Being a woman and a mother practicing law brings with it many challenges and difficul-ties. Sometimes our biggest challenge is

determining what we deem important for success. Recently, I had an opportunity to read a number of articles from the Iowa State Bar’s publication.1 Interestingly, many of those articles addressed this very issue of what makes for success.

In one of the articles, titled “What is Important to You?” the author, Monica Parker, suggests that knowing your own personal values is “critical to career and life satisfaction.” She goes on to advise that in determining personal values we should sit down with a friend or colleague and brainstorm to assist one other in coming up with our own unique set of values. She cautions not to be swayed by what society thinks should be important to you, as happiness is much less likely if we are following someone else’s values and rules.

It is so difficult not to be swayed by societal influences. The concept of basing decisions on one’s own values is refreshing. It should ideally produce a personal ethos that helps us decide how to proceed with our career and more importantly, our life decisions. By creating a list of our core values and then applying them to our decisions, we maximize our chance for success.

I also agree with Joe Shaub, author of “My Tribe and Me,” who noted that “the happiest lawyers I know unquestionably have prioritized time with their families, day-to-day, not expensive vacation time.” Since I am a government attorney, expensive vacation time is not really plausible anyhow! Still, I find his reference to “day-to-day” time spent with family to be particularly poignant. I am fortunate enough to have known years ago that my “values” mandated my career allow the flexibility to have quality “day-to-day” time with my family. Mr. Shaub goes on to admonish attorneys who have “tribes” at home to guard against allowing time to slip away without preserving some for their family.

1 The Complete Lawyer: Volume 4; Number 2.

Even though I have had the wonderful opportunity to spend adequate quality time with my fam-ily, I, like most mothers practicing law, also want my career to flourish. Trying to successfully achieve both par-enthood and the practice of law can often create undue stress on a woman.

Julie Fleming-Brown’s article, “Women Want the Freedom to have a Stellar Career and Meet Family Demands as They Choose,” suggests that women bring a particular “concern to the practice,” namely that we are dedicated to a legal career but also want the freedom to have and raise children.

She believes that today’s female attorneys, looking back on our predecessors who tried to “have it all,” recognize that we need to “accept the trade-offs in time and attention that shift through our professional and parenting years.” In today’s practice of law, women must recognize that we can’t have it all, all the time. Ms. Fleming-Brown uses the illustration that rather than having the “whole enchilada” sometimes we just have to take a few bites at a time.

Each of these authors shares excellent advice for attorneys who are also moms. I have begun my own list of “values.” I think our values are continu-ally transformed as both our children’s lives and our careers reach new and different stages. I plan to keep my values list updated and try to imple-ment it into my career and life decisions so I can achieve my own particular brand of success, both personally and professionally.

Sincerely,

Kimberley Fournier

JUNE, 2008VOLUME 20, NO. 2

BOARD OF DIRECTORS

OFFICERS

Kimberley FournierPresidentTamie Anfang President-ElectTracy Bornman Immediate Past PresidentLara Dickey Lewis TreasurerMira MdivaniSecretaryJennifer Kopp Dameron Assistant Secretary

CHAIRS AND VICE CHAIRS

Awards and ScholarshipAmanda Pennington Ketchum, ChairBeverly Weber, Vice Chair

JudicialNikki Cannezzaro, ChairPascale Henn, Vice Chair

MembershipCourtney Hasselberg, ChairAthena Dickson, Vice Chair

Community SupportKimberly Gibbens, ChairSheryl Nelson, Vice Chair

Social ActivitiesShelley I. Ericsson, ChairWendee Elliott-Clement, Vice Chair

Continuing Legal EducationLynn Weddle Judkins, ChairLauren Tucker McCubbin, Vice Chair

MEMBERS AT LARGE

Brandee B. Bower, WebsiteAnemarie Mura, Member BenefitsBeth Murano, CLEPhyllis Norman, Golf TournamentJenny Redix, Special ProjectsJennifer Chapin, Photographer

