February 2018


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. Links to Capital Connection may not be shared without permission from the Chapter. 
Editor: Jacqueline Moline 
Associate Editors: Paula Serratore; Cindy Conover
​Contributing Editors: Richard Gibson; Cris T. Clay; Heather Milne; D&I Committee Half-Day Session Planning Subcommittee; Association for the Study of African American Life and History; Adams & Martin Group; Vault Careers; Valerie A. Danner; Frank Schipani
Newsletter Designed By: Jessica Davis


In this issue:

President's Message

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Education, it is something we all need regardless of how long we’ve been in our career or role, but the tasks of identifying the most valuable offering and making time to attend seem, at times, daunting.  Education is also the primary objective of our Chapter, and while the Chapter may not be able to help you find time, we can certainly help identify relevant and valuable education offerings.

And, perhaps just as importantly, as a member, you can help the Chapter by suggesting topics of importance to you, or speakers that you’ve seen at other events, or perhaps someone in your firm who has a particular expertise.  The Chapter’s Education Committee is always open to ideas whether it is an area of interest or a presentation style that was particularly effective.  Recent sessions that featured significant interactivity, such as creating a telework policy, proved to be both popular and valuable.

Two of this year’s upcoming education events (March and July) were recommended to the Chapter by members following ALA conferences in 2017—Annual Conference and Chapter Leader Institute.  In both instances the speakers caught the imagination of the audience, presented creative and intriguing ideas, and stimulated many interesting questions and shared experiences.  We are fortunate that our Chapter has the resources to secure highly skilled speakers, and I am sure you will find both sessions relevant, engaging and valuable.  For those members who will attend ALA or industry conferences during 2018, I encourage you to keep the Chapter in mind when you particularly enjoy a speaker and to recommend that session to the Education Committee.

In addition to the Chapter’s education sessions, your ALA membership opens up a comprehensive series of webinars.  While there is a charge for each webinar you can increase the value by joining from a conference room and inviting other members of your firm.  ALA’s webinar series covers a broad variety of topics from soft skills such as the upcoming, “Has Your Company Bridged the Gap Between Human Values and Ethics? Does It Matter?” to more technical topics such as technology to improve the way we work, “Trello: Increase Your Productivity Overnight.”  The webinars, as with our Chapter sessions, typically provide certification credit for CLM, HRCI or CLE.

For many members the education offered by the Chapter and the association is the main motivation for membership.  To satisfy that expectation, it is critical that the education, locally and nationally, delivers as much value as possible.  Your feedback is an essential component in ensuring that value.  If you attend a session, please respond to the survey to let us know what had an impact on you or what you wanted more of.  And, if you aren’t attracted to attend a session or webinar, let us know that too so that we can reexamine topics and direction, or feel free to tell us what topic you’d like covered.

I hope that in 2018 you’ll find many interesting education opportunities: in the Chapter, online, at an ALA conference, or at some other event and that you’ll feed your experience back into the ALA community.  In that way we’ll be able to build on the reputation ALA has for excellent education, and improve our offerings even further.
Richard Gibson

New and Returning ALA Capital Chapter Members

Joseph J. Migas
Linowes and Blocher LLP
Executive Director
7200 Wisconsin Ave.
Suite 800
Bethesda, MD 20814
JMigas@linowes-law.com
 
Patricia H. Mysliwski
Rini O'Neil, PC
Executive Director
1200 New Hampshire Ave., NW
Suite 600
Washington, DC 20036
pmysliwski@rinioneil.com
 
Stasia Joyce, CLM
Locke Lord LLP
Legal Administrator
701 8th Ave., NW
Suite 700
Washington, DC 20001
sjoyce@lockelord.com
 
Kindra L. Johnson
Venable LLP
Intellectual Property Division Support Manager
600 Massachusetts Ave., NW
Washington, DC 20001
kljohnson@venable.com
Rosemarie Sturtevant
Haug Partners LLP
Chief Administrative Officer
745 Fifth Ave.
New York, NY 10151
rsturtevant@haugpartners.com
 
