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SEPTEMBER 2020 VOLUME 48 / ISSUE 09

I N R E V I E W . . .

P R E S I D E N T ’ S M E S S A G E

Are You Registered?by Tony Sipp – LAPA President

I’m a big believer in getting involved with my community. Civic engagement has always been a “thing” for me. I started off going door to door to have petitions signed to get something done in the community. If you have ever done that, I do not need to tell you the challenges you go through

to be successful. I went to Fordham and secured my Political Science Degree intending to apply my education to the aid of my community. I got a job in Orange County, California as the Deputy Finance Director for a Congresswoman and kept her in the top 10 fundraisers in Congress. I brushed elbows with public

Celebrating the Life of Maria Teresa Bravo April 17, 1932 - August 22, 2020 A WoRD FRoM HER FAMIlyAfter a full and happy life where she achieved so much and she touched the hearts and lives of so many people, our beloved mother has passed.

As many of you know, our beloved Mom was born and raised in Peru and was educated as a lawyer at La Universidad Nacional Mayor de San Marcos in Peru. It was there that she met and fell in love with our father, Juan Jose Bravo. During law school, Mom worked at the American embassy in Lima. Because she always wanted to live in the United States, our parents came to visit on their honeymoon in 1959, and they never left.

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I N M E M o R I A M

Also In This Issue:Calendar of Events 3L.A. Eviction Protections Info 7LAPA Tech Talk Tuesday Flyer 8LAPA Diversity Equality Statement 23LAPA Career Center Info 23Free Covid-19 Testing Flyer 29Freelance Paralegal Listing Flyer 29Superior Court of LA County PR 30-32Governor Newsom Announces New Judges 33Unemployment Insurance Info 34/35Covid-19 Eviction Protection Facts 36/37Employee Rights Flyer 38CAPA CCP Events Flyers 39 CAPA Virtual Conference 40LAPA Virtual Happy Hour Flyer 41 LAPA October Virtual Conference Flyer 42LAPA Members Only Benefit Ad 43Bet Tzedek Volunteers Flyer 44LAPA’s New & Renewing Members 45LAPA Member Benefit Health Insurance 45 LAPA Board of Directors 46Sections, Committees & Other LAPA Info. 46LAPA Member Benefit Dental Insurance 46

In Memoriam: Celebrating the Life of Maria Teresa Bravo - April 17, 1932 - August 22, 2020 - A Word From Her Family

President’s Message: Are You Registered

Tech Talk Tuesday Recap: Network & Bandwidth

LAPA Helpful Tips: To Do Lists

Paralegal Spotlight: Erin Brockovich Interview on Her New Book Superman’s Not Coming

In the Time of Covid-19: Paralegal Work and the Search for Meaning

LAPA Reading Corner: Forked: A New Standard for American Dining and Feed the Resistance + Recipes for Getting Involved

NALA News: The Ultimate Sacrifice – What Will Your Legacy Be: Heather Heyer & Her Impact on the Paralegal Profession

LAPA MCLE Seminar Recap: More Than Just a Hashtag: Elimination of Bias in the Post-#MeToo & #BLM Era

Booze & Bingo Recap:Let the Games Begin!

Women in eDiscovery Presentation Recap: Analyzing Data From Body-Worn Technology

LAPA Paralegal Day Review: Celebrating Paralegals

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VOLUME 48 / ISSUE 09 / SEPTEMBER 2020 LAPA 2

l A P A R E P o R T E R

The Reporter is published monthly by the Los Angeles Paralegal Association. The news and views presented express the authors’ views and not necessarily those of LAPA. Publication of any article or advertisement does not imply endorsement of the opinions, products or services offered. LAPA assumes no responsibility for verifying facts offered by contributing authors or in reprinted articles. Readers should consider information contained in these articles as guidelines to be independently confirmed as to timeliness.

©2020 Los Angeles Paralegal Association. All rights reserved.

THE ADVERTISING AND EDIToRIAl DEADlINE IS THE 5TH oF THE MoNTH PRIoR To PUBlICATIoN.

Articles and news items should be directed to LAPA at [email protected]. Inquiries about making a submission should be directed to LAPA at [email protected], or call at (866) 626-LAPA.

Inquiries about advertising placement, applications, membership mate-rials and address changes should be directed to LAPA at [email protected], or call at (866) 626-LAPA.

Articles will be published as space permits. The Newsletter Committee reserves approval and edit rights on any article submitted.

The Los Angeles Paralegal Association is a non-profit, mutual benefit corporation and is tax exempt within the meaning of section 501(c)(6) of the Internal Revenue Code. Membership dues and donations to LAPA are not tax deductible as charitable gifts, but may be deductible as related business expenses. LAPA suggests that you consult your tax advisor in this regard.

JoIN lAPA oN... & WWW.lAPA.oRG

When they arrived in Los Angeles, she found work a a secretary for an import/export company, but would tell everyone that she wanted to work in a law office. They all told her that, as an immigrant from Peru with limited English skills, she would never be hired as a legal secretary, but, after just a few years, she did in fact find a job with a law firm. She built her skills with that firm and then moved to a second firm, with which she stayed for over 50 years. She loved her career, and she never, ever, stopped working – on her last day with us, Friday, August 21st, she had a full day at the office.

But our mom did not just love her work – she loved to learn, meet people, and engage in her community. In April of 2008, nearly 40 years after receiving her law degree in Lima, she received a BA in Paralegal Studies, and, in May 2015, she received a Master of Science in Administration.

In recent months, she had even been talking to us about going back to school to get a doctorate! Our mom was a member of the Los Angeles

Paralegal Association (LAPA), the California Paralegal Association (CAPA), and the California State Association of Parliamentarians. She served on the board of directors at LAPA and was one of the people who launched its Pro Bono Committee, creating opportunities for paralegals to assist people from low-income communities. She organized events and wrote articles about various Pro Bono projects and, in 2009, was awarded the Affiliate Award by the National Paralegal Association. Just last month, as she has done for many years, she organized a paralegal conference where she invited her son-in-law to speak. She was also a certified Spanish-English translator and Notary Public.

While our mom was busy with family, work, and community projects, she also had a rich cultural life, attending theatre and musical events several times a month, and was an avid Clippers fan with season tickets. She was also an enthusiastic and experienced traveler, delighting in exploring new cultures, with a trip to a new city or country every year. And, reflecting her deep commitment to and connection with her faith, she was a member of the Italian Catholic Federation and was very active in her church, The Church of the Good Shepard, where she was a deacon.

Besides her children and grandchildren who are missing her desperately, she leaves many dear family members of all ages, and dozens of friends and colleagues who will miss her smile, her optimism, and her fierce and beautiful faith that always let her see the best of everyone she came in contact with and to always experience joy in the simplest of things in life.

Please join us remotely for a mass and tribute to her on Saturday, September 12th at 11:00 a.m. (Pacific time) The zoom link is: https://us02web.zoom.us/j/6670293602. G

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In Memoriamby Neil C. Newson, Attorney at Law – Maria’s Employer & Friend

Thirty four years ago a woman walked into my office and stayed there until her passing. A woman of accomplishment she had been managing the offices of Donald Sterling and wanted more. Just learned, she also worked for Judge Michael Horwin. Relentless in her desire to achieve, she had been a lawyer in Peru before coming to this country but silent in her achievements. She was compelled to educate herself and was virtually mum in this as she rose to the lead paralegal at my firm. While educating herself was a major importance, her family came first. Losing her husband was a tragedy that she fought through as she continued to insure her children’s’ success. Two are lawyers and one an educator. One son has the remarkable achievement of matriculating through a correspondence law school and passing the California bar on the first attempt. Her children and grandchildren remained the paramount concern.

Maria, while committed to her work, was committed to her paralegal association, often spending hours after work and on weekends at the office doing association related matters. Once in the U.S. she obtained her paralegal certification and went on to obtain a masters degree in the specialty. The week before her passing she revealed that she held the equivalent of a Phd. from Peru and was enrolled in a Phd. program which she hoped to complete before dying.

Maria was an exceptional, caring and dedicated human being and employee. Her loss was shock and brought tears to us all. She will be and is missed by all. G

C A l E N D A R o F E V E N T S

S E P T E M B E R 1- LAPA Executive Board Meeting – Conf. Call; Contact Tony

Sipp at [email protected].

1 - LAPA Virtual Tech Talk – 12PM PDT; Go to lapa.org to register & obtain login information.

4 - LAPA Virtual Happy Hour – 5PM PDT; Go to lapa.org to register & obtain login information.

7 - Labor Day – Holiday

8 - LAPA Board Meeting – Contact Tony Sipp at [email protected]



12 - Celebrating the Life of Maria Teresa Bravo – 11AM-12:30PM PDT; Join us at https://us02web.zoom.us/j/6670293602.



19 - Rosh Hashanah 22 - LAPA Virtual Tech Talk – 12PM PDT; Go to lapa.org to

register & obtain login information.


26 - CAPA’s 32nd Annual June Conference - Virtual – 8:30AM-1:10PM PDT; Employment Law; Go to capa.org to register & obtain login information.

28 - Yom Kippur 29 - LAPA Virtual Tech Talk – 12PM PDT; Go to lapa.org to


o C T o B E R 2 - LAPA Virtual Happy Hour – 5PM PDT; Go to lapa.org to


6- LAPA Executive Board Meeting – Conf. Call; Contact Tony Sipp at [email protected].

13 - LAPA Board Meeting – Contact Tony Sipp at [email protected]

17 - LAPA’s 44th Annual Career Conference - Virtual – 8AM-4PM PDT; Investing in You; Go to lapa.org to register & obtain login information.

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Beverly Hills Century City Legal Secretaries Association Honors Maria Teresa BravoIt is with great sadness we announce the passing of our beloved friend and longtime Governor, Maria Teresa Bravo, who died peacefully in her home on Saturday, August 22, 2020.

Maria Teresa will be remembered for being thoughtful and humorous; her smile and energy would always light up the room. Her heart was kind and compassionate, and we’ll miss that playful sparkle in her eyes.

Maria Teresa had been a member of Beverly Hills Century City Legal Secretaries Association (BHCCLSA) for over twenty years and served as Corresponding Secretary (6 years), Executive Secretary (10+ years), Public Relations Officer (6 years), and Governor (9+ years). Maria Teresa, after working as a legal secretary for ten years, obtained a paralegal certificate from UCLA in 2002 and a Bachelor Degree in Paralegal Studies in 2008 from National University. She was awarded a Translator/Interpreter (English/Spanish-Spanish/English) certificate in 2004 from UCLA and a Parliamentarian certificate in 2010.

Maria Teresa was employed as a paralegal by the law offices of Neil C. Newson & Associates, in Beverly Hills, where she had worked for the past thirty years.

Maria Teresa will live on in our memories forever.

