Myths About Divorce Mediation in Maryland

Divorce mediation is used when a married couple wishes to dissolve the marriage and do so under various agreements. This type of divorce is often less emotional for the parties, and, for the most part, can be conducted outside the courtroom. While divorce mediation is a good option for many couples, it is not for every couple, and there have been some misunderstandings about how the process works.

Here are some facts about Maryland divorce mediation and how it works.

The Issue: Mediation lets one spouse dominate the other.

The Fact: Divorce mediation is not about dominance. It is about negotiating and keeping things in balance. An experienced mediator will pay attention to any power struggle or conflict and bring that up for discussion between the parties. The only reason divorce mediation in Maryland works is because the couple agrees on the important issues. Without this mutual agreement, there can be no mediation.

The Issue: Females can be taken advantage of.

The Fact: Wives are not at a disadvantage during divorce mediation as long as the mediator is experienced and watchful, which most are. There are many times, in fact, when women will get a better deal out of mediation than they would in traditional court. The reason for this is because divorce mediation in Maryland allows each spouse to discuss and negotiate an agreement rather than having the court simply adjudicate a result. It should also be noted that in most cases the woman is allowed to stop the mediation process whenever she wishes. She is also allowed to refuse signing an agreement that she feels is not fair.

The Issue: Finding a divorce mediation attorney is hard to do.

The Fact: This may have been true at one time, but divorce mediation has become so popular over the last few years that it is now possible to find a well-qualified mediator fairly quickly and easily. The divorce mediator should be someone that both spouses approve of and feel comfortable with.

The Issue: Mediation takes longer than court divorces.

The Fact: This is simply not true. In fact, by going through divorce mediation, most couples will save time compared to what it would take a court to do. In court divorces, litigation takes place between attorneys and the judge, not the two spouses. In mediation each spouse is allowed to voice and offer any idea to help move the process forward. This almost always cuts down on the amount of time needed to reach a mutual agreement.

The Issue: In divorce mediation, the mediator decides who gets what.

The Fact: Not true. The divorce mediator has absolutely no power or authority to decide who gets what and what is fair, as long as the mediation takes place within the legal guidelines set up by the state Maryland. It is up to the couple to discuss and decide what the final terms will be, not the mediator.

The Issue: Mediation works for all divorces.

The Fact: Divorce mediation in Maryland can work for many, if not most, divorcing couples if they are willing to conduct themselves appropriately during the sessions. Again, this process is about finding common ground, not fighting tooth and nail over some aspect of the couple’s life. There will be some divorces where mediation is not appropriate, especially if there was a history of abuse, spousal or child, or if there are issues with substance abuse. In these cases, one spouse may feel safer having his or her own attorney speaking for them rather than having to meet face-to-face with the offending spouse.

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What is a Testamentary Trust, and why is it useful?

Many people may be interested in obtaining a testamentary trust but may not be sure what they are. In simple terms, this is a legal document that is most often drafted for young adult children or minor children to help distribute funds should the parents die. These funds may come from the sale of the estate, life insurance policies, or the sale of other valuable assets. A testamentary trust is generally drafted after the death of the parents. It involves appointing someone to act as a trustee whose duty it is to look after the trust for a certain period of time. Normally, the trustee relationship is in effect until the minor reaches the age of 25 or has graduated from college. These terms, however, can be flexible and customized to meet the parent’s wishes.

While the cost of setting up one of these documents is usually reasonable, it is always best to get the services of a qualified attorney to do the actually writing of the document. This can help prevent confusion and possible litigation later on should some family member wish to contest the document. In addition to providing for minors, a testamentary trust can also be used to provide for those who have disabilities or are unable to provide for themselves. Generally, this type of legal document is used when there is a large amount of money or assets to pass on. There is a reason for this. The trustee, who may be a lawyer, will have to go to court on a periodic basis to prove the testamentary trust is being handled correctly. They do not do this for free. The longer the trustee has to handle the document, the more he or she is likely to charge for this service. This can end up being very expensive. These fees are normally taken out of the trust itself, thus reducing its value.

Another option is to use a revocable living will, which is usually less expensive to administer and is often a better choice for those who only have a fairly reasonable amount of assets to pass on after death. You should also ask your lawyer whether choosing an irrevocable income only trust, or a dynasty trust would be more beneficial for you or not.

While it was just mentioned that attorneys can be named as trustees, this is not a hard and fast rule. Other family members can be appointed, the court may appoint someone, and even friends of the parents can be appointed as trustees. Parents can be very helpful in this regard if they appoint the trustee before they die. It should be noted that with a testamentary trust the trustee actually inherits the assets and administers them until the conditions for disbursement are met. Until that time, the trustee has a great amount of control and power over the assets and how they are disbursed. The court will only oversee the administration of the process, which means it is important to make sure the person appointed as the trustee is someone who can be trusted for the long term.

Another reason to hire a qualified attorney is to provide, in writing, any special instructions the deceased may wish to pass onto to the trustee or the beneficiary. This can be especially important if there is also a will. Even though a legal will can clarify your wishes regarding how the money is to be spent by the trustee, the trustee, if the court approves, does not have to honor those wishes unless they have been properly spelled out, by an attorney, in such a way as to all but force the court to obey those wishes. This is something most people should not attempt to do on their own.

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What’s Your Grade In Law Firm Romance 101?

In light of the run-away success of Sex in the City, this might be a good time to deconstruct romance in the workplace. Over the years I’ve seen many decent people blindsided, and many others who end up hurting or embarrassing either themselves or, worse yet, innocent bystanders. Though all professional schools (and risk managers) should provide office sex education, focusing on how well-meaning, good people can fall into potentially compromising situations, they don’t which leaves us pretty much on our own to deal with difficult feelings and circumstances. Yet there’s nothing new about falling in love at work; most situations are fairly predictable.

