February 2016

Capital Connection is published monthly for members of the Capital Chapter of the Association of Legal Administrators to provide information for the education and benefit of legal administrators, law office managers, managing partners of law firms, and other law related associations. Capital Connection is not engaged in rendering legal, financial, or tax counseling or advice through this publication.  The contents of all articles, letters, and advertisements published in Capital Connection should not be considered endorsements by the Capital Chapter of ALA nor the opinion expressed therein of any products advertised.   Contributing authors are requested and expected to disclose financial an/or professional interests and affiliations that may influence their writing position. Articles and materials accepted for publication are subject to editing by the editorial team and become property of the Capital Chapter of the Association of Legal Administrators. 

Editor: Jacqueline Moline 
Associate Editors: Paula Serratore; Cindy Conover
Contributing Editors: Beth L. Fowler, CLM; HITT Contracting; Monique Terrell; Matt Filimonchuk; Gensler; Jessica Davis; Marco Maggio; Susan Bailey; Hilltop Consultants; Connie Summers; LaVerne W. Anenia, SPHR; Lance Breger 
Newsletter Designed By: Jessica Davis


In this issue:

President's Message

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I have a confession to make:  I am addicted to HGTV.  So of course, I have all these wonderful ideas for improvements to my house, and think they can be implemented by wonderful people like Chip and Joanna from Fixer Upper, or Hillary from Love it or List It, at a cost that is quite affordable.   I actually started getting bids to have my kitchen renovated, and was shocked at how much higher my bids were than what they paid on those shows.  I live in Arlington, Virginia, not Waco, Texas, and reality TV is certainly not my reality!

The same kind of thing can happen in our firms.  We attend conferences and Lunch and Learns, and read everything we possibly can, so that we are up to date on the latest trends, cutting edge technology and management techniques, so that we can be the best leaders in our firms.  But before we move forward, we have to take a step back and assess the “reality” of our firms.  We need to consider our firm’s culture, size, and other factors that determine what really works for our firm.  I find this especially true in a smaller firm.  Sometimes I feel like the speakers I hear or articles I read assume that everyone in their audience has a large staff and unlimited budget.  But even with the resources of a larger firm, you have many more personalities, multiple offices and often cultures of many different countries to consider. 

We all experience challenges on a daily basis just keeping our firms functioning.  And while it is essential to our success to keep our firms moving forward, it is easy to get distracted by the shiny new trends that we hear about or see in other firms.  We just need to make sure that they fit into our firm’s reality.

To those of you who have already renewed your memberships with ALA and the Capital Chapter, thank you! We appreciate your involvement and enthusiasm, and we look forward to continuing to provide the resources and support you need to succeed in the coming year. If you haven't renewed, you have until Monday, February 29th to do so without an interruption in your membership. Need help? More information can be found here. We're glad to have you back for 2016!

New ALA Capital Chapter Members

Ressie M. Walker
HR Manager
Wilson Sonsini Goodrich & Rosati
1700 K St., N.W.
5th Floor
Washington, DC 20006
[email protected]

Hillary Mintz
Director of Administration
Simpson Thacher & Bartlett, LLP
900 G St., N.W.
Washington, DC 20001
[email protected]

Kathryn L. Fettrow
Senior Staff Recruiter
Wiley Rein LLP
1776 K St., N.W.
Washington, DC 20006
[email protected]

Donna Malone
Administrative Support Manager
Wiley Rein LLP
1776 K St., N.W.
Washington, DC 20006
[email protected]
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Troy L. Moody
Administrator/Controller
Jackson & Campbell PC
1120 20th St., N.W.
Suite 300S
Washington, DC 20036
[email protected] 
Catherine Ryan
IP Services Assistant Manager
Crowell & Moring LLP
1001 Pennsylvania Ave., N.W.
Washington, DC 20004
[email protected]

Rachel Steiman
Office Manager
Allen & Overy LLP
1101 New York Ave., N.W.
Washington, DC 20005
[email protected]

Angela Carter
Regional Meetings Manager
Hogan Lovells
555 13th St., N.W.
Washington, DC 20004
[email protected]

​Sarah Antonello
Office Administrator
Husch Blackwell LLP
750 17th St., N.W.
Suite 900
Washington, DC 20006
[email protected]  

Members On the Move!