A mass and tribute to celebrate the life of Maria Teresa Bravo will be held on Saturday, September 12th at 11:00 a.m. via Zoom

Cards of condolence may be sent to Maria’s son, Eric Bravo, at the following address:

Eric Bravo 1375 Kelton Ave., Apt. 310 Los Angeles, CA 90024

Leave a message for Dominique Bravo, Mike Bravo, and Eric Bravo via: Paperless Post HERE G

In Memory of Maria Teresa Bravoby Terry L. Wright, LAPA Director – Pro Bono Chair & former President

As we take a moment to reflect, we see a lady who carried herself with dignity, pride, professionalism, kindness, and compassion. Maria Teresa Bravo led a full life and accomplished many of her aspirations, goals, and dreams until her quiet passing on August 22, 2020. Prior to her obtaining her paralegal certificate from UCLA in 2002, a Bachelor’s Degree in Paralegal Studies from National University in 2008, and a Master’s Degree in Paralegal Studies from the University of West Los Angeles, she was actually an attorney in Peru (Bachelor of Law Degree, University of San Marcos, Lima, Peru). She was

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passionate about the legal field, and proud (most often exhibiting a radiant smile from ear to ear) to help the underprivileged and indigent through pro bono community services and interpreting and translation needs. Even during the COVID-19 pandemic, she missed very few hours of work, insisting on going into the law office where she was employed for over 30 years and also providing volunteer services.

Maria provided multiple decades of volunteer service to LAPA, CAPA, BHCCLSA, and attended many annual NALA conferences, including one of the most memorable, which was held in St. Louis, Missouri, wherein she warmly greeted the attendees from across the country as each stopped to visit the LAPA exhibit table. She was always willing to help at the registration table a monthly seminars and events, as she was honored to speak about LAPA and encourage non-members to join the association. She provided countless hours of interpreting and translating services and parliamentarian duties for several organizations.

At LAPA’s October Conference in 2014, Maria was honored with LAPA’s Lifetime Achievement award. Maria met all the requirements of this prestigious award as being dedicated to the development, strengthening, and advancement of the paralegal profession, contributing to the growth and development of LAPA, and extended community involvement through assisting with community service needs.

Her pro bono activities were near and dear to her heart, as she was the kind of woman who was always willing to lend a helpful hand to those in need. She held relationships with many organizations such


as Bet Tzedek, Public Counsel, KIND, Children’s Law Center of Los Angeles, Inner City Law Center, Esperanza Immigrant Rights Project, Alliance for Children’s Rights, Disability Advocates, Legal Aid Foundation of Los Angeles, the Harriet Buhai Center for Family Law, Beverly Hills Bar Association, and provided landlord/tenant and eviction assistance to those facing homelessness in the current homeless epidemic.

Maria not only inspired individuals in the Los Angeles area, but was also instrumental in inspiring others across the country to assist in serving those in need. At NALA’s annual conference in July 2013, she co-hosted an Affiliate Roundtable Discussion with respect to “Pro Bono/Charity,” involvement, and the discussion proved to be quite inspiring for those in attendance at the NALA conference that year. Maria was an excellent Paralegal to host this discussion, as she continually paid it forward (many times on her own time and at at her own expense), never wanting for anything in return, but just to represent what she believed in, and that was, to serve those in need.

The August 2011 LAPA Pro Bono Fair, held at National University, was such a success due to Maria’s efforts, that LAPA received the distinguished honor of a written acknowledgement in the Los Angeles Daily Journal. The article boasted “LAPA hosts successful pro bono fair.” What a success it was! Over 100 attendees were present at the Pro Bono Fair that year to learn about the pro bono organizations and their missions in the surrounding Los Angeles communities.

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In July 2016, Maria Teresa Bravo was honored with the NALA’s Affiliate award as LAPA’s Pro Bono and Community Services committee for spearheading fundraising efforts in support of Public Counsel’s Run for Justice in February 2016. That year, LAPA came in fifth place for its fundraising efforts. Even if Maria didn’t walk in Public Counsel’s annual Run for Justice, she was always present to cheer on the team! Also attributing to the honor of the NALA 2016 Affiliate award, the Pro Bono committee spearheaded LAPA’s annual Pro Bono Fair in August 2015 with more than 60 attendees who learned various ways in which each could have an an opportunity to pay it forward in the surrounding Los Angeles communities benefiting those individuals in need of pro bono and community service assistance.

Subsequent to the above, Maria continued to assist with coordinating the Pro Bono Fair(s) and other pro bono activities for several years. The relationships that she maintained with these pro bono organizations was a testament to who she was as a kind-hearted soul and a true professional. She once shared with me, “the economic situation we are facing is bad, for so many, everyone deserves help.” That statement carries a great deal of weight, especially in today’s environment.

This year’s Pro Bono committee was in the initial stages of coordinating a Pro Bono Fair to attempt to meet specific needs with respect to the COVID-19 pandemic, and Maria was integral in securing several pro bono organizations for a virtual fair. She was diligent in sending formal letters to the representatives of many organizations and spent countless hours following-up with regard to their availability due to the virtual times that many of us are living in today.


LAPA’s thoughts are with Maria’s family during this difficult time. Maria’s passing was per her wishes, as she worked until the day of her passing. She will be missed, but her legacy will continue through the work of her children and grandchildren, and she will remain in our hearts and memories forever. May my dear friend and colleague, Maria Teresa Bravo rest in peace with her beloved husband.

On behalf of LAPA and its Pro Bono and Community Services committee, please feel free to visit the website of any of the pro bono organizations listed above, and make a donation in the name of Maria Teresa Bravo.

RIP Maria Teresa Bravo. G


officials, campaigned for folks running for office; ran for office and won and strongly encouraged folks to complete the census and register and vote. I did not write this to boast, rather, to let you know I have seen the impact it can have on a community.

This is a Census and election year. Complete your census. Have your friends and family complete the census wherever they may be. Folks can complete the census online, by phone or by mail and it is available in 13 languages. It’s one of the most responsible civic duty you can do. The Census only occurs every 10 years, and it determines where the federal funds for the next 10 years will go. Schools, health services, child care, emergency services, community service resources, and many other programs are impacted.

This year, the Census count is ending early. You must complete the census before the end of September to make sure your community receives the resources it needs to move forward in the upcoming years. Billions of federal dollars could go to another community without the information from the census.

Register to vote. Many of you may recall that U.S. Representative from Georgia, Congressman John Lewis, passed away recently. “The boy from Troy” as Dr. Martian Luther King would affectionally call

him. He was a civil rights leader, and an advocate for voters’ rights, equality and equity. In 1970, Lewis became the director of the Voter Education Project (VEP)and he held that position until 1977. He encouraged everyone to register and vote no matter what party they were with.

Getting registered to vote in our county could not be easier. I have invited a representative from Los Angeles County Recorder-Recorder/County Clerk to provide information on how to register and vote. In addition, they are also looking for poll workers for election day and they will train and pay you! Please check the LAPA website for more information.

I often say educate, engage empower and there is no better way to do that complete the census and register to vote. Staying informed and understanding why certain things such as this are so important is critical to your future. You do not want to find out after the fact that you had the power to change something; and you really can make a change.Tony is the Paralegal Manager at Manning & Kass, Ellrod, Ramirez, Trester LLP where he manages paralegals at all 7 nationwide offices. He is also a Councilmember and Treasurer for the Greater Valley Glen Neighborhood Council. He graduated from Fordham University in New York, New York and served as the Deputy Finance Director for Former Congresswoman Loretta Sanchez. Tony enjoys spending time with his lovely wife, Krista. His hobbies include cycling, capoeira and travel. G

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TECH TALKTUESDAYS

Los Angeles Paralegal Associationpresents

You have questions.We have answers.

You have hurdles..We have solutions.

You have ideas.We have listeners.

Keep calm and #callthehotline

Tuesdays in SeptS

O

S

12:00 PM Pacific

Virtually Hosted

free for members & partner associations


Network & Bandwidthby Fay Fay Ye – LAPA Director and Chair of LAPA’s Tech Talk Tuesday’s

Guest speakers from Practice Aligned Resources joined us

to share some best practices during our Tech Talk Tuesday program last month. Didn’t get a chance to attend? Don’t worry, we’ve recapped the tips below, just for you!

Tip 1: Bandwidth is not the same as speed.

Bandwidth is the maximum data transfer rate of an internet connection or network. Your actual internet speed may vary and can be separated into upload and download rates.

Tip 2: Know your internet speed.

Your internet speed measures the amount of time it takes to get from your router to an endpoint on the internet and back. You can use sites like speedtest.net to check your speed. Internet speeds are measured by the megabit per second (MPS).

Tip 3: Differentiate between download and upload speeds.

A good speed for download is about 200 MPS. A good speed for upload is about 15 MPS. The key factor for audio and video issues on conference calls is upload speed.

T E C H TA l K T U E S D Ay R E C A P

Tip 4: Estimate your need using household headcount.

With so many people working and learning remotely, each person will need approximately 2-4 MPS. This means that a household with 4 users would require 8-16 MPS, if everyone wants to be online at the same time.

Tip 5: learn what is available.

Contact your Internet Service Provider (ISP) and inquire on the current upgrade offers. Most ISPs have deals for faster speeds at or around the same price you are currently paying. Remember to check both download and upload speeds!

About lAPA’s Tech Talk Tuesday Series

We are audience driven and member focused. Join us every Tuesday as we crowd-source answers to your questions, solutions for your hurdles and listeners to your ideas . We will kickoff every call with an open mic session before moving into a topic of the week. Curious? Tune in to see what you’ve been missing! Register for our September Series here.Fay Fay Ye received her undergraduate degree at USC (Fight On!) and is a transplant from Salt Lake City, Utah. She currently works as a consultant in Claims Litigation at Farmers Insurance. In her role, she designs, leads and delivers improvements in operating efficiency, technology, customer experience and employee engagement for a department of 500+ attorneys and their staff members. Prior to joining Farmers, she worked as a civil litigation paralegal at a boutique firm in Los Angeles. Outside of work, she serves on the Board of Directors for the Los Angeles Paralegal Association and also on the Steering Committee for API Equality-LA. G

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of a paralegal with yourself. Take breaks as needed but absolutely take at least two ten minutes breaks besides lunch break to relax and breathe before resuming the tasks. The breaks are to help yourself to be focused and rested rather than overworking yourself. If you need to set up a deadline for your tasks, go for it! At the end of the day, you may want to put together a different and smaller to do list of things that must be handled the following day.

If your attorney wants to focus or prioritize the Wish List tasks over the Drop Dead tasks, inform them that you need to make sure that certain Drop Dead tasks are completed before you can work on their Wish List tasks. Communication is the key to prioritizing tasks in the law firm and making yourself a very valuable asset!Samantha Burns earned her Paralegal Studies degree from Mt. San Antonio College. She is currently working as a litigation paralegal at Marjiya Law Office. Though born totally deaf, Samantha effectively navigates the hearing world. Samantha is also a commissioned Notary Public. She is attempting to take her CP exam next year and aiming to specialize in litigation, discovery, e-discovery, and trial preparation. She does almost every field of law but focuses on civil litigation and personal injury. G

To Do Listsby Samantha Burns – LAPA Board Member

Every one of us well doing legal professions, whether the title is paralegal to clerk, have a hard time keeping ourselves organized

from time to time due to increased workload, demands from attorneys, and various other sources. It seems overwhelming for new paralegals who are brand new to their respective jobs to maintain an organized desk and workload while satisfying the attorney with their work products. But even experienced paralegals can feel overwhelmed with a messy desk and feeling like their workload tasks are slipping through the cracks as well! Does that sound like you?

Well, look no further! I came across an article on Consumer Attorneys Association of Los Angeles (CAALA) website regarding tools and tips to organize your desk. I decided to do each of the tasks to see if they would be beneficial for improving my workflow because my desk will start the day clean and end the day messy.