AWLS REPRESENTATIVEJamie Beucke

EXECUTIVE DIRECTORLori Maher

HIGHLIGHTS INSIDE

JUDGES ELECT OFFICERS ....2

JUDICIAL RECEPTION .........3

MANDATORY EMPLOYMENT ARBITRATION....................4

GOLF TOURNAMENT ..........6

president’s message

by Kimberley Fournier

Please make note of our new address and phone numbers:

Association for Women Lawyers of Greater Kansas City

PO Box 860531Shawnee, KS 66286

phone: (913) 829-6941 fax: (913) 829-6943

AWL LINK is published quarterly for the membership of the Association for Women Lawyers of Greater Kansas City

www.awl-kc.org

©2008 Association for Women Lawyers of Greater Kansas City

2

JUNE, 2008VOLUME 20, NO. 2

PRESIDENT:JUDGE JOHN R. LePAGE (2003)McDonald CountyP.O. Box 157Pineville, MO 64856

VICE-PRESIDENT:JUDGE MARY PAT SCHROEDER (2005)St. Louis County7900 Carondelet, Div. 32Clayton, MO 63105

SECRETARY-TREASURER:JUDGE KARL DeMARCE (2006)Scotland County117 S. Market St., Room 200 Memphis, MO 63555(660) 465-2404

HISTORIAN:JUDGE SANDRA FARRAGUT-HEMPHILL (2002)St. Louis County7900 Carondelet, Div. 42Clayton, MO 63105

PAST PRESIDENT:JUDGE GLEN A. DIETRICH (2002)Nodaway County303 North MarketMaryville, MO 64468

BOARD OF DIRECTORS:JUDGE MICHAEL L. MIDYETT (2005)Chariton CountyJUDGE THOMAS L. RAY (2006)St. Francois CountyJUDGE BRAD FUNK (2006)Mercer CountyCOMMISSIONER S. MARGENE BURNETT (2006)Jackson CountyJUDGE WESLEY C. DALTON (2006)Warren CountyJUDGE CHRISTINE CARPENTER (2006)Boone CountyJUDGE STEPHEN P. CARLTON (2007)Jasper CountyJUDGE DONALD NORRIS (2007)Clay CountyJUDGE WAYNE STROTHMANN (2007)Henry CountyJUDGE ELIZABETH SWANN (2007)St. Charles CountyJUDGE WILLIAM E. ALBERTY (2008)Knox CountyJUDGE PAUL PARKINSON (2008)Macon CountyDATE INDICATES FIRST YEAR OF SERVICE

ASSOCIATE CIRCUIT & PROBATE JUDGES MEET, ELECT NEW OFFICERS

COLUMBIA, Mo. The 93rd Annual Meeting and Conference of the Missouri Association of Probate and Associate Circuit Judges was held April 9-11 in Columbia, Missouri. The Association pro-vides continuing legal education to its members and is open to all associate circuit and probate judges and commissioners.

Outgoing President Glen Dietrich of Nodaway County was proud to announce the newly elected officers for the upcoming year. They are: President John R. LePage, McDonald County; Vice Presi-dent Mary Pat Schroeder, St. Louis County; Secretary/Treasurer Karl DeMarce, Scotland County; and Historian Sandra Farragut-Hemphill, St. Louis County.

Newly elected Board members are William E. Alberty, Knox County; and Paul Parkinson, Macon County.

Returning to the Board of Directors are Michael Midyett, Chari-ton County; J. Brad Funk, Mercer County; Thomas L. Ray, St. Fran-cois County; Christine Carpenter, Boone County; Wesley Dalton, Warren County; S. Margene Burnett, Jackson County; Stephen P. Carlton, Jasper County; Wayne Strothmann, Henry County; Don-ald Norris, Clay County; and Elizabeth Swann, St. Charles County.