Jo Jo Ruby
Barnes & Thornburg LLP
Office Administrator
1717 Pennsylvania Ave., NW
Suite 500
Washington, DC 20006
jruby@btlaw.com
 
Nicole Baldwin
Davis Polk & Wardwell LLP
Assistant Office Administrator
901 15th St., NW
12th Floor
Washington, DC 20005
nicole.baldwin@davispolk.com

2017 Toni K. Allen Scholarship Mentor Kenia Garner

Each year, winner of the Toni K. Allen Scholarship is assigned a mentor. The mentors are volunteers - either Chapter Members or Business Partners - who commit to helping with these young people work through problems and serve as an additional support system as they go through college.

January was National Mentoring Month, which provides an opportunity for us to take a moment to thank our mentors for taking on the challenge and making a difference in the lives of our scholarship recipients. This year, we would like to recognize Kenia Garner, mentor to the 2017 scholarship winner Ahmari Graves. Thank you, Kenia, for being a listener, for being a friend and most importantly, for being there. 

If you are interested in becoming a mentor for a Toni K. Allen Scholarship recipient, please feel free to reach out to Qeyana Hart or anyone at Chapter Headquarters for assistance.  As always, thank you for supporting Our Community, Our Kids.

In Memoriam

The Chapter extends its condolences to Past President Marilyn Mickelson on the passing of her mother, Bertha Erskine. The Chapter has made a donation in her honor to the House of the Good Shepherd. 

A Reason to Celebrate and Share Our History

Cris T. Clay
Executive Director, Psychology Department Community Re-Entry Program, University of the Pacific 

We Americans have become one of the most diverse countries on the planet, as well as one of the most envied. We continue to set the trend for the modern world for all others to follow. The question that continues to linger in the minds of many people during February is why do we continue to celebrate Black History month given all of these positive changes?

This one month of the year has been set aside so that all Americans can honor the past of a people who were brought to this country in political bondage. This month allows each and every American to celebrate the rich traditions of African Americans while at the same time celebrating those aspects of their own culture around their own positive contributions to society.

Black History Month is a time when people of African ancestry can come together in memory of our rich past, a past that has largely been hidden from us. It is a time when we are given the opportunity to learn about many of our contributions and accomplishments, which have historically been taken for granted.

Black History Month is a period when the younger generation can take time to sit and listen to their elders share heartfelt moments of their own experiences and struggles when they were young. It is a time when all can cry together over all those souls that died during the passage to this country on slave ships. It is a time when we can cry about many of the laws and societal rules that this country has adopted that continue to hold us in bondage even without the chains.
It is also an opportunity to correct many of the misrepresentations, misunderstandings and fallacies of African American culture. Black History month promotes opportunities for open dialogue and personal interactions between many cultures. These conversations and interactions can lead to a better understanding and appreciation for what experiences and daily dilemmas each of us goes through as we all try to make contributions to our families and our larger society.

Eventually, Black History Month will be recognized as one of the first real frontal attacks of this social construct known as "race." Perhaps then people will come to understand that there is only one race in this world and that is the human race.

And finally, Black History Month is also the one month of the year that we all come together in celebration of what "Can Be" if we as a society are open and willing to embrace the past, just as we embrace the future. This month will go down in history as the one true month in America where sharing and caring is the main theme for all peoples, and hopefully the rest of the world will follow.

This article originally appeared on the University of the Pacific website and has been reprinted with permission.

February 2018 Diversity Observances

February is Black History Month in the United States and Canada. Since 1976, the month has been designated to remember the contributions of people of the African Diaspora.


February 1: National Freedom Day, which celebrates the signing of the 13th Amendment, which abolished slavery in 1865.

February 13: Maha Shivaratri, a Hindu holiday that honors Shiva, one of the Hindu deities.

February 13: Mardi Gras, the last day for Catholics to indulge before Ash Wednesday starts the sober weeks of fasting that come with Lent.

