2602 Briefs

BUILDING BELONGING

Benjamin C. Garcia and Orlando Sheppard on promoting diversity in law.

AVOIDING A RUFF TIME

John Hunt, Lauren Robertson, and Madonna Snowden on service animals.

A PUBLICATION OF

THE SCRUTINY OF DEI Can inclusion survive in today’s legal climate?

SPEAK THEIR LANGUAGE Susan Staggs on effective client communication for paralegals.

FEBRUARY 2026 VOL. 94 NO. 2

the

Contents 10 I

THE SCRUTINY OF DEI Can inclusion survive in today’s legal climate?

LETTERS FROM LEADERS

06 I PRESIDENT’S MESSAGE Building Bridges

Keshara D. Cowans, Esq.

08 I CLERK’S CORNER

Funding Florida’s Courts

The Honorable Tiffany Moore Russell, Esq. FROM THE COMMITTEES

18 I CIVIL RIGHTS COMMITTEE

Opening the Doors

Benjamin C. Garcia, Esq. & Orlando Sheppard, Esq.

FROM THE COMMITTEES

20 I LABOR & EMPLOYMENT COMMITTEE

Avoiding A Ruff Time

John Hunt, Esq., Lauren Robertson, Esq. & Madonna Snowden, Esq.

SIDEBAR: NEWS / EVENTS / UPDATES

28 I VOLUNTARY BAR Alena V. Baker, Esq.

30 I YOUNG LAWYERS SECTION Michael B. Stone, Esq.

22 I PARALEGAL COMMITTEE

Effective Client Communication for Paralegals Susan Staggs

LEGAL AID SOCIETY

26 I WHAT WE DO

Breakfast of Champions Donna Haynes

ADVERTISING DEADLINES

Magazine: 10th of month prior to publication eEdition: 20th of month prior to distribution Copy: Six weeks prior to publication If the deadline falls on a weekend or holiday, the deadline is the next business day. Publication of advertising herein does not imply any endorsement of any product, service, or opinion advertised. The opinions and conclusions, including legal opinions and conclusions contained herein, are those of the authors and do not reflect official endorsement by the Orange County Bar Association or its officers and directors, unless specifically stated as such. ©2023 Orange County Bar Association. All rights reserved. ISSN 1947-3968

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O C B A A P R I L LU N C H E O N 880 N. Orange Ave., Orlando, FL 32801 Phone (407) 422-4551 Fax (321) 430-1558 orangecountybar.org Legal Aid Society (407) 841-8310 Citizen Dispute (407) 423-5732 Family Law Mediation (407) 423-5732 Lawyer Referral Service (407) 422-4537 Foreclosure Mediation (407) 515-4330 Young Lawyers Section (407) 422-4551 _________________

the Briefs FEBRUARY 2026 VOL.94 NO.2

Editor Kate T. Hollis Associate Editors Christine Wasula Tina Leger Columnists Alena V. Baker Michael Stone Officers Keshara Cowans, President Lisa Gong Guerrero, President-Elect Michael Barber, Treasurer Brandon Sapp, Secretary Cooper Powell, YLS President Executive Council Stephanie Alcalde Onchantho Am Jill Davis Kate T. Hollis John M. Hunt Bruce Mount Conti Moore Alisia Profit Rafael O. Rodriguez C Andrew Roy C. Todd Smith Jennifer Thomas Executive Director Candice Disorbo Advertising & Sponsorship Manager Ursla Gallagher

SAVE THE DATE!

Thursday, April 16, 11�30am–1pm at Marriott Orlando Downtown 400 W. Livingston St., Orlando, FL 32801

Experience the excitement of Law Week at our highly anticipated Law Week Luncheon, where we showcase a range of engaging activities that highlight the legal profession’s impact on our community. From the prestigious Liberty Awards to the thrilling High School Mock Trial Competition, captivating Big Bad Wolf Trial Presentations, and inspiring Poster & Speech Contest, Law Week offers a multitude of opportunities for legal enthusiasts of all ages.

RSVP by Monday, April 13, 2026 Ashley Velez ashleyv@ocbanet.org | orangecountybar.org/store RSVPs and cancellations will not be accepted after April 13, 2026.

TITLE SPONSOR

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MORE EVENTS

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5

PRESIDENT’S MESSAGE

BUILDING BRIDGES Our Collective Commitment to an Inclusive Legal Community

Keshara D. Cowans, Esq., serves as a Staff

Attorney, EEO and Equity Officer, and District Title IX Coordinator in the Office of Legal Services for Orange County Public Schools (“OCPS”), the fourth-largest school district in Florida and the eighth-largest in the nation. Ms. Cowans has practiced law for over 17 years. Her primary practice areas include labor and employment, employment discrimination, and Title IX compliance. She also serves as the legal advisor for the OCPS District Police Department.

As we enter the second month of 2026, I want to reflect on one of the core pillars of our mission statement: “To provide for a diverse and inclusive bar.” This commitment represents a fundamental recognition that our profession’s strength, credibility, and effectiveness depend on reflecting and serving the rich diversity of our community.

February 2026 holds special significance as we mark the centennial celebration of Black History Month. For one hundred years, this observance has honored the contributions, achievements, and resilience of Black Americans throughout our nation’s history. In the legal profession, we recognize pioneering Black attorneys, such as Thurgood Marshall, Paul C. Perkins, and Gwendolyn S. Cherry, who broke barriers, challenged unjust laws, and expanded the promise of equal justice under law, often at great personal cost. This milestone celebration calls on us to reflect not only on how far we have come, but also on our responsibility to continue advancing the cause of justice and inclusion in our own time.

When we consider what it means to provide for a diverse and inclusive bar, we must look beyond demographics alone. True inclusion means creating an environment where attorneys from all backgrounds can thrive professionally, where diverse perspectives are valued in our deliberations, and where every member feels a genuine sense of belonging within our legal community. It means ensuring the barriers that have historically limited access to our profession continue to come down, and that we actively mentor and support attorneys at every stage of their careers.

Our commitment to diversity directly enhances our ability to fulfill every other aspect of our mission. How can we promote honor, dignity, truth, and professionalism if we do not honor the dignity of every attorney? How can we enhance access to quality legal services if our bar does not reflect the communities we serve? How can we educate the public about the legal system if they do not see themselves represented within it?

The legal profession has made meaningful progress, but our work is far from over. We must continue to support pipeline programs that introduce young people from underrepresented communities to legal careers. We must remain committed to examining our own practices and policies to ensure they promote genuine inclusion rather than inadvertently creating obstacles. Together, we can ensure that the Orange County Bar Association truly reflects and serves the entire community we are privileged to represent.

THE OCBA MISSION IS:

• To promote honor, dignity, truth, and professionalism within the legal community; • To promote improvements in the law and aid in the administration of justice; • To enhance the delivery of and access to quality legal services; • To educate the public about the legal system; • To provide for a diverse and inclusive bar; and, • To promote camaraderie, a forum for discussion on issues pertaining to the legal system, and education for its members.

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CLERK’S CORNER

FUNDING FLORIDA’S COURTS A Collective Responsibility

The Honorable Tiffany Moore Russell, Esq., Orange County Clerk of Courts, has been a member of the OCBA since 2004.

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Recently, I came across a headline that stated, “the need for sufficient and stable funding of Florida’s court system is a constant one.” As someone who works alongside our judges, attorneys, and justice partners, I could not agree more. A healthy, functioning court system is essential to the stability of our community. Yet as the judiciary’s workload continues to grow, so too does the expectation that we—across all branches and roles—will uphold constitutional due process and deliver justice efficiently and fairly.

