not going to exist in five years,” says Bob, crediting technology for the shift. “Cli- ents don’t need the gray-haired attorney in an expensive office anymore. They can meet their attorneys in a coffee shop or a shared office space.” The concept is boosting the opportunities for young at- torneys ready to sink their teeth into taking a case to trial rather than put their time in at a large firm handling the menial tasks for the seniors, Brad says. It’s a concept the Simon Law Group is already embracing. He paraphrases LeBron James, who joined the Cavaliers as a teen, when he questioned why professional athletes were expected to go to college: “Why should they sit in a big school and wait for their time when their time is now?” “Tools like working in the cloud can be taught,” Bob says, “and if we can bring technology and efficiency into the picture, we can give attorneys more time with their clients at a lower cost.” Resistance exists, Brad says, but innovation must take over. “The law is way behind in technology,” he says. “Court- houses are still requiring reams of paper. Some court- houses are getting caught up finally, but we’re killing tons of trees with things that can be accomplished with an iPad or a click of a button. “Attorneys can do most of everything from their phone, at home,” he adds. “They can come to the office when they need to, but they’re wasting productivity on the road.” Brad says what makes people happy is to spend time with their family. “Most people don’t want to work Christmas Eve and drive home in traffic,” Brad says. “Let’s bring people the joy that they deserve. That brings better results for the client.” Tech and Talent Embracing technology in the Justice HQ model solves the young solo attorney member’s issue of navigating a new career with the pressures and distractions of run- ning their own practice, as well as capitalizing on their strengths. “For self-employed or solo attorneys, more than half their day is consumed with non-legal items like mail, bills, medical coverage and records,” says Brad, “that takes away from their real talents.” In the collaborative, cloud-based Justice HQ set-up, he says, the solo attorneys are not only relieved of wearing the office manager hat, they can contribute to a case in the best way they see fit, further raising attorney productivity and client service. Bob cites the brothers’ different competencies that make them two parts of a whole—Brad’s superior writing skills “My parents ... taught me the honest way is the hardest way, but that it’s the most rewarding, and that doing the right thing will always have the best results in the end.” – Brad Simon AttorneyAtLawMagazine.com 15Simon Law Group 34 Hermosa Ave. Hermosa Beach, CA 90254 (310) 914-5400 JusticeTeam.com Justice HQ 207 Main Street Seal Beach, CA 90740 www.justicehq.com Practice Area Personal injury Professional Memberships Consumer Attorneys of California Orange County Trial Lawyers Association Consumer Attorneys Association of Los Angeles American Association for Justice American Board of Trial Advocates Community Involvement Los Angeles Trial Lawyers Charity AdoptTogether BOB SIMON Education Pepperdine University School of Law George Washington University Hobbies Whiskey Tasting Watching Pittsburgh Sports Growing My Family and Businesses Favorite Quote “Evolve or die.” BRAD SIMON Education Southwestern University School of Law George Washington University Hobbies Whatever Makes the Kids Happy Favorite Quote “Perfection is often the enemy of progress.” and Bob’s gifts as a winning litigator—as the basis for the idea. “Not every Bob has a Brad and not every Brad has a Bob,” he says. “Our philosophy is that you do what you’re good at, and someone else can do what they’re good at. Let’s find the best solution to fill the void … so you can excel.” Extending beyond the offices of the Simon Law Group and Justice HQ, Bob relates this wisdom to any attorney’s practice. “Whenever people ask me for mentorship, I ask, ‘What do you want to do as a lawyer? And why aren’t you doing it now?’” he says. “I tell them, ‘You should find a way that 80% to 85% of your job is what you want to do and what you enjoy doing. If you’re not doing that, you’re losing sight of what this profession is.’” It’s obvious the brothers enjoy what they’re doing. Their biggest tri- umphs, they say, are not the verdicts themselves, but watching their trial teams achieve their wins and thrive in their practices and their personal