February 14: Ash Wednesday, the beginning of Lent in the Christian faith. As a display of atonement, ashes are marked on worshippers. Lent, which is observed during the seven weeks prior to Easter, is a time of reflection and preparation for the Holy Week and is observed by fasting, charitable giving, and worshipping.

February 15: Nirvana Day, the commemoration of Buddha’s death at the age of 80, when he reached the zenith of Nirvana. February 8 is an alternative date of observance.

February 16: Lunar New Year, one of the most sacred of all traditional Chinese holidays, a time of family reunion and celebration. Lunar New Year is also celebrated at this time in Japan, Korea, Vietnam and Mongolia.

February 16 - 18: Losar, the Tibetan Buddhist New Year, a time of renewal through sacred and secular practices.

February 19: President’s Day, a federally recognized celebration in the United States of George Washington’s birthday, as well as every president proceeding after Washington.

February 24-March 1: Intercalary Days, celebrated by people of the Baha’i faith. At this time, days are added to the Baha’i calendar to maintain their solar calendar. Intercalary days are observed with gift giving, special acts of charity, and preparation for the fasting that precedes the New Year.
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February 28 - March 1: Purim, a Jewish celebration that marks the time when the Jewish community living in Persia was saved from genocide. According to the Book of Esther, King Ahasuerus’s political advisor planned to have all the Jews killed; however, his plot was foiled when Esther, one of the king’s wives, revealed her Jewish identity. On Purim, Jewish people offer charity and share food with friends.

HITT Contracting Spotlight: ​ The Unsung Heroes

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Heather Milne
Assistant Project Manager, HITT Contracting Inc.

Walk into almost any law firm in Washington D.C. and you will be amazed, (especially with those built by HITT…just kidding…no, but really). Trust me, I would know. I was a former legal assistant and paralegal in D.C. before I was lucky enough to be hired by HITT. As I walked into these law firms I would think, “Wow, this is beautiful. These lawyers must be really great at what they do to work in a place like this.”  Whether it was the smooth stone, impeccable millwork, or sparkling glass, everyone was impressed when stepping foot into these spaces.
 
However, after working at HITT for just a short time, I quickly realized that while HITT has amazing employees and the lawyers at these law firms are quite impressive. It was the unbelievable dedication and work ethic of the administrative and facilities managers and their teams that truly made these buildings and projects special. These unsung heroes are the ones who make the lawyers’ jobs, as well as our jobs, so much easier. I cannot tell you how many early meetings we have had with facilities personnel to go over changes in our construction projects. Each time, the facilitator of these firms arrived on-time and ready to work, with valuable contributions.  They understand that any alteration to previous plans requires careful coordination due to the sensitivity of the law firm environment.  When there were schedule changes or tight deadlines, the operations staff was always flexible and available to assist. Legal administrators are the first line of defense, the ones who help make the operation flow, and the ones who make an office building and business feel like a home and a family.  Put simply, they are the doers. They help us general contractors form the plans, implement the projects, and complete the vision. Without them, we would be lost. These legal administrators have so much on their plate, yet they consistently make time to help us do our job to the best of our ability.
 
Now, when I walk into a law firm, I don’t just see the beautiful finishes and clean lines. I see the incredible space that both HITT and the firm facilitators were able to build together. As Barbara Mannix, from Fish & Richardson, wrote, “If it was easy, anyone could be a law firm administrator – and we all know not everyone can do this job.”[1]  We at HITT could not agree more.  We understand we could not do this job without them. From every employee at HITT, to every person who has benefitted from your hard work, we just wanted to say - Thank You!


[1] Barbara Mannix, President’s Message, Association of Legal Administrators Capital Connection, (Feb. 2017) available at http://www.alacc-capitalconnection.com/feb-2017.html.