The main thing with any organization system is to have a plan when you have a workload that never ends as a paralegal. The simplest tips that I found in the article were to do lists, communication, calendaring, emails and electronic reminders, and keeping a clean desk. This article, I am touching upon tips and tools for to do lists in this first part of the Organization Series.

When it comes to creating your to do lists, one way is to divide your tasks in two categories: Drop Dead and Wish List. Drop Dead are tasks that need to be out by the end of the week or end of month. These are tasks with actual deadline date such as the day to respond to discovery requests or sending out a demand letter. Wish List are tasks that does not have a deadline and can wait a bit longer but it’s wishful hoping for your attorney to see that task to be done as soon as possible.

With this in mind, you do not want to try to do everything at once because it is the quickest way to burn yourself out and not retain the pride and passion

l A P A H E l P F U l T I P S

by Deena Bowman

On August 26, 2020, Los Angeles Times writer Sammy Roth interviewed environmental activist Erin Brockovich, more commonly known as the paralegal featured in the 2000 movie Erin Brockovich. The interview’s main focus was Brockovich’s just-published

book, Superman’s Not Coming: Our National Water Crisis and What We the People Can Do About It. Brockovich urged that clean water (or rather the lack thereof) is a national crisis but stated that her book is a how-to for communities to become empowered and change can happen. Roth’s interview with Brockovich can be viewed on YouTube under the Los Angeles Times Ideas Exchange. G

VIDEo INTERVIEW PURCHASE BooK

P A R A l E G A l S P o T l I G H T


Paralegal Work and the Search For Meaningby Lee Salazar

Viktor Frankl lived, as we do now, through a historical and traumatizing era. Since the pandemic started, I have often thought of his most famous book, Man’s Search for Meaning. Years ago, it gifted me with a perspective which never left me, and which I find especially relevant to the struggles of the present and to my work in the legal industry.

Man’s Search for Meaning, part Holocaust memoir and part psychological tract, is based on the theory that having a sense of meaning in life is necessary for mental health and even survival. Frankl, who was founder of the third Viennese school of psychotherapy, named his theory logotherapy. As an outsider to the field of mental health care, I cannot comment on the validity of his theory. Instead, I read from the perspective of my own philosophy and life experience.

Meaning, according to Frankl, is not fixed and universal, but specific to the transient state of one’s life right now: “[W]e can discover this meaning in life in three different ways: (1) by creating a work or doing a deed; (2) by experiencing something or encountering someone; and (3) by the attitude we take toward unavoidable suffering.”

Because Frankl was a survivor of genocide, he had a unique authority to comment on the possibilities we might find in our own suffering. When suffering is inevitable, Frankl pointed out, we have the opportunity to refine our humanity, to “turn one’s predicament into a human achievement.”

Post-apocalyptic fiction such as TV series The Walking Dead is premised on the notion that in times of crisis, people will turn against each other in a brutal, amoral, and supposedly Darwinian struggle to survive. The reality is that in disaster, communities often pull together. This truth may not be terribly visible due to the way the attention-based economy drives news media sensationalism, but if you look for it, you will find evidence that many people are

struggling to serve their communities. This spring and summer have brought out in many a desire to volunteer, join a spiritual community, give to charity, register voters, become politically active, or invest more of ourselves in the socially beneficial potential of the work that we do. If you are hungry to find more ways to help others, you are not alone.

Frankl’s call for us to seek the potential for meaning in our lives is above all a call to be aware of the tests that life places before us and to face them responsibly, as moral and caring beings, even under the worst circumstances.

Perhaps that sounds exhausting. Months of ongoing crisis can cause anyone to feel overwhelmed. If so, remember that caring for yourself or allowing yourself to be cared for are also responsible actions. Frankl discouraged unnecessary suffering: “I only insist that meaning is possible even in spite of suffering—provided, certainly, that the suffering is unavoidable. If it were avoidable, […] the meaningful thing to do would be to remove its cause[.]”

After taking the time to replenish yourself, it may be time for a meaningfulness audit. Here are some questions I ask myself periodically: How can I find more meaning in my paid work, volunteer work, and other activities? Do I reserve time in my calendar to seek meaningful experiences through art or nature? Do I give enough attention to my professional relationships, friendships, and family? What change of perspective or focus is required?

I find inspiration in the value that is served by legal work, work aimed at preventing or alleviating the suffering of others. This value can get lost among the

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mundane details of one’s day-to-day duties. However, our work offers us the opportunity to perform services for our clients and our coworkers. It is a comfort to reread Frankl and affirm that we are called on not only to perform well in the technical sense but also to cultivate our best selves in our work.

“Don’t aim at success—the more you aim at it and make it a target, the more you are going to miss it. For success, like happiness, cannot be pursued, it

Feed the Resistance: Recipes + Ideas for Getting Involvedby Julia Turshen

One-part primer for practical activism and one-part cookbook, Julia Turshen’s book features a collection of essays about political change and cuisine and simple recipes springing from America’s rich and varied culinary traditions. The delicious “Greek Chickpea Salad” recipe from the category of quick dinners uses standard pantry staples without spending a fortune on ingredients or time. Finally, Turshen closes her book with a list of resources and concrete ideas to engage and get involved.

2017, 143 pp. Chronicle Books. $14.95 Hardcover. Also available for checkout from the Los Angeles Public Library in eBook form.

Deena Bowman is currently a contract paralegal at the U.S. Attorney’s Office in downtown Los Angeles, providing support to the Federal prosecutors in the Asset Forfeiture Section. Deena earned her paralegal certificate from the University of West Los Angeles. G

A recurring column that reviews books focusing on voices and subjects that reflect the diversity of the human experience

by Deena Bowman

Forked: A New Standard for American Dining by Saru Jayaraman, foreword by Jane Fonda Saru Jayaraman, the founding director of the Restaurant

Opportunities Center United, examines how the restaurant industry “forked” or gouges its workers, consumers, and even employers by low standards for employee treatment that have been set by the largest companies in the industry. Jayaraman presents case studies and rankings of eateries’ working conditions ranging from “Mom and Pop” diners to national chains like Olive Garden. The practices of the “low-road” employers, writes Jayaraman, involve workers receiving a wage as low as $2.13 an hour (the federal minimum for employees who earn tips), unpaid sick days, no opportunity for mobility, and sexual harassment from customers. But, as Jayaraman argues in her profiles of “high-road” employers, restaurants can be both profitable and good places to work, too.

2016, 235 pp. Oxford University Press. $17.95 Paperback. Also available for checkout from the Los Angeles Public Library.

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must ensue, and it only does so as the unintended side-effect of one’s dedication to a cause[.]”

2006, 192 pp. Beacon Press. $8.39 Paperback. Also available for checkout from the Los Angeles Public Library in Book, eBook, and eAudio form.

Lee Salazar is the senior member of the transcript processing and quality control team at Kusar Legal Services, a court reporting agency. She is studying toward a paralegal certificate at UC Irvine, and previously graduated from the University of Redlands Johnston Center. She has been a member of LAPA and OCPA since early 2019 and also enjoys Women in eDiscovery events. Her hobbies include board games and reading. G


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The Ultimate Sacrifice – What Will Your Legacy Be: Heather Heyer & Her Impact on the Paralegal Professionby Kristine Custodio Suero, ACP

Heather Heyer is considered a hero by many. If you do not know her name, you should, especially as a paralegal. A simple Google search of her name will lead you to about 1,150,000 results, one of those being Wikipedia. How many paralegals do you know on Wikipedia?

Heather Heyer died on August 12, 2017, at the age of 32 in Charlottesville, Virginia. In 2017, she received a posthumous Muhammad Ali Humanitarian Award for Social Justice. Here is Heather’s story as posted on the Heather Heyer Foundation website:

Heather D. Heyer, a young woman with a big heart and a love for all individuals regardless of race, religion or creed, lost her life August 12, 2017 when a car plowed into a crowd of counter-demonstrators who were protesting a rally of neo-Nazis, Ku Klux Klan members and other white nationalists.

Heather was a high school graduate who had worked for years as a waitress and a bartender until 2012 when she was given the opportunity to work at a local law firm in Charlottesville, VA. Upon getting this opportunity to better herself and establish a career, Heather embraced and worked hard to become a paralegal. While working as a paralegal, Heather continued to voice her concerns and views about equality. She often expressed her deep frustration because minorities, genders, and religious cultures were being unjustly treated. By speaking out for justice and equality, Heather embodied the spirit of the civil rights movement.

Heather was a young woman deeply involved in taking a stand against injustice when she didn’t have to do so. Heather’s story shows how much has changed since the civil rights movement, but it also shows how much hasn’t changed.

The Heather Heyer Foundation was created to honor Heather Heyer, a young civil rights activist, who dedicated her life to promoting equal rights for all people. The Foundation has established a scholarship program to provide financial assistance to individuals

passionate about positive social change. Scholarships will be awarded to those seeking a degree or certification in, but not limited to, law, paralegal studies, social work, social justice, and education. Help us make a difference, and as Heather had often

quoted “If you’re not outraged you’re not paying attention.” (Unknown)

Why is it important for our profession to recognize someone like Heather Heyer? Because it is important to recognize each one of us and the work we do both professionally and personally that impacts others.

As our country continues to grapple with racial justice issues, many of us now take pause and reflect on our own lives and legacy. It has often been said that, “Time is money.” It seems that the more appropriate adage today is, “Time is LIFE.” Using your legal training, knowledge, skills and passion can make a difference in the world.

On June 27, 2019, Senator Richard Blumenthal of Connecticut introduced Senate Bill 2043 the “Khalid Jabara and Heather Heyer National Opposition to Hate, Assault, and Threats to Equality Act of 2019” or the “Jabara-Heyer NO HATE Act”. The NO HATE Act seeks to address the underreporting of hate crimes and improve police response to hate crimes.

I hope that you will remember Heather Heyer’s name, and on August 12th of each year that you will all take a moment to reflect on the ultimate sacrifice made by this brave young woman who stood up for what she believed in and fought for a more just society. What will your legacy be?

Reprinted with permission of Kristine Custodio Suero and the National Association of Legal Assistants, Inc. This article originally appeared in the August 2020 eNewsetter, NALA’s digital monthly member newsletter. Inquiries should be directed to NALA, 7666 E. 61st, Suite 315, Tulsa, OK 74133, or by e-mail to [email protected].

Kristine Custodio Suero, ACP is an award-winning legal professional, a published author and a highly sought after speaker. A true servant leader, she has lead the San Diego Paralegal Association and California Alliance of Paralegal Associations as President. Kristine teaches legal courses for a local San Diego paralegal program and lends her time to the program’s advisory board. Kristine is a member of the NALA Professional Development Committee and a past member of the NALA Continuing Education Council and Ethics Chair. Kristine is a Senior Paralegal/Business Development Director for Butterfield Schechter LLP. Kristine may be reached at [email protected]. G

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More Than Just aHashtag: Eliminationof Bias in the Post-#MeToo & #BLM Era

by Shirley Szabo – LAPA Member

On Wednesday, August 12, 2020, Sahar Shiralian, Esq., of Jones, Bell, Abbott, Fleming, & Fitzgerald LLP, presented a Zoom meeting entitled “More Than Just a Hashtag: Elimination of Bias in the Post-#MeToo and #BLM Era.” Ms. Shiralian is a labor and defense attorney who defends employers and management, in addition to having an advisory practice wherein she assists employers in preventing lawsuits. Our thanks go to LAPA Committee Member Lee Salazar for moderating, Vice President of Marketing and Planning Terri Walters, CCP, for coordinating, and LAPA President Tony Sipp for his contributions and support. Those fortunate to have attended received invaluable information and insights.

oVERVIEW

Ms. Shiralian began with an overview of the #MeToo, #Time’s Up, and #BLM movements and their effects on the workplace. She, first, defined two characteristics that have affected these movements. The first, “implicit bias” refers to stereotypes, beliefs, and attitudes that affect our understanding, actions, and decisions in an unconscious manner. The second, “microaggression” refers to a statement, action, or incident that actually constitutes very subtle discrimination of which we may be unaware, and usually targets a racial or ethnic minority.