lives. “I enjoy others’ success more than my own,” says Bob. “I love delegating trust in those young lawyers and then see them hit the home run them- selves.” Bob and Brad had their own supporters early on, too. For Bob, it was highly acclaimed personal-injury attorney Gary Dordick, whom Bob still speaks with every other day and considers a best friend. “I never found a mentor in the legal profession,” counters Brad. “My parents were my mentors in the general sense. They taught me the honest way is the hardest way, but that it’s the most rewarding, and that doing the right thing will have the best results in the end. “Our parents work for us now,” he adds, “but we take their advice and counsel whenever we’re making business decisions.” “I wish Brad was my mentor because he gave the correct answer,” laughs Bob. Looking Back and Ahead As they mark the 10-year anniversary of the Simon Law Group, they recall how far they’ve come. Bob describes the uncertainty and untimeliness of getting paid for cases in their early years, even on strong successes and verdicts. “We don’t get paid per hour. In the words of legendary PI attorney Brian Panish, ‘We get paid perhaps.’ And there were years we got paid zero,” he says, adding that they still had the tasks of providing health insurance to employees, finding office space, and creating the right at- mosphere at the firm—all while sticking to their commitment to do the right thing. A challenge that has persisted over the decade, Brad says, is finding good attorneys to co-counsel with. “CA has a lot of lawyers,” he says. “Most of the time, the attorneys that consumers find are the ones paying the most for pay-per-click. Clients get slighted when they’re stuck finding an attorney by looking up a billboard and listening to the best jingle.” Brad laments that too often consumers’ understandable lack of experi- ence in hiring attorneys leads them down a poor avenue of recovery for their suffering. “They don’t know they could have achieved more,” he says. “Our com- mitment is to ensure the consumer is met with the best advocate for what they’re trying to pursue.” While holding to their core principles of ethics and civility, Bob and Brad aim to take 100 cases to verdict this year and plan to expand both the Simon Law Group and Justice HQ throughout the country. The brothers say they are more focused than ever. “When we started off, we said to ourselves, ‘What are we going to do and how are we going to figure this out?’” Bob says. “Now we know exactly what we’re going to do. “We used to look to others for that mentorship,” he adds. “Now other firms look to us.” A t a G l a n c eAWARDS 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/ Cathy T. Moses has been pro- moted to partner at Cox, Castle & Nicholson LLP. A member of the litigation team, her experience spans a wide range of business and real estate litigation matters, in- cluding business torts, contracts, partnership disputes and employ- ment litigation. Firms Lathrop Gage and Gray Plant Mooty have combined into Lathrop GPM. The combination expands client services, deepens both firms’ core in the Midwest and provides a wider national platform. With the combination, Lathrop Gage clients gain access to Gray Plant Mooty’s globally rec- ognized Franchise team, as well as its Health Law, Higher Education, Mergers and Acquisitions, and Nonprofit and Tax-Exempt Orga- nization practices. Gray Plant Mooty clients benefit from Lath- rop Gage’s extensive experience in Life Sciences, Intellectual Proper- ty, Insurance Recovery, Tax Cred- its, Environmental Law, Tort Liti- gation and Energy. The combina- tion also creates a deeper bench of talent in Corporate, Labor and Employment, Business Litigation, and Trusts and Estates. Peter S. Selvin has joined Ervin Cohen & Jessup in its Litiga- tion practice. With nearly 40 years of ex- perience handling commercial litiga- tion, insurance coverage and in- ternational litigation, he repre- sents insurers and national corpo- rations in high-stakes civil dis- putes in a variety of commercial and business settings around the United States. Ervin Cohen & Jessup has added Pooja S. Nair to its Litigation practice. Nair is a business liti- gator and problem solver with a focus on the food and beverage sector. She advises food and beverage clients, startups and other businesses on a comprehensive range of issues in- cluding employment, trade se- crets, partnership disputes, con- tract negotiations, intellectual