The Realities of Diversity & Inclusion - Staying Ahead of the Curve

D&I Committee Half-Day Session Planning Subcommittee

“Diversity should be considered a strength not a requirement.”
            - A. Scott Bolden

On January 25, 2018, the Diversity & Inclusion Committee presented a half-day conference at Ropes & Gray entitled “The Realities Of Diversity and Inclusion – Staying Ahead of the Curve.”  In 2018, the Diversity & Inclusion Committee will be focusing on “Use of Self,” and how we can understand ourselves as an instrument of change and contribute to diversity and inclusion issues on a personal and professional level by recognizing and changing behavior.  The half-day event focused on acknowledging the case for diversity and inclusion and displaying or changing behavior to support diversity and inclusion initiatives.

In the first segment “Courage Under Fire,” former Managing Partner, Douglas Hallward-Driemeier, Esq. of Ropes & Gray spoke about the courage it took to argue the landmark Supreme Court Case of Obergefell v. Hodges in 2015 regarding marriage equality. Mr. Hallward- Driemeier discussed his passion for standing up for what is right and using the law to make America a better place. He spoke about calling people to account when they are not living up to the promises made in our Constitution, and he emphasized that one fights for the “right” thing to do as opposed to the “easy” thing to do.  He also emphasized the need for universalizing existing rights for everyone.  Mr. Hallward-Driemeier closed with pointing out that fighting for what is “right” is not easy – that it is personal – and that it takes time.

In the second segment, “Take it to the Bank – Cashing in on Diversity & Inclusion,” Mauricio Velasquez, President at The Diversity Training Group, led a panel including Kendal Tyre, Partner at Nixon Peabody and A. Scott Bolden, Managing Partner at Reed Smith LLP’s Washington, DC office. The panelists began by speaking about how they adopted a passion for diversity and inclusion issues on a personal and professional level.  The panelists went on to discuss the fact that clients are asking for information regarding the diversity of client teams on a regular basis in RFPs. In fact, business may be lost if law firms are unable to provide collaborative and diverse client teams to work on client matters. The panelists also discussed that while we can make a case for diversity and inclusion and show it in our numbers, we need to change how decision makers think and attempt to raise the level of awareness surrounding the strength and value in diversity. The panelists concluded by discussing and emphasizing the need to talk and understand each other’s viewpoints regarding why we feel the way we do about issues to be able to tackle diversity and inclusion at its core. 

“You have to play chess when other people are playing checkers.”
            - Kendal H. Tyre, Esq.

In the third segment, “Diversify or Die:  Diversity.  Inclusion.  Evolution.  Success,” Eric Guthrie, President & CEO of BetterMEBetterWE, discussed a chapter in his e-book. Mr. Guthrie discussed the fact that diversity has many faces and why a shared definition of diversity and inclusion is so important for law firms and corporations in the short and long term.  He offered some tools to create definitions at our firms and stated that diversity must be indexed to organizational effectiveness.  He also emphasized that anyone can put words down on a piece of paper, but that paralysis stifles credibility (i.e., we need to do something about those words) and that all executives and managers should be held accountable to achieve diversity goals and standards.  Mr. Guthrie emphasized that diversity and inclusion efforts require resources, time, and accountability.

In the last segment, “Eliminating Unconscious Bias to Recruit and Retain the Best and Brightest,” Howie Schaffer, founder and principal of Bonanza Communications, and Lory Barsdate Easton, Retired Partner of Sidley Austin LLP discussed how new leaders perceive diversity and inclusion compared to other generations. They also discussed the science of bias, and how we can overcome some of that bias in our law firms as we attempt to recruit top talent.  The panelists emphasized that “being” is more than “doing,” and that bias profoundly influences your story about yourself and your story about others.  More importantly, the panelists focused on the fact that while we can never “eliminate” bias, we can certainly “minimize” it by acknowledging that we all have bias; that we go through the day “reacting” when we think we are “computing”; and that we can be the smartest and hardest working person in the room and still have bias.  The panelists also discussed some ways we can attempt to change culture and emphasized that we need to focus more on behavioral change as opposed to awareness.  One suggestion the panelists offered was to stop hiring for “cultural fit” and start hiring for “cultural contribution.”