Please join us in wishing the following members well in their new positions
Denise A. Browne
Office Administrator
McGuireWoods LLP
2001 K St., N.W.
Suite 400
Washington, DC 20006
[email protected]
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Taryn Scott
​Office Manager
McKool Smith PC
1999 K St., N.W.
Suite 600
Washington, DC 20006
[email protected] 
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The following members have retired. The Chapter thanks them for their commitment and participation and wishes them all the best.
Teresita Cajayon Chitty
Susan Magee
Paula Miller
Debra Merritt
Pennye Perez
Regina Wine

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​Have good news to share? Let us know! Email Jessie Davis or Paula Serratore at Chapter Headquarters.

Sustainable Construction
OVERVIEW 
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HITT’s dedicated Sustainable Construction department offers our operations teams technical expertise to provide long-term green building solutions for our Clients and construction partners. We track the economic and environmental impact of projects 
under construction, and strive to optimize the long-term sustainability, affordability, and safety of the built environment beyond project completion. On every HITT project, our teams are trained to implement economic and safe green construction best practices, regardless of whether a Client is looking to achieve green certification. Led by Director of Sustainable Construction and Corporate Social Responsibility Katie Rothenberg, the department is responsible for developing solutions that meet the challenges of sustainability on the jobsite. 
The sustainability team carefully devises and implements detailed environmental programs tailored to individual project needs. HITT’s Sustainable Construction department started in 2005 and expanded in 2011 to service the growing number of LEED administrated projects and has helped HITT complete more than 110 LEED certified projects, including eight LEED Platinum projects and our first LEED version 4 certified project.

SUSTAINABLE CONSTRUCTION SERVICES
  • Green building program coordination—HITT has the ability to facilitate the entire green building program from establishing the desired level of certification and advising which credits are achievable, to implementing the plan during design and construction to ensure certification is attained.
  • Sustainable construction cost analysis—We review drawings and specifications to inform Clients and designers about the costs of sustainable project features, and make recommendations for cost effective solutions.
  • Green building program documentation—HITT prepares technical documents for green building compliance, LEED submittal review and material tracking, and coordinates and streamlines LEED certification. We seek to simplify the green building process.
  • Prequalification of green subcontractors—We maintain a database of subcontractors that are qualified to do work with HITT and can meet specific green building program requirements such as Forest Stewardship Council certification and construction waste recycling.
  • Building performance analysis—HITT assists in determining water and energy usage based on similar facilities, performs life cycle cost analysis of building materials, and integrates building information modeling with sustainability diagnostics for energy, day lighting, and storm water management.
UNIQUE FEATURES
  • Green Project Delivery is HITT’s proven methodology for ensuring smooth documentation of green project compliance. Our process ensures Clients that sustainable construction solutions are deployed consistently across all phases of their projects. HITT’s commitment goes beyond achieving green certification; we provide sustainable construction services that align with our Clients’ corporate social responsibility goals.
  • Our dedicated sustainability manager, Hawkins Thomas, oversees every green building project, integrates with project stakeholders and ensures Clients’ ​
      sustainability objectives are met. The ​sustainability manager is the direct point of contact for       all things green; he performs all submittal reviews, jobsite compliance visits and reporting.
  • We are green advocates through promotion of sustainability and education within the design and construction community. Our in-house subject matter experts routinely give presentations, instruct green building classes and write articles for industry publications to advance the sustainability movement. A USGBC member for more than 15 years, we pass the benefits directly on to our Clients; the latest industry information, reduced registration fees and direct points of contact help to expedite answers to critical LEED questions.

Diversity & Inclusion: African American History Month

Monique Terrell
Branch Office Manager, Stradley Ronon Stevens & Young, LLP
Diversity & Inclusion Committee Chair

The ALACC continues is commitment to diversity and inclusion by sharing resources that celebrate our differences.  February is African American History Month.  Please join us in recognizing and acknowledging the profound and enduring contributions that African Americans have had not only in America but around the world.  In 2015, the American Ballet Theatre (“ABT”) made history when it announced Misty Copeland as their principal dancer -- the first time ever in ABT’s 75-year history has an African American dancer held that title.  Watch the videos below to see Misty’s story along with many other amazing stories of African Americans: 

HITT Contracting Spotlight: The Modern Day Superintendent

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Matt Filimonchuk
Project Manager, Law Firms Sector, HITT Contracting Inc.