This year’s conference featured educational programs regard-ing internet sexual predators, probate law, criminal law, civil law, domestic relations, traffic and driving while intoxicated, and new technologies in criminal records, in addition to updates on legisla-tion pending before the Missouri General Assembly. Over 135 judges and commissioners attended the conference, which was held in conjunction with the annual meeting of the Missouri Profes-sional Association of Court Clerks.

NEW AWL BABIES

Brennan Taylor Reanne Judkins was born on 4/28/08, at 21 inches long and 7.11 pounds to AWL Board Member, Lynn Weddle Judkins, her husband Patrick and son Clay.

AWL member Kori S. Carew had a baby girl! A beautiful Riley Mailaika Baack arrived on May 25, 2008 to proud parents Kori Carew & Gary Baack.

Congratulations to all!

3Record Crowd Attends AWL’S Spring Judicial Reception By Jennifer J. Chapin

AWL launched its 2008 season of social activities on Thursday, April 17 with its annual Spring Judicial Reception. Thanks to the hard work of Social Committee Chair Shelley Ericsson and Vice-Chair

Wendee Elliott-Clement, the loft at Lidia’s Kansas City was packed to the rafters with dozens of enthusiastic lawyers and judges.

AWL’s Spring Judicial Reception, which annually honors Missouri and Kansas state and federal trial and appellate judges, also provided an opportunity for AWL’s Awards & Scholarship Committee to present the 2008 AWL scholarships. Our scholarship recipients this year were Kristin Underwood and Jana Mackey. Amanda Pennington Ketchum, Chair of the Awards & Scholarship Committee noted that this year’s scholarship winners were “exceptional young women who in addition to being excellent students, spent countless hours volunteering their time advancing the equality of women in the area.”

For the second year in a row, the Spring Judicial Reception also benefitted The Women’s Employment Network or “WEN.” WEN is a nonprofit organization dedicated to providing women with the skills and confidence to help them achieve economic independence for them-selves and their families. WEN provides comprehensive employment preparation and career transition programs, workshops and services to women throughout the Kansas City metropolitan area. WEN maintains a clothing bank of donated professional business attire for its graduates.

In addition to a car-load of gently used women’s career clothing for WEN’s clothing bank, over $200 in cash was donated to WEN by the generous judges and lawyers who attended the reception. Mary L. Saulque, WEN’s Executive Director and Gwyn Prentice, WEN board member, both attended and accepted the donations on behalf of WEN. Other WEN board members, including Lori McGroder of Shook, Hardy & Bacon, also attended.

Thank you to everyone who joined AWL for such a lovely eve-ning of socializing with colleagues and the judiciary. And a very special thank you to the following event sponsors:

The Henning Law Firm Foland, Wickens, Eisfelder

Roper & Hofer Lathrop & Gage

Seyferth Blumenthal & Harris Husch Blackwell Sanders

Mdivani Immigration Law Firm Polsinelli Shalton Flanigan Suelthaus

Siro Law FirmRSI

TranslationPerfect.com

AWL’s Executive Director Lori Maherinterviewed by Mira Mdivani

AWL Link: Lori, recently a friend of mine who is a managing partner at a large law firm said that managing lawyers is like herding cats. I laughed and thought - this is true - every lawyer I know is an over-achiever and has a mind of his or her own. You have been serving as AWL’s Executive Director for almost a year now, and you have years of experience working with other bar associations. Is working with women lawyers what you had expected?

Lori Maher: I have really enjoyed work-ing with AWL members over the last year. The association has a strong membership that advocates for women in the legal profession. The team of women volunteer-

ing as the current Board of Directors are very dedicated and take full responsibility for their respective positions. I’ve been very impressed with the quality of CLE programs, community outreach events, golf tournament and networking/social

events that are planned by this group of volunteers for the AWL membership.

AWL Link: Balance of life and work is an important issue for our members. You are always super-organized, ready, and never out of breath, yet it looks like you have a great family life. How do you do it?