The Intensity Of The Workplace Fosters Romance

The workplace can become so intense that boundaries blur and we’re tempted to throw caution to the winds. When strong feelings develop, often unexpectedly, it’s easy to conclude that you’re in love. But instead of surrendering, or reacting with stupefied surprise, it’s best to make intentional decisions, which are easier to make if you’re prepared for them.

Why is it anyone else’s business if two people who work together fall in love or begin an affair? Putting aside practical concerns like lawsuits, malpractice claims and ethics charges, organizations are complex systems and unbalanced relationships impact the whole team. There really isn’t any way to insulate the work environment. Questions about fairness, confidentiality, and the team’s survival if the relationship dies inevitably arise; communication is often disrupted and trust compromised.

To be forewarned is to be forearmed. Here are a few situations to be on guard for.

Office Parties Often Create Havoc

Office parties have a notorious reputation and with good reason. During work hours, we all experience a variety of feelings we don’t act on, ranging from anger toward others to attraction. Throwing an annual office party is a way we all get to let off a little steam. It’s a socially acceptable outlet, like a roast, or Mardi Gras. Granted, we all have fantasies, but once we act on them, we can’t always fit them back into the neat little box of our imagination. Remember: most of what happens in the heat of an alcohol-based event doesn’t survive the hangover, except as an embarrassing (and occasionally career-ending) bad dream.

Trials Can Become Romantic Hotbeds

Preparing for a trial can be akin to producing, directing and starring in a play both are dramatic, intense situations in which the stakes are high, hours are long, and you are on the same team. It’s not unusual for a romance to blossom, even though it will most likely fade after the wrap. None of the players is immune lawyers, clients, witnesses, experts, investment bankers. Wise attorneys will postpone any undying declarations of love until after the cast party is long over.

Rescuing A Client In Distress Can Be Sexy

Like therapists, lawyers have to work hard to not confuse the admiration and gratitude they receive from their clients for love. This is easier said than done. When people entrust you with their most difficult, and sometimes most intimate matters, it can be a heady experience. Who doesn’t love to be flattered, admired, appreciated and deferred to especially if we don’t receive quite the same attention from our families. In these situations, your clients need to believe that you are the most brilliant, experienced, and dedicated lawyer in the world; this allows them to weather situations over which they have lost control. Just make sure you don’t mistake these intense feelings for something they’re not.

Avoid The Mentor/Protégé Mix-up

In most offices, an informal mentoring relationship often develops between people who like each other. People generally choose to mentor someone who shares their interests, outlook, or values. Protégés admire and appreciate those who single them out for attention and guidance but these are often the same feelings that can lead to attraction and romance. But a mentoring relationship is, by definition, not between equals, and mentors bear the responsibility for protecting their protégés from the inherent vulnerability of this relationship. Wise protégés need to recognize that their mentors may not have completed Romance 101 and, therefore, should keep their own eyes open.

Don’t Become A Fool For Love

Some wonderful, passionate, caring and intense people men and women simply fall in love time after time. Often, they are charismatic, attractive and charming. They thrive on the depth and intensity of true love and seem to have a difficult time adjusting to ordinary life when the bloom fades. The last thing they want is to hurt anyone, but unfortunately they do. Men may be especially susceptible to this since our culture doesn’t allow them much room for emotional expression, and falling in love is an acceptable outlet. To protect yourself, notice patterns your own or your suitor’s. Once you’ve been down this path a couple times, ask yourself what role romance plays in your life. Is it a substitute for coming to terms with yourself? How are your serial romances impacting the lives of the people you care about? Conversely, if you are the latest object of affection, you need to ask yourself what happened to the most recent flame because you’re probably going to wind up like her (or him).

If you find yourself in one of these situations, the best thing to do is pause. Don’t enter into romantic relationships in charged circumstances until you can test your feelings in the cold, mundane light of day. If you can’t extricate yourself, talk to your firm’s risk manager or Human Resources representative. The conversation may be hard, but the one you initiate will undoubtedly go better than the one you are summoned to.

For law office managers, an ounce of prevention will save you tons of cure. Talk to the people involved before a relationship becomes an “issue.” When people understand the risks inherent in charged situations, they are much more likely to handle themselves admirably without your intervention. Second, establish clearly articulated norms about office relationships; that way, people will know what to avoid. Third, establish that “don’t ask, don’t tell” won’t work in your firm. Talking to people about personal relationships violates a host of cultural taboos, so the default expectation is that no one is going to raise the subject until it’s unavoidable at which point it’s usually too late to salvage. Let it be known that you are determined to have difficult conversations early. In fact, read the book: Difficult Conversations: How to Discuss what Matters Most by Stone, Patton, Heen and Fisher (Penguin Paperback,2000).

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The Most Common DUI Penalties

Several years ago, DUI penalties were not too severe. Today, they are, and this is true in all fifty states. Even though the punishments for driving under the influence can be severe, many people are caught doing it each and every day. With blood alcohol levels being lowered by many states, even a few drinks can lead to trouble with the law.

When it comes to DUI penalties, they vary from state to state, with some states having established mandatory punishments. While each state is allowed to set its own standards and punishments, some punishments are fairly common among all states.

Fines: In virtually all states within the US, being convicted of driving under the influence will lead to heavy fines. These fines often start with just being bailed out of jail at the time of arrest. Bail amounts vary, too, and can be considerably high, especially if the person has a past criminal record.

In addition to paying bail money, the person charged and convicted with driving under the influence will often have to pay additional fines. These normally include fines for court costs as well as costs for mandatory counseling or driver’s education classes.

Community Service and Counseling: As mentioned above, many states now impose a mandatory requirement for counseling or participation in driver’s education classes. The amount of time one must spend doing community service can vary a great deal, with past offenders getting several hundred hours of service imposed on them. Failure to perform any of these requirements can lead to jail time.