Coffee stained shirt, ripped jeans, scruffy beard, and a Marlboro-sponsored raspy voice. I’m not talking about that crazy uncle of yours who stumbles into your life again every year around the holidays; I’m talking about the stereotypical construction superintendent from thirty years ago. A rough around the edges kind of guy was who General Contractors typically hired as their superintendent; someone who was able to keep all of the other rascals on the jobsite in line. Thankfully times have changed, giving way to a new breed of superintendent, someone you might actually feel comfortable around at a Thanksgiving table—the modern day superintendent has arrived!
 
Communicability has been and always will be a trait of a strong superintendent. As the General on the front line, the superintendent is the first to discover site conflicts that can potentially impact the budget and the overall schedule.  If this time-sensitive information is not passed along to the appropriate team members, the issue may compound causing a more costly impact and delay. Whether it’s a phone call, a text message, or an email, it is the responsibility of the superintendent to establish a line of communication with the entire team, including the Owner, design team, and subcontractors. While email is the most commonly used form of communication today, there are now more advanced and effective ways to keep the team updated which the modern day superintendent has learned to embrace and love.
 
In the advent of today’s cloud-based software era, the need for pen and paper has been rendered largely irrelevant. Project management software gives superintendents the opportunity to carry their full set of drawings, notes, and project documents everywhere they go on their tablet. No more rustling through pads of paper trying to locate the architect’s directive from a field visit a week prior—now all notes can be easily captured on the drawings with just the click of a button.  By having the latest technology in the field, a tech savvy superintendent is easily able to provide daily reports to the team, create and respond to RFI’s and download submittals all while being on-the-move throughout the site. The days of running back and forth from the field office or jobsite trailer to grab a submittal and compare it to what’s onsite are long gone thanks to the cloud and a superintendent who’s willing to keep up with the ever-evolving world of technology.
 
Much like technology, construction is constantly changing and evolving. Superintendents who are stuck in their ways are quickly finding it rather difficult to keep up with those that are open to change.  Keeping an open mind in construction is critical given how many different means and methods there are when building a project.  New building techniques are changing the way construction schedules are sequenced, shortening the overall duration of the project.  For example, Building Information Modeling (BIM) helps eliminate coordination conflicts between trades prior to mobilizing to site and helps a superintendent gain a better understanding of all project details.  The visualization of the model assists in getting feedback from subcontractors on the proper work sequence, reducing wasted time and resources in the field, which leads to a more successful project.  A superintendent that welcomes change will always be on the cutting edge and a leader in the industry.
 
The role of a superintendent is largely to make sure tasks are accomplished in an efficient and timely manner. While protecting the interests of the client as well as their general contractor, the overall success or failure of the project can be correlated to the superintendent's ability to manage effectively. Our modern day superintendents are here to break down the old stereotypes; they’re here to deliver your next project in the most professional and efficient manner possible. To ensure your firm continues to grow in the right direction keep in mind the value of a modern day superintendent while going through your next interview process.

It's Time to Rethink the Legal Workplace

Congratulations to 2015 ALA IDEA Award Winner & ALACC Silver Business Partner Gensler! Check out the video here!

Use the button in the bottom right corner of the document viewer below to view the article full-screen.

February Quarterly Networking Lunch

Jessica Davis
Membership Coordinator & Event Planner, ALA Capital Chapter

On February 3rd, the Capital Chapter hosted its first Quarterly Networking Lunch of the year at the W Washington. The Chinese New Year-themed lunch featured dragons, paper lanterns, and phenomenal Chinese cuisine.

In observance of National Mentoring Month in January, the Chapter recognized the 2015 Toni K. Allen Scholarship Recipient Mentors at the lunch. Thank you to Dot Mooney, Frank Schipani, and Wilmara Guido-Chizhik for your support of last year's scholarship recipients.

The lunch also featured the first 50/50 raffle of the year. Attendees purchased raffle tickets to support the Toni K. Allen Scholarship Fund. Congratulations to Deborah Elliot, the lucky $450 winner!

All Covered Spotlight: Getting the 'Help' Back into Your 'Help 'Desk'

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Marco Maggio
Director, U.S. Legal Practice, Konica Minolta
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​In my travels across the country I get the opportunity to frequently speak to leadership of all shapes and sizes of law firms. Although their practice areas and the cultures differ greatly, they have many common business challenges. Between P&L management, business development and cybersecurity & compliance, one of the predominant challenges I’ve observed is how they are addressing the requirements to support their firms’ technology users with a lean, well trained and economically responsible support structure.
 
