Jennifer Gillman

No Mercy Divorce Attorneys You Should Use a Trade Name to Market Your Divorce Practice The above trade name was created for fun using Chat GPT for ideas. NY was one of the last states to allow for the use of trade names, which are now allowed in all states. Specific Guidance Regarding Law Firm Names. (i) Such terms as “legal aid,” “legal service office,” “legal assistance office,” “defender office” and the like may be used only by bona fide legal assistance organizations. (ii) A law firm name, trade name, or domain name may not include the terms “non-profit” or “not-for-profit” unless the law firm qualifies for those designations under applicable law. (iii) A lawyer or law firm in private practice may not include the name of a nonlawyer in its firm name. (iv) The name of a professional corporation shall contain “PC” or such symbols permitted by law. (v) The name of a limited liability company or limited liability partnership shall contain “LLC,” “LLP” or such symbols permitted by law. (v) A lawyer or law firm may utilize a telephone number that contains a trade name, domain name, nickname, moniker, or motto that does not otherwise violate these Rules. Here is a helpful link of further information for NY attorneys.

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We're midway through 2024 already, which means it's time for a mid-year review of the lateral attorney moves throughout the New England market. 🔸 Litigation remained the hottest practice area, followed by Corporate, Intellectual Property, and Labor & Employment. 🔸 There have been a total of 551 moves by attorneys at all levels (76.4% of them in Massachusetts) since Jan. 1st. Of those 551 moves, 141 were Partners, 80 were Counsel and 303 were Associates. The remaining 27 included attorneys in government, judicial, and other roles. 🔸 Only 53 attorneys (9.6%) moved to in-house roles while 471 attorneys (85.5%) moved to another law firm. 🔸 Those graduating law school between 2019 - 2022 were most in demand. 🔸 72 people graduating from Suffolk Law made moves, 60 from Boston College Law, 37 from Harvard Law, and 35 from Boston University Law School. There were a total of 648 moves during the second half of 2023 (vs. 555 during the first half of 2023), so looking ahead to the second half of 2024, lateral hiring could be even more active! There's still plenty of time to make a a move if you're seeking a new opportunity. Reach out to me at [email protected] if you'd like to discuss your options. #midyearreview #marketknowledge #newenglandlaw #BostonLegal #attorneys #lawyers #lateralhiring #recruiting Tiffany Ambrose, Esq. Emily Lam, Esq Emily Chamberlin, esq. Data from Firm Prospects, LLC

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🚨 NJ Appellate Division Decision – Jurisdictional Law on Sex Abuse Litigation 🚨 On February 28, 2024, the NJ Appellate Division decided E.T., A.M., A.R., and others v. The Boys and Girls Clubs of America, reversing the lower court's decision that New Jersey courts have specific personal jurisdiction over the Boys and Girls Clubs of America (BGCA) in a case involving allegations of sexual abuse by a counselor within The Boys and Girls Clubs of Hudson County. This pivotal decision highlights the complexities of jurisdictional law, particularly in cases involving national organizations with local affiliates.   In this case, the plaintiffs alleged they were sexually abused by Arthur Freudenberg, a part-time counselor for the Hudson County BGC, between approximately 1978 and 1982. They sought compensatory and punitive damages from the local entity and the national organization, BGCA. However, jurisdictional discovery showed that BGCA, based in Georgia, did not have direct control over the local club's hiring, training, or supervision practices, including those of Freudenberg. The Appellate Division found that BGCA's connection to New Jersey, through affiliation and brand used by the Hudson County BGC, did not constitute purposeful availment of New Jersey jurisdiction concerning the allegations.   This decision significantly marks the limits of specific personal jurisdiction and underscores the need for clarity in the operational relationships between national organizations and their local affiliates.   Read the Full Decision Here: https://lnkd.in/ePagx6NE   Stay informed with regular legal updates from our team of former prosecutors at the Bianchi Law Group. Follow us for insightful commentary and legal analysis on criminal defense, domestic violence, and municipal court cases.   Need legal assistance or looking to refer a case? Don't hesitate to call us 24/7 at (862) 315-7929. #FormerProsecutors #CriminalDefense #DomesticViolence #DWI #DUI #NJ No aspect of this advertisement has been approved by the Supreme Court of #NewJersey   🛡️ TEAM OF FORMER PROSECUTORS 🛡️ Robert (Bob) Bianchi, Esq. David Bruno, Esq. Danielle Esposito, Esq. Christopher A. Eaton, Esq. Paul A. Di Lella, Esq. Tricia Howarth Margolis Esq. Christina Hall, Esq. Maura Lynch Robert Esnes Alessandro Amato