Ms. Shiralian described 2017 as the year #MeToo (and its sister movement #Time’s Up) rose to social awareness when an exposé in the New York Times revealed inappropriate behavior by Harvey Weinstein, which led to his conviction for committing rape and sexual assault, and in the eventual dissolution of his company.

Ms. Shiralian further explained that since that time, and due to more than four hundred high-profile public accusations across all industries, women and men who work in male-dominated law offices, such as paralegals and attorneys, have also been affected by the #MeToo movement.

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The #Time’s Up movement, which focuses on pay and equity in the workplace, was brought to public awareness when it was revealed that female actors were paid less than their male counterparts for similar roles and equal talent. This movement also affects women and men in all industries, including law, and has made way for women requesting equity, raises, and promotions in the workplace.

More recently, and in the wake of the death of George Floyd, the #BLM (Black Lives Matter) movement came to prominence, causing firms and organizations to take a deeper look into the biases and microaggressions that may exist, and the need for change.

PART I – lEGAl FRAMEWoRK

Ms. Shiralian proceeded in defining discrimination as treating an individual differently with respect to any terms, conditions, or privileges of employment because of that individual’s protected characteristic in hiring, promoting, terminating, providing certain benefits, and/or work assignments based on that individual’s characteristic, which, relevant to the #MeToo, #Time’s Up, and #BLM movements, also includes sex and gender.

Ms. Shiralian explained that the #MeToo movement brought sexual harassment issues in the workplace to the forefront. Sexual harassment is a form of discrimination where an individual is subjected to unwelcomed sexual advances in the workplace such as requests for sexual favors, or other verbal and physical harassment of a sexual nature. It can take the form of “quid pro quo,” Latin for “this for that,” wherein favors, assignments, or advancement is offered in exchange for sexual favors. Quid pro quo is unfair in that it creates a situation where the upward mobility of an employee in a company, and the pursuit of their career, are conditioned upon that person’s willingness to submit to these advances. When harassment becomes so pervasive and severe in the work environment that it makes it impossible to do your job, it is defined as a “hostile work environment” and is the most aggressive form of harassment.

In the case of Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (June 26, 1998), it addresses the issue of quid pro quo with the plaintiff being subjected to unwelcomed sexual advances by her superior in exchange for advancing in the company. This case



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generated the popular “Faragher Ellerth Affirmative Defense” which employers who are being sued raise as a defense when plaintiffs fail to take advantage of the company’s anti-sexual harassment policies and other preventative measures.

Ms. Shiralian also discussed the case of Jenson v. Eveleth Taconite Co., 130 F.3d 1287 which was the first class-action sexual discrimination lawsuit that dealt with the hostile work environment of female miners who worked beside male miners and were sexually harassed to such an extent that it because difficult to do their jobs. This is a monumental and historical case in that it lasted for fourteen years due to the defense attorney’s undermining of the women in this case, which, today would no longer be tolerated.

She continued to explain that the federal and state aspects for bringing a sexual discrimination or harassment claim are covered by Title VII of the Civil Rights Act of 1964 (“Title VII”) and amendments, such as the Pregnancy Discrimination Amendment, the Fair Employment and Housing Act (“FEHA”), the Unruh Civil Rights Act (“Unruh Act”), the Equal Pay Act of 1963, passed by President John F. Kennedy, and the Lilly Ledbetter Fair Pay Act of 2009, passed by President Barack Obama.

The #MeToo movement was the catalyst for new legislation in California. SB 1343 now requires sexual harassment training in companies of five employees or more for two hours for supervisory employees, and one hour for non-supervisory employees. The previous law required training starting at fifty employees or more. SB 3109 is a result of the Harvey Weinstein case in which women were paid “hush” money and made to sign Non-Disclosure Agreements (NDAs). This statute now gives legal authority to testify in an administrative, legislative, or judicial proceeding regarding sexual harassment.

Any provision that silences individuals is now null and void and is no longer enforceable. SB 1300 deals with summary judgment and sexual harassment claims, and now makes summary judgment for these claims inappropriate, dispelling the defense that sexual harassment has to be pervasive and severe. Now, even one incident of sexual harassment is a triable issue. SB 826 requires that there now be at least one female on the board of any public company. Severe fines have been established of $100,000 or more for the first violation, and $300,000 or more for subsequent violations. Companies are liable for harassment in the workplace. For quid pro quo, it is strict liability, for supervisory hostile environment, it is vicarious liability subject to the Faragher Ellerth Affirmative Defense, and for non-supervisory hostile work environment, it is the negligence standard.

In addition, the #Time’s Up movement, which focuses on pay and equity in the workplace, is supported by the Equal Pay Act of 1963 in making it illegal to pay men and women different wages based, solely, on their gender, and by the Lilly Ledbetter Fair Pay Act of 2009, which reverses the case that severely restricted the time period for filing complaints for employee discrimination concerning compensation.

PART II – BARRIERS To GENDER INClUSIoN

Ms. Shiralian discussed how these laws speak to the increased cultural awareness and importance of addressing harassment, and increased focus on diversity and gender inclusion. She noted that social media has devised its own “court of law” known as “cancel culture” which is prevalent in companies that are so fearful of having negative publicity, they terminate or “cancel” an employee for sexual harassment, rather than evaluating the merits of the claim. continued on page 19



She continued to explore some barriers to gender inclusion and, as an example, showed a photograph taken from the former TV series “Ally McBeal” which, at the time, went against social norms by centering stories on a woman attorney. She emphasized that diversity initiatives are not enough, and that inclusion is only realized when women have a “secure seat at the table,” meaning their voices are heard and valued, and they are able to advance within the company to secure leadership positions. She gave some interesting statistics indicating that less than 5% of the heads of law firms are women, 16% of equity partners (stakeholders) are women, 50% of Am Law 200 law firms have 1 or no women on their governing committees, 20% of the General Counsels of Fortune 500 companies are women, 70% of part-time attorneys are women, but 45% of associates in law firms are women, and, yet, typically 50% of a law school class is comprised of women. Currently, women lack that institutional power of being a leader in a top company and having a say as to the path and future of the company. She discussed that women at law firms are lacking in economic power, and that 50% of law firms have no women in their top ten “rainmakers,” which are people who bring in clients. This can be the result of implicit bias that assumes women are not interested in obtaining business. Sometimes, we have to change the implicit bias we have about ourselves pertaining to our value, our skills, and our competence.

Still, strides are being made toward inclusion in the areas of part-time policies for working mothers, pregnancy leave, flexible schedules, and work-life balance. But, room must be made for women who aren’t interested in having children, but whose

ambition is achieving equity partner status and power in the legal industry. Attaining power in law firms can be derailed by biases that can be unconscious or implicit. Biases, including unconscious ones, present a legal risk in that they deprive employees of legal opportunities. The impact of these risks can be mitigated through training, practicing an open-door policy, and talking with employees.

Ms. Shiralian described the “Queen Bee Syndrome,” an article published in The Economist, wherein sometimes other women can be barriers to women. Some women who have worked hard to enter the arena with powerful men are reluctant to promote another younger woman who could replace her. They can actively marginalize women by failing to consider them for positions. Progress is about having the right woman in power, not just any woman in power. Women should secure a seat at the table by “leaning in” and having the courage to ask for raises, promotions, and opportunities at a company. Ms. Shiralian’s view is that contained within the #MeToo movement is the liberating power to be not only victims, but warriors -- warriors to call out the inequities at our workplaces, while at the same time asking for the raise and promotion for which you have worked hard, and requiring them to value and honor you for who you are.

PART III – HoW Do WE DEAl WITH BRo CUlTURE?

Ms. Shiralian introduced the term “Bro Culture” which can exist in workplaces that are male-dominated and have a “fraternity” mentality or vibe. It is an accepted culture of biases that manifests in behaviors and decisions that support the exclusion of women. Men who do not support this behavior are also excluded. The locker room talk or comments that were once practiced are no longer acceptable or accepted by women. This culture can create a “Good Old Boys” network making it difficult for women to succeed and be mentored. Some problematic behaviors are displayed in the way of sexually inappropriate jokes or comments that are the norm and are unaddressed by leaders. They also include negative comments directed at male employees for taking time off work to tend to childcare issues or to attend school events; negative labeling of female employees who assert themselves as being “not team players” or “bossy”;




and a perception that female employees have to “be one of the guys” in terms of tolerating offensive banter or language to “fit in.” In its most egregious form, women are outright sexually harassed or discriminated against. This objectification of women by men gives rise to costly lawsuits.

Ms. Shiralian cited several lawsuits involving Bro Culture such as Reeves v. C.H. Robinson Worldwide, Inc. 594 F.3d 798 11th Cir 2010, wherein a predominantly male sales force continued to listen to a sexually-charged radio show after one female was hired. She encountered “pervasive vulgarity” and sexual comments were made to each other in an open work space, creating a hostile environment. She went to Human Resources, but after no action, filed a lawsuit and won. The company’s defense was that they’ve always listened to this radio show, so why should they stop now? The court concluded that because a woman had entered their workplace, they needed to change. She also cited Knox v. PPG Industries, Inc. 15-1434 wherein a senior research scientist and project leader for twenty-three years was the only female working in her project group. When a new supervisor said he was “uncomfortable around women” and that “women were better suited in business” rather than the scientific side, he assigned the female to administrative projects while placing her male co-workers in more technical work. The female complained to Human Resources and her supervisor encouraged her to take a different position, which she refused. The employer fired her, and stated the reasons were for her failure to fully cooperate in, and was inconsistent with responses to an investigation into an extra-marital affair between another male manager and his female subordinate. The case was tried in federal court in Pittsburgh, and the plaintiff received a $3 million verdict in 2018. These biases in the workplace can become expensive lawsuits.

PART IV – IMPoRTANCE oF ADDRESSING GENDER BIASES AND MICRoAGGRESSIoNS

Ms. Shiralian explained that it is important that we address gender biases and microaggressions in the workplace. She emphasized that we all have biases, including unconscious ones, and that they are mental shortcuts or reflexive responses that can be favorable or unfavorable. Biases can negatively impact all aspects of employment including morale, teamwork,

and diversity, and can lead to claims of discrimination and harassment. Biases can take the form of gender microinequities and microaggressions. This can include ignoring an idea that a woman presents at a meeting, but praising a male employee for that same idea, or not offering certain work assignments to mothers or pregnant women, either because they are time consuming, or involve too much work. It can be interrupting and talking over women, which is a microaggression that indicates that a woman’s thoughts and opinions are not important. Microaggressions can be actions that are perceived as subtle slights in the way of someone’s tone or negative body language. Sometimes the person it is directed towards doesn’t pick up on these subtleties, but bystanders might. They can be trivial, individually, but can create a perception of exclusion or bias, collectively. Oftentimes they are based on inherent biases and are not intended.