The key to finding the right support solution is an understanding of the critical variables that should be evaluated when considering revising your support model. You should begin with a quick assessment of what you plan to gain by outsourcing support. Start by identifying any gaps in your current support model. Perhaps there are challenges with a specific legal application, advanced technical expertise, or you just want to rid your experienced team of pesky level 1 issues. Evaluate the size and scope of your support team, especially if your internal support team feels overwhelmed and your employees feel under-serviced.
 
Although there are several evaluation variables, there are some main considerations that should be explored before you make a decision to outsource. Does your proposed vendor offer service level objectives that meet your firm’s requirements? Are they flexible with their objectives and will they introduce best practices to potentially improve the quality of your support? What are their standard first call repair and response times? Response times should include metrics for phone and email requests. I would also encourage you to understand how the vendor measures client satisfaction. It is critical that measurement meets your perceived expectations. Also, it is important to understand the reporting at your disposal; not only the frequency in which you will receive reports, but how the reports are shared and viewed.
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Ensure that your vendor is experienced in technology such as your document management system, not just simply calling in support requests to the manufacturer on your behalf. This could potentially delay your repair times and should be explored in the vendor evaluation phase. If you are looking to gain specific application or technology expertise, a third party help desk should be able to provide an increased level of knowledge based on their experience across mixed environments with various clients. A “legal specific” help desk vendor should maintain a specific pool of intellectual capital that a generic help desk may not. A vendor with a larger staff should also be able to continually pull their personnel from the front lines for training and certifications in order to better serve your firm.
 
Next, consider what happens when an issue cannot be resolved remotely. Many help desk firms tout that they handle 70-80% of help desk issues at the desk. What happens with the 20-30% that are not remediated? Do you plan to have internal staff to support the help desk team onsite? Does the vendor have local employees available that can cover your current and potential future locations? If not, what is their process for handing off tasks to ensure they are followed through to resolution? They should ensure that the onsite engineer has an understanding of what has already been attempted and unsuccessful.
 
There are many other considerations for this evaluation, but these should provide a good start in making an informed decision for your firm. Keep in mind that it’s not an all or nothing consideration. You may need 24/7, nights and weekends, only application, or just Level 1 support. The difference in service levels can be vast when moving away from an in-house solution when the vendor doesn't truly understand your firm’s culture, specific needs within each practice area, and your “power” users. The real trick is understanding your needs and making sure you set expectations with the vendor and your users to gain the focus and competitive edge your firm requires. If done pragmatically and planned properly, you can find great success when outsourcing your help desk.
 
Konica Minolta Business Solutions U.S.A., Inc.

7500 Greenway Center Dr - Ste 1200 Greenbelt, MD 20770

Attn: Chris Farmer, Senior Account Executive
Office: 301-623-2473
Inquire at: [email protected]

January Lunch & Learn: Using Generational IQ

Susan Bailey
Human Resources Manager, Curtin Law Roberson Dunigan & Salans

On February 11th, the Capital Chapter, along with HITT Contracting, hosted a fabulous lunch and learn opportunity for our members at the offices of Mayer Brown.  Many members joined in welcoming back Dr. Katherine Green, who presented “Using Generational IQ: Creating Effective Workplaces and Policies for the Multigenerational Workforce.”  Through Dr. Green’s instruction, members were able to obtain a better understanding of what Generational IQ is, as well as discover and understand the common work interests among the main four, but sometimes five, generations that currently make up the work force.  Dr. Green touched on the Sandwiched Generations and how we as administrators, along with our organizations, can strive to create solutions to both our and our employees’ needs.  Those in attendance left this workshop armed with the knowledge and power to make a difference in their organization. 

Click Here to view the presentation.

Hilltop Consultants Spotlight: Why Microsoft's Matter Center Matters

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It has been over a year since Microsoft teased the legal world with its announcement at the 2014 International Legal Technology Association (ILTA) conference, that they had been building and testing an Office 365 integrated Document Management System (DMS).  Since this time the application named Matter Center for Office 365  has been piloted by over 200 Legal firms and Microsoft partners.  The Microsoft Legal and Corporate Affairs Group (LCA) were the architects of Matter Center, and the end result boasts a more than comprehensive platform that was built for attorneys, by attorneys.