property, licensing and franchise disputes. Akerman LLP has named Michael Weiss is office man- aging partner of its Los Angeles office. As office managing partner, Weiss will guide Akerman’s growth and re- cruitment efforts in Los Angeles, while further strengthening the firm’s relationship with civic and business leaders in the region. Weiss, an experienced commercial litigator, will also continue his role as leader of the Los Angeles litiga- tion practice group, representing clients through complex real es- tate litigation, commercial and business disputes, and insurance and insurance insolvency matters. Litigation Counsel of America announces that Thomas A. Mesereau Jr. will serve as presi- dent of the LCA in 2020. A trial lawyer who specializes in the de- fense of white-collar criminal cas- es, corporate and individual; the defense of physicians and health care practitioners before the Cali- fornia Medical Board and other administrative entities; and vio- lent and non-white collar crimes, Mesereau is known in legal circles for representing both celebrities and the indigent. Each year the LCA awards the Thomas A. Mesereau Cup to a deserving law- yer, judge or scholar practicing in the area of criminal law. Entertainment, intellectual property and business litigation boutique law firm Kinsella Weitzman Iser Kump & Aldisert LLP announces that Zachary El- sea has become a partner of the firm. Elsea represents a wide vari- ety of clients in the entertainment industry, including production companies, talent agencies, artists and entertainers, as well as leading corporations and individuals in the technology and real estate sec- tors. Laura Reathaford has joined Lathrop GPM as a partner, leading the Employ- ment & Labor prac- tice group’s strategic West Coast growth Peter S. Selvin Pooja S. Nair Michael Weiss Laura Reathaford ATTORNEY AT LAW MAGAZINE · LOS ANGELES · VOL. 6 NO. 1 18AWARDS 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/ plan. She assists clients in a wide range of public and private busi- nesses, particularly, management among the banking, grocery, fash- ion, retail, manufacturing, health- care and telecommunications in- dustries. Greene Broillet & Wheeler LLP an- nounces the promo- tion Taylor Rayfield to partner. Rayfield works with clients who have suffered tremendous losses due to product liability, catastrophic personal in- jury, sex abuse, wrongful death, business torts and legal malprac- tice. Molly McKibben has been promoted to partner at Greene Broillet & Wheeler. She has resolved cat- astrophic personal injury, wrongful death, and products liability matters on behalf of consumers. September Rea has Polsinelli’s Labor and Employment practice, advising California and national employers in the enter- tainment, start-up, technology and hospitality sectors, on all as- pects of employment. Jesse Nichols has joined the national Real Estate practice at Polsinelli. He has built a broad-based national retail, multi- family, office, indus- trial and mixed-use real estate practice with a diverse group of clients located in New York, Cali- fornia and Florida. Polsinelli has add- ed Lindsay Ryan to its Labor and Em- ployment practice. Ryan advises em- ployers on compli- ance with federal and California requirements, wage- and-hour regulations, FMLA/ CRFA and disability accommoda- tions. Bryan Wasser joins Polsinelli’s Corporate and Trans- actional practice. Wasser advises and represents public and private com- panies in the areas of mergers and acquisitions, private equity, cross- border transactions, venture and growth capital corporate finance, joint ventures, and general corpo- rate matters. Appellate firm Spolin Law an- nounces the hiring of Caitlin Dukes, a for- mer prosecutor with a background work- ing on both sides of the criminal courtroom. With both federal and state court expe- rience, she has represented wrong- fully accused criminal defendants as an assistant public defender and then as a successful private de- fense attorney. Nestor Barrero has been promoted from senior counsel to partner in at Con- stangy, Smith, Brooks & Prophete LLP, a national man- agement side labor and employ- ment law firm. He advises large and medium-sized employers on all as- pects of labor and employment. Taylor Rayfield Molly McKibben September Rea Jesse Nichols Lindsay Ryan Bryan Wasser Caitlin Dukes Nestor Barrero SUBMIT YOUR PRESS RELEASE FOR NEXT MONTH’S TALK TOWN of the AttorneyAtLawMagazine.com 19Next >