Lori Maher: I once attended an “organi-zational workshop” where I learned to only “touch a piece of paper once.” I’ve always tried to maximize my time by organizing my work for the day when I first arrive to the office. It is a great accomplishment to progress through the work and leave with a clean desk at the end of the day. Utilizing the latest technology in terms of software and cell phones enhances my ability to maximize time and stay organized. I also believe that transitioning completely from a paper calendar to electronic has saved me tremendous time. It is easy to set remind-ers and share your calendar with others.

AWL Link:What words of wisdom do you have for our members?

Lori Maher: “Strength is in numbers.” I believe that AWL is a very strong rooted organization with a lot of opportunity for growth. The association was started in 1976 and has been fortunate to have a dedicated group of Past Presidents and Board members that continue to move the association forward. I would encourage each of you to continue to promote our professional association to your friends and colleagues in the legal profession. The opportunities for members of AWL are unlimited. I would also encourage you to take full advantage of your membership and visit the web site at www.awl-kc.org to review the benefits.

Lori can be reached at (913) 829-6941.

Lori Maher

4

The decision to arbitrate employment disputes is typically a unilateral decision made by employers. Employees with work-place complaints often enter into this procedure with little or no

knowledge of the process or its implications. They must either “agree” to waive their right to litigate and use the arbitration procedure or lose their jobs. It is no wonder employment rights advocates take a cynical view toward mandatory arbitration of employee disputes.

Employment rights advocates have fought the use of mandatory arbitration provisions in employment agreements for decades. As recently as last year, members of the U.S. House and Senate introduced the Arbitration Fairness Act of 2007 which, if passed, would amend the Federal Arbitration Act to prohibit parties from enforcing mandatory arbitration provisions governing workplace disputes.

What if employment rights advocates succeed? What if Congress does change the law to prohibit mandatory arbitration and permit only post-dispute arbitration for workplace disputes? Will employees really be better off?

This article outlines the problems with the current adjudication system, the legal developments that make mandatory arbitration a viable option for both employers and employees, and the features and benefits of arbitration. It concludes that mandatory arbitration for workplace disputes, when implemented with certain procedural safe-guards, is an effective and fair way to resolve such disputes.

Problems with the Current Adjudication System

The current system for adjudicating workplace disputes is so inef-ficient and expensive that it is burdensome for both employers and em-ployees. Before an employee can file a discrimination lawsuit against an employer, he or she must first file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) or the appro-priate state or local agency. The agency then investigates that employ-ee’s allegations and attempts to settle the dispute. If the employer and employee cannot agree on a settlement, the agency determines if there is cause to find that discrimination occurred. If the agency finds “no cause,” it issues a “right-to-sue” letter, and the employee then can file an action in federal or state court against the employer. If the agency does find cause, it may issue the right-to-sue letter, set the case for its own administrative adjudication process, or file an action in federal court on the employee’s behalf.

By establishing these procedures, Congress was attempting to develop a system that would address employment discrimination by providing an agency that would investigate and resolve charges, no matter the potential amount of damages, without exposing employers to the high cost of litigation. Instead, what has actually developed is a system where employees’ claims are not investigated in a thorough or timely manner, and employers accused of discrimination face outra-geous costs.

The EEOC is challenged in accomplishing its mission of promoting equal opportunity in the workforce and enforcing federal laws prohib-iting discrimination. Due in part to a reduced workforce, the backlog of pending cases is skyrocketing. At the end of 2006, the EEOC faced a backlog of nearly 40,000 private sector charges, a 19 percent increase from the previous year. Recent estimates show this backlog may reach 67,000 by the end of the EEOC’s 2008 fiscal year.

Another problem with the adjudication system is that very few employees will ever get their day in court. Employees with worthy, but relatively small claims, face an especially difficult challenge. If the potential monetary award is limited, the case is not likely to attract the interest of attorneys. As a result, many worthy employment claims are never filed in court because the potential for recovery is too small for an attorney to accept a contingency fee agreement.