 The benefits of having an Office 365-based DMS platform is easy to see, for example:
  1. No VPN for remote access.  Unlike most in-house Document Management Systems, Matter Center for Office 365  is completely cloud-based.  This eliminates managing internal remote access systems, thus enabling attorneys to access documents remotely.  Wherever there is Internet access, you have access to live data.
  2. Collaboration is simple.  You can easily share and edit documents with both in-house staff and individuals outside your organization.
  3. Version control.  Matter Center  builds upon Microsoft Sharepoint’s document versioning to ensure that multiple people can edit the same document without fear of losing valuable content.
  4. Microsoft Office 365 integration.  Matter Center  gets installed alongside your current Office 365 subscription and seamlessly integrates with Outlook, Word, Excel, OneNote, etc.
  5. No costly module add-ons for remote or mobile access.
  6. Compliance and Security.  Microsoft Office 365 meets or exceeds most global security standards, including FISMA, EU DPD, HIPAA, ISO Standards and more.  Easily determine who has access to which cases or documents.  All documents are encrypted during transmission and during storage.
  7. Document tagging and pinning.  You can tag documents and email within Outlook and Word for easy association with a matter.  Pin important documents so that they are easy to identify.

This is very small sample of some of the out-of-the-box benefits to Matter Center.

A common complaint and issue facing firms is the ongoing cost of Document Management Systems.  Upgrades, annual support, implementations, etc. can be quite expensive – particularly for smaller firms looking to make the jump from simple network folder shares, to a Document Management Systems.  This is where Matter Center for Office 365  truly shines.  For organizations that are currently using Office 365 the cost for Matter Center is extremely attractive.  Matter Center  is already included in your Office 365 subscription; however, it will require an implementation and an additional Microsoft Azure subscription, which can be as low as $150 a month.  For organizations that are not using Office 365, Microsoft developed the platform to operate in a hybrid environment, so you do not have to migrate your email to Office 365 to take advantage of Matter Center. Matter Center  is an impressive application that will surely gain the attention of law firms looking to streamline their technology infrastructure and improve reliable access to case documents and email.

If your firm is interested in learning more about Microsoft Matter Center for Office 365, please contact David Kaszowicz, at Hilltop Consultants: [email protected]

HR Section Updates 

Connie Summers
Three Crowns LLP, Office Manager
HR Section Chair

How to Manage Paralegals for Maximum Profitability Through Efficient Workflow and Utilization​

​On January 20, Chere Estrin, President and Co-Founding Member of The Organization of Legal Professionals, addressed the HR Section on the above-referenced topic. Her presentation focused on the following "how-to" issues: 

1)    Get paralegals to learn to upgrade their assignments
2)    Gain higher billable hours
3)    Initiate a system what works whether you have one paralegal or 100
4)    Get attorneys on board with more efficient utilization
5)    Teach paralegals how to stop waiting for assignments and go after them assertively

Chere also discussed 15 warning signs of badly handled assignments and ways to remedy the 
problems, including providing clarity on deliverables, managing conflicts over assignments and "rules on un-engagement". She provided useful checklists and discussed ways HR personnel can better assist both paralegals and attorneys for whom they work to ensure a beneficial and 
productive environment and achieve outstanding results. 

Chere is the CEO of Estrin Legal Staffing and CEO of Legal Careers RX, both divisions of Estrin 
Education, Inc. She is also the co-founding member of the Organization of Legal Professionals for attorneys and legal technologists. A former administrator for two major law firms, Chere has held executive position in law firms, litigation support companies and served as a Senior Vice President of a legal division of a $5 billion publicly held corporation. She also serves as the CEO and founder of the Paralegal Knowledge Institute, an online continuing legal education organization for experienced paralegals. 

Millennials and the Legal Profession – A Perfect Storm?

On February 10, Rita Trehan, Chief Capacity Officer for Rita Trehan LLC, addressed the HR Section on the above-referenced topic.  Her presentation focused on the following:

  • The rise of the millennial population and its impact on how we attract and maintain talent;
  • The motivators and drivers of this generation of workers and what this means for your organization; and
  • Whether your law firm is set up to handle the millennial onslaught and how the disruption in the legal profession may be an opportunity to get ahead in the talent war.
 
The presentation session was designed to connect two disruptive forces – the disruption in the legal profession and the disruption in the workplace with the rise of the millennial generation – and demonstrated that by understanding both forces, organizations will have the best opportunity to capitalize on what will be the major source of talent in the upcoming years.
 