Probation: Just about all states will put convicted offenders under some type of probation. This can last from around six months to as much as one year or longer.

Loss of License: In some cases, DUI penalties also include the loss of your driver’s license. This is not always the case, but more and more states are leaning toward this punishment, even for first-time offenders. Those who have a past conviction of driving under the influence, can all but bet they will lose their license for at least some length of time. Along with loss of license, higher auto insurance premiums can be expected as well.

In many states, failure to take a breath test when requested to do so by the police can lead to immediate loss of license. This law is in effect in about two-thirds of the states within the US. For those interested, it is called ALR (Administrative License Revocation).

The above DUI penalties are the more common ones found in most states. You should check with your own state to see exactly what you may be facing if convicted of driving under the influence. Also, the above do not take into consideration accidents or injuries to others that may have occurred while driving impaired. Should a driver be involved in an accident while impaired, the punishments can be dramatically more severe than what we explored in this article.

Generally speaking, a person is considered impaired if the blood alcohol level is above .08 percent. This is a reduction from .10 which was in effect a few years ago. Any driver under the age of twenty-one cannot test positive for alcohol at any level. This is called the Zero Tolerance law and is in effect in all fifty states.

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Turning Law Students Into Lawyers

A ccording to the recently published Report from the Carnegie Foundation for the Advancement of Teaching, “Educating Lawyers—Preparation for the Profession of Law,” it is time for significant reform in legal education.  This report reinforced what many in the legal academy believe about the traditional curriculum in American law schools:  that law schools have focused too much on teaching students to “think like lawyers” and not enough on applying those thinking skills in the complexity of professional practice or on other critical social skills necessary for effective practitioners. The Carnegie Foundation Report emphasized that law schools should attempt to provide “integrated” learning experiences—a form of education that combines the teaching of legal doctrine, lawyering skills and professional identity.

Students are sometimes surprised that what they learn in law school does not seem to include all the aspects of practicing law.  Most of them want to be lawyers so they can have an impact on people’s lives or serve the needs of business or government—to help people in trouble find a way out or to help make their dreams come true.  But the emphasis of the traditional curriculum does not always appear to do that.  Instead, that training sometimes seems distant from the goal of learning how to talk to clients and other lawyers, understand their problems, and generate and implement useful solutions.

Much traditional teaching is done through the study of appellate opinions, a method that helps students learn analytical skills, legal rules and how they develop, but does little to transform students into apprentice practitioners.  Neither does it convey the richness and complexity of a real case.  Mid-way through their first semester, some students feel overwhelmed and disoriented by the lack of a perceived connection between their expectations and the reality of law school.   Some question whether they should continue.  Others seek that connection by obtaining part-time jobs or getting involved in extracurricular activities to bring a dose of reality to their experience.

Clinical Experiences Have Improved Legal Education

Clinical legal education, which has gained more prominence in American law schools over the last 30 years, addresses the problem of how to bring the practice into the academy.  Through in-house and real client clinics and externships, students gain real practice experience in a wide variety of subject matter and practice settings under the watchful eye of committed and experienced supervisors.

However, until they become universal, clinics and externships cannot completely solve the problems described in the
Carnegie Report.   Clinical programs are relatively expensive to operate, and as a result are typically not available to all students in most law schools.  By necessity, they tend to be fairly limited in their subject matter coverage, and students who don’t have interest in those particular areas often do not participate.  Although there has been a dramatic increase in clinical legal education in recent decades, most schools still provide clinics as elective courses and can only serve a portion of their student bodies.

The CaseArc Program Helps Prepare Students To Be Practitioners

After graduating from law school, most students gradually learn what they need to know to become effective practitioners. Those who enrolled in a clinic or an externship are generally better prepared for practice.  But regardless, the process of developing into an effective practitioner can be haphazard.  Students often have to learn on their own not just the business of law, but how to be professionals.

At Case Western Reserve University School of Law, we have dedicated an outstanding doctrinal faculty who provide a superb traditional legal education.  We also have had an excellent real client in-house clinical program (now known as the Milton A. Kramer Law Clinic Center) for over 30 years, as well as several externships.  In the middle 1990’s, however, our clinic advisory committee—consisting of practitioners, educators, judges, social service agency workers and other community activists—questioned how our law school could better prepare our students for the practice demands ahead.  The committee found that even the students who enroll in the clinic or an externship could benefit from more comprehensive preparation for practice.  The solution:  we needed to supply more broad-based practical training earlier in law school.  These discussions eventually led to the adoption of the CaseArc Integrated Lawyering Skills Program.

The CaseArc Program, required for all of our students, trains them in the fundamental skills that all lawyers need to be effective professionals.  Regardless of the practice context or subject matter focus, CaseArc seeks to provide the two overarching skill sets necessary for success:  “legal thinking skills” such as legal analysis, legal research, problem solving, strategic planning and recognizing ethical dilemmas; and “social skills” such as legal writing, interviewing, counseling, negotiation, oral presentation and fact investigation.  The CaseArc program begins with an intensive week-long orientation structured around a simple criminal case.  We address issues of professionalism, have students interview the defendant in the case, review and analyze the relevant law, watch the trial, act as a jury, and hear the appeal all in just a few short days.

The rest of the program develops over the first two years of law school.  Each of the first four semesters, students take one CaseArc course which is integrated with a doctrinal subject.  Each course focuses on different fundamental skills and each builds on previous courses.  By the end of the program students are trained in all of the fundamental skills we have identified.  As a result, we believe our students are better prepared and ready to act as professionals in one of our clinics, externships or labs as well as in their first legal jobs.