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What do successful attorneys -- or anyone in professional services -- know that their competitors are missing? What their clients expect, how they prefer to work, what they wish their service providers did differently, and why they select the people to work with that they do. So . . . how do you get that information from your clients? In today’s episode of Big Law Life, I’m diving into not just the questions your should be asking your clients to strengthen relationships, retain business, and gain a deeper understanding of what they're looking for, but also how to shape those questions effectively to get better insights. I talk about some practical ways to do this, including: * Asking about and avoiding misassumptions as to how the client's selection process for outside counsel works; * Being brave enough to ask for honest and candid feedback about how you and your firm are doing, and what you could be doing better; * Leveraging the firm's business professionals to gain different information and perspectives about client relationships; and *Framing questions constructively rather than antagonistically when you're trying to get information about competitors. . I hope you'll check it out at: https://lnkd.in/eG3Kr5ug #biglaw #biglawlife #lawyerlife #lawfirmbusinessdevelopment #lawyerbusinessdevelopment #lawfirmpitches #clientdevelopment #clientengagement #clientrelationships #knowyourclient #clientfeedback #askyourclient #avoidassumptions #clientinsights #buildingyourlegalpractice #lawyerpracticemanagement #legalpracticemanagement #legaloperations #lawfirmbusinessprofessionals #lawyercoaching #attorneycoaching #lawyers #attorneys #executivecoaching #bookofbusiness #valueyourclients

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At your own peril: A conservator should typically seek prior judicial authority before executing a Will for the protected person. Best practice is to file a petition seeking expanded judicial authority to undertake estate planning for the protected person, especially when there is existing clinical evidence of a diagnostic process impeding thought processes and an adjudication of lack of mental capacity sufficient to warrant the court appointment of a financial decision making surrogate for the protected person. #FiduciaryLitigationAttorney #FiduciaryServicesAttorney #ConservatorshipAttorney