Much of the public tends to view court system funding as a single, unified budget.

As you know, the reality is far more complex. Courtrooms are inherently collaborative environments: a judge presides, a sheriff ’s deputy ensures security, and a trial clerk manages the record and workflow. Although each role is indispensable, each is funded separately—and not always equitably—despite sharing responsibility for the same constitutional mission.

This session, Clerks of Court across Florida are urging the Legislature to consider the courtroom holistically when allocating resources. If our justice system is to function as designed, then funding solutions must reflect the interdependence of the justice partners who make court operations possible. Clerks are asking the Legislature to “fund the entire courtroom,” recognizing the statutory responsibilities and operational support required behind every docket, every hearing, and every case.

Florida’s Clerks perform more than 1�000 statutory and constitutional duties. Yet the current revenue structure—driven largely by fines and fees—creates instability that threatens our ability to provide the core services the courts rely on. When collections de-

crease, our operations feel the impact immediately, even though our responsibilities remain unchanged.

This year, the Clerks of Court Operations Corporation (CCOC) identified a $75 million statewide funding gap between what it costs to operate Clerk offices and the revenue available under current law. To begin addressing this shortfall, Clerks are requesting four appropriations under the Senate Appropriations Committee on Criminal and Civil Justice’s purview for the next fiscal year: • $3�1 million to reimburse costs associated with injunctions for protection, • $2�4 million for Baker Act, Marchman Act, and Sexually Violent Predators Act cases, • $4�8 million to fully cover jury-related expenses, and • $11�7 million to support the addition of 37 new trial court judges approved last year.

Together, these requests total $22 million—a modest but meaningful step toward stabilizing Florida’s court system. These appropriations form part of the broader 2026 Legislative Priorities developed by Clerks statewide. If funded, they will strengthen public safety, expand access to justice, protect the integrity of our records, and support the commercial activity that depends on our offices every day.

As we move through this legislative session, Clerks are committed to educating lawmakers about the statutory functions we perform and the central role we play in the progression of every court docket. Our goal is simple: to ensure that Floridians continue to receive the critical services to which they are entitled as a matter of right.

Strengthening our court system is a shared responsibility—and your partner-

ship and insight remain essential as we advocate for the resources necessary to serve our community and uphold justice across the state.

Warm regards,

New Members ATTORNEY Dylan Beiro

Tiffany Moore Russell Orange County Clerk of Courts

Jasmine Jackson

Michael Shannessy Bennett

Gregory Law Maaswinkel

Benjamin Carbone

Mariana Monforte

Maria Fayad Clegg

Marissa Petillo

Alissa Cheremont

Samantha Sabatini

Luke Douglas

Evan Sagar

Joshua Fidelo

Lawrence Stephen Cody

Madison Tyler Flanagan Michael Gonzalez Erin Godwin Neyza L Guzman Steven Tylar Heintz Joshua Eli Lopez

Jeanette Stafford Camilo Sansores Chavez William Vasquez Jacqueline Vega Misty Vianna

AFFILIATE

Karla Castillo Lorve Cherilus Malite Duffaut Sara Hawkins Katiria Nasca Regis Simasek

EMERITUS

Barry Clayton Edwards Marcus Ethan Frazier Susan Michael Roberts

LAW STUDENT

Griffin Hilgenfeldt Machia Janice Mullens Tiara D. Porter Farah Soliman

PARALEGAL STUDENT

Isabela Maria Turcios-Gamez Joe Waczewski Rachel Wilkinson

9

THE STRICT SCRUTINY OF DEI

THE STRICT SCRUTINY OF Can inclusion survive in today’s legal climate?

AUTHORS Clyde Mathes & Melissa Bryan

10 I

The Briefs

I FEBRUARY 2026

A

t the center of controversy are federal and local Diversity, Equity, and Inclusion (“DEI”) programs and their impact on local policymaking which has recently led to uncertainty, job loss, and delayed safety programs. Orange County’s local programs receiving state and federal funds, specifically women

and minority vendors, were directed to suspend their DEI programs under Executive Order 14151.1 Orange County government is now navigating challenging decisions when it comes to responding to both State and Federal mandates. But let’s be clear: what does DEI really look like? What does DEI truly represent, whom

does it impact, and why does it matter for building trust and opportunity in our communities? This brief examines the legal frameworks defining DEI, the populations affected, and the societal and constitutional implications of limiting or eliminating such programs.

orangecountybar.org

1. Exec. Order No. 14151, 90 Fed. Reg. (Jan. 20, 2025). Ending Radical and Wasteful Government DEI Programs and Preferencing

I The Briefs

I 11

THE STRICT SCRUTINY OF DEI Persons, Asian Americans life.7 Firstly, white women DIVERSITY, EQUITY AND and Pacific Islanders; other have been one of the bigINCLUSION DEFINED gest beneficiaries of DEI THROUGH EXECUTIVE ORDER persons of color; mem-

Despite public perception, DEI programs do not benefit only racial minorities. In fact, the majority of documented beneficiaries fall outside of that category. Under Executive Order 139852, the Federal Government in 2021, pursued a comprehensive approach to advancing equity for all, including people of color and others who have been historically underserved, marginalized, and adversely affected by persistent poverty and inequality. n synthesizing Executive Order 13985, we examine how its directives relate to and defined DEI.3 Firstly, the Executive Order defined “underserved communities” as populations sharing a particular characteristic, as well as geographic communities, who have been systemically denied full opportunity to participate in aspects of economic, social and civic life.4 Secondly, “diversity” means the practice of including the many communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs of the American people, including but not limited to underserved communities such as Black, Latino, and Indigenous and Native American

12

bers of religious minorities; lesbian, gay, bisexual, transgender, and queer persons; persons with disabilities; persons living in rural areas; and persons otherwise adversely affected by persistent poverty or inequality.

Thirdly, “equity” means the consistent and systemic, fair, just, and impartial treatment of all individuals, including individuals who belong to underserved communities that have been denied such treatment.5 Fourthly, “inclusion” means the recognition, appreciation, and use of the talents and skills of employees of all backgrounds.

Lastly, “accessibility”6 means the design, construction, development, and maintenance of facilities, information and communication technology, programs, and services so that all people, including people with disabilities, can fully and independently use them.

WHO IT IMPACTS IN THE COMMUNITY

DEI programs were created to help communities that have historically faced obstacles to equal opportunity, not just in corporate America but across daily

programs in the workplace.8 Many companies have launched initiatives to give women a fair shot at leadership roles, close the gender pay gap, and offer paid parental leave and flexibility for employees with children. While all women, including white women, are still underrepresented in the workplace, white women are often the first to benefit from DEI and affirmative action programs.9 For example, white women hold 19% of all C-Suite positions, whereas women of color hold just 4%. These numbers remain far below proportional representation for women generally. Scaling back DEI programs could mean the loss of teams and people who advocate for the above-mentioned programs.

Secondly, the LGBTQ+ community has also significantly benefited from DEI programming.10 Many companies have recognized Pride Month, which is observed in June and celebrates the contributions and historic impact lesbian, gay, bisexual, and transgender people have had on the nation. The companies were tasked to safely include a class of people that are normally overlooked and dis-

criminated against to feel safe and included at work.