CaseArc courses are windows into the way lawyers actually use the law in their work for their clients.  The teaching methodology is a blend of traditional classroom and experiential learning.  The program combines large classes with small group and one-on-one interaction, lecture and discussion with hands-on practice, and legal theory and doctrine with application. We believe that students learn the fundamental lawyering skills best through repeated practice.  Therefore, the program introduces students to these skills at the beginning of law school and provides opportunities to get more practice as their training progresses. Students start out with less demanding situations and move to more complex applications as law school continues.  The most important of these skills—client relations skills, legal analysis and legal writing—receive repeated attention.  All of the training leads to opportunities for students to use their acquired skills in the “reality based” Capstone experiences (electives) later in law school—the real client in-house clinics, externships and labs.

The program relies on team teaching so that our faculty can concentrate on what they do best while providing our students with a holistic approach to learning the law and lawyering skills. We want our students to learn from people with different backgrounds and experience.  Doctrinal teachers focus on legal analysis, theory, policy and the development of the substantive law; lawyering skills teachers (full-time faculty assisted by law librarians and practicing lawyers) concentrate on legal research, analysis and writing and the social skills of interviewing, counseling, negotiating, and oral presentation.

The CaseArc program uses simulations designed to present students with realistic yet controlled experiences to help them develop their competence in the “social process” lawyering skills before they have to represent real clients.  These are the skills that involve people interacting with other people.  They consist primarily of client and witness interviewing, client counseling, negotiation, collaboration and oral presentation in formal, informal, litigation and planning contexts.  These skills are deceptively complex and, as every practitioner knows, extremely important to effective lawyering.  We make use of committed actors to play roles that are carefully designed to present lawyering challenges that will provide excellent vehicles for learning.

First-year students do only segments of an entire exercise, for example, a portion of a client interview.  They then watch their peers do other portions of the exercise and are critiqued as a group by their small group (firm) professors.  Students “learn by doing” and by watching their colleagues perform other segments of the simulation.  In this way, students learn the components of the skill being studied and have the opportunity to practice assigned components.

In subsequent years, students are given more opportunities to practice and perfect these all-important skills.  By the end of their second year, students have practiced doing complete interviews, counseling sessions, negotiations and oral presentations.  Because of this gradual approach to completing the entire exercise, we believe students have learned these skills more thoroughly and with greater understanding.

The Curriculum Integrates Legal Doctrine And Analysis, Lawyering Skills And Professionalism

CaseArc courses (which are experiential in nature) are integrated with or “linked” to a substantive area of law that students are studying at the same time or in which they have interest.  We believe this will enhance the learning of the subject matter and doctrine as well as the particular lawyering skill under consideration because each will be informed by the other, giving added relevance to both.  The design of the program requires that all legal writing problems and simulations arise out of the doctrinal subject with which the CaseArc course is integrated.  Each of the simulations, for example, is closely tied to the students’ writing assignments.  Interviews either lead to research and writing projects, or writing projects lead to the performance of a simulation—perhaps a negotiation or a counseling session.  This integration permits us to develop rich, content-based and life-like situations for students to grapple with in their writing projects and simulations.  It also fosters a deeper understanding of the theory and doctrine of the substantive area.

Both Substantive Learning And Skills Training Can Be Taught Simultaneously

In 2003, after a process of intensive study and collaboration led by our Task Force on Skills and Professionalism, our faculty unanimously adopted the CaseArc program.  The faculty determined that a two-year mandatory program was required to teach fundamental lawyering skills, and that this should be followed by a Capstone program in which students have the opportunity to apply what they have learned in authentic professional settings.  We implemented the program the following fall and graduated our first class in the spring, 2006.

One of the major challenges in garnering support for the program was to engage the faculty in a discussion about the relative importance in the law school curriculum of teaching substantive law and lawyering skills.  This was necessary because the Task Force proposed a mandatory curriculum for all students and, as a result, this would shift the balance between so-called “substance” and training in “skills.”  Not surprisingly, we couldn’t at first agree on the appropriate amount of skills training. However, we did acknowledge that our primary responsibility as a law school is to train professionals who can competently practice law.  We also agreed that in fact, we are all engaged in teaching our students substantive law and lawyering skills, and the differences between the teaching in doctrinal courses versus skills courses relate to emphasis and method more than anything else.  We further agreed that as part of a curriculum to train competent lawyers, both are required.

For example, a traditional doctrinal course (like Contracts or Property) might emphasize how to recognize, formulate, and approach legal issues while also conveying information such as the theory and doctrine of contract law.  Hence, when done well, the lawyering skills being taught might be legal analysis, issue identification, rule synthesis and development, and rule application.  Other skills that might also be taught in such a course (depending upon the instructor’s interests) might include oral advocacy to a court, negotiation with another attorney and counseling of a client.  The traditional doctrinal course typically uses the methods of Socratic dialog, case briefing, and lecture to develop these skills and knowledge.

In contrast, a legal interviewing simulation course, which uses a contract case as the basis for its exercises, might emphasize the skills of determining fact relevance, gathering information and building personal rapport as it teaches the theory and doctrine of breach of contract.  The method used might be to place a student in a lawyering role so she can use her knowledge of contract law to perform a simulated interview with a client to find facts relevant to the breach claim.

Once we viewed the pedagogical issues in this way, the idea of an integrated curriculum made sense.  For example, if our goal is to teach students both the substantive theory and law of contracts as well as how lawyers use that law to draft, negotiate and litigate contract matters, we might best accomplish this by combining the two types of courses, teaching both at the same time.  After all, this is how lawyers learn and apply the law and their skills to serve their clients.

The Program Faces Many Challenges But Integrated Curricula Represent The Future Of Legal Education

Of course, developing the CaseArc program led us to other challenges.   Surprisingly, among these was student acceptance. Although students value a relevant education, they also tend to be fairly conservative about changes to the traditional curriculum.  Some of our students were surprised to learn that such a curriculum was not required at the law schools their friends attended.  They also grumbled about their status as “guinea pigs.”  As a result, we try hard to inform our students about the importance of the skills they are learning and why we are doing it.  As more law schools adopt similar programs in the wake of the recent publication of the Carnegie Foundation Report, our job should get easier.