The case of Price Waterhouse v. Hopkins, 490 U.S. 228 is a classic example of gender bias resulting in a lawsuit. The plaintiff, Ann Hopkins, was denied partnership and after being passed over was advised to “walk more femininely,” “talk more femininely,” “dress more femininely,” “wear makeup,” “have hair styled and wear jewelry” to increase chances of promotion. The case went to the Supreme Court in 1989 which held that discrimination based on gender stereotypes constituted unlawful sex discrimination. The Supreme Court held that “in the...context of sex stereotyping, an employer who acts on the basis of a belief that a woman cannot be aggressive, or that she must not be, has acted on the basis of gender.”

There are many allegations affecting the legal industry in this area. Females are paid less than




similarly situated males and are underrepresented on compensation and business development committees as equity partners. Male partners assign female lawyers fewer higher billing cases resulting in “poorer” performance by women in generating billable hours. Ms. Shiralian shared that she noticed some inequities and disparities once she started practicing but believes that it is a two-way street, and that women play a roll. She believes that we must promote other women, and that we need to ask for what we want. Furthermore, we should educate male leaders about what it is like to be a woman in law, the need for open-door policies and dialogue, and listening to employees and approaching leaders of companies, as well.

#BlM MoVEMENT

With the onset of the #BLM movement, companies have been re-examining their existing policies of anti-harassment, anti-discrimination, anti-retaliation, and making necessary changes. The good and smart companies began talking to and hearing people of color in the workplace, and are establishing an open-door policy, as well as being more vigilant about complaints of discrimination in the workplace. Urban Outfitters and Anthropology were guilty of not taking these claims seriously, and even promoting a culture of discrimination.

As Ms. Shiralian has explained the impact of microaggressions in relation to women, she thinks it is even more toxic when it is in relation to people of color. These microaggressions can be “brief, everyday exchanges that send denigrating messages to certain individuals because of their group membership.” These attitudes stem from stereotypes, are negative by nature, and are directed towards individuals from

socially disadvantaged groups. Science has identified three forms of microaggressions: microassaults, microinsults, and microinvalidations. Ms. Shiralian highlighted the following quote: “Some racism is so subtle that neither victim nor perpetrator may entirely understand what is going on – which may be especially toxic for people of color.” She explained that this is the impetus for extensive discussion about uprooting systemic racism. It is so deeply rooted that the victim and the perpetrator cannot distinguish what is hurtful or what is causing pain in the workplace. As with gender bias, implicit bias and microaggressions go hand in hand. Microaggressions are implicit biases that come to life. They can be microinsults that manifest themselves as subtle behaviors or communications of a conscious or unconscious nature which convey rudeness, insensitivity, and demean the target’s identity. An example would be telling a minority that they are a credit to their race because they are a doctor or lawyer (verbal), or a white supervisor avoiding eye contact with a Black employee (non-verbal) and can be unintentional. They can emerge as microassaults which are conscious and intentional actions or slurs, such as deliberately serving a white person before a person of color in a restaurant. They can also be microinvalidations that are communications which minimize the psychological thoughts, feelings, or experience of the target. Examples of this would be assuming that a woman wearing a hijab (headscarf) is not an American, or when a diverse student who expresses concern in discussing racial issues with her professor is told, “When I see you, I don’t see color.” Microaggressions can be a form of race discrimination and are in play long before one enters the workplace, as when hiring managers make judgments about a person’s qualifications and fit for a given job prior to giving fair consideration to the person’s candidacy. Microaggressions diminish and stigmatize people, contributing to a $450 billion to $550 billion per year loss in U.S. workforce productivity, according to Gallop.

Ms. Shiralian examined the psychological implications of worthlessness and lack of confidence as employees now question their value to co-workers, the company, themselves, along with questioning their abilities, judgments, and decision making. Helplessness and loss of drive surface as employees feel powerless in the workplace when the individual is unable to




stop the microaggressions. The employees’ energy, spiritual and psychological, is sapped through chronic workplace microaggressions, and that directly impacts productivity. Additionally, there are disparate impacts such as difficulty in recruitment, or with low retention of diverse employees if they feel they are unwelcome at a law firm or company. Diverse employees can be disadvantaged in networking and mentoring which impacts their chances of advancing their career. People of color may either be top performers because they feel the need to overcompensate, or hypo performers for lack of trying and because of the psychological implications previously mentioned.

Specific to the legal industry, bias and discrimination may also creep into internal affairs of a law firm in the areas of recruiting, retention, promotion, management, compensation, and competency. Employers have a duty to eliminate discrimination in the workplace, including the duty to identify and investigate potentially discriminatory behavior. Employers should make space for discussion, and find ways to give people of color a voice in the workplace. Because of the #BLM movement, these issues are being taken more seriously.

Ms. Shiralian urged us to be aware of off-duty conduct laws that companies choose to uphold. In California, there are protections for protesters or for making comments on Instagram. The only caveat is that you can still be terminated if it affects your work performance.

Ms. Shiralian reminded us that the #BLM movement is not a trend or merely a hashtag. It is an ongoing reworking of goals that support employees feeling more comfortable, continuously, at the workplace. It is an ongoing endeavor that never ends. Ms. Shiralian explained that the training on implicit bias was not intended to impart guilt to anyone, but that by understanding biases, we will continue to work on them, recognize them, eliminate them, and hold ourselves, our co-workers, and our employers accountable. In Attorney Sahar Shiralian’s inspired words, “we need a respectable workplace. Not because we’re afraid of lawsuits, but also, having multiple voices in a workplace is wonderful. Having different perspectives is wonderful. It can lead to a more rich and vibrant experience for everyone at a law firm or any organization.”

REFlECTIoNS oF A RETIREE

I have been retired from my profession for over three years, now. As I reflect on my years and experiences, it was my good fortune to have worked alongside diverse colleagues and supervisors who sought to champion the heritage represented by its staff, and of those who were not represented. They upheld strict adherence to sexual harassment training protocols, and dissemination and posting of non-discrimination laws. Employees’ rights of redress were formally communicated and documented. I always felt that my voice was heard and taken seriously, and that my suggestions had value.

With Ms. Shiralian so poignantly expanding our understanding of the barriers that may be unconsciously or unwittingly cultivated in these areas, it prompted my own introspection.

During my years of employment, it was my perception that there was an open line of communication with those under my supervision. In light of the significant information received from Ms. Shiralian, I am more aware of the opportunities that I potentially missed that would have better supported the success of the employees and office as a whole. The positive workplace experience of every employee was important to me, as was each of them, personally. When general office concerns surfaced, it appeared to me that suitable solutions were attained. But, in retrospect, I would have been more proactively involved and delved a little deeper. My lines of communication and inquiries would have been more frequent and varied, from group sessions to one-on-one meetings, with more ongoing follow-up. I would



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have requested and more clearly communicated that I welcomed more feedback pertaining to myself for any explicit or implicit biases for which I may have been unaware. I would have more fervently communicated my unwavering support, and more frequently conveyed to staff their inexpressible value to me and to our team.

As with my own experience, I continue to learn that when we do better by promoting diversity, inclusion, and non-discrimination at our workplaces, then we become better – better at achieving the individual and collective goals of our staff and of our firms and institutions, better at fulfilling the needs of our clients, and better as human beings for the greater good of all.

We extend our immense thanks and gratitude to Attorney Sahar Shiralian for her expertise, generosity, and heart in bringing these facts, laws, and her experience into full focus, and for raising our consciousness in this essential and integral part of our workplaces and lives.Shirley Szabo is a retiree from the Los Angeles Unified School District,where she worked in the Student Discipline and Expulsion Support Unit, and where administrative hearings were conducted, and rehabilitative counseling and support services were provided to at-risk youth. She obtained her Paralegal Certificate from California State University, Los Angeles. G

The Los Angeles Paralegal Association (LAPA) reflects the diverse nature of Southern California, and we strive to be as inclusive as possible. As an organization of legal professionals, we hold the ideals of equality and justice in the highest regard. The injustices experienced by the communities of Black, Indigenous, and People of Color are a stark reminder that equality and justice are ideas that have yet to reach fruition in this country. We, as a nation, must do better. LAPA stands in solidarity with the families and friends of George Floyd, Breonna Taylor, and Ahmaud Arbery. It is our sincerest desire to see justice is done as the law requires for their tragic deaths.

Diversity and inclusion are LAPA’s initiative for 2020. We hold firm in striving to be more inclusive and diverse to reflect the community that we serve and represent. Moreover, LAPA will continue to steadfastly advocate and create initiatives to prepare and support our paralegals.


Let the Games Begin!by Monique Samudio

Thursday night, two forces collided in a magnetic game of Booze and Bingo! LAPA and Express Discovery Solutions (EDS), a division of Express Network, grabbed their drink of choice and competed in a game of pure luck. Forget regular Bingo numbers, each square contained words from the Legal Industry such as Data Collection, Courtesy Copies, and Declaration. For a fun twist, the “O” column had names and pictures of the LAPA Board and the EDS Sales Team. Bet they never thought their face would be on a Bingo square!

The event was co-hosted by Jonathan Dang from LAPA and Monique Samudio from EDS. Express Network has been around since 1985 serving firms in California with Attorney Services. Almost two years ago, they decided to expand their business and

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opened up Express Discovery Solutions, focusing on Paper and eDiscovery. Since then, they have been supporting litigation needs from start to finish.

With everyone being so enthusiastic and energetic, the three games went by in a flash. The winners were: Cynthia Montoya, Lee Salazar and Lee Salazar. That is not a typo, Lee won TWO games. Lee, go to Vegas right now! Congratulations Cynthia and Lee and thank you to everyone who attended.

Can’t wait for the next event.Born and raised in Southern California, I knew at a very young age I wanted to work in the Criminal Justice System. I can’t explain the exact moment I knew but it was sometime in the 8th grade, where I was only reassured by the Career Test, after passing with flying colors for a “Public Service” Career. Following an undergraduate degree in Criminology at the University of La Verne, I took off to the City That Never Sleeps. After not sleeping for five years at John Jay, I came back home with a Masters in Criminal Justice and an urge to make an impact on the world. My sense of passion still continues today, by meeting new people and helping my clients. We all contribute to this cohesive unit that makes the law industry “go” and I am honored to be here at this time, in this place, to meet everyone and to make a positive impact. G


W o M E N I N E D I S C o V E R y P R E S E N TAT I o N R E C A P

Analyzing Data From Body-Worn Technologyby Cynthia Montoya, CP, CEDS – LAPA Board Member

On Wednesday, July 29, 2020, the Los Angeles Chapter of Women in eDiscovery held the second session of the ‘Analyzing Data from Body-Worn Technology’ presentation. The featured speaker was the Los Angeles Paralegal Association’s own Executive Vice President, Sean C. Tyler, ACP.