Eliminating DEI policies risks diminishing representation, leadership opportunities, and belonging for LGBTQ+ employees.

It will also prevent a significant group of people from leadership roles, discussions and out of the talent pool.

Thirdly, DEI efforts in the workplace and community have helped defend and protect disabled people in the work force.11 The ADA National Network defines a person with a disability as “a person who has a physical or mental impairment that substantially limits one or more major life activity.” These may include physical impairments like compromised immune systems, psychological impairments like anxiety, or cognitive impairments like autism.12 In 2020, UnitedHealth Group’s Engagement, Inclusion and Diversity Center of Excellence rolled out a Disability Inclusion Internship Program. The program provided hands-on training and mentorship to prepare interns for corporate roles at the company.13 Prior to modern DEI reforms, workplace accessibility and accommodation were limited.

Today, organizations increasingly follow ADA-informed practices and create new pathways for

disabled workers.14 Programs such as UnitedHealth Group’s Disability Inclusion Internship provided hands-on training for interns preparing for corporate roles. Remote work adoption, ASL interpreters at large events, and closed captioning technologies at movie theaters are examples of inclusion measures normalized through DEI.15 Lastly, while people don’t often associate DEI with Veterans, former service members are a major population that benefit from DEI programs.16 The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects veterans from discrimination in hiring and ensures their right to resume civilian employment after deployment.17 Likewise, the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) requires federal contractors to actively recruit and hire veterans.

While these laws establish baseline protections, DEI programs help employers understand military culture, dispel misconceptions, and appropriately value veteran experience.

18 These protections are great, but they only go so far employers still need to do the work to understand and value military experience and culture.19 For one, there are many biases and misconceptions about

veterans that can impact their ability to enter certain spaces. 20Without DEI education, biases regarding a veteran’s education, emotional regulation, or political beliefs may hinder employment opportunities or certain roles.21

WHY IS IT IMPORTANT TO HAVE DEI IN THE COMMUNITY

DEI programs have far-reaching societal consequences.22 These programs not only support marginalized populations but also strengthen institutional performance, innovation, and community cohesion.23 DEI initiatives foster inclusivity, promote social mobility, and address systemic inequities, creating fairer and more productive societies.24 Removing DEI infrastructure threatens progress across multiple sectors, including education, workplaces, healthcare, and the criminal justice system.

Firstly, the impact of eliminating DEI in education will reduce access to higher education for underrepresented groups, there will be a decline in critical thinking and global preparedness.25 Research shows that students who learn in diverse programs develop stronger critical thinking skills, cultural awareness, and problem-solving skills.26

Furthermore, institutions that fail to prioritize diversity often struggle to attract broad applicant pools, reducing enrollment and funding.

Secondly, the healthcare system is deeply influenced by racial, socioeconomic, and cultural inequalities, which DEI efforts are specifically designed to address.27 These initiatives play a vital role in improving patient outcomes, enhancing communication between providers and patients, and ensuring that healthcare delivery is fair and responsive to the needs of diverse populations.28 When medical education, healthcare policies, and clinical training include DEI principles, they help reduce health disparities and raise the overall quality of care, particularly for underserved communities.29 Removal of DEI training would deepen health disparities, particularly for communities already facing disproportionate rates of chronic illness (i.e. diabetes, hypertension, and asthma) and reduced access to preventive care.30 They also have less access to preventive care and suffer worse health outcomes.31 Without DEI-informed approaches, healthcare providers may not have the necessary training to understand

orangecountybar.org

2. Exec. Order No. 13985, § 2, 86 Fed. Reg. 7,009, 7,010 (Jan. 20, 2021). Advancing Racial Equity and Support for Underserved Communities Through the Federal Government.

3. Id. 4. Id. 5. Exec. Order No. 13985, 86 Fed. Reg. 7,009, 7,009–12 (Jan. 20, 2021). Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce Sec. 2. Definition.

6. Id. 7. Nicquel Terry Ellis, DEI programs benefit many groups, not just Black and brown communities, CNN (Feb. 8, 2025), https://www.cnn. com/2025/02/08/us/dei-programsdiversity-list/index.html 8. Id. 9. Celina Stewart, How DEI Impacts Us — and Democracy, LWV (Feb. 19, 2025), https://www.lwv.org/blog/ how-dei-impacts-us-and-democracy 10. Nicquel Terry Ellis, DEI programs benefit many groups, not just Black and brown communities, CNN (Feb. 8, 2025), https://www.cnn. com/2025/02/08/us/dei-programsdiversity-list/index.html 11. Id. Stewart, How DEI Impacts Us— And Democracy, supra.

12. DEI Programs Benefit Many Groups, supra note 6.

13. Id. 14.ADA National Network. (n.d.). What is the definition of disability under the ADA? https://adata.org/faq/whatdefinition-disability-under-ada 15. Stewart, supra note 8.

16.Ali R. Tayyeb, Why Veterans Are a Vital Part of the DEI Conversation, RN-Mentor Consulting, LLC (Feb. 26, 2025), https://www.rnmentor. org/rnmentorblog/veterans-dei 17. Id. 18. Id. 19. Stewart, supra note 8.

20. Id. 21. Id. 22. Rosa, Jose. (2025). The Critical Importance of Diversity, Equity, and Inclusion (DEI) and the Detrimental Impact of Anti-DEI Policies Page 7.

Jose Rosa, The Critical Importance of Diversity, Equity, and Inclusion (DEI) and the Detrimental Impact of Anti-DEI Policies 7 (2025).

23. Id. 24. Id. 25. Rosa, supra note 21, at 7.

26. Id. 27. Id. 28. Id. 29.Joseph R. Betancourt, Alexander R. Green, J. Emilio Carrillo, & Owusu Ananeh-Firempong II. (2003).

Defining Cultural Competence: A Practical Framework for Addressing Racial/Ethnic Disparities in Health and Health Care. Public Health Reports (1974-), 118(4), 293–302. http://www.jstor.org/stable/4598855

I The Briefs

I 13

THE STRICT SCRUTINY OF DEI and respond to these unique challenges.32 Trust is an essential component of healthcare, especially in communities that have experienced historical mistreatment.33 DEI helps rebuild trust by promoting equity, representation, and transparency.34 There are also longterm financial and societal costs.35 Health disparities lead to higher medical expenses, lost productivity, and increased strain on public health resources.36 DEI programs help reduce these burdens by promoting early intervention, preventive care, and fair treatment.

Finally, the criminal justice system in the United States has a long and well-documented history of racial and socioeconomic disparities.37 These inequalities are deeply embedded in policing practices, judicial processes, and correctional policies.38 They have led to disproportionate rates of 30.Id. 31.Id. 32.Id. at 8.

33. Id. at 8.

34. Id. 35. Id. 36. Id. 37. Id. 38. Id. 39. Id. 40. Id. 41. Id. 42. Id. 43. Id. 44. Id. 45. Id.

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arrest, conviction, and incarceration for people of color, particularly Black, Latino, and Indigenous individuals.

DEI programs are designed to confront these structural problems directly.39 These programs offer a practical approach to reform through law enforcement training, judicial accountability, and community involvement.40 DEI initiatives help police departments identify and reduce implicit bias.41 They support efforts to improve officer conduct, strengthen community relationships, and develop more humane and effective policing strategies.42 In the judicial system, DEI principles guide reforms that aim to address sentencing disparities and improve access to legal representation.43 In correctional institutions, DEI programs promote rehabilitation and reintegration, offering education, vocational training, and men-

tal health support to reduce recidivism.44 Without DEI programs, many of the current efforts to build a more equitable justice system would stall or disappear entirely.45 The criminal justice system must actively work to reduce bias rather than eliminate policies that promote fairness and accountability.