The cost of the program is also challenging.  We have expanded our full-time faculty to accommodate the increased demand for competent skills teachers.  We also have many practitioners as adjunct professors and actors who help teach lawyering skills in the simulation exercises.  Although these dedicated alumni and others do this important work for minimal stipends, the cumulative cost is substantial.

From a pedagogical point of view, team teaching provides wonderful possibilities and significant advantages, but requires careful coordination and collaboration if it is to be done well.  All team members need to be on “the same page” for a simulation or writing project to achieve its desired goals.

Grading is always a challenge in any law school course.  But the challenges are magnified when different members of the team evaluate different aspects of the course.  These difficulties deepen because the law school uses a grading system requiring that only a certain number of students can be awarded the highest grades.  If one team member is more generous than another, inconsistency and unfairness can result.  It is important to have systems in place to monitor the grading and adjust for any inconsistencies discovered.

Also, as the Carnegie Foundation Report indicates, law schools have been using the same evaluative tools, such as a single essay exam at the end of the course, for many generations to rank students for honors, employment and other purposes. These tools do not provide the necessary feedback for students to improve on the fundamental lawyering skills.  In order to address this problem, we have developed evaluative tools which are designed to give qualitative formative feedback to our students while they can still improve; in other words, they can apply the feedback they receive to their next performance.  In some activities we use a modified pass/no credit form of evaluation to reduce the sense of competition for the highest grades.

Although establishing an integrated curriculum like the CaseArc Integrated Lawyering Skills Program presents many
significant challenges, the rewards for students are substantial.  We believe students who experience an integrated
curriculum are better prepared to enter the world of practice than their peers in a more traditional curriculum.   The clarion call put out by the Carnegie Foundation was long in coming but likely will be heard by law schools around the country.  We are glad to be a part of this movement to improve the training of new lawyers.

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Career Profile: Pam Scholefield

“When I was finishing college, my mother and I talked about my pursuing a law degree,” Pam Scholefield said while sitting in her San Diego law office where she practices breach-of-contract litigation and transactional work in the commercial construction industry. “But because I’d just finished five years of an intense electrical engineering program at the University of Florida, I decided that it would be better to get out into the work force.”

Still, Pam never gave up on her original idea. “If I were a lawyer,” she remembered thinking, “I could make things happen for people.” After eight years of selling electrical switch gear to contractors for General Electric, she took the LSAT and announced her intentions to leave. GE, not wanting to lose one of its top sales engineers, promoted her and moved her from Denver to San Diego. Two years later, though, she felt as if “nothing was new anymore.” Again she announced her intention to start law school; this time, GE hired her as a part-time consultant the summer before she started law school, paying her twice as much as her previous salary. When law school began, she worked for GE distributors who had once been her customers.

Her work with contractors as a GE consultant ten years ago is what led her to develop the passion for the legal work that occupies her time today. “Contractors put up with a lot of risk in their daily work, and I enjoy speaking their language’ and giving them straightforward, practical advice that directly relates to their businesses,” she said. “Recently, we started offering estimates on our legal work, just like a time and materials bid’ that they have to produce to win a job; and we can give them change orders’ when the opposing party files motions or when our original legal strategy changes. I also address a common complaint about lawyers that they are too evasive when a client wants advice on making a decision,” she continued, “and I have no problem telling clients what I would do, based on an assessment of the risks and their values.” Her client base includes developers and contractors in the construction industry from all walks of life and all cultures. “I can talk to anyone, and I truly enjoy what I do,” she said. “People notice that, including the judges, mediators, and opposing counsel.”

Stuff Happens

“I started out the hard way on my own,” Pam said. “I taught myself procedural and substantive law, took CLE classes in construction litigation and mechanics’ lien law, and mistakenly took on a partner who did not share my goals in building up the practice. I did not seek out a mentor at first, which was stupid, because mentors were available through my local bar association. I didn’t understand that mentors enjoy the process of giving something back without looking for something in return. My first law suit was sent back to me by the court because the summons was improper,” Pam said, with a laugh. She survived as a solo practitioner because she was both humble and driven, and because she accepted the advice of a friend who said she had to specialize to make it work.

Finding A Niche

Pam doesn’t mind taking an unconventional approach to her law practice, employing her husband as a technical consultant, as well as two other attorneys and a paralegal. Recently, Pam made national news in the legal community when she advertised for a “sales attorney” whose sole responsibility was to develop and evaluate new business for the firm. She also advertises her practice at construction sites using banner ads, announcing that the company’s construction contracts were drafted by her firm; and joined a chief executive organization specializing in executive and business coaching for medium and small businesses. Away from work, Pam enjoys riding her motorcycle and walking Doberman rescue dogs four times a week.

Defining Success

“Success is fairly simple,” Pam said. “It has two components: liking what you do, and achieving your financial goals while doing it.” She said that attorneys must discover their specific passion for being a lawyer, and then move confidently in that direction. Pam advises young attorneys to seek out mentors as soon as they begin their careers, and explains that professionals need to look at their core values before launching into a career of service. Good values, to her, are those from which “you benefit and others do too,” and rotten values are those from which “only you benefit.” She also advises that “a young attorney should be humble, look at no job as too menial, and treat everyone from the courthouse judge to the janitor with the utmost respect. That’s good training for life.”

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Why Do Lawyers Fight About Silly Things At Work?