Bios, slides, articles, and handouts are on the Capital Chapter website.  We look forward to presenting additional diversity and inclusion programs in 2018!

ASALH Announces 2018 Black History Theme,
African Americans in Times Of War

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Association for the Study of African American Life and History

​The 2018 theme, "African Americans in Times of War," commemorates the centenni­al of the end of the First World War in 1918, and explores the complex meanings and im­plications of this international struggle and its aftermath. The First World War was ini­tially termed by many as "The Great War," "The War to End All Wars," and the war "to make the world safe for democracy."
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Those very concepts provide a broad, useful framework for focusing on the roles of Afri­can Americans in every American war, from the Revolutionary War Era to that of the present "War against Terrorism." Times of War inevitably provide the framework for many stories related to African American soldiers and sailors, veterans, and civilians. This is a theme filled with paradoxes of valor and defeat, of civil rights opportunities and setbacks, of struggles abroad and at home, of artistic creativity and repression, and of catastrophic loss of life and the righteous hope for peace.

The theme suggests that contemporary conditions, past and present, give us cause for critical pause in our studies and deliberations to consider the specific and unique issues faced by African Americans in times of war. These issues include opportunities for advancement and repression of opportunities during wartime; the struggle to integrate the military and experiences during segregation/apartheid and successful integra­tion; veterans experiences once they returned home; the creation of African American Veteran of Foreign War posts; cultures and aesthetics of dissent; global/international discourse;, including impact and influence of the Pan African Congresses; the impact of migration and urban development; educational opportunities; health care development; the roles of civil rights and Black liberation organizations, including the Black Power movement and the Black Panther Party; the roles of African American businesses, women, religious institutions, and the Black press; in the struggle abroad and at home; the topographies and spaces of Black military struggle, resistance and rebellion; and how Black soldiers and/veterans are documented and me­morialized within public and private spaces. These diverse stories reveal war's impact not only on men and women in uniform but on the larger African American community.

Adams & Martin Group Spotlight: ​What You Need to Know About… 2018’s Salary History Disclosure Law

Money talks, but the conversation is about to change. In late 2017, 2018 and beyond, certain states and cities are set to implement salary history disclosure laws. Employers in these regions will no longer be able to ask candidates, “What did you earn in your last position?” Not my state, not my problem… not so fast. While only a few states and locations are implementing salary history disclosure laws, eliminating the salary history question from your interview practices and training is a good habit to start considering now. It’s a growing trend for both states and cities. With large potential consequences, and even larger potential benefits, it’s best to change your policies and practices now in preparation.

The best recourse: stop asking the question. But why this new rule? Why now? The answer: gender equality. We’ll break down the specifics for each location affected by salary history disclosure laws, and what exactly this question has to do with income inequality and gender.
Places with “Salary History Disclosure” Laws:
  • California: The law becomes effective on January 1, 2018. AB 168 was signed by Governor Jerry Brown on October 12, 2017, which adds California Labor Code section 432.3.
  • Massachusetts: The Massachusetts Pay Equity Act amends section 105A of the Massachusetts statutes. The law becomes effective July 1, 2018.
  • Oregon: The Oregon Equal Pay Act was passed in June 2017. It revises section 652.210 of the Oregon Revised Statutes. Most of the Act’s requirements goes into effect on January 1, 2019.
  • Delaware: On June 14, 2017, Delaware Governor John Carney signed into law House Bill 1, went into in effect December 2017.
  • New York City: New York City’s salary history inquiry law went into effect on October 31, 2017.
  • Philadelphia & Pittsburgh: Both Pennsylvania cities have passed salary history disclosure laws.