Without DEI, mistrust, social unrest, and systemic inequalities will only deepen.

(2023), which restricted race-conscious admissions in higher education. While the ruling did not eliminate all DEI efforts, it heightened scrutiny on how institutions implement them.

Strict scrutiny requires that any governmental policy involving protected classes must (1) serve a compelling governmental interest and (2) be narrowly tailored to achieve that interest. Historically, compelling interests have included remedying past discrimination, improving educationTHE LEGAL CROSSROADS: al environments, and enCAN DEI SURVIVE STRICT suring equitable access to SCRUTINY? public benefits.

As DEI programs face unProperly structured DEI precedented legal and poprograms continue to align litical challenges at both federal and state levels, the with these longstanding interests by expanding opcentral question becomes: can policies designed to in- portunity, promoting safety, and strengthening clude everyone withstand institutional trust. strict scrutiny without exThe current tension ariscluding anyone? The legal landscape surrounding DEI es not because DEI is unlawful, but because opcontinues to evolve, particularly in the wake of de- ponents argue that equity cisions like Students for initiatives create “preferFair Admissions v. Harvard ences,” while supporters

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THE STRICT SCRUTINY OF DEI

Clyde Mathes, Esq.,

is an attorney at Kubicki Draper. He serves as CoChair of OCBA Diversity and Inclusion committee.

Melissa Bryan, Esq.,

is an attorney with HAWM, PLLC. She is the Chair of the OCBA Diversity and Inclusion Committee, a member of the OCBA Immigration Law and Criminal Law Committees, and a Board of Director of YLS.

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emphasize that they correct systemic barriers. In reality, DEI programs function less like preferences and more like tools: tools to ensure that policies, hiring practices, and public services do not unintentionally discriminate against disadvantaged populations.

As local governments like Orange County navigate conflicting federal and state directives, the central legal question becomes: How do we comply with the law while protecting the people these programs exist to serve?

This moment in history is not simply administrative, it is constitutional, cultural, and deeply human. DEI does not seek to elevate one group over another; it seeks to ensure everyone has a fair chance to belong. And be-

longing, at its core, is what strengthens communities, workplaces, and the rule of law itself.

ing institutions, and ensuring that all residents, regardless of background, can fully participate in civic life. Removing DEI programs does not create CONCLUSION neutrality; it recreates inDEI programs were never equality. It widens gaps in designed to divide us— education, healthcare, the they were created to enworkplace, and the justice sure that everyone has equitable access to oppor- system, while undermining public safety, communitunity, safety, and dignity. From veterans and peo- ty wellbeing, and economic stability. ple with disabilities, to The strict scrutiny of DEI women, LGBTQ+ individis not simply a legal test; it uals, and communities of is a societal one. The quescolor, DEI initiatives retion is not whether DEI main a lifeline for popcan survive; the question ulations who have hisis whether we as commutorically been left out of nities can thrive without decision-making spaces. it. Inclusion is not a threat As Orange County and jurisdictions across the na- to fairness; it is the foundation of it. By upholdtion confront changing ing policies that reflect the legal and political pressures, it becomes increas- rich diversity of our county ingly important to remem- and our country, we affirm that justice and opportuniber the purpose of DEI: building trust, strengthen- ty truly can include us all.

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17

CIVIL RIGHTS COMMITTEE

OPENING THE DOORS Benjamin C. Garcia, Esq., Garcia Sheppard,

PLLC - Benjamin “Ben” Garcia is a respected personal injury and civil rights attorney, accomplished bar leader, and dedicated community advocate. He serves as a Partner at Garcia Sheppard, where he represents individuals and families throughout Florida in complex personal injury, wrongful death, and civil rights litigation.

Orlando Sheppard, Esq. Garcia Sheppard,

PLLC – Orlando is a Partner at Garcia Sheppard. He focuses his practice on helping those who have suffered catastrophic injury or death through the negligence of others.

Orlando currently serves as President-Elect of the Paul C. Perkins Bar Association.

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and understanding of the profession.

• LSAT and Bar Prep Scholarships: The road to being a lawyer is filled with many financial barriers to entry.

Building a Legal Community The average cost of law Where Everyone Belongs school is above $200�000.3 ccording to the ABA, there are over 1�3 million But the costs don’t stop lawyers in America.1 Florida is fourth in lawyer there. Before becompopulation with more than 113�000 total lawyers ing a lawyer, aspirants (about 80�000 of which are active and reside in Florida).2 to the bar must also pay Despite the large number of lawyers in the country, for the LSAT, MPRE, and minority lawyers continue to be underrepresented in the the Bar Exam. This does profession. For example, despite Hispanics making up not include the costs for about 19�5% of the American population, the percentitems such as a LSAT age of Hispanic Lawyers was only 6% in 2024 – this is a prep course and materichange of only 2% since 2014. In that same time frame, als, supplemental study the percentage of Black lawyers remained unchanged at aids, bar prep course, fin5% of the legal profession. What can be done? The legal ger printing, and lap top community has the opportunity and responsibility to fees. The wealth disparity be the change. Meaningful progress requires not only of minorities,4 combined with the financial burexpanding entry into the profession but also creating dens of law school have environments where minority lawyers can thrive. disproportionate effects.5 Providing financial assistance to aspiring lawyers dents or young lawyers.

FOCUS ON REBUILDING will facilitate their jourHowever, to increase the ney. This can be done in THE PIPELINE number of minorities In order to make change, the form of scholarships. who matriculate into the we must address the pipeIncreasing the number of line to the legal profession legal profession, we must LSAT Prep and bar scholwell before law school. reach minorities soonarships will reduce the • Mentorship and shader. The Sarasota Counbarriers to entry which owing programs: ty Bar Association, for exaffects minorities disproMany of the current menample, has a mentoring portionately and lead to torship programs in the program at Booker High increased representation legal profession, like the School Law Academy dein the legal field.

Florida Bar’s Counsel to signed to provide students with a mentor who INCREASE LAWYER Counsel, Orange Councan be a shining example RETENTION AND LAWYER ty Bar Association’s Mentoring Program, and Paul of quality lawyers/human ADVANCEMENT C. Perkins Bar Associabeings giving back to Opening the door to the tion’s Law Student Menthe community. Reachlegal profession is just the toring Program, focus ing individuals earlier in first step. To increase mion mentoring law stulife increases exposure nority lawyer representa-