How many times have you heard someone say, “Choose your battles wisely”? It is a wise sentiment, surely correct, and of course we’d all benefit by heeding it. Your work-life could be better: As with all time management, prioritizing conflict is important in a workday of limited (emotional) resources. And given that there are always relationship costs to friction—even productive friction—you owe it to your coworkers and colleagues to pick fights wisely. There are also reputational gains to be made by identifying what is important and staying above the fray the rest of the time. And, surely, less conflict at work could augment your inner peace.

Yes, yes, you know all that, I am sure. And yet you still find yourself occasionally pulled into conflict that, well, doesn’t much matter, right? More than occasionally? Even when you know better? Here are some of the most common reasons you fight about silly things at work:

Five Reasons You Get Riled And Strategies To Stay Calm

You can’t control your temper. Anger is a natural response to threat, and useful to rev up the energy necessary for a counter-attack. But many times, a counter-attack just isn’t called for. How do you control your temper as you decide whether a fight is worth it? The best answer involves a discussion of anger management, which is outside the scope of this article. But consider this one strategy: never respond in the moment. Do something to break up the anger-creating event and your response. Receive an arrogant voice mail? Wait until after lunch to return the call. Co-worker drop a bomb in a meeting? Revisit it later in the day. Anger does dissipate with time, and by then you’ll be more likely to calmly decide whether the issue is worth addressing.

You haven’t tapped your empathy. Another reason we get drawn into unnecessary battles is because we haven’t taken the time to consider where the other person or group is coming from. The explanation may be simple—the other person is in a lousy mood. But you won’t discover this unless you think through the other person’s frame of reference.

You’ve been publically challenged. We tend to fight more in public places because our ego kicks in to make us want to defend ourselves even more strongly. You don’t want the rest of the team thinking you are an idiot, do you? But just because you have an audience doesn’t mean that you should engage in a fight that otherwise doesn’t make sense. Moreover, most of us are disarmed by public conflict and don’t readily make our most reasoned arguments when others are watching.

This principle applies to fights brewing by email as well. If you receive an antagonistic email, especially one that’s copied to many others, make a point to respond by phone or in person—and alone. Resist the urge to smack-down the other party in a “reply-to-all” email. This may be hard but take the higher road—especially because your email can be so easily forwarded to others and read out of context.

You are taking the easy road. We all tend to focus on little problems at times because we can. It is easier for me to fight with my son over whether his room is tidy (relatively unimportant) than whether he is cultivating a good relationship with his grandparents (really important), just as it’s easier to debate at length the name of a new training program (relatively unimportant) than whether or not the needs analysis was completed well enough to move to instructional planning (really important). Like most people, I’d just rather think about easy stuff. But be on guard against the urge to weigh-in on the things that are “easy” rather than those that are vital.

You want to feel better about yourself. Ouch! But it’s true: most of us, at least from time to time, invest in disagreements so that we can prove ourselves correct or smart. Don’t let this natural urge lead you to fight about things that don’t matter. Being smart about small things is a small thing. As Dale Carnegie famously wrote, “Any fool can criticize, complain, condemn—and most fools do. Picking your battles is impressive and fighting them fairly is essential.”

“Choose your battles wisely”—the sentiment is obvious, the obstacles more subtle. Perhaps this short list helped you identify the hurdles so that your conflicts at work are better chosen, perhaps even chosen wisely.

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What Do Native Americans And Rainmaking Have To Do With The Law?

I was in northern Arizona recently doing a video about 18-wheelers with triple trailers (it’s a living) and had a chance to go to a Hopi reservation and meet a medicine man. He was a fascinating character. I had expected a lot of feathers and war paint like the Frederick Remington paintings but instead, he was a gracious elderly gentleman in a Hawaiian shirt and khaki slacks.

He could see that I was taken aback and said, “You were expecting maybe Crazy Horse?” I was humbled.

Soon enough we were talking seriously about the plight of Native Americans (the white man has nothing to be proud of), the difficulty of keeping teenagers in school (see “nothing to be proud of”), and finally the Hopi religion. I was especially interested in the kachinas since I had bought a couple of the dolls on a previous trip.

My friend explained that the kachinas were an integral part of Hopi beliefs. They are spirits there are over 200 different ones who come down from the mountains in the Four Corners area for six months every year. According to “Rainmakers From The Gods,” an online exhibit (© 1997 President and Fellows of Harvard College), the kachinas are “messengers who accept Hopi gifts and prayers for health, fertility, and rain and carry them back to the gods. Their role as rainmakers is particularly important to the Hopi, whose agriculture in the high, arid desert of northeastern Arizona has always been precarious.”

The Hopi and their traditions have been around since long before the birth of Christ. It stands to reason that the rainmakers must be doing something right or the Hopis would have dropped corn production and tried to develop new recipes for cactus.

The need for rainmakers, Native American or not, hasn’t slacked off. Most Native American cultures have some sort of rainmaking tradition, and we’ve all heard about barnstorming pilots dumping dry ice into clouds hoping to stir up a thunderstorm.

Translate The Hopi Spirit Into Boardroom Decisions

What does all this have to do with the legal profession and rainmaking? I’m certainly not suggesting that your chief business person don a kachina outfit and burst into the local country club. That tends to scare the diners and you wouldn’t want one of them choking on a crumpet. Besides, it might have a tiny tendency to reflect poorly on the firm. Also, rain dances, while certainly entertaining, are distracting in front of your building or outside an office. While I’m not personally aware of such activities, I’m fairly sure reactions from observers wouldn’t be positive.

So what’s the point other than to give you a hint of my interest in Native American culture? I have a great deal of respect for the culture of the Hopis and other tribes. (In Hopi families, by the way, the women own all the land and are the dominant members of the family. So there.) One of the reasons I respect them is their firm commitment to tradition and their patience and resolve in adhering to it.