Legal Developments

In 1991, both the United States Supreme Court and Congress gave a huge boost to the use of employment arbitration. First, in Gilmer v. Interstate/Johnson Lane Corp., 500 U.S. 20 (1991), the Supreme Court endorsed the use of binding arbitration for employment claims, includ-ing statutory employment discrimination claims. Second, Congress passed the Civil Rights Act of 1991 which gave plaintiffs the right to jury trials in employment discrimination cases and increased the potential monetary awards available to them. This not only opened the doors for employees to pursue filing claims they were unable to file in the past, it also provided incentive for employers to arbitrate, thereby avoiding potentially plaintiff-friendly and overly-generous juries.

Features and Benefits of Arbitration

While mandatory employment arbitration is not without its chal-lenges, it can be a beneficial alternative path to resolve workplace disputes for both employers and employees.

Predictable, Reasonable and Obtainable Financial Rewards – One advan-tage of arbitration is the predictability and fairness of financial awards. Arbitrations are usually heard by a single arbitrator or a three-arbitrator panel that has significant knowledge of employ-ment law. Using arbitration in effect eliminates the possibility – however remote – that the jury will award a windfall amount that is not in line with the offense. It also provides employees with access to an expert or panel of experts that can evaluate their claim based on its merits.

Access to Justice – The minimum damages required to support an employment discrimination case are upward of $75,000. In 2000, the American Arbitration Association (AAA) reported that more than half – 54 percent – of cases with a stated demand had an initial demand of less than $75,000. Therefore, more than half of the people with employment discrimination claims would not

Making the Case for Mandatory Employment ArbitrationBy Martha Halvordson, JD, LLM

5have been able to support sustainable employment litigation. By accessing arbitration, these individuals arguably have increased access to justice.

Comparison of Results – There are varying opinions regarding arbi-tration of employment disputes, and whether or not arbitration favors employers over employees. According to a recent study conducted by The National Workrights Institute, a nonprofit orga-nization whose goal is to improve the legal protection of human rights in the workplace, there is no significant difference with regard to win rates between cases that are arbitrated and cases that are tried in court. Taking into account those cases dismissed on summary judgment, arbitration win rates favor the employee. With regard to damages, the study indicates that awards in litiga-tion and arbitration are generally comparable. The possible excep-tion is in cases with large claims, where the results are less clear.

Private and Informal – Both employers and employees can benefit from the informal and private nature of arbitration. Unlike court proceedings where the hearings are public and the filings are mat-ters of public record, arbitration hearings are closed. This prevents the media from gaining access to the details of the disputes. This also prevents the public airing of the plaintiff ’s psychological, emotional or sexual history. In addition, although arbitration is still an adversarial process, it is on the whole less formal and less antagonistic than traditional litigation. This informality may help preserve the relationship between the employer and employee.

Cost and Expediency – While court cases typically take several years to wind through the administrative and litigation processes, arbitra-tion can be completed within a matter of weeks or months. Used correctly, arbitration saves employers significant amounts of mon-ey that otherwise would have been spent in litigation. In addition, unlike traditional litigation, the arbitrator’s decision is usually final and binding. Judicial review is generally limited to defects in the procedure itself. There is value in knowing the dispute will be settled without long delays and extraordinary costs.

Procedural Safeguards

While arbitration offers many benefits to employers and employees, the process is often ill-defined, leaving the procedure open to criticism, especially from employment rights advocates. To ensure employers and employees are on equal ground during the process, and to promote fairness and goodwill, employers should consider including certain pro-cedural safeguards when adopting pre-dispute arbitration provisions:

Scope – Employers must be clear about which groups of employees are covered by these provisions, and what types of disputes are subject to them.

Arbitrator Selection – Permit employees to participate in the selection of a qualified and neutral arbitrator from a diverse panel. The agreement should also specify the time period to select an arbitra-tor and the process for selecting one.

Arbitrator Authority – Specify what the arbitrator’s authority is, and the limits of that authority.