A

tive tools for advancing tion, not only do we need to and retaining underrepfix the pathway to the pracresented talent.11 By contice of the law, but we also need to ensure minorities necting newer lawyers are staying in the profession with leaders who can adonce they arrive. Studies vocate for their growth, show race is a significant firms strengthen both refactor in the career trajectotention and the pipeline ries of lawyers.6 More conto advancement. cerningly, studies show mi- • Develop Clear Pathways nority lawyers leave or to Leadership consider leaving their law Transparent promotion firm7 or the law as whole8 at criteria, visible advancean alarming rate. ment tracks, and measur• Mentorship Programs able goals reduce ambiWhen attorneys are guity and help lawyers paired with experienvision a future within enced mentors, they gain the organization. When expectations are clearguidance, sponsorship, ly defined, attorneys and the relational supcan concentrate on deport needed to navigate veloping essential skills firm culture and access and experiences. Withhigh-visibility opportuout this structure, talentnities. Research shows ed and diverse attorneys that structured mentor– may feel hindered by inmentee matching signifivisible barriers or uncercantly improves satisfactain about their progress. tion and retention among Scholars have found that women and minority law9 underrepresented lawyers. The ABA has likeyers are much more likewise noted that firms ly to leave firms when cawith lower retention of reer-progression options diverse attorneys often are unclear, and sponsorlack consistent mentoring ship programs are inforand sponsorship frame10 mal or opaque.12 By creworks. Effective mentorship also creates space ating clarity, we not only for candid conversations support retention but about workload, expecalso communicate that tations, and long-term advancement is earned, goals—areas where diattainable, and guided by verse attorneys often refair, consistent standards ceive less informal feedthat apply to everyone. back. Research further shows that well-designed CONCLUSION mentoring programs are Although the underrepreamong the most effecsentation of minority law-

yers persists, the legal community is uniquely positioned to change that reality. Strengthening the pipeline, easing financial barriers, supporting mentorship, and creating clear paths to advancement all help build a profession that welcomes and elevates diverse talent. These efforts are achievable, and they matter. By working together, we can create a legal community that reflects the people we serve and gives every lawyer a real opportunity to thrive.

1. American Bar Association – Profile of the Legal Profession 2024 Demographics https://www.americanbar.org/news/ profile-legal-profession/demographics/ 2. Samadhi Jones, Florida Ranks Among Top States for Lawyer Population Growth, Dec 4, 2024, https://www.floridabar.org/the-floridabar-news/florida-ranks-amongtop-states-for-lawyer-populationgrowth/#:~:text=Florida%2C%20 with%20just%20over%20 80%2C000,15%25%20residing%20 out%20of%20state.

3. Melanie Hanson, “Average Cost of Law School” EducationData.org, July 7, 2025,https://educationdata.org/averagecost-of-law-school.

4. Rakesh Kochhar and Mohamad Moslimani, Wealth Surged in the Pandemic, but Debt Endures for Poorer Black and Hispanic Families: 2.

Wealth Gaps across racial and ehnic Groups https://www.pewresearch. org/2023/12/04/wealth-gaps-acrossracial-and-ethnic-groups/ 5. Meghan Dawe, The Black-White Student Debt Gap Among Law School Graduates, September/October 2023 https://clp.law.harvard.edu/knowledgehub/magazine/issues/student-debt/theblack-white-student-debt-gap-amonglaw-school-graduates/ 6. “Study after study shows that African American lawyers in law firms are typically shunted to the ‘dead-end track’ and assigned routine paperwork, whereas their White counterparts are more often put on the ‘training track’ and assigned challenging work for important clients” Nelson, Robert, L. et al. The Making of Lawyers’ Careers (2023)

Transparent promotion criteria, visible advancement tracks, and measurable goals reduce ambiguity and help lawyers envision a future within the organization.

7. See Cornell Journal of Law and Public Policy, Fight or Flight: Explaining Minority Associate Attrition https:// publications.lawschool.cornell. edu/jlpp/2018/03/21/fight-or-flightexplaining-minority-associateattrition/?utm_source=chatgpt.com March 21 2018 8. See Debra Cassens Weiss, Majority of minority female lawyers consider leaving law; ABA study explains why, June 22, 2020 https://www.abajournal. com/news/article/most-minority-femalelawyers-consider-leaving-law-aba-studyexplains-why 9. Ida O. Abbott, Esq. and Rita S. Boags, Ph.D., Mentoring for Women and Minority Lawyers: Making it Succeed in Your Firm (2004) https://www. nalp.org/uploads/_bulletin_article_ uploads/110_0204mento.pdf 10.Id. 11.Shirley Laboy, The Power of Mentorship in the Workplace, January 2022, https://www.alanet.org/legalmanagement/2022/january/columns/thepower-of-mentorship-in-the-workplace 12.See Thomson Reuters, New Survey Highlights Ways to Increase Retention of Underrepresented Lawyers (May 4, 2022); see also, NeftaIí Garro, et al.

International Association of Defense Counsel, Retaining Diverse Talent – Practical Approaches When � Just Won’t Cut It (2022)

19

LABOR & EMPLOYMENT COMMITTEE

AVOIDING A RUFF TIME

John Hunt, Esq., is a Partner at Jill S. Schwartz & Associates, P.A. He is a member of the OCBA Executive Council and has been a member of the OCBA since 2015

Lauren Robertson, Esq., is a Partner at Jill

S. Schwartz & Associates, P.A. She is the current Chair of the OCBA Labor & Employment Committee

Madonna Snowden, Esq., is an attorney at

FordHarrison, LLP. She is the current Co-Chair of the OCBA Labor & Employment Committee

20

does not have to be professionally trained, but the animal must remain under the control of their handlers and be housetrained.

Emotional support animals, by contrast, are not Service animals & emotional support considered “service animals” animals in the workplace. under the ADA. Emotional support animals do not have here is no doubt that pets make our lives betspecial training to perform ter. There have been numerous scientific studies demonstrating that pet ownership is beneficial a task related to a disability, but they are undeniably imto our mental and physical wellbeing.1 For some, however, an animal is more than a companion. It is an essential portant to their owners and often provide therapeutic tool that helps them navigate daily life or manage a menbenefit through companiontal health condition. As employers increasingly encounter requests to bring service or emotional support animals into ship and can help with depression, anxiety, and simithe workplace, understanding the legal landscape is critilar conditions. An emotional cal. This article will discuss some of the questions that are asked regarding navigating these accommodation requests. support animal may still be a reasonable accommodation under the ADA if the employee has a qualifying disnize only dogs as service an- ability, needs the emotionSERVICE ANIMALS VS. imals, and regulations issued al support animal to perform EMOTIONAL SUPPORT the essential functions of by the Department of JusANIMALS: WHY THE the position, and no equally tice also include miniature DISTINCTION MATTERS. effective alternative accomhorses as service animals.

As a starting point, it is immodation exists. For examTo qualify as a service anportant to understand the ple, an employee with anximal, the dog (or miniature difference between service iety disorder may need the animals and emotional sup- horse) must be individually trained to do work or per- emotional support animal port animals because the right to bring them into the form a task for an individual present to mitigate the disworkplace is not identical. with a disability. The task(s) order and help him perform his work.

Under Title I of the Amer- performed must be directicans with Disabilities Act ly related to the individu(“ADA”), which is the provial’s disability. For example, a MAKING THE REQUEST: sion related to employment service dog may be trained WHAT EMPLOYEES to alert an individual with and applies to employers AND EMPLOYERS with fifteen (15) or more em- diabetes when his blood SHOULD EXPECT. ployees, service animals are sugar is low or guiding a per- Employees seeking to bring not discussed.2 Title II and son with low vision. Under service animals or emotionTitle III of the ADA recogthe ADA, a service animal al support animals into the

T

1. See Centers for Disease Control and Prevention, Ways to Stay Healthy Around Animals, https://www.cdc.gov/healthy-pets/about/?CDC_ AAref_Val=https://www.cdc.gov/healthypets/keeping-pets-and-people-healthy/how.html (last visited Dec. 4, 2025).