Those of you who are charged with dragging new clients into the teepee might keep in mind that new clients are looking beyond the networking, sales pitches and snazzy brochures. They want to see who you really are, to see if you can keep a promise, and if they can trust you. They want to know about your traditions and hear your stories. While building a campfire and passing a peace pipe may be going over the edge, being at peace with yourself and transferring that to a new client isn’t.

“Wisdom comes only when you stop looking for it and start living the life the Creator intended for you.”

- Hopi Indian

Now you can go dump some dry ice on the conference room table.

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Don’t Neglect Your Reputation When Leaving A Firm

Most law students and lawyers know quite a bit about finding a job how to write a compelling cover letter and an attention-grabbing resume, how to navigate tricky interview questions and how to make contacts who can help with the job search. With all the time we expend finding a job, it’s not surprising that we never focus on the flip side: leaving a job. Yet, how you leave your place of employment whether it’s a firm, government or corporation can have more of an effect on your career than what you actually do after you’re gone.

Your goal is to preserve your relationship with the employer you’re leaving while still vigorously protecting your rights.

You’re Leaving Because You Want To Leave

In many ways, departing a firm voluntarily is more difficult than getting fired. Sure, you don’t experience the same powerlessness and embarrassment as when you’re told to leave. On the other hand, you still need to deal with colleagues who may feel betrayed by your departure, or who view your motives with suspicion, believing you want to steal clients or bring down the firm. Here are some do’s and don’ts about disengaging

Be prepared: It doesn’t hurt to brace yourself for a worst-case scenario in which your firm sends you packing the day you give notice. In this situation, the firm would close ranks and deny you access to your computer and files by deactivating your security codes and password. Of course, this means you would lose the ability to save what’s rightfully yours. To avoid this, before you give notice, save copies of all of your work product, e-mail messages, and any client materials you’re entitled to retain; and start bringing home the seminar materials, bar journals, and other publications that belong to you. Do this whether you expect your firm to react negatively or not.

Be considerate: Give your firm the traditional two weeks’ notice if not more. Try to avoid giving notice in the weeks before a major trial or closing. Finally, assure your firm that you will continue to work long enough to finish outstanding work, or to brief a new attorney on the matter. Of course, your firm might decline your offer; in fact, they might ask you to leave right away. But at least you can be satisfied that you acted professionally.

You Are Asked To Leave

In these tough economic times, many law firms are downsizing, firing first-rate lawyers who in many cases have never before dealt with rejection. And let’s be honest sometimes law firms act downright unlawfully, squeezing out female lawyers who’ve returned from maternity leave or forcing out older, better paid lawyers. If you believe that you’ve been a victim of unlawful conduct, consult with an employment lawyer. Bringing a lawsuit can negatively impact your career, but at the same time, our profession won’t improve unless those who were wronged step up.

If you were fired unfairly but not unlawfully, you may want to vent about your plight either internally or even go public on a blog site. Before you do, however, consider this:

Badmouthing your former firm can burn bridges, or even cause the firm to disseminate negative information about your performance. If there are skeletons in your closet such as client complaints or poor reviews, you might do well to keep quiet. Likewise, if you believe that others at the firm are sympathetic to your situation and might pass work your way or help you find a job, consider whether badmouthing your firm is worth it.

If you send an email to partners or others giving them a piece of your mind, assume that it will eventually wind up on the Internet. That’s what recently happened to Shiuyung Oh, a former Paul Hastings associate. Her firm downsized her, and then claimed it fired her due to subpar performance. Her email to others in the firm in which she explained her situation ultimately wound up on AbovetheLaw, a popular legal gossip website leaving Oh no choice but to go public with her complaint.

You don’t need to leave the firm with your tail between your legs. Express your disappointment or anger to lawyers with whom you worked but do it in a professional manner. This leaves the door open to repair or rebuild the relationship down the road.

Negotiate Benefits

When you leave your employer, whether voluntarily or involuntarily, you may be entitled to certain benefits such as compensation for vacation time or the right to purchase health insurance through COBRA. If you’ve been fired or you’re planning on starting a firm, negotiate vigorously for what you deserve; every little extra bit of cash can help alleviate the financial stress of the early days of starting your own practice.

Here are some benefits for which you should actively negotiate:

Vacation/sick days. Many attorneys who leave a firm or the government find themselves with three or four weeks of unused vacation.

Retirement contribution and bonuses. In contrast to vacation benefits, which accrue all year long, some benefits like retirement contributions or bonuses are distributed annually, usually in January or February for the previous year. If you’re leaving voluntarily, you may be able to time your departure so that you’re around when these benefits are dispensed. However, if you’re asked to leave late in the year, you may miss out on these benefits unless you speak up. Again, consult your employee handbook and HR manual. If you’ve already met the criterion for a pension contribution or bonus, then make your case for receiving it.

COBRA.
Federal law requires employers with 20 or more employees to provide employees and their dependents the right to continue health insurance coverage up to 18 months after leaving a job. Even though COBRA requires you to reimburse your employer for its share of your insurance premiums, COBRA coverage is generally lower than what you could procure on your own since you can take advantage of your employer’s group rates. COBRA imposes strict deadlines for electing coverage so it’s up to you to stay on top of the process to avoid missing a deadline.

Unemployment. If your separation is involuntary, you probably qualify for unemployment benefits. Don’t be too ashamed or proud to take unemployment; after all, you’ve been paying into the system for as long as you’ve been working, so you might as well take what you’ve earned. After what you’ve been earning at your firm, unemployment doesn’t amount to much, maybe $300 to $400 per week for three months. But that may be enough to cover some bills while you decide what to do next.

Finally, even when you’ve been terminated from your position, you have some leverage in negotiating benefits. If your firm fears you might bring a lawsuit, it may try to avoid the possibility by placating you. Or one or more of the partners may feel so guilty about your dismissal that they will try to ease their conscience by giving you what you ask for. For example, if you’re forced out in the last quarter of the year, maybe the firm will pick up the tab for health insurance premiums through the end of the year. This would be especially helpful if you intend to switch over to your spouse’s plan, for example, and you’re not sure how long that process will take.