Here are some other actions that can make a big difference:
  • Provide all hiring managers with training on how to avoid the question of salary history during interviews
  • Have set salaries for each position prior to interviews
  • Create structured career paths with set salary ranges
  • Establish avenues for empowerment and equality
  • Take a moment to analyze if you are thinking fairly

One final note, ninety-three percent (93%) of Americans agree that men and women should be compensated equally (Glassdoor). While we’re almost all on board, that 7% is concerning … and we must factor in socially desirable responses. Salary history disclosure laws are meant to help make that gap disappear, protecting both applicants and employers.
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Please reach out to your Adams & Martin Group representative if you have any questions about these laws or what you can do to get ahead of them.

Celebrating Black History Month in the Workplace:  The Power of One

Vault Careers

In 1915, historian Carter G. Woodson and the Reverend Jesse E. Moorland founded the Association for the Study of Negro Life and History. Nine years later, Woodson and Moorland led a successful petition calling for the second week in February to be devoted to celebrating the heritage and achievements of African Americans. In the 1960s, that weeklong celebration became a month-long one, and in 1976, President Gerald Ford officially recognized February as Black History Month. In doing so, Ford called on the American public to "seize the opportunity to honor the too-often neglected accomplishments of black Americans in every area of endeavor throughout our history." Ever since, February has been the month set aside in the national calendar to highlight the significant contribution of African Americans to the United States.

It has also been the month to learn about, celebrate, and incorporate elements of diversity often overlooked in the workplace. And perhaps the most important element of any company celebration, including and especially that of Black History Month, is the power of one.

Although group activities should be encouraged and can create cohesive learning experiences, it’s important not to forget the influence that each person has. It doesn’t matter whether you own the company or work for the company, being more tolerant of others and actively encouraging inclusion is something you can do right now—you don’t have to wait until a group activity is organized. And if this kind of attitude is encouraged throughout an entire group or company, the power of one will be amplified, making the workplace a more collaborative and exciting place to be.

Simple but effective ways individuals can celebrate Black History Month include sharing a relevant screensaver slideshow to be used on PCs or any cafeteria or reception screens; or displaying posters or magazine and newspaper articles of famous African Americans. One could also post on a shared space a timeline of significant historical events; photographs of significant African Americans such as Jackie Robinson or Billie Holiday, along with their major accomplishments; or a gallery of the most recent Black History Month Hero Nominees chronicling the significant contributions they have made to our lives.
 
Other heroes and heroines that could be spotlighted include Bessie Coleman, a pioneer of aviation, born in Texas in 1892, who set an example for all other aviators to follow; Elijah McCoy, the son of Kentucky slaves who went on to invent a labor saving self-oiling lubricator, the lawn sprinkler, and the folding ironing board; and Doris Miller, the mess crewman in the Navy during WWII whose story of bravery and valor was dramatized in the film Pearl Harbor.

Indeed, Black History Month is an opportunity to celebrate the great people who have helped grow a great nation. It’s also an opportunity for coworkers to become more unified in the workplace by celebrating the accomplishments of these great people.
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This article first appeared on Vault.com and has been reprinted with permission.

Breaking Down Millennial Stereotypes

PictureJenna had friend Shomari Stone (a reporter for the local NBC affiliate) emcee the Capital Chapter's annual scholarship ceremony in July of 2017. she notes his celebrity helped raise additional scholarship funds needed for the 2018 school year
Valerie A. Danner
Managing Editor, Legal Management

“If you see a need, fill it.”
That philosophy is how Jenna Carter has approached life. Ever since joining ALA in 2011, Jenna — who is Office Administrator at Ropes & Gray LLP in Washington, D.C., and President-Elect for the Capital Chapter — was eager to give back to the organization that she says gave her so much.
 
“I would not be who I am as a leader in my firm without everything I learned from ALA,” she says. “My career really took off once I got involved in ALA.” As a result, she wasted no time getting involved with her local chapter.
 
While serving Vice President of Community Services for the Capital Chapter, she immediately saw a need. The chapter offers a college scholarship to local high schoolers, but there was a common problem: They consistently received incomplete applications and students with interview skills that were in need of polishing. Rather than complain about it, she got to work to resolve the issue.
 