The millennial generation is having a significant impact on the world of work today, and they are gaining a lot attention in the media in terms of what they look for, how they like to work and what they expect from their employers.  Rita discussed what drives this generation and whether their drivers are  significantly different from what has motivated generations before them and, more importantly, why there appears to be so much attention given to this generation than any other.  Rita helped us to grasp what this generational group is about and to understand the facts she presented.  Armed with insights and data, we are more readily able to better grasp how different the millennials are, if at all, and more importantly, how to stand out as an employer of choice, a brand that the millennials actively seek to better develop their careers.
 
Because the world is changing, the key to consistent or even increased capacity is the ability to plan for and adapt to change.  Rita reminded us that the millennial workforce is our future, and it is bright but not without its complications.  Rita demonstrated that with some compromise and forward thinking, we can capture the essence of this powerful generation and harness it for our organization’s future.  The world is changing and the aspects of attracting the next epoch of legal brilliance is ours to win or lose.
 
An advocate of HR as a business rather than just a function, Rita believes that HR can be transformed into the main driver of capacity across any business, no matter the sector.  She is passionate about the direction HR must take to meet the business challenges of the 21st century, in emerging markets as well as the western world.  Her newest book, Unleashing Capacity:  The Hidden Human Resource, is about to be released.  You can connect with Rita via her website, www.ritatrehan.com, on LinkedIn, www.linkedin.com/in/ritatrehan, or follow her on Twitter @ Rita_Trehan

Streamline Your Planning Process with the Event Planning Guide e-book!

LaVerne W. Anenia, SPHR
Office Administrator, Millen, White, Zelano & Branigan, P.C.
Vice President-Elect, Community Services

As administrators, we have to plan and organize many events throughout the year.  We often poll members on the listserv for data needed to make decisions ranging from logistics for holiday parties to novel concepts for employee recognition.  If you receive responses on the listserv, you are often left with the task of organizing that data to present to your partners.  Your ALACC Community Services leadership team is working hard to make this aspect of your job a little easier.
 
We are happy to announce that we will be organizing a single, easy-to-read electronic book that can be a very useful reference tool.  This book will help the busy administrator benchmark a wide variety of benefits and activities for their firm and avoid duplicate inquiries to the listserv.

This e-book data will be organized by law firm size without any reference to a specific person or law firm. The e-book will be ready for sale in March 2016, for just $25.00. All proceeds will benefit the Toni K. Allen scholarship program!

14 Must-Have Wellness Tools for Your Desk

Lance Breger
​Executive Wellness Coach & CEO of Infinity Wellness Partners

​Stop and take a good look at your desk. Does it make you feel energized and organized or stressed and overwhelmed? Forget the bedroom, for a CEO and top-level executive this literally is where the magic happens! So does your workspace reflect an environment conducive to daily maximal productivity and health? I’ve seen many, many desks and honestly it’s quite a scary sight.

​One of my favorite ways of helping companies and professionals experience higher levels of happiest, performance, and wellness at work is by giving their workspace a total wellness makeover. So let me upgrade you with my 14 Must-Have Wellness Tools for Your Desk:

1. Desk Lamp & Window Light
  • Light = alertness through cortisol release on the reticular formation
  • Open window shades as natural light runs your circadian cycle
  • Avoid glares on your computer screen preventing eye strain
  • Add an adjustable desk lamp

2. Water Bottle
  • Brain cells are 85% water and dehydration is 2nd behind shallow breathing for the top causes of workday fatigue
  • Stay hydrated by drinking ½ your body weight in ounces of H2O/day
  • Have a 1 to 1.5 liter glass bottle to refill because studies show you’ll drink more, there’s no plastic toxins and it’s easier to track
  • Keep lemons, limes, cucumber, fresh mint and apple cider vinegar in the fridge for flavor
  • Sprinkle some Celtic sea salt to every liter for trace minerals and better absorption

3. Protein Power & Fat Fuel
  • Protein boosts appetite hormone leptin for concentration
  • Protein and fat stabilize energy, fullness, stress and weight levels
  • Stock up some organic, raw, sprouted nuts and seeds, grass-fed jerkies, wild caught sardines in BPA-free cans, organic hummus, guacamole and food bars with less than five ingredients