Counsel – Allow employees to select an attorney of their choice to represent them in the arbitration proceedings. Consider a provi-sion that if the employee chooses to proceed without counsel the company will proceed without counsel also.

Discovery – Allow some amount of pre-hearing discovery, including the taking of depositions. Arbitrators can be given discretion to permit and limit such discovery.

Decisions – Require arbitrators to issue written opinions that explain their decisions. This helps increase confidence in the process and gives some direction to the parties with regard to future conduct.

Available Remedies – Permit employees to recover any remedies in arbitration that would have been available to them in court, including attorneys’ fees and punitive damages. The arbitration agreement should not change the employees’ substantive rights, just the forum to resolve the dispute.

A successful arbitral system for workplace disputes relieves court congestion while providing a less expensive, faster, more private and informal method of dispute resolution. Given the benefits of arbitration, and the ability to remedy many of its failings, mandatory arbitration agreements that furnish both parties all of the substantive rights af-forded under the law can be a fair and effective way to resolve workplace disputes.

About the author: Martha Halvordson (JD, LLM) is co-founder and managing partner of Civil Alternatives, a full-service alternative dispute resolution firm. Martha, who has more than 25 years of litigation and trial experience, is a full-time neutral media-tor and has dedicated her practice to resolving civil and employment disputes outside of the courtroom. Martha holds a post-law degree in dispute resolution and is on the American Arbitration Association’s National Roster of Mediators and Arbitrators.

6DON’T MISS AWL/AWLF’S 13th ANNUAL

“I’M NOT SERIOUS ABOUT GOLF” TOURNAMENTSEPTEMBER 12, 2008

At Teetering RocksLunch and Golf (9 holes) for all participants -$40.00

Lunch only - $15.00------------------------------------------------------------------------------------------------------------------------------------

In Keeping With The Spirit Of The TournamentTeams Will Be Compromised Of Players With Varying Frequency of Play

ABSOLUTELY NO PRE-ARRANGED TEAMS!!!!!!!(Deadline to Register is Thursday, September 4, 2008)

Name _________________________________________ Are you an AWL member? Yes _____ NO ________

Phone ____________________________ Email __________________________________________________

I have played golf ___ times in the past two years (none is ok)

Lunch- 12:30pm Tee off- 1:30pm

NO REFUNDS AFTER FRIDAY, SEPTEMBER 5, 2008_______________________________________________________________

BE A SPORT!!! BE A TOURNAMENT SPONSORA cash donation will allow any individual, law firm, or other business to be a proud HOLE SPONSOR for the AWL/AWLF’s premier 2008

sporting event. All other contributions for door prizes, goodie bags or services are also encouraged. All sponsors will be appropriately rec-ognized for their generosity as a hole sponsor or a general sponsor. Please mark your sponsorship below.

_______ $200 “NOT SERIOUS” Hole Sponsor

_______ $300 “COMPLETELY NOT SERIOUS” Hole Sponsor

_______ $500 “SERIOUSLY NOT SERIOUS” Hole Sponsor

_______ General Sponsor: Contribution Description: ____________________________________________

Contact Person: _________________________________________________ Phone Number: _______________

Name: _____________________________________________________________________________________(as you would like it to appear on acknowledgement)

Street Address: ______________________________________________________________________________

City, State, Zip: ______________________________________________________________________________

Make checks payable to AWLF and mail (with Form) to: Phyllis Norman 800 W. 47th St., Suite 700, KCMO 64112Questions? Call Phyllis Norman at 913-579-5514 or 816-300-6252

7AWL New member ProfileElisabeth S. Bach-Van Horn is a new member to AWL this year. She is working at Legal Aid of Western Missouri. Here are a few things you may not know about Liz…

What did you do before law school?

I graduated from the University of Wisconsin-Madison with a Bachelor of Arts in Classical Humanities. While in school, and after graduation, I worked at Women’s Health America, Inc., a women’s health pharmacy in Madison, Wisconsin. I met my hus-band at the pharmacy—he worked there, compounding prescrip-tions, and I worked in the testing department.