Divide The Assets

Departing lawyers must also determine what property they can rightfully take and what belongs to the firm. Disputes frequently arise at termination over rights how to divide clients, and how to assess ownership of other assets.

Clients

As much as firms may want to keep clients, ethics rules impose some limitations that can level the playing field, at least a little.

In contrast to private corporations, law firms can’t execute non-compete agreements to prohibit former attorneys from soliciting existing clients. The ABA Model Rules of Professional Responsibility and every state bar take the position that clients have an unfettered right to choose their attorney.

And any practice which restricts a client’s ability to choose whether it’s a non-compete agreement, a law firm’s ban on communications between a former attorney and firm clients, or a firm’s refusal to turn over client files so that a client can transfer to another attorney will not pass muster under ethics rules.

Still, law firms have some wiggle room. Ethics rules don’t stop a firm from offering an existing client all kinds of perks to remain with the firm. In fact, ABA Opinion 06-444 held that a firm can ethically make retirement benefits contingent upon a lawyer’s agreement to sign a non-compete clause (ABA Journal e-Report, May 25, 2007).

In addition, the ethics rules impose limitations on departing lawyers. Both the ABA rules and most state ethics codes generally have rules on contact between a departing lawyer and firm clients. In many cases, ethics rules require joint notice to the client by both the firm and the departing lawyer. Follow these rules when you leave a firm to avoid protracted litigation over clients.

Property

While figuring out the division of clients, departing lawyers must also determine what property they can rightfully take, and what belongs to the firm. In some instances, technological advancements have rendered moot the work-product question. Most federal courts, and many state courts and administrative agencies, have transitioned to electronic filing. Consequently, you don’t need to concern yourself with the ethics of copying your firm’s briefs and motions when you can readily access many of them online at the court’s web sites after you leave.

Client files belong to the clients, so you can’t take them. But you can and should take copies of files if only to document your involvement in a matter if there’s a subsequent malpractice action or grievance filed down the road.

Intellectual property issues complicate the question of who owns work product. Though intellectual property considerations do not necessarily bar you from taking presentations, forms and software applications that you created for your firm for your own fair use, they may preclude you from licensing or otherwise profiting from those materials.

These days, departing lawyers may also face a fight over blog ownership. If you started the firm’s blog on your own server, you can likely claim ownership to the blog and take it with you when you leave even if your blog’s visibility eventually generated clients for the firm. By contrast, if the firm funds the blog and you simply contributed posts (possibly even without attribution), the firm would retain ownership though nothing would prevent you from linking to your posts after you leave.

Last impressions matter as much as first ones. Whether you’re moving on to better pastures or you’ve been forced out, take care to leave your job with your most important asset intact: your reputation.

*Portions of this article are excerpted from Solo by Choice: How to Be the Lawyer You Always Wanted to Be by Carolyn Elefant.

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Global Lawyers Need Critical Relationship Building Skills

Not long ago, a law school friend of mine was walking with her father in New York City’s crowded diamond district. Entering a showroom, she watched as her father warmly greeted another man and handed him some gems. The man examined the goods, put them in a drawer and shook her father’s hand with a quick exchange in Yiddish.

As they left the store, my friend asked, ‘Where’s the contract, back at the office?’ Her father explained that transactions were memorialized on a handshake. It’s how it had always been done. The business was based on trust and relationships. He had known this man’s father and this man had known his. Their handshakes were their word, which was as good as gold.

As she told me this story, I could see that she was struggling with the idea of doing business on such informal terms. It was a foreign concept given its blatant disregard of what we had been schooled to view as the bedrock of all business deals the written contract. To reconcile what she had witnessed, she likened the transaction to one occurring in another country with its own legal system.

In his 2005 bestseller, The World Is Flat, New York Times columnist Thomas Friedman informs us that globalization is not a new trend: ever since 1492, Friedman explains, our world has been shrinking from small to tiny. ‘We are now in the process of connecting all the knowledge pools in the world together,’ he writes, and, as a result, ‘we are on the cusp of an incredible new era of innovation, an era that will be driven from left field and right field, from West and East and from North and South.’

Relationship Skills Are More Important Than Ever

The U.S. legal profession and its constituents are at the epicenter of this new global marketplace. This is due to client demand and the practical realities of flatism survival in a flattened competitive arena. While globalization touches a range of areas political, economic, religious, social and cultural, among others the one set of skills that the global lawyer simply can’t survive and thrive without is relationship building skills.

Relationships are essential to business success in the law. In the U.S., lawyers have grown accustomed to fostering and nurturing human-to-human connections through text messaging, email and various modes of networking. These exchanges are often fast-paced and fairly informal. They also typically include candid (though, perhaps, not completely unbiased or rational) accounts of our superior abilities and services. In other words, we tend to take the hard-and-fast sell approach to cultivating business relationships.

While this standard relationship building approach may work well in the U.S., it frequently doesn’t translate across cultural and social boundaries. I learned this first-hand when I recently presented a training and development program in Ghent, Belgium. Sixty lawyers from four continents (representing countries as diverse as Brazil, the U.S., the U.K., France, Belgium, Italy, Sweden, Russia, China and Japan) participated. Before the program a European friend told me that I needed to temper my speaking style and content for this primarily European audience. In the U.S., he explained, it’s acceptable to speak of personal successes. But in certain parts of the world, people are very put off by self-promotion. Fortunately, my friend helped me avoid creating an obstacle to connecting with some of my program attendees.

It takes time to build client and key strategic relationships in the global arena. Some points along the learning curve that need to be addressed include:

  • Communication Gaps
  • Cultural Sensibilities
  • Legal Principles

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