Mr. Tyler is a member of the Prosecution Technology Unit in Strategic Justice Systems for the Office of the Los Angeles City Attorney. He discussed how paralegals in the unit have to be well-rounded experts in all stages of the Electronic Discovery Reference Model life cycle and need to understand how body worn technology is managed at every stage. He discussed the specifics of body-worn technology, namely the cameras officers wear while on duty. He described how they are operated, how the buttons are designed for ease of use, and some of the situations in which they might be turned off.

Mr. Tyler discussed Special Order 12, approved by the Board of Police Commissioners, which established procedures for body worn video. In addition to dictating the behaviors associated with the creation and identification of evidence, it allows for discretion in certain circumstances, to protect confidentiality, witnesses, and other parties. While some situations are obvious—administrative meetings, locker rooms, and the like—others are afforded discretion and caution is advised in order to protect undercover officers, informants, victims, and others. One can easily imagine when witnesses and others would prefer to remain anonymous, but one must also consider that there are others who prefer their interactions with police to be recorded for safety reasons.

Mr. Tyler spoke about the unique data management challenges posed by the sheer amount of data being processed by the city each year. In addition to new data constantly being added to the system by each officer for each interaction, statutes of limitation

determine how long the data must be retained in each case. Incident numbers are tagged in the metadata related to each case and allow tracking of the media once it is uploaded to the cloud. From there, an application programming interface, or API, relates the information to the evidence processing software where it can be properly redacted before being produced under the California Public Records Act or the Brady Rule.

While there is much talk of artificial intelligence taking over in all areas of the legal community, Mr. Tyler does not believe it has the capacity to make the delicate, high order analyses which paralegals can provide. In addition to determining whether evidence is responsive, paralegals help determine how the information will be redacted in order to protect the delicate balance between privacy and the right to information. Paralegals can utilize the AI-powered redaction system to assist them in applying redaction zones to both the audio and video layers across hours of video. In addition, the software can be used to collect and authenticate evidence from large crowds in order to facilitate prosecution in mass terror events and can be used to process evidence in post-conviction matters.

With the vast amount of data being reviewed and processed across all stages of the e-discovery life cycle, it is easy to see why the paralegals at the Office of the Los Angeles City Attorney are indispensable, especially since they are doing such important work.Cynthia Montoya is a paralegal with the Law Offices of James A. Gallo in Pasadena. She began her career in the legal field in 2006 at Stroock & Stroock & Lavan in Century City, assisting the law library with research and acquisitions firmwide. Having found her passion for the law, she earned her paralegal certificate and went on to work as a paralegal and independent contractor. Desiring to return to civil litigation, she joined the Special Investigations Unit of an insurance defense firm where she followed her interest in fraud investigations. Ms. Montoya currently fights on behalf of plaintiffs where her experience in defense informs her work. She has experience in business, real estate, tax, immigration, probate, personal injury, insurance, and legal malpractice litigation. Cynthia’s idiosyncrasies as a technophile lend well to her work in e-discovery and her motto is, “Teamwork makes the dream work.” Cynthia graduated from the University of California, Los Angeles with a B.A. in Psychology. She was a founding member and webmaster of the UCLA Psychology Society. Ms. Montoya earned her paralegal certification with Honors Extraordinary from Pasadena City College where she served as webmaster and Vice-President of the PCC Paralegal Association. Having earned the CP and CEDS credentials in 2015, she looks forward to obtaining the ACP credential later this year. Cynthia credits her success to hard work, determination, and an amazing group of teachers and mentors who have provided support and encouragement. G


l A P A P A R A l E G A l D Ay R E V I E W

Celebrating Paralegalsby Cynthia Montoya, CP, CEDS – LAPA Board Member

On Thursday, August 6, 2020, the Los Angeles Paralegal Association hosted Paralegal Day, as proclaimed by the Los Angeles City Attorney. The keynote speaker was Los Angeles City Attorney, Mike Feuer. Additional speakers included Capri Maddox, General Manager and Executive Director of the Los Angeles City Department of Civil and Human Rights (CHRD), and Heather Aubrey, Special Assistant to the Los Angeles City Attorney.

Los Angeles City Attorney, Mike Feuer spoke about the importance of paralegals, without whom attorneys would not thrive. He discussed paralegals’ importance to the daily tasks in his office and how much they are appreciated by those they help every day.

Los Angeles and her citizens have been bombarded with concurrent issues that began before the pandemic and which continue or have been made worse by the illness sweeping through the nation. Not only has the city had to react to myriad issues with regard to healthcare, treatment, and testing, but it has had to do so amidst the cratering of the national economy.

During this time, there have been urgent cries for social justice, and a call to end police brutality. In the background, the homelessness crisis simmers and threatens to boil over. Fraud and price gouging are occurring in the face of fear and scarcity. Never has the city been in more need of good people at the helm. Mr. Feuer recognizes that it is times like these that call for us to come together as a community

and discuss solutions. With that in mind, he has connected with business and community leaders to connect in novel ways and aid Angelenos.

Since the pandemic began, domestic violence reports have been in decline so the city has collaborated with grocery stores and schools to start the Behind Closed Doors Initiative, a partnership with grocery stores and the Los Angeles Unified School District to post information for abuse victims and help others learn the signs of abuse so it can be properly reported.

In addition, while individual interests like walking around without a mask or attending large parties might seem appealing, these desires pale in comparison to the right of all Angelenos to feel safe and get back to work. We owe each other a duty and obligation to wear a mask and maintain social distancing so our city and nation can open and begin to operate in earnest again. Mr. Feuer believes it is times like these that call for us to put aside our individual interests for the common good.

Mr. Feuer urges paralegals to volunteer and assist underrepresented groups, whether through the city or through independent organizations. By volunteering, paralegals have an opportunity to make a big impact in Angelenos’ lives, from assisting with legal aid in eviction and homelessness services to serving food in homeless shelters.

In February 2020, Mayor Eric Garcetti nominated Capri Maddox to lead the newly established Civil and Human Rights Department (CHRD). The department is tasked with addressing long-standing discrimination and barriers to equal treatment in commerce, education, employment, and housing.



l A P A P A R A l E G A l D Ay R E V I E W - cont. from page 26

The Department is composed of three committees: the Civil Human Rights Commission, the Commission on the Status of Women, and the Human Relations Commission, which includes the Transgender Advisory Council. Ms. Maddox spoke about some of the difficulties Angelenos face with regard to racism and discrimination throughout the city and what her department is doing to affect change within the community.

Ms. Maddox’s department will liaise with Los Angeles businesses large and small to bring training and awareness regarding biases and microaggressions which may be occurring within the workplace. They will also be participating in events to bring the community together and promote diversity and inclusion all year long. In “[using] every disadvantage as an advantage,” Ms. Maddox and her team will host these events virtually due to COVID-19 restrictions, but Angelenos need not miss out on these important events and opportunities and they may now attend from the comfort and convenience of their homes.

Where businesses fail to address these issues, complaints can be filed. Fines can be levied on businesses engaging in discriminatory practices, and referrals can be made to other agencies to investigate the improprieties. One such example of this is members of the Latinx community being charged exorbitant fees by banks despite having comparable credit scores. The Department will also provide mediations in partnership with Pepperdine School of Law, to help parties address these issues so citizens can heal and be made whole.

Ms. Maddox recognizes that government has been part of the problem and “state-sponsored discriminatory practices” have contributed to historic inequities within our communities. Throughout the years, these equities and disparities have been studied, measured, and discussed. Ms. Maddox and her department are ready to take action and create a better future for Angelenos starting now.

One prong of action in Ms. Maddox’s plan is to ease Angelenos’ transition into the middle class and make upward mobility a reality in our city. From increasing financial literacy and first-time homeownership rates, to increasing participation in union-based jobs, and more, Ms. Maddox is leading the charge to ensure that “your zip code is a destination, not your destiny.”

Ms. Heather Aubrey was the final speaker of the day. Ms. Aubrey joined Mr. Feuer’s Executive Team where she serves as General Counsel to the recently created Department of Civil and Human Rights and leads the City Attorney’s diversity, equity and inclusion efforts as the City Attorney’s designated Equity Officer. Ms. Aubrey’s father, Larry Aubrey, was a renowned activist in the civil rights community and was a huge influence in her life. She looks forward to honoring his legacy through her work with the City.

Ms. Aubrey believes we should have meaningful and substantive dialogue as well as internal and external training around issues of implicit bias and exclusion. She looks forward to hearing from others in the community regarding Angelenos’ needs and the most effective ways to implement change.



Ms. Aubrey advises that anyone who wants to get involved in the fight for civil rights need not have a specific legal background, they need only have a passion for change and the drive to work to make that passion a reality. She encourages anyone with an interest in furthering the goals of equity and inclusion to look for opportunities to serve anywhere their talents may be of use.

While lasting and meaningful change is incremental, it is heartening to know that our City’s leadership is heading the charge to implement change within our city. In Ms. Maddox’s words, they are “strong, resilient, and…ready to make a difference.” We are lucky to have them at the helm! G

l A P A P A R A l E G A l D Ay R E V I E W - cont. from page 27


www.lacourt.org @LASuperiorCourt

Media Relations [email protected] FOR IMMEDIATE RELEASE: August 12, 2020

WEBEX NOW AVAILABLE FOR REMOTE ORAL ARGUMENT IN THE APPELLATE DIVISION

The video appearance technology Webex is now available in the Court’s Appellate Division for remote oral argument appearances. To appear remotely for oral argument: • Access the “courtroom” 15 minutes prior to your scheduled hearing. • You must be visible, and your statements must be audible to all other participants (audio and video

is required to participate remotely). • Test your equipment before your hearing. If you are not present when your case is ready to be

heard, you will be deemed to have waived oral argument, and the appeal will be deemed to have been submitted on the brief(s) of the non-appearing party or parties.

Part of the Court’s Here For You | Safe For You plan, Webex provides a safe and convenient alternative to in-person appearances. This technology allows parties to appear in court via video without having to come to court. Appearing via Webex provides the following benefits: • Promotes convenience; • Reduces the number of court visitors, which assists with social distancing

protocols; • Eliminates driving and parking costs; and • Saves commute time to courthouses.

Information on Here For You | Safe For You can be found here and on Twitter (@LASuperiorCourt).

Issued by: Sherri R. Carter

Executive Officer/Clerk of Court

###



Media Relations [email protected] FOR IMMEDIATE RELEASE: August 21, 2020 PRESIDING JUDGE KEVIN C. BRAZILE ANNOUNCES A 90-DAY GRACE

PERIOD EXTENSION FOR TRAFFIC, NON-TRAFFIC INFRACTION APPEARANCES INCLUDING PAYMENT OF FINES

Presiding Judge Kevin C. Brazile announced all Traffic and Non-Traffic Infraction matters, scheduled for appearance in any Clerk’s Office from August 22 through October 14, 2020, will be continued for 90 days. “As the pandemic continues to impact our communities, the Court is making every effort to help those who may have been negatively affected during this public health and economic crisis,” Presiding Judge Brazile said. “We want to give people more time to take care of their tickets during this unprecedented crisis.” People do not need to contact the Clerk’s Office to take advantage of this relief. Notification of new court dates will be mailed. Due to social distancing protocols, DO NOT come to the courthouse for any in-person services without a prescheduled appointment. To schedule an appointment, telephone the Call Center (see below). Traffic Infraction defendants who have suspended driver’s licenses due to unpaid tickets can now call the Court to set a future hearing date and immediately have the Court request a release of their Driver’s License Hold from the DMV. Defendants should be aware that COVID-19 has affected the DMV’s ability to process these requests, so there may be some delays in lifting the holds. For general Traffic and Non-Traffic Infraction questions, or if you have questions or need help with accounts already in collections, please visit the Court’s Traffic webpage at (http://www.lacourt.org/division/traffic/traffic2.aspx) or call one of the Traffic courthouses for more information and assistance. Telephone hours are from 8:30 a.m. to 4:30 p.m. Monday – Friday, except Court holidays.