Where did you go to law school?

University of Missouri-Kansas City School of Law.

What made you decide to become an attorney?

Probably due to the fact that my mother and father are both attorneys, the thought of becoming an attorney had never crossed my mind. I always knew I wanted to counsel people in one form or another, especially with issues involving family dynamics; it was a

bit of a revelation to me when I realized that I could do just that through the practice of law, and I decided to go for it.

What type of extracurricular activities do you do outside the law?

My family and friends are the most important part of my life, and spending time with them is my highest priority. I also enjoy traveling, reading, exer-cising, and trying new art projects. Two of my current aspirations are traveling to Greece and obtaining my pilot’s license.

What has been the best part of your job working as an attorney at Legal Aid of Western Missouri?

I feel that I am giving back to the community through my work, representing those without the resources—financial and other-wise—that many others take for granted.

Elisabeth S. Bach-Van Horn

Bradley software has the tools to help you get it right. No mat-ter whether it is Child Support Calculations, generating Parenting Calendars (with holidays), or the complex calculation of principal and interest on past due child support and maintenance, we’ve got it covered. Bradley Software offers the most comprehensive suite of professional grade divorce financial tools in the mid-west. Devel-oped by a highly regarded Kansas attorney and specialist in family law financial matters. You know you can trust the numbers; it is used all across the mid-west by judges, trustees, SRS, attorneys and more!

Formed in response to the requests of judges and attorneys for

copies of a child support software program developed at Short & Borth, a matrimonial law firm in Kansas City, Bradley Software is celebrating 16 years of service to the legal profession. Over the years, our products have expanded to include a child support calcu-lator for Missouri lawyers and Texas lawyers, DomBook, family law financial analysis software, ArrearsMaster®, and Bradley Parenting Time Calculator®.

Brad Short and Randy Spivey, partners in Bradley Software, are proud to be Affinity members of the KC AWL. Please contact us via email if you have questions or inquiries: brad@bradleysoftware.com or randy@bradleysoftware.com

Affinity Member Spotlight

JUNE, 2008VOLUME 20, NO. 2

Association for Women Lawyers of Greater Kansas CityPO Box 860531Shawnee, KS 66286

ADDRESS SERVICE REQUESTED

Information for the membership of the Association for Women Lawyers of Greater Kansas City

MEMBER NEWS

n Jenny R. Redix has joined The Henning Law Firm, P.C. as an associate. Prior to joining the firm, Redix served as the law clerk to the Honorable Sandra C. Midkiff of the Jack-son County Circuit Court. A graduate of the University of Northern Iowa and University of Missouri – Kansas City School of Law, Redix is licensed to practice in Missouri and Kansas.

n Ann Kenney Molloy has opened Encompass Resolution, LLC, 816-523-0896. www.emcompassresolution.com, a business dedicated to workplace training, investigation of workplace complaints, and mediation of disputes - particularly those arising in the workplace. Prior to founding Encompass Resolution, Ann dedicated herself to both preventative measures and representation of employers in employment matters at HROI (a subsidiary of Lathrop & Gage, L.C.), represented plaintiffs in employment cases at Davis, Ketchmark & McCreight, and was a Federal Investigator for the Equal Employ-ment Opportunity Commission.

TAKIN’ CARE OF BUSINESS

n July 11, 12:30 to 5:00 PM – AWL Women in Shelter Step Up

Please save the date to volunteer for the AWL Women In Shelter Step Up on July 11 from 12:30 to 5:00 PM. For more information, or to VOLUNTEER, please contact Mira Mdivani at mmdivani@uslegalimmigration.com or 913.317.6200.

DO YOU HAVE NEWS TO SHARE?

If you are an AWL member and would like to share information or write an article for the LINK, contact Mira Mdivani, mmdivani@uslegalimmigration.com