She launched the “Career and College Readiness” initiative with the YMCA to help students prepare for college or the workforce. “They are from underserved areas in D.C., so these kids may not have access to mentors or resources that can teach them these vital skills,” says Jenna.
 
Volunteers from the Capital Chapter and some of its business partners lend their time and expertise in workshops. They teach attendees about business etiquette, mannerisms  and writing, and guide them through writing résumés and prepping for interviews. By the time kids are done, they have a completed résumé and know how to effectively answer 10 of the most asked interview questions.
 
“We have insight having been there,” says Jenna. “When you see someone in a leadership position at a law firm sharing this information, it brings credibility.”
 
The YMCA loves the program so much, it keeps asking the chapter to come back for more workshops. The program is now in its third year. “It’s been so rewarding,” she says. “It’s a chance for us to give back to the local communities.”


FIGHTING MILLENNIAL STEREOTYPES
Jenna also found another role that needs filling within the legal industry — fighting the negative connotations attached to Millennials. “The feeling about [Millennials] has just gotten really heavy in the last three to four years,” she says. “I’ve never been labeled, but somehow that term was attached to me.” Initially, the negativity was frustrating; she’s never been one for generalizations.
 
But as a positive person, she decided not to let the clichés and baggage of that generational label get to her. Instead, she’s trying to challenge the biases of the legal industry. “I own the label now and do what I can to help change the perception. And not with just talk — show people you’ve broken the mold,” she says. “Ask yourself what you can do to improve your brand and then own it.” Personally, she’s sought to show colleagues that there is nothing slacking about her work ethic.
 
Jenna’s latest Capital Chapter endeavor is to close the leadership gap between generations. She created and chairs a new section within the chapter, the Next Generation Leaders. “We have a large base of Millennials in the chapter. We need to house that creativity and give them a platform to grow in their careers.”
 
It’s a chance to progress, not just for Millennials but for anyone new to legal management. The group will have meetings, pop-up events, educational sessions and two-way mentoring opportunities. The first meeting was in December — 20 people showed up, proving a definite need and desire for the group.

With many Baby Boomers retiring, she sees an opportunity to bring in seasoned vets and “Google” them — or act as a live, in-person resource for Next Generation Leaders participants. Attendees can use their help with networking, ask them for advice and question them about things they wish they’d done differently in their careers. They’ll “download” this well- informed knowledge and use it accordingly.
PictureCapital Chapter members celebrate at their annual holiday party (from left to right): Patrice Shannon (Pillsbury Winthrop Shaw Pittman, LLP), Donna Williams (Baker McKenzie), Jenna Carter (Ropes & Gray), Tiffany Montgomery (Vinson & Elkins, LLP), Juanita M. Adams (Greenstein DeLorne & Luchs, PC).
“When you’re new to the legal field, you need somewhere to go,” says Jenna. “We’re giving them a platform to build their network and provide them with added confidence in their ability to influence changes at work.” She sees it as two-way mentoring — even long-term legal management professionals can learn from newcomers.
 
Future meetings will focus on having these early-career professionals build their “adviser toolkit.” They’ll identify how they can boost their experience level more quickly, and they’ll find resources and people — particularly business partners — to turn to for guidance.
 
“There are many times I’ve looked much smarter in my office because I’ve involved a business partner to find the solution,” says Jenna. Getting next-generation leaders connected with business partners is key, she says, and she plans to reverse the usual roles: instead of having business partners visit the group, she’s working to have the group visit the offices of business partners.
 
Ultimately, she wants the group to be a resource and to provide ample networking opportunities. “I heard about my current role [at Ropes & Gray] through an ALA colleague who thought of me for the position,” she says. “When someone retires, be the one they think about to fill that position. That’s why I want them to network like their career depends upon it — because it does.”
 