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💰Not every Attorney works at Milbank, or a peer firm matching Milbank's market-setting Bonuses. 💡In fact, most Attorneys work in smaller outfits with "Black Box Bonuses," and if you've seen the cinematic marvel that was Lost Seasons 1-3 (the final 3 seasons need not be mentioned), then you know how unhelpful a "Black Box" can be, both in doomed aviation and legal practice. Here's 5️⃣ ways to navigate Bonus ambiguity 1️⃣Establish the Criteria: Usually, these "Black Box" Bonuses are some form of: [hours billed above min.] + [success on litigated / representative matters] + [value of originated clients and their fees] + [office fit and feel] = YOUR Discretionary Bonus Setting aside that subjective final factor, it's critical at the outset of a new role, promotion, or new year to know how all of the quantifiable metrics will impact your bonus. Learn the formula, note the benchmarks, and track your progress relentlessly 2️⃣ Ensure it's in Writing: Building off of the above primer, to the extent possible, ensure you can have a written recitation of your Bonus potential, its criteria, cumulative values, and eval and payout periods. Certainty is not just motivating, but offers a clearer financial snapshot. If this isn't doable, read Point 5 below 3️⃣ Have Open Conversations- Early: Communicate with your supers all year. Quarterly (or other periodic) Performance Reviews are ideal to assess your current status trending towards specific Bonus(es). Plus, if you have a strong sense of 1.) the criteria that factor into your equation, and 2.) your current / pro-rated performance re: such criteria, then you are poised for an early sense of where you stand and where best to direct your efforts. As an added benefit, this will hint to your supervisors that you're doggedly tracking your Bonus factors to hold yourself (and them) accountable 4️⃣Negotiate up if Out-Performing Expectations: Self-explanatory; but when equipped with the transparency of a clearly-defined Bonus equation with an arsenal quantified personal metrics, do not be afraid to negotiate-up Bonuses if overproducing. Sure, this may be an iffy conversation at first, but Bonuses are incentives, and as the name suggests, incentives keep people around. Plus, as an Attorney, having uncomfortable conversations is part of the gig, so show your firm you're willing to support yourself with the same "zealous advocacy" as your clients 5️⃣🅰 Gauge your Comfort Level with Ambiguity: There is a very real chance that you may not get the certainty, clarity, and transparency in Bonus calculations that this post posits. It's then incumbent upon you to determine if you're comfortable enough with your current role, practice, and surrounding personnel to remain in the dark. No judgment- just trust your instincts. 5️⃣🅱 If you're eyeing a new opportunity with clearly-defined bonuses for 2025, let's chat. My team and I have plenty of roles, including those UNPOSTED, with that ironclad certainty you seek

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The Importance of Naming a Funeral and Disposition Representative in NJ Naming a funeral and disposition representative in New Jersey is an important step in planning for end-of-life arrangements. Here are several key reasons why this designation is significant: 1. Clarity of Wishes A designated representative ensures that your specific wishes regarding funeral and burial or cremation arrangements are honored. This can help prevent family disagreements during an already emotional time. 2. Legal Authority In New Jersey, naming a representative grants them the legal authority to make decisions on your behalf regarding your remains and funeral services. This can include selecting a funeral home, making burial or cremation decisions, and arranging memorial services. 3. Streamlined Process Having a designated representative simplifies the process for family members. They won’t have to navigate decisions and logistics while grieving, as your representative will take the lead based on your preferences. 4. Emotional Support A trusted individual can provide emotional support to family members during a challenging time, helping to alleviate some of the stress associated with planning a funeral. 5. Ensuring Compliance Your representative will be responsible for ensuring that all legal requirements and regulations are followed, which can vary by municipality. This can help avoid delays and complications. 6. Cost Management Designating a representative can help manage costs more effectively, as they can oversee spending in line with your pre-established budget or wishes, minimizing financial strain on family members. 7. Reflecting Values and Beliefs The representative can ensure that the funeral and disposition reflect your cultural, religious, or personal values, making the process more meaningful for everyone involved. Conclusion Naming a funeral and disposition representative is an essential part of end-of-life planning in New Jersey. It provides clarity, legal authority, and emotional support, helping to ensure that your wishes are respected and that your loved ones are cared for during a difficult time. Consider discussing your wishes with a trusted individual and formalizing this designation in advance.

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⚖️ 𝐄𝐱𝐜𝐞𝐩𝐭𝐢𝐨𝐧𝐬 𝐭𝐨 𝐈𝐬𝐬𝐮𝐞 𝐏𝐫𝐞𝐬𝐞𝐫𝐯𝐚𝐭𝐢𝐨𝐧 𝐢𝐧 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐜𝐮𝐭 𝐀𝐩𝐩𝐞𝐚𝐥𝐬: 𝐏𝐚𝐫𝐭 𝟏 𝐨𝐟 𝟒⁣⁣ ⁣⁣ Generally, appellate courts will not review a claim unless “it was distinctly raised at the trial or arose subsequent to the trial.” Connecticut Practice Book § 60-5. Issue preservation rules encourage litigants to address concerns at trial, allowing the judge an opportunity to resolve issues in real-time and preventing appeals based on issues the trial court never had an opportunity to correct. ⁣⁣ ⁣⁣ But every rule has its exceptions. Here is the first of four key exceptions to the rule of issue preservation that every attorney should keep in mind:⁣⁣ ⁣⁣ ➡ Golding review: Under State v. Golding, 213 Conn. 233 (1989), appellate courts may review unpreserved claims if the record is adequate to review and the claim is constitutional in nature. If the alleged constitutional claim exists and, if not structural error, the state fails to show harmlessness beyond a reasonable doubt, reversal is required. Golding review allows courts to address significant, unpreserved constitutional errors and most often is seen in criminal appeals.⁣⁣ ⁣ Question for #AppellateLinkedIn: does your jurisdiction have an equivalent to Golding review?⁣⁣ ⁣⁣ #ConnecticutAppeals #AppellateLinkedIn #Appeals #AppellatePractice #AppellateLaw