2. The Florida Civil Rights Act also prohibits disability discrimination and retaliation and is construed by courts under the same analysis used in cases arising under the ADA. See Abadi v. Walt Disney World Parks & Resorts, 338 So. 3d 1101, 1104 (Fla. 1st DCA 2022) (“Due to their similarities, the FCRA is construed in conformity with the ADA.” (citations omitted)).

workplace should first approach the employer (often the human resources department) and make the reasonable accommodation request of bringing in the animal to assist with his or her disability. The employer must then engage in an interactive process, which includes a discussion with the employee to learn about the disability, how it impacts the employee’s major life activities, and how the disability impedes the employee from performing his duties. If the disability is not apparent and/or the reason for needing the animal is not clear, employers can request documentation related to the disability and/or request. It is important to note that the request and any other aspect of the process should be in writing.

Under the ADA (and the Florida Civil Rights Act (FCRA)), employers are obligated only to provide a reasonable accommodation and not necessarily the employee’s preferred accommodation if alternatives exist. The employer may thus provide another accommodation that would permit the employee to perform the essential functions of the position. Employers may deny a reasonable accommodation request only if the request would create an undue hardship on the business, although this is a narrow exception and

requires showing significant difficulty or expense, or if the animal is out of control, disruptive, or not housebroken.

WHEN MUST THE EMPLOYER ALLOW THE ANIMAL?

In practice, likely, after engaging in the interactive process, an employer will almost always be obligated to permit an employee to bring a trained service animal into the workplace, unless the animal poses a direct threat or cannot be accommodated in a truly restricted area (e.g., a sterile environment). However, employers have greater flexibility with emotional support animal. If other effective accommodations are available, such as remote work, schedule changes, or workspace adjustments, the employer may opt for those alternatives instead.

PRACTICAL TAKEAWAYS.

As requests involving service animals and emotional support animals continue to rise, employers should not get hung up on labels.

Whether the animal is a service dog, an emotional support animal, or something else, each request should be treated as an individualized, fact-specific accommodation inquiry. With thoughtful handling, employers and employees can avoid a “ruff ” time and ensure compliance with both the ADA and FCRA.

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LEGAL SUPPORT SERVICES

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PRACTICE MANAGEMENT SYSTEMS

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Clio. The most widely used cloud-based practice management system in the world. Members receive 10% on lifetime monthly subscription. clio.com/OCBA LEAP. Cloud-based productivity solution combining practice management, accounting, document management, and legal publishing. leap.us/florida / 844-702-LEAP MatterSuite. AI-powered legal matter management software designed for in-house legal teams, law firms, and corporate counsel.

HOTEL SAVINGS

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DISCOUNT SERVICES & MERCHANDISE

OCBA Merchandise. Shop official OCBA apparel and accessories! Shirts, hats, visors, totes, water bottles and more. All sales go directly to the OCBA Foundation. ustore.net/group/orange-county-bar-association OCBA Marketplace. National Purchasing Partners (NPP) helps OCBA members reduce costs with exclusive pricing for a variety of popular brands including 1-800-Flowers, AmEx, Harry & David, HP, Omaha Steaks, Sherwin-Williams, Staples, Verizon, and more. Enroll for FREE at bit.ly/OCBASavingClub To become a Preferred Vendor, contact our Advertising & Sponsorship Department.

The businesses listed herein (the“Vendors”) are not affiliated with the Orange County Bar Association (OCBA) and shall not under any circumstances be deemed to have any authority to act on behalf of the OCBA. The OCBA does not make, and expressly disclaims, any warranty, representation, responsibility, or guarantee as to (a) the quality or suitability of the Vendors, their products, or services, and (b) the duration or validity of any discount or other promotion offered by any of the Vendors.

21

PARALEGAL COMMITTEE

EFFECTIVE CLIENT COMMUNICATION FOR PARALEGALS Susan Staggs

NALA Certified and Florida Registered Paralegal Heskin Martinez Law Group and Heskin & Proper PLLC

22

law firms is, “I never hear from my lawyer.” Paralegals have the unique ability to change that perception through consistent, proactive communication.

The key is to stay one step ahead—updating clients before they ask for information and documenting every What is Your Client’s “Love Language”? exchange for accuracy and continuity. uilding Trust Through Clear, Consistent Each practice area presCommunication. Effective communication is ents different challenges in the foundation of every successful client relamaintaining contact. A famtionship. For paralegals, who often serve as the bridge between attorney and client, it is not just about convey- ily law client may need reassurance and emotional ing information, it’s about building confidence, establishing trust, and creating an environment where clients support during long custody proceedings. A criminal feel heard and respected. defense client, particularly one who is incarcerated, requires structured communication, often through apIn personal injury practice, From the first interacparalegals often serve as the proved phone systems or tion, paralegals should set main point of contact, help- legal mail. Personal injurealistic expectations, exry clients, meanwhile, may ing clients understand the plain the process clearly, grow anxious during long pace of medical treatment, and avoid making prominsurance communications, settlement negotiations ises about results. Clients and benefit from periodic and negotiations. appreciate candor. Being Equally vital is active lis- check-ins explaining where upfront about timelines, things stand. tening. When a client feels potential challenges, and Effective communication they’ve been heard, their what the legal team can also means meeting clients level of trust and cooperaand cannot do prevents where they are. Some pretion rises significantly. Lisdisappointment later and fer phone calls and persontening is not a passive act; strengthens credibility. al discussions, while others it involves observing tone, In family law, this may emotion, and context. Tak- rely heavily on text or email. mean explaining to a client Using multiple tools, such as ing the time to truly listen that custody and support decisions take time and are allows paralegals to identify client portals, secure mesunspoken concerns and tai- saging systems, and virtuoften influenced by multial meetings, helps accomple hearings. In criminal law, lor responses accordingly. modate these preferences. it might involve clarifying Be sure to discuss these opwhat will happen at each MAINTAINING tions with the client so that stage of the process—from COMMUNICATION you are using the means by arraignment to plea barCONSISTENCY which they are most comgaining to trials so clients The most common comfortable, readily available do not feel left in the dark. plaint clients make about

B

stand this feels unfair. Let’s whether shared verbalset up a time to discuss with ly, by email, or through the attorney about what documents, must be steps we can take next.” In kept strictly confidential. criminal defense, a client Avoid discussing cases frustrated by delays can be outside of appropriate reminded that time is often settings, even casually. used strategically to gather This duty extends to digevidence or negotiate favorital communication: enable terms. In personal injusure emails are secure, cliry, an anxious client awaitent portals are password ing settlement funds may protected, and sensitive simply need a clear timeline data is never sent through and reassurance that negopersonal accounts. tiations are ongoing.