-MORE-

READ MoRE



Media Relations [email protected] FOR IMMEDIATE RELEASE: August 28, 2020

IT’S NOT TOO LATE TO OPEN THE GATE TO THE COURT’S NEW ATTORNEY PORTAL

JOIN 30,000 ATTORNEYS USING THE COURT’S ATTORNEY PORTAL TO ACCESS

LACOURTCONNECT TO APPEAR REMOTELY FOR HEARINGS

NEW ATTORNEY PORTAL, LACC FEATURES AVAILABLE NOW & MORE COMING SOON Attorneys are quickly realizing the benefits of the Court’s new Attorney Portal – the gateway to exclusive services for attorneys with a single sign-on, including access to LACourtConnect (LACC), the new Court-developed solution for remote courtroom appearances. The Court recently introduced new LACC upgrades for users including a convenient tool to test your audio and video hardware before a hearing to assure a successful remote hearing experience for all participants, with new features coming over the next few weeks including: 1) a much-desired active participant list viewable on the screen by all users and a total participant tally; 2) anchoring the judicial officer and courtroom counsel table on the video display; and 3) adding functionality to allow a hearing participant to lower a virtual ‘raised’ hand. Don’t miss out on the benefits of these attorney-tailored features, including new and improved, frequent upgrades to the well-received LACC. If you haven’t joined the tens of thousands of attorneys already benefiting from these online services, go to the Attorney Portal now to create your unique Court ID. New features are frequently added to the Attorney Portal and next month the Court will introduce a new tier of subscription-based services—so don’t miss out and check the site often for announcements at this link (https://my.lacourt.org/attorney/#/). WHAT’S NEW Haven’t been to the Attorney Portal this week? Visit the portal now for more information on new LACC improvements to improve the user experience:

-MORE-

READ MoRE


Governor Newsom Appoints 15 Superior Court Judges8.28.20Published: Aug 28, 2020

SACRAMENTO – Governor Gavin Newsom today announced the appointment of 15 California superior court judges, which include 7 in Los Angeles County, one in Riverside County, two in Sacramento County, one in San Bernardino County, one in San Francisco County, one in Santa Clara County, one in Shasta County and one in Ventura County.

los Angeles County Superior Court

Lee S. Arian, 57, of Los Angeles, has been appointed to serve as a judge in the Los Angeles County Superior Court. Arian has been a partner at Nelson Hardiman since 2017. He was vice president of advisory services at Optum Inc. from 2015 to 2017 and sta! vice president at Anthem Inc. from 2004 to 2015. He served as an Assistant U.S. Attorney in the U.S. Attorney’s O!ice, Central District of California from 1991 to 2004 and was an associate at Dewey Ballantine from 1988 to 1991. Arian earned a Juris Doctor degree from the University of California, Los Angeles School of Law. He fills the vacancy created by the retirement of Judge Scott M. Gordon. Arian is a Democrat.

Lee R. Bogdanoff, 59, of Santa Monica, has been appointed to serve as a judge in the Los Angeles County Superior Court. Bogdanoff was of counsel at Klee, Tuchin, Bogdanoff & Stern LLP from 2017 to 2019, where he was managing and founding partner from 1999 to 2017. He held several positions at Stutman, Triester & Glatt PC from 1986 to 1999, including associate, partner and senior partner. Bogdanoff served as a law clerk for Judge David Thompson at the U.S. Court of Appeals, Ninth Circuit from 1985 to 1986. He earned a Juris Doctor degree from the University of California, Berkeley School of Law. He fills the vacancy created by the retirement of Judge Bradley S. Silverman. Bogdanoff is registered without party preference.

Adam Y. Chang, 43, of Los Angeles County, has been appointed to serve as a judge in the Los Angeles County Superior Court. Chang has been a founding partner at Kundani Chang Khinda Wilson LLP since 2014. He served as a deputy district attorney at the Los Angeles County District Attorney’s O!ice from 2007 to 2014. Chang earned a Juris Doctor degree from Loyola Law School, Los Angeles and a Doctor of Philosophy degree in biochemistry and molecular biology from the University of Southern California. He fills the vacancy created by the retirement of Judge Georgina T. Rizk. Chang is a Democrat.

READ MoRE

VOLUME 48 / ISSUE 09 / SEPTEMBER 2020 LAPA 34DE 2338H Rev. 5 (4-18) (INTERNET)

Unemployed?

Have you lost your job or had your

work hours reduced?File and manage your Unemployment Insurance (UI) claim using UI OnlineSM!

Access UI Online to:• File or reopen a claim.• Certify for benefits and get paid faster.• Get your latest claim and payment information.• Receive important notifications such as reminders to certify for benefits.• View in-person and phone appointments.• Submit questions.• And more!

UI Online MobileSM is available for smartphone and tablet users.

www.edd.ca.gov/UI_Online

You can file a new claim using UI Online during the times listed below:

Monday 4 a.m. - 10 p.m. Tuesday - Friday 2 a.m. - 10 p.m. Saturday 2 a.m. - 8 p.m. Sunday 5 a.m. - 8:30 p.m.

Once you’ve filed your claim, you can access UI Online any time to view and manage your claim.

See the reverse side to learn how to setup a UI Online account.

CUPage 1 of 2

continued on next page


Create a Benefit Programs Online LoginIf you already have a Benefit Programs Online login, you may skip this step.• Visit www.edd.ca.gov/BPO and select Register.• Accept the terms and conditions to continue.• Provide a personal email address used only by you and

create a password.• Choose a personal image and caption. Select and answer four

security questions.• Check your email. Select the unique link within 48 hours of receiving the email to complete

the process or you’ll need to start over.

Important: Check your junk/spam folder if you don’t see this message in your inbox.

File your UI ClaimLog in to Benefit Programs Online and select UI Online to get started.• Select File a Claim.• Read the UI Claim Filing Instructions. Select Next to continue.• Provide your general information, last employer information,

and employment history.• Review the information you provided on the Summary Page and then select Submit.Note: After submitting your claim, a confirmation page will display. You may keep your confirmation number for your records.

Register for UI Online to Certify for BenefitsLog in to Benefit Programs Online and select UI Online to begin registration. You’ll need to provide the following information:• First and last name as it appears on your claim.• Date of birth.• Social Security number.• EDD Customer Account Number.*

*If you’re a new UI customer, allow 10 business days after filing a claim to receive your EDD Customer Account Number by mail.

The EDD is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities.

Get started today!

DE 2338H Rev. 5 (4-18) (INTERNET) CUPage 2 of 2


continued on next page


EMPLOYEE RIGHTSPAID SICK LEAVE AND EXPANDED FAMILY AND MEDICAL LEAVE UNDER THE FAMILIES FIRST CORONAVIRUS RESPONSE ACT

WAGE AND HOUR DIVISIONUNITED STATES DEPARTMENT OF LABOR

WH1422 REV 03/20

For additional information or to file a complaint:1-866-487-9243

TTY: 1-877-889-5627dol.gov/agencies/whd

1. is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;

2. has been advised by a health care provider to self-quarantine related to COVID-19;

3. is experiencing COVID-19 symptoms and is seeking a medical diagnosis;

4. is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);

► ENFORCEMENTThe U.S. Department of Labor’s Wage and Hour Division (WHD) has the authority to investigate and enforce compliance with the FFCRA. Employers may not discharge, discipline, or otherwise discriminate against any employee who lawfully takes paid sick leave or expanded family and medical leave under the FFCRA, files a complaint, or institutes a proceeding under or related to this Act. Employers in violation of the provisions of the FFCRA will be subject to penalties and enforcement by WHD.

5. is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons; or

6. is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.

The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020.

► PAID LEAVE ENTITLEMENTSGenerally, employers covered under the Act must provide employees: Up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of their regular rate of pay, or the applicable state or Federal minimum wage, paid at:

• 100% for qualifying reasons #1-3 below, up to $511 daily and $5,110 total; • 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total; and• Up to 10 weeks more of paid sick leave and expanded family and medical leave paid at 2/3 for qualifying reason #5 below for up to $200 daily and $12,000 total.

A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period.

► ELIGIBLE EMPLOYEESIn general, employees of private sector employers with fewer than 500 employees, and certain public sector employers, are eligible for up to two weeks of fully or partially paid sick leave for COVID-19 related reasons (see below). Employees who have been employed for at least 30 days prior to their leave request may be eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for reason #5 below.

► QUALIFYING REASONS FOR LEAVE RELATED TO COVID-19 An employee is entitled to take leave related to COVID-19 if the employee is unable to work, including unable to telework, because the employee:


CAPA CCP INSIDER WEB-SERIES

Monthly – Second Tuesday at 6:30 pm

CCP EXAM State Specific for California Paralegals

What is It? What to Expect

STUDY GUIDE -SUBSTANTIVE LAW Civil Litigation, Corporate, Criminal, Employment

Family, Probate & Estate, Real Estate

STUDY RESOURCES California Legal System, Legal Research

Communications, Legal Terminology

TOPICS* - BPC §6450-6456 Quarterly – Areas of Law, Skills, Ethics, Compliance

*May Offer an MCLE Event

“California Certification – Your CCP Future Starts Here!”

All 2020 Dates - CCP Insider Web Series

January 14th; *February 11th; March 10th July 14th; *August 11th; September 8th October 13th; *November 10th; December 8th

CALIFORNIA CERTIFIED PARALEGAL CALIFORNIA ALLIANCE OF PARALEGAL ASSOCIATIONS www.caparalegal.org| Certification/CCP Insider Tab

Link for Event: https://attendee.gotowebinar.com/rt/7278879529677341964 (May register for one or all dates available)

Register

Listen

Discuss

CAPA CCP INSIDER WEB-SERIES

Monthly – Second Tuesday at 6:30 pm

CCP EXAM State Specific for California Paralegals

What is It? What to Expect

STUDY GUIDE -SUBSTANTIVE LAW Civil Litigation, Corporate, Criminal, Employment

Family, Probate & Estate, Real Estate

STUDY RESOURCES California Legal System, Legal Research

Communications, Legal Terminology

TOPICS* - BPC §6450-6456 Quarterly – Areas of Law, Skills, Ethics, Compliance

*May Offer an MCLE Event

“California Certification – Your CCP Future Starts Here!”

All 2020 Dates - CCP Insider Web Series

January 14th; *February 11th; March 10th July 14th; *August 11th; September 8th October 13th; *November 10th; December 8th

CALIFORNIA CERTIFIED PARALEGAL CALIFORNIA ALLIANCE OF PARALEGAL ASSOCIATIONS www.caparalegal.org| Certification/CCP Insider Tab

Link for Event: https://attendee.gotowebinar.com/rt/7278879529677341964 (May register for one or all dates available)

Register

Listen

Discuss


VirtualHappyHour

J O I N Y O U R F R I E N D S A T L A P A F O R

W H E R E Y O U ' R E T H E B A R T E N D E R A N D A L L T H E D R I N K S A R E

O N T H E H O U S E !