CHANGING HEARTS AND MINDS
As Jenna works hard to help Millennials stand out at their workplaces, she also would like older peers to give younger generations of up-and-comers a fair shake — and some understanding.

“You can’t apply generalizations. We are all individual characters. And yes, we’ve had all these opportunities and we grew up with everyone winning and getting a trophy not matter what — but know the fall is that much farther for us because of that,” she says. “We never really hit bottom, so when we do, it’s a shock to us.”
 
“So help us — we want to learn from you and we need you. Most Millennials will tell you they were told they could president, astronauts, anything. And then boom one day they realize they’re not. That fear of failure is real and it’s often masked by Millennials with over confidence.”
 
On the flip side, Millennials need to recognize that not everyone grew up like they did, says Jenna; that’s especially true of technology. But it’s another chance for the generations to mentor each other.
 
“Just give [Millennials] a chance,” she says. “Trust me, you’ll be surprised.” 

Reprinted with permission from Legal Management magazine, Volume 37, Issue 2, published by the Association of Legal Administrators, www.legalmanagement.org.

Technology Section Update

​Frank Schipani
Director of Information Technology, Gilbert LLP
Chair, Technology Section

On Thursday, January 18, we welcomed a new Chapter Business Partner, Coyote Analytics, with a Finance/Technology lunch-n-learn.  We had a great crowd of folks that came to learn about Coyote’s practice management system and to ask questions and share ideas with each other.  We started with an informal networking session, followed by a brief presentation by Rob Brockman of Coyote, and ended with some Q & A and more networking.  The mac and cheese was also a big hit – it wouldn’t be an CapChap event without great food!
 
Be on the lookout for more joint Finance/Technology events where we will share ideas about time and billing systems, upgrades and other issues.

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, jam@carmaloney.com; Paula Serratore,pserratore@alacapchap.org

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: Cindy Schuler (Chair), cschuler@skgf.com; Monique Terrell (Co-Chair),mterrell@stradley.com 
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. 

Contact: Emily Christianson (Chair), echristianson@relmanlaw.com; Julie Tomey (Co-Chair), tomey@thewbkfirm.com
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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: Cheryl Flynn (Chair), cflynn@wileyrein.com; Sarahi Estrella
(Co-Chair), sarahi.estrella@arentfox.commailto:sarahi.estrella@arentfox.com ​


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: Danita Ellis (Chair),danita.ellis@nelsonmullins.com; Jackie Thomas (Co-Chair), jackie.thomas@agg.com
Listserv: branch@lists.alacapchap.org
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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:  Kevin O'Hare (Chair), kevin.ohare@cox.net; Greg Fudge (Co-Chair), glfudge@gmail.com
Listserv: ooms@lists.alacapchap.org
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: Kimberly J. Potter (Chair),  kpotter@sgrlaw.com; Astrid Emond (Co-Chair), aemond@bakerlaw.com
Listserv: ipadmin@lists.alacapchap.org



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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: Wilmara Guido-Chizhik (Chair), wguido-chizhik@bomcip.com; Dot Mooney (Co-Chair), dmooney@powerslaw.com 
Listserv: smallfirm@lists.alacapchap.org


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Finance
Based on member feedback the Capital Chapter has formed a new Finance Section. We are seeking active members to helps us get this group up and running in 2016! As we get started, we will be focusing on what issues members are facing within their firms that we may be able to help address together. Topics may range from reviewing new time and billing systems to tax filings and matter budgeting solutions and anything in between. Your input is needed! Please consider adding Finance section meetings to your monthly educational schedule.

Contact: Andy George (Chair),  andrew.george@finnegan.com; Evan Kettig (Co-Chair),  kettige@gotofirm.com
Listserv: finance@lists.alacapchap.org
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: Aryn Blanton (Chair),  aryn.blanton@bracewelllaw.com; Jasmine Stribling (Co-Chair), jstribling@bsfllp.com
Listserv: hr@lists.alacapchap.org
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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),  schipanif@gotofirm.com
Listserv: tech@lists.alacapchap.org