2. Avoid the Unauthorized Always discuss these Practice of Law. Paracommunications with the legals must never proattorney prior and docuvide legal advice or interment the interactions. Repret the law for a client. cording key details supports Instead, explain proceconsistency within the firm dures, relay information and protects against misapproved by the attorney, understandings. Finally, reand refer all legal strategy HANDLING DIFFICULT member to separate the cliquestions back to counCONVERSATIONS sel. For example, a paraleParalegals often find them- ent’s frustration from your gal may explain the proselves in the middle of emo- self-worth. Clients are reacting to circumstances, not to cess of filing for custody tionally charged converyou personally. Maintaining but should not predict sations. Clients may be empathy without internalhow a judge might rule. frightened, angry, or conizing anger helps paralegals 3. Communicate Under fused, and their stress can preserve emotional balance Attorney Supervision. manifest as impatience or Paralegals serve as exhostility. Handling these sit- and professionalism. tensions of their superuations with empathy and vising attorneys. Always professionalism is one of ETHICAL GUIDELINES FOR clarify to the client that the most valuable skills a CLIENT COMMUNICATION you work under the atStrong communication paralegal can develop. torney’s direction and Stay calm and grounded. must also meet the ethical that final decisions and Take a deep breath before standards that govern paralegal advice come from responding, maintain an legal conduct. While paralecounsel. Transparency even tone, and listen fully gals are not attorneys, they builds trust and prevents before speaking. Mirror and are bound by professional ethical missteps. reframe by acknowledging codes of ethics that emphaemotions before redirectsize integrity, confidentiali- 4. Remain Objective and Professional. Clients ing to the facts. For instance, ty, and respect for the attoroften seek empathy, but in family law, a client upset ney–client relationship. paralegals must balance about a custody recommen- 1. Maintain Confidentialcompassion with prodation might hear, “I underity. Client information, and will be most effective for them.

Technology can transform how paralegals manage communication. Case management systems like Clio, MyCase and Smokeball allow automatic reminders, case updates, and documentation tracking. Secure file-sharing platforms such as ShareFile or Google Drive protect confidentiality while enabling quick document exchange. For firms with high client volumes, bulk communication tools—like newsletters or text alerts— ensure updates reach everyone simultaneously without sacrificing professionalism.

fessionalism. Avoid becoming emotionally entangled or showing favoritism. Maintain neutrality, especially in family or criminal matters where emotions run high.

5. Document Everything.

Accurate records are both an ethical safeguard and a professional necessity. Detailed notes of conversations, calls, and correspondence ensure that communication remains transparent, verifiable, and consistent across the legal team.

LEVERAGING TECHNOLOGY AND MANAGING WORKLOAD

Modern legal practice demands efficiency and adaptability. With the growing use of digital communication, paralegals can now manage dozens of cases simultaneously without sacrificing quality.

Automation and organization are key. Case management platforms can trigger automatic reminders for filing deadlines, hearings, or discovery exchanges. Secure document portals and cloud-based databases keep clients informed while ensuring data privacy. Video conferencing tools, such as Zoom or Microsoft Teams, allow for check-ins and group updates that keep clients engaged and informed, no matter where they are located.

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PARALEGAL COMMITTEE Ultimately, technoloSimple techniques— Effective gy should enhance, not restretching, walking, mindcommunication place, human connection. ful breathing, or a short Automated systems handle break—help re-center is not about repetitive updates so parafocus. Setting boundarhaving all the legals can focus on claries, such as specific call ity, empathy, and probhours, prevents burnanswers; it’s personal out and ensures consistent about integrity, lem-solving—the skills that define exception- professionalism. empathy, and al client service.

A calm, balanced paralegal communicates more reliability.

SELF-CARE AND PROFESSIONAL BALANCE

Paralegal work often involves navigating others’ crises. Over time, this emotional labor can take a toll.

It’s essential for professionals in client-facing roles to practice self-care as seriously as case management.

effectively. Clients notice when their legal team is composed, organized, and empathetic—and those impressions reinforce trust and loyalty to the firm.

THE TAKEAWAY

answers; it’s about integrity, empathy, and reliability. Whether you’re helping a parent through a custody battle, supporting a defendant facing uncertainty, or guiding an injured client toward recovery, communication shapes their entire legal experience.

Paralegals who combine strong communication skills with ethical integrity strengthen client relationships, safeguard their firm’s reputation, and elevate the standard of practice for the entire legal profession.

Effective communication is not about having all the

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24

LEGAL AID SOCIETY: WHAT WE DO

BREAKFAST OF CHAMPIONS

O Donna Haynes

Development Director for the Legal Aid Society.

OCBA Member Since 2008 COPIED FROM LAST ISSUE, IS THIS CORRECT?

n November 13th, The Plaza Live welcomed over 300 attendees to our Breakfast of Champions fundraiser, a cherished event that has supported our mission for 18 years. After three years of virtual gatherings, supporters were eager to reconnect over coffee, network with the legal and business community, and share the mission of the Legal Aid Society.

WESH 2 News host, Nancy Alvarez, brought poise as the event emcee, while Board President Ayana Barrow honored our beloved sponsors and supporters.

GOLD �5,000 This year’s event show• Carlton Fields, P.A. cased the incredible power • Climate First Bank • Legally Pink Law, PLLC. of community in action.

• Lowndes Your contributions, no mat- • Orange County Sheriff’s Office, ter the size, make a meanSheriff John Mina ingful difference in provid- • The Joe & Sarah Galloway Foundation ing quality legal services to SILVER �2,750 those in need. We extend • Aksala Wealth Advisors our deepest gratitude to our • Beusse Sanks, PLLC. sponsors, donors, staff, vol- • Cole, Scott & Kissane, P.A. • Colling Gilbert Wright, P.A. unteers, and everyone who • Dinsmore & Shohl, LLP. made this event a success.

• DownsAaron, PLLC. Thank you for making a last- • Estes, Ingram, Foels & Gibbs, P.A. • Fisher Rushmer, P.A. ing impact and we look for- • Holland & Knight Charitable Foundation, Inc. ward to seeing you next year!

BOC SPONSOR LISTINGS DIAMOND �25,000

• Jedediah “Jed” Main - The Main Law Firm

CHAMPION �15,000

• Paul Knopf Bigger Trial Lawyers

PLATINUM �10,000

• City of Orlando Police Department, Chief Eric Smith, Morgan & Morgan

SPECIAL �7,500

• Martha Lombardy, The Lombardy Family Fund

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• Hon. Sally Dee Millward Kest & Hon. John M. Kest • King, Blackwell, Zehnder & Wermuth, P.A. • O’Mara Law Group • Total Health Guidance, Dr. John Stiteler, PsyDN • Winderweedle, Haines, Ward & Woodman, P.A., WHWW • Zimmerman, Kiser & Sutcliffe, P.A., ZKS Law

TITANIUM SPONSOR �1,000

• ADRsource • Any Lab Test Now (West OrlandoThomas Sheldon) • Alan Apte • Ayana Barrow • Bethanie Barber / Jowl Kaiman • Becker & Polikoff �2,000 • Jeff Bromme

• • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • •

Brusca Law Firm CLM Law Firm Curtis Protective Services Corey Duersch Florida Department of Real Estate Donna Haynes The Henry Family Foundation HR Law, P.A. The Law Firm of Jacob V. Stuart, Jr., P.A. The Law Offices of Carrington Jones The Law Office of William A. Davis. Jr., P.A. LEAP Martinez Manglardi, P.A. Mary Walter Appeals MK Golf, LLC. Jamie Billotte Moses Mutual America Life Insurance Co. Orange County Bar Association YLS Orange County Clerk of Court, Tiffany Moore Russell Christopher Pantano Paul & Perkins, P.A. �2,000 Rafael & Sarah Rodrigue & The Hartford Financial Services Group, Inc. R.A. Simasek, P.A. Rock & Brews Restaurants Commissioner Dr. Kelly Martinez Semrad Shannin Law Firm, P.A. Shutts & Bowen, LLP Jennifer & Robert Swift Tangel-Rodriguez & Associates, Inc. JoAnn Tucker-Hall The Umansky Law Firm Universal Walter Appeals & General Litigation (WAG) Yergey & Yergey, P.A.