4. Veggie Plate
  • Raw veggies are low in calories, fat, sodium and sugar
  • Raw veggies are high in antioxidants, fiber and water
  • Your best bet for a snack is crunchy, colorful and even sweet carrots, bell peppers, snap peas, celery, green beans and zucchini

5. Got Plants?
  • The field of biophilia proves nature elements impact human health
  • Having a plant (live!) on your desk can reduce your sick days by 50%
  • Plants naturally filter air leading to less toxic oxygen for energy conversion
  • Plants in visible sight from your office chair will lower anxiety and stress

6. Stress Less Images
  • Compared to urban settings, images of nature lower anger, aggression and stress levels
  • Frame some of your favorite ocean, river, beach, forest and country field images from vacations for indirect daily stress management
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7. Peppermint Essential Oil
  • Rather than caffeine and sugar, inhale some organic peppermint essential oil to fight fatigue
  • Studies show peppermint oil improves typing speed, typing accuracy, mood and even memory (also can help digestion and headaches)
  • Add 1-2 drops to water, inhale for 2 minutes from your palm or diffuse

8. Lumbar Support
  • When we sit our lower back flattens
  • With time we lose the lower back curve minimizing shock absorption
  • A lumbar support restores the curve and prevents back pain

9. Monitor Riser
  • Your eyes should be in line with the center of the computer screen, even better, aligned with the line of text as your write
  • Anything lower causes the the head, shoulders and spine to slouch

10. Tennis Ball
  • Stress, inverted breathing and poor posture lead to muscle spam and knots
  • Holding pressure on a muscle spasm or knot for 30 seconds reduces discomfort, improves tissue quality, increases circulation and lowers stress signals back to the brain
  • Press the ball on sore spots on your neck, back, chest, foot and hips
  • For even more serious massage consider investing in a Theracane

11. Resistance Band
  • Hunching over a computer shortens/tightens the chest and lengthens/weakens the upper back muscles causing rounded shoulders
  • Strengthen the back and stretch the chest with a resistance band exercise
  • Perform 15-20 repetitions to improve posture and prevent upper body pains

12. Stability Ball
  • Sitting on a stability ball can increase endurance of postural muscles
  • Sit on a ball with a 90 degree angle at your hip, knee and ankle
  • Increase time slowly on the ball as you transfer from your office chair

13. Mellow Music
  • Use classical and spa music to keep breathing and heart beat slower while increasing creativity and managing stress
  • Play nature sounds of the waves, rain, birds and rivers for more relaxation

14. Tea Time
  • Choosing an organic herbal Yogi Brand tea like ginger or peppermint is 100x better for your mind and body than coffee
  • Warm up with some organic beef or chicken bone broth packed with minerals, gelatin (joint and digestive health) and protein

There you have it, 14 Must-Have Wellness Tools for Your Desk that all will positively impact your productivity, health and happiness! And they are so easy, right? So go ahead and pick one to four of these tools to upgrade your current workspace this week and add more every month or quarter. Here’s to thinking, feeling, looking and working your very best!

Lance Breger is an Executive Wellness Coach and the Founder of Infinity Wellness Partners, a comprehensive corporate wellness company that prepares executives and organizations for the most productive and healthy work-life. Lance has led online/on-site training programs for over one thousand professionals through his company’s four pillars of wellness: fitness, nutrition, mind/body and ergonomics.

Lance is also a Master Instructor for the American Council on Exercise and the recipient of the IDEA Health & Fitness Association Program Director of the Year award. Contact Lance: [email protected] 

Administrative Committees

Communications and Media Relations
As members of the Newsletter and Media Relations Committee, Chapter members participate in producing the award-winning Capital Connection. Members gather to brainstorm new ideas for editorial themes for upcoming editions. The newsletter reports Chapter business activities such as Section and Committee news and provides information about upcoming educational and other events. It also includes articles of interest to members and other legal management personnel, collected, authored and/or edited by members of the committee. This committee also works with other legal associations and the media to ensure that ALA and the Capital Chapter are represented in the legal industry. The Newsletter Committee welcomes new members.