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Tort Litigation Overview - From Initial Call to Case Completion 2-Part Series Date: September 19 & 26, 2024 Time: 6:00 - 9:00 p.m. (both evenings) Location: WCBA Offices (4 Westchester Park Drive) IN-PERSON Cost: $99 - WCBA Members / $150 Non-Members CLE Credits: 6 Register for one or both parts: www.wcbany.org/events The Tort Litigation Overview - From Initial Call to Case Completion is designed to provide a comprehensive continuing education opportunity for legal professionals specializing in serious tort cases, particularly personal injury and medical malpractice. This two-night event will cover essential aspects of litigation, from case intake to trial, featuring a panel of experienced attorneys from both the plaintiff and defense bars. Part 1 Topics: 1. Case Intake. Key considerations and strategies for initial case evaluation. 2. Pleadings - Summons and Complaints, BPs to Affirmative Defenses. Crafting effective pleadings and responding to defenses. 3. Discovery. Best practices for discovery in complex cases. 4. Depositions. Techniques for conducting effective depositions. 5. Pre-Trial Motions and Procedures. Critical pre-trial motions and procedural strategies. 6. Opening Statements. Crafting compelling opening statements. Part 2 Topics: 1. Direct Examination. Strategies for direct examination of witnesses. 2. Cross-Examination. Effective cross-examination techniques. 3. Closing Arguments. Formulating persuasive closing arguments. 4. Post-Trial Motions and Procedures. Navigating post-trial motions and procedures.

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Tort Litigation Overview - From Initial Call to Case Completion 2-Part Series Date: September 19 & 26, 2024 Time: 6:00 - 9:00 p.m. (both evenings) Location: WCBA Offices (4 Westchester Park Drive) IN-PERSON Cost: $99 - WCBA Members / $150 Non-Members CLE Credits: 6 Register for one or both parts: www.wcbany.org/events The Tort Litigation Overview - From Initial Call to Case Completion is designed to provide a comprehensive continuing education opportunity for legal professionals specializing in serious tort cases, particularly personal injury and medical malpractice. This two-night event will cover essential aspects of litigation, from case intake to trial, featuring a panel of experienced attorneys from both the plaintiff and defense bars. Part 1 Topics: 1. Case Intake. Key considerations and strategies for initial case evaluation. 2. Pleadings - Summons and Complaints, BPs to Affirmative Defenses. Crafting effective pleadings and responding to defenses. 3. Discovery. Best practices for discovery in complex cases. 4. Depositions. Techniques for conducting effective depositions. 5. Pre-Trial Motions and Procedures. Critical pre-trial motions and procedural strategies. 6. Opening Statements. Crafting compelling opening statements. Part 2 Topics: 1. Direct Examination. Strategies for direct examination of witnesses. 2. Cross-Examination. Effective cross-examination techniques. 3. Closing Arguments. Formulating persuasive closing arguments. 4. Post-Trial Motions and Procedures. Navigating post-trial motions and procedures.