IN-KIND DONORS • • • • • • • • • • • •

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27

SIDEBAR

1

SIDEBAR: NEWS / EVENTS / UPDATES NEWS / EVENTS / UPDATES

VOLUNTARY BARS

Hot Yoga at Winter Park Yoga

As the new year begins, Central Florida’s voluntary bar associations have set a strong tone through meaningful engagement and service.

Throughout January, these organizations have advanced professionalism, strengthened connections within the legal community, and Central Florida Association for Women Lawyers (CFAWL) reinforced a shared commitment to service JANUARY 21, 2026 / Leia Leitner hosted a CFAWL Table for 8 featuring that supports both the bench and the bar.

Hot Yoga at Winter Park Yoga. On January 20, 2026, CFAWL joined The Florida Association for Women Lawyers (FAWL) for Lobby Days and the Empower Conference.

Then, on January 27, 2026, CFAWL teamed up with the Florida Bar Young Lawyers Division (YLD) to host a CLE titled “Airing of the Grievances: Judicial Perspectives on Professionalism in Today’s Tech Era.” The event was hosted at the Orange County Bar Association (OCBA). A special thank you to panelists: Judge Christine Arendas, Judge LaShawnda Jackson, and Judge Barbara Leach, as well as Meranda Landes who served as moderator.

Later that evening, CFAWL’s Bookclub met at Digress Wine for a discussion on The Frozen River.

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OTHER VOLUNTARY BAR EVENTS ON JANUARY 23, 2026 / The Greater Orlando Asian American Bar Association teamed up with the OCBA and the Florida Bar YLD to co-host a dynamic CLE presentation on professionalism.

ON JANUARY 28, 2026 / The Hispanic Bar Association of Central Florida hosted a luncheon featuring Kimberly Lorenz, Florida Supreme Court certified mediator, who spoke on the challenges faced by attorneys on both sides of litigation.

2 Luncheon

The Paul C. Perkins Bar Association (PCPBA)

ON JANUARY 14, 2026 / The Central Florida Association of Criminal Defense Lawyers hosted a Behind the Robe Series with Judge Michael Kraynick.

3

JANUARY 22, 2026 / The Paul C. Perkins Bar Association hosted a luncheon CLE titled “Benchmarked: Legacy and Leadership with Justice James E.C. Perry.” A huge thank you to former Florida Supreme Court Justice and Author The Honorable James E.C. Perry and his daughter, attorney Kamilah Perry, for an amazing discussion.

Then on January 29, 2026 the PCPBA hosted their annual judicial reception. This signature event honored the judiciary and provided a unique opportunity to connect with members of the bench and bar.

The event was hosted at the Historic Dubsdread ballroom. Stay tuned for photos in our next issue of The Briefs.

First Meeting

Black Women Lawyers Association of Central Florida (BWLACF)

JANUARY 7, 2026 / The Black Women Lawyers Association of Central Florida held their first meeting of 2026.

Then, on January 14, 2026, the BWLACF launched a Signature Mentorship Program titled: “Sister Circles: Linking Legacy and Leadership.” The program kicked off with a mentorship mixer designed to connect law students, young legal professionals and seasoned attorneys. .

4

WHO’S WHO 1 Central Florida Association for Women Lawyers Table for 8 featuring Hot Yoga at Winter Park Yoga.

2 Greater Orlando Asian American Bar Association community potluck with Asian American Chamber of Commerce of Central Florida and Asian American Pacific Islanders Coming Together.

3 Black Women Lawyers Association of Central Florida first general body meeting 4 Paul C. Perkins Bar Association holiday party at Allure Restaurant and Lounge.

Alena V. Baker, Esq., of Alena Baker Criminal Defense, P.A., is a solo practitioner who practices primarily in the area of criminal law throughout Central Florida. She has been a member of the OCBA since 2011 and is a board member of the Criminal Law Committee of the OCBA.

29

SIDEBAR: NEWS / EVENTS / UPDATES

1

100 Club Firms with two or more attorneys who are all members can belong! If your firm is eligible, call the Membership Department (407-422-4551 x225)

20+ MEMBERS GoodBlatt – Leo

Young Lawyers Section

JANUARY 9, 2026 / The OCBA YLS hosted Patricia Burlaud, Ph.D., executive coach and founder of P. Burlaud Consulting, LLC, who delivered a presentation titled “Leadership in Action: The Mentor-in-10 Framework” for attorneys in their 7th year of practice. She focused on the pivotal transition from excellent practitioner to everyday leader, showing how clarity, coaching, and cadence turn busy matters into teachable moments. Patricia outlined a ten-minute weekly rhythm: purpose-led 1:1s, crisp delegation briefs, and bite-sized feedback—that develops junior talent while protecting billable time. Attendees left with an actionable toolkit, including a ready-to-use 1:1 agenda, a delegation brief template, and a simple progress checklist, feeling energized to lead with intention and build stronger teams, case by case.

WHO’S WHO On January 24, 2026, the OCBA YLS kicked off another exhilarating day at Killarney Sta1 Adam Wicker (left), Megan Nowicki, CeCe Phelan, tion, gearing up and pedaling together along Julianna Tschopp and the scenic West Orange Trail to vibrant downDanyela York and YLS town Winter Garden. The mix of exercise, fresh President Cooper Powell at the Legacy and Lights air, and good company made for an ideal way Holiday Party. to soak up those weekend vibes. We’re already counting down to the next adventure!

UPCOMING YLS EVENTS FEBRUARY 18, 2026 / Evening with the Judiciary

APRIL 2026 / Book Fair Happy Hour

MARCH 13, 2026 / Law Day 5K

MAY 2026 / Book Fair at Washington Shores and Mollie Ray Elementary

MARCH 2026 / Wills For Heroes

APRIL 2026 / Great Oaks Village Field Day

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STAY INFORMED: To ensure you’re always up-to-date with YLS activities, please sign up for our weekly email blasts.

Visit our website and click “Sign Up for YLS Emails.”

Michael B. Stone, Esq.,

Partner at Jordan Dougherty Stone LLP, specializes in commercial litigation, first-party property, general liability, and personal injury claims. OCBA Member Since 2020.

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2-9 MEMBERS

The Aikin Family Law Group Anderson & Ferrin The Arnold Law Group Artemis Family Law Barrister Law Firm Carr Law Firm Compass Law Davey Law Group DeCiccio & Johnson Dellecker Wilson King McKenna Ruffier & Sos Divine & Estes The Draves Law Firm The Elder Law Center of Kirson & Fuller Fassett, Anthony & Taylor Frank Family Law Practice The Fighter Law Firm

Haliczer Pettis & Schwamm Harris Harris Bauerle Lopez Hilyard, Bogan & Palmer Jill S. Schwartz & Assocs.

Keating & Schlitt King, Blackwell, Zehnder & Wermuth Korshak & Assoc.

Kosto & Rotella Law Offices of Brent C. Miller Lebron Law Marcus & Myers The Marks Law Firm McMichen, Cinami & Demps McShane & McShane Murphy & Berglund N. Diane Holmes P.A. O’Mara Law Group Orange Blossom Law Page & Eichenblatt Perez LaSure Sawyer & Sawyer Shannin Law Firm Stovash, Case, Shay & Pearce, P.A. Tangel-Rodriguez & Assoc.

Warner & Warner West Family Law Group Wieland & DeLattre Wilson McCoy Wooten Kimbrough Yergey & Yergey

880 North Orange Ave. Orlando, FL 32801

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