E V E R Y F R I D A Y A T 5 P MU N T I L T H E E N D O FS H E L T E R - I N - P L A C E

to join us online, register at www.lapa.org/eventsquestions? contact [email protected]


Members Only Benefits

Regional and Networking Sections LAPA has many opportunities for meeting and connecting with your paralegal colleagues and other legal industry professionals. Such opportunities include seminar and networking events based on geographical locations such as Downtown (Los Angeles), South Bay, West L.A., the San Fernando Valley, Santa Clarita, and more. LAPA also provides educational seminars in various legal specialties, including, but not limited to, Litigation, Probate Law, Intellectual Property Law, Corporate Law, Immigration Law, and Ethics. Additionally, with the support of our legal industry partners, LAPA also hosts other networking and charitable events and mixers. Your participation in LAPA is encouraged, so be sure to reach out to a LAPA Section or Committee Chair, develop your leadership and networking skills, and make LAPA an even better association.

Vital Savings This benefit provides LAPA members a discount program for dental and vision services, long term care, as well as many pharmaceuticals. LAPA has been able to obtain special pricing of Vital Savings discount cards through Aetna. By using the discount cards and Aetna approved providers, LAPA members can save dramatically on the services provided by these professionals. For more information, please visit LAPA’s website, www.lapa.org. Working Advantage LAPA members may join a program that offers discounts up to 60% on tickets, travel, shopping, and more. LAPA helps you save money on items from clothing to theater tickets to flowers. This benefit is available by logging onto the LAPA website “Members Only” section. United Insurance Partners LAPA has teamed with UIP - United Insurance Partners - to bring LAPA members the opportunity to purchase health, dental, and/or vision insurance. When you access UIP through the link provided on the Benefits webpage, you will find an array of insurance products available for you to purchase with companies such as Blue Cross, Aetna, and many other top insurance companies. Please visit LAPA’s website, www.lapa.org, for more information. NALA Affiliation LAPA is an affiliated member of the National Association of Legal Assistants. NALA is the nation’s leading professional association for paralegals. As a member of an affiliated association, the initiation fee for individual membership in NALA is waived for LAPA members. NALA boasts some of its own benefits. Access its NALA Campus Live for online continuing legal education, self-study courses, and preparation for the CLA/CP Exam. Its annual educational convention in July allows you to expand your network beyond your state’s borders as you network with other paralegals from around the country, attend educational institutes and member related activities. Freelance/Contract Paralegal Listing LAPA provides a “Freelance Paralegals” section on its website to assist LAPA members who are freelance, contract, or independent paralegals, as defined by California Business and Professions Code Section 6450. For a nominal fee of $60, you can post your contact information on LAPA’s website for six months. You can sign up online through the Members Only section of the website. Membership Database Available only to LAPA members, the Membership Database is a valuable tool in locating other paralegals or legal professionals with whom you have worked or networked. The Membership Database also provides up-to-date contact information as well as members’ legal specialties and geographical areas. Credit Union LAPA members are eligible to join Southland Credit Union. Southland Credit Union, with over $435 million in assets, offers an online presence, a new full-service branch in downtown Los Angeles, an upgraded ATM network and five new proprietary ATMs. Southland Credit Union has expanded its product line by introducing a new high-yielding certificate of deposit, a Rewards Plus program and a market-leading high interest yielding checking account. Southland Credit Union prides itself on outstanding service to its members and has recently earned a 95 percent Member Service satisfaction rating. Lorman Education LAPA is dedicated to providing efficient and readily-available continuing education opportunities that meet the needs of our members and enhance their skills, knowledge, and competencies. LAPA has partnered with Lorman Education to provide continuing education in a variety of topic areas. LAPA members receive a 20% discount on all orders.


Bet Tzedek Needs YOUR Help!

Intake Services Volunteers Sought

Bet Tzedek’s Intake Services volunteers conduct pre-screening assessments in order to determine the appropriate course of action for individuals who call seeking legal assistance. Our volunteers are often the first contact our community has with our organization, and we rely on our volunteers to handle a high volume of calls from a diverse population of individuals with a broad range of needs. Gain Issue Spotting and Client Interview Experience

Under attorney supervision, volunteers develop foundational legal skills, including learning to spot legal issues; to conduct telephone interviews with potential clients dealing with challenging, stressful situations; determining what information provided by the caller is relevant; and to begin to develop judgment of potential cases in a wide array of legal areas. Volunteering with Intake Services also provides first-hand knowledge of the landscape of legal services available in Los Angeles County and exposure to and understanding of the issues faced by the communities we serve. Commitment: 40+ hours. During the school year, we ask that volunteers commit to working in the Intake Center for 8-10 hours/week for 8-10 weeks. During certain periods, such as winter break, we may be able to accommodate schedules that include a higher number of hours per week for fewer weeks. Work must be completed during normal business hours (M-F, 9am-5pm). To Apply: Email [email protected] or call (323) 549-5839 with any questions. Spanish language skills are highly preferred, but not required.


W E l C o M E N E W & R E N E W I N G l A P A M E M B E R S

The following is a listing of legal professionals and paralegal students who joined or renewed their membership in Los Angeles Paralegal Association within the last 30 days. The employer and work telephone number also are included when available. If any information is incorrect, please fax corrections to 866-460-0506, call LAPA at 866-626-LAPA or e-mail updates to [email protected].

VoTINGKevin L Alperstein Alperstein Simon Farkas Gillin & Scott [email protected] Borgia Frish Law Group, APLC [email protected] Borowski-Pineda Lichter, Grossman, Nichols, Adler, [email protected] Feldman & Clark, Inc.Kimberly Bradley South Coast Air Quality [email protected] Management DistrictColleen Caamano [email protected] P. Chen Zhong Lun Law Firm LLP [email protected] Choi Lotte Advanced Materials [email protected] USA, Inc.Eva Fitzhugh Faegre Baker Daniels [email protected] Gibbs Milbank LLP [email protected] Greer Lerhman Law Group [email protected] Harenburg Law Offices of Jacob Emrani [email protected] Kirk Latham & Watkins LLP [email protected] M Klein Alperstein Simon Farkas Gilllimn [email protected] and Scott LLP

VoTING cont. Frederick Klunder [email protected] Maury-Diaz J2 Global, Inc. [email protected] Mobley Paralegal Training Program [email protected] Panomchai Casselman Law Group [email protected] Serna Acker & Whipple [email protected] Sipp Manning & Kass, Ellrod, Ramirez, [email protected] Trester LLPRoze Uka Massumi + Consoli LLP [email protected] Anderson Mount San Antonio College [email protected] Cuadros UCLA Extension [email protected] Ferguson [email protected] Jones-Garner City & County of San Francisco [email protected] Kunitz Banc of California [email protected] Marie Troy Robinson Helicopter Company Inc. [email protected] Eskenazi Cornerstone OnDemand [email protected] Melendez Blank Rome [email protected]


L O S A N G E L E S P A R A L E G A L A S S O C I AT I O N - 2 0 2 0 B O A R D O F D I R E C T O R S

S E C T I O N S , C O M M I T T E E S & O T H E R L A P A I N F O R M AT I O N

EXECUTIVE COMMITTEEName Title Employer Office # EddressTony Sipp President Manning & Kass, Ellrod, Ramirez, Trester LLP 213.624.6900 [email protected] Tyler, ACP Executive V.P. Los Angeles City Attorney’s Office 213.978.8100 [email protected] Dang V.P. Membership & Policy Manning & Kass, LLP 213.624.6900 [email protected] Walters, CCP V.P. Marketing & Planning Nemecek & Cole 818.788.9500 [email protected] Rosales Treasurer RMO, LLP 323.793.0593 [email protected] Kuhn, ACP Secretary Rose, Klein & Marias, LLP 213.626.0571 [email protected] A. Paige, CP Board Advisor Department of Justice 323.356.4531 [email protected]

DIRECTORS AT LARGEName Employer Office # EddressDeena Bowman Forfeiture Support Associates 213.361.3932 [email protected] Burns Marjiya Law Office 626.733.8700 [email protected] Chow Collins Collins Muir + Stewart LLP 626.243.1100 [email protected] Gutierrez The Law Office of Patricia Gittelson 818.989.5667 [email protected] Montoya, CP, CEDS Law Offices of James A. Gallo 626.304.0909 [email protected] Griffith Wright, ACP Dignity Health 626.744.2395 [email protected] Fay Ye Farmers Group, Inc. 801.918.9121 [email protected]

Administrative Manager [email protected] | 866.626.LAPAAdvertising [email protected] | 866.626.LAPALAPA Pro Bono Counsel Bethelwel Wilson, Esq. [email protected] Section [email protected] Advisor Lee A. Paige, CP [email protected] & Finance Committee [email protected] | 866.626.LAPACAPA Web Site www.caparalegal.orgCAPA Rep [email protected] | 866.626.LAPACompliance Committee Tony Sipp [email protected]/Real Estate Section Gina Rosales [email protected] Sponsors [email protected]/866.626.LAPADiversity & Inclusion Section Tony Sipp [email protected] Fay Fay Ye [email protected] Section Sean Tyler, ACP [email protected] Tony Sipp [email protected] of Reporter [email protected] Law Section Terri Walters, CCP [email protected] Law Section Terry Wright, ACP [email protected] Information www.lapa.org/866.626.LAPAHoliday Benefit Gala Committee Terri Walters, CCP [email protected] Jonathan Dang [email protected] Fay Fay Ye [email protected] Law Section [email protected] | 866.626.LAPAIP & Franchise Section [email protected] | 866.626.LAPALegislative Committee Tony Sipp [email protected] Section Fay Fay Ye [email protected] Committee Terri Walters, CCP [email protected] Fay Fay Ye [email protected] Review Committee [email protected] | 866.626.LAPAMembership Committee Jonathan Dang [email protected] Liaison Doug Kuhn, ACP [email protected] Committee Samantha Burns [email protected] Seann Dougherty [email protected] Jean Kim [email protected] Arshia Sajedi, MBA [email protected] Christopher Bailey-Towman [email protected] Terri Walters, CCP [email protected] & Elections Committee Andrea Mitchell [email protected] Kimberly Bradley, ACP [email protected] Conference Committee Tony Sipp [email protected] Certification Committee Michelle Tabb, ACP [email protected] Terry Wright, ACP [email protected] [email protected] | 866.626.LAPAProbate & Estate Planning Section Gina Rosales [email protected]

Pro Bono & Community Services Committee Terry Wright, ACP [email protected] Fernando Valley Section Terri Walters, CCP [email protected] Clarita Section Terry Wright, ACP [email protected] Committee Jonathan Dang [email protected] Liaison Jonathan Dang [email protected] Bay Section Jonathan Dang [email protected] Paula Delp ACP, CCP [email protected] Bureau Coordinator [email protected] | 866.626.LAPASpring Career Conference Committee Tony Sipp [email protected] Advisory Committee 866.626.LAPAWebsite Committee Tammi Loveland [email protected] Section Doug Kuhn, ACP [email protected]


Los Angeles Paralegal AssociationP.O. Box 71708Los Angeles, CA 90071Telephone (866)626-LAPAFax (866)460-0506

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