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🌎 From AmLaw Offices in Philly, to Litigation Outfits in Central PA, to National Firms with a New Jersey presence, these last few days of either debriefing or coordinating 6x candidate interviews have felt like a trip around the world! (alright, at least the three states that I cover) 🌟 Firstly, congratulations to my candidates who knocked their interviews out of the park, and best wishes to those with interviews in the coming weeks! 🗺 Secondly, this week captured the dynamic nature of our work at LHH, namely how my Team and I strive to find you the best fit for your next move based on any and all criteria- location, practice, billables, firm size, firm ranking, inside scoop on firm culture, and more. I truly mean it whenever I say (and say quite often) that the stellar openings my Team and I cover are in settings "from AmLaw, to Boutique, and everywhere in between!" Interested in making a move? Eyeing a pivot in the future? Curious about the state of the market? Let's connect! Corey Vail Sautner, Esq. 908-510-5033 [email protected] #LHH #LHHRecruitmentSolutions #LegalCareers #LegalHiring #LawFirmCareers #LawFirmJobs #AttorneyJobs #LawyerJobs

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🚨 Important Update: NYS DOL Issues Updated Guidance for Lactation Break Law Effective June 19, 2024🚨 Starting June 19, 2024, NY employers must provide paid lactation breaks of up to 30 minutes each time an employee needs to express breast milk for up to three years after childbirth. 🔹 Key Points: - Paid breaks for lactation, multiple times a day if needed. - Employers cannot require employees to use regular breaks or work during lactation breaks. - Employers must inform employees of their rights at hiring, annually, and after childbirth. - Provide the DOL’s Model Policy to meet notice requirements. 🔹 Employee Notice: - Notify employers in writing and in advance, ideally before returning from leave. 🔹 Additional Considerations: - Applies to all NY employers. - Be aware of federal and NYC lactation laws. For more details, visit our blog on The Book Report at https://lnkd.in/gd_mprxE. Questions? Contact: - Chaim Book: [email protected] - Sheryl Galler: [email protected] - Nadav Zamir: [email protected] Stay compliant and informed! #EmploymentLaw #LactationBreaks #NYSUpdates #LegalGuidance #WorkplaceRights #BookLawLLP

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Many law firms ask their attorneys to prepare an annual business plan that discusses how they plan to grow their practice.  Partner-level attorneys who want to make a lateral move should consider tweaking their annual business plan to redefine it as a lateral business plan.  Here’s why:  Much like your annual business plan, a comprehensive lateral business plan will help you articulate the value you bring to the table, identify your strengths, and identify areas where you’ll need support and/or wish to expand.   The difference? A lateral business plan will describe how you will transition your practice and market your services under your new law firm’s name. It will help you describe what the next firm’s platform offers and how it will enhance your practice.     What should it look like? A lateral business plan will include:  🌟 A description of your practice and the industries you serve:   Include your track record of accomplishments 🌟 Your portable client relationships. If you’re not comfortable sharing client names, just use a generic description (e.g., global manufacturer)   How long have you known your client?  At what level in the organization is your contact?   What are your historical billings?   What work is coming down the pipeline?  🌟 Marketing Plan for Future Growth:   What is your plan for retaining existing clients?   What is your plan to nurture leads and increase referrals?  🌟 Board involvement and Leadership activities Are you involved with boards? Or serve in another capacity that increases your network and reputation?   Are you serving in any leadership positions within your current law firm? Have you scheduled upcoming speaking engagements, or do you write regularly for an industry periodical? 🌟 FINALLY, Summarize your motivation for making a lateral move: Identify the practice areas you would like to have expertise. Culture of the firm, diversity of the firm, and leadership's vision. And why those traits will further complement your practice.  For example, they offer a larger footprint in terms of office locations and licensures, more expertise for cross-marketing purposes, and more innovative culture.    While this may be a time-consuming exercise, it will streamline your conversations and prepare you to have substantive conversations with those firms that you’re most interested in.  And eliminate those that do not offer what you’re seeking. Good luck! #attorneyjobs #lateraltips #Lawfirmrecruiting