Contact: Jacqueline Moline, [email protected]; Paula Serratore, [email protected]

Diversity & Inclusion
The Capital Chapter of the Association of Legal Administrators is a professional organization comprised of administrative managers from private, corporate and government legal organizations in the Washington DC, Northern Virginia and suburban Maryland areas.  ALACC embraces and encourages diversity within the legal profession. We value diversity and those initiatives that promote it and look to partner with affiliated professional legal organizations to advance diversity. We not only strive to raise awareness, but to increase our sensitivity in the area of diversity and more closely reflect the diversity of our community at large. Having a more inclusive and diverse legal community will improve the quality of our organizations workforce and respond to our client’s requirements for diversity. As a committee we are very interested in your thoughts, comments, and suggestions about achieving greater diversity in our Chapter, our profession, and in our firms. 

Contact: Monique Terrell (Chair), [email protected]; Vanessa Partin (Co-Chair), [email protected]
Salary Survey
The Salary Survey Committee is responsible for maintaining, updating and running the local survey each year. They review the positions listed, the job descriptions, and the benefits questions to ensure that the survey remains relevant to the end users. The members of the committee also promote the survey within the Chapter to stimulate participation. In addition, the committee is tasked with selling the license to the survey software to other chapters within ALA for use in their locales. They also provide technical support and logistical guidance to those chapters who purchase and utilize our survey software.

Contact: Jeff Delcher (Chair), [email protected]; Sheri Shifflett (Co-Chair), [email protected]
Listserv: [email protected]


Member Experience
The Member Experience Committee will establish a welcoming environment for new members to be integrated into the Chapter through a formal Ambassador Program. Ambassadors will provide support and guidance to new members through their first 12 months of membership, ensuring new members realize benefits of membership and become ambassadors of the Chapter. 

Contact: Kenia Garner (Chair), [email protected]; Barbara Kernus (Co-Chair), [email protected]


Educational Sections

Branch Office Administrators
The Branch Office Adminsitrators Section focuses on a broad range of topics of interest to local adminisraotrs who must coordinate with other officees of their firms. The Section's monthly luncheon meetings, held on the second Tuesday of the month, provide a venue for members to discuss issues of common interest, share ideas, and network. Members are encouraged to raise topics and to recommend speakers.

Contact: Richard Gibson (Chair), [email protected]; Wendy Iversen (Co-Chair), [email protected]
Listserv: [email protected]
Intellectual Property (IP)
The Intellectual Property (IP) Section focuses on all aspects of legal management as it pertains to the IP Administrator. The group discusses the complexity of the ever-changing IP environment and how to effectively create and apply IP specific, non-legal procedures in both boutique and general practice firms. 

Contact: Kristine Miller (Chair), [email protected]; Sharon Smith (Co-Chair), [email protected]
Listserv: [email protected]
Human Resources
The Human Resources Section operates as a venue for educational information on global human resources issues.  While the Section is mostly comprised of HR professionals, any member is invited to participate in the meetings which typically take place on the second or third Wednesday of each month.  The meetings feature industry speakers or roundtable discussions on topics such as recruiting, benefits, strategic planning, performance management, career pathing, retention and other matters of interest.

Contact: Connie Summers (Chair), [email protected]; Carmen C. Weissbratten (Co-Chair), [email protected]
Listserv: [email protected]

Office Operations Management
The members of the Office Operations Management Section represent a cross section of legal expertise from functional administrators to branch office managers. The Office Operations Management Section (OOMS) meets on the fourth Wednesday of every month to discuss operations related hot topics. We welcome all members to join the section, especially if you are an administrator in a small law office and you have to wear multiple hats. We can provide you with many best practices to run your operation smoothly.

Contact:  Jeffery Cole (Chair), [email protected]; Jamaine Yarborough (Co-Chair), [email protected]
Listserv: [email protected]

Small Firm Management
The purpose of the Small Firm Management Section is to provide Administrators of law firms with 35 or fewer attorneys educational opportunities through vendor presentations, idea sharing and open forums specifically designed for those who work in smaller firms. The Small Firm Management Section meets the fourth Tuesday of the month at host law firms.

Contact: Emily Christianson (Chair), [email protected]; Julie Tomey (Co-Chair), [email protected]
Listserv: [email protected]

Technology
The Technology Section is looking for members to join the group for lively discussions about practical situations we all face daily in the information technology world. With ever-changing IT needs and issues, we will look at our firms' policies and procedures and help develop best practices and speak of the many concerns we all have. Even if you are not in the IT field,  your experiences and opinions will help us in bringing all departments of a law firm together and working on the same page.

Contact: Frank Schipani (Chair), [email protected]; Kenny Mitchell (Co-Chair), [email protected] 
Listserv: [email protected]