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🚨New Legal Decision | Criminal Law🚨 📃New Plea Bargain Path: Navigating New Jersey’s Supreme Court DWI Case Shift 📲https://lnkd.in/dZjNTD5a On February 23, 2024, Chief Justice Stuart Rabner issued a landmark New Jersey Supreme Court order, effective immediately, signifying a historic change in the legal landscape for DWI (Driving While Intoxicated) cases in New Jersey.[1] This order withdraws Guideline 4, a rule that had banned plea agreements in DWI prosecutions, thereby aligning with New Jersey’s amended DWI law, N.J.S.A. 39:4-50, enacted on December 21, 2023. ▷ Navigating New DWI Plea Bargaining: Your Next Steps for Legal Guidance With the repeal of Guideline 4, we stand at a transformative juncture in the history of New Jersey’s legal system. This significant change heralds a new era of flexibility in DWI case management, where the scales of justice are carefully balanced with the tenets of efficient judicial administration. The allowance of plea agreements in DWI cases is a progressive move toward tailoring justice to each unique situation, ensuring that punishment is meted out with an equitable consideration of all circumstances. At the Bianchi Law Group, LLC, we understand that navigating the new terrain of DWI plea bargaining can be complex and intimidating. Our team, composed of seasoned former prosecutors, is well-equipped to guide you through this evolving legal landscape. We are committed to offering you the most informed and strategic legal counsel to navigate plea agreements effectively. If you or someone you know is facing a DWI charge and needs legal advice on proceeding under the new framework, we are here to help. Contact us to explore your legal options and craft a defense strategy that aligns with the latest legal developments. For a comprehensive review of your case and personalized legal assistance, contact the Bianchi Law Group, LLC... Stay informed with regular legal updates from our team of former prosecutors at The Bianchi Law Group. Follow us for insightful commentary and legal analysis on criminal defense, domestic violence, and municipal court cases. #FormerProsecutors #CriminalDefense #DomesticViolence #DWI #DUI #NJ No aspect of this advertisement has been approved by the Supreme Court of #NewJersey TEAM OF FORMER PROSECUTORS Robert (Bob) Bianchi, Esq. David Bruno, Esq. Danielle Esposito, Esq. Christopher A. Eaton, Esq. Paul A. Di Lella, Esq. Tricia Howarth Margolis Esq. Christina Hall, Esq. Maura Lynch Robert Esnes Alessandro Amato

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When it comes to the NJ anti-eviction act, being prepared is key. To ensure your case is strong, with your notice to cease/quit, make sure to gather all necessary facts, including dates, times, witnesses, and pictures.By doing so, you'll essentially be proving your case before it even starts. Remember, being fact-intensive is crucial to success. #centannilaw #listentolarry #landlordslovelarry #nj #eviction

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The #NewJersey Supreme Court issued a stunning decision last Monday. #Realestatebrokers routinely sign contracts which declare them to be independent contractors. This allows the brokerages, billion-dollar entities, to avoid employment law consequences such as application of the #minimumwage laws, #FICA, #employeebenefits, etc. Nevertheless, the brokers agree to be contractually obligated to various performance standards. The Court concluded that brokers can be part of an independent contractor relationship “notwithstanding any provision of the Brokers Act or any other law, rule or regulation to the contrary.” That’s an extraordinary statement and one that is patently at odds with the enforcement actions taken by departments of labor, including that of New Jersey, against employers in a multitude of industries. The broker alleged that the real estate company illegally deducted marketing fees and expenses from salespersons’ wages. Repeatedly, we have seen instances, most notably in trucking and construction, in which the intent of the parties has been accorded literally no deference in the face of statutes. However, real estate has always been the exception to the rule and, clearly, that remains the case in New Jersey. #realestate  #independentcontractor  #employmentlaw  #misclassification Ariel Holzer Chris Slowik Marie Rizk David Saraf

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