What Training Will General Counsel Look for in 2012?

General counsel for corporations are necessarily focused on the legal expenses related to litigation and the use of attorneys outside the legal department.  Just like any other “department,” they have a budget.  Litigation is generally known to be costly, unpredictable, and somewhat painful…even for corporations who  view it as a routine cost of doing business.

The rise of electronically stored information – the “stuff” of voice mail, email, computer memory and cell phones – over the past fifteen years has made the cost of litigation rise, as well.  Finding that “needle in a haystack” in the memory of corporate electronics is costly, but frequently pursued in the discovery phase of litigation.  Who pays for that pursuit is a new battle ground for litigators, and the stakes are high.

And, General Counsel has to make the decision to gamble on the fight, risking footing the bill if the battle is lost.

Unsurprisingly, General Counsel are looking for ways to handle e-discovery in responsible ways and vendors are lining up to show why they are the technical partner that will enhance the litigation experience.  Indeed, it is not the law firms that are offering the seminars these days on how to conduct e-discovery well, it is the techies who didn’t go to law school.  General counsel recognize this fact and are looking to add e-discovery and technical training to their “to do” lists (or to focus on what external lawyers they are using who have taken such training) in order to mitigate the risk of huge e-discovery costs.

General Counsel should also look to mediation and arbitration for e-discovery matters, as well.  Training from organizations such as the American College of E-Neutrals may also assist in getting discovery out of ruts and also provide means to be more proactive (even at the Rule 26(f) conference) about e-discovery before avoidable stand-offs arise.  

One Mediation’s mediators and arbitrators have e-discovery training, e-discovery experience as litigators, and the skills to assist parties, their attorneys, and their technical advisers with striking a discovery agreement that moves the case forward and often faster (and without risk of appeals) than would be achieved through a court order. Contact One Mediation for more information on our e-discovery experts Jennifer Keaton and Lorene Schaefer.  


Inaugural Boards of Trustees for the Academy for Men and the Academy for Women

The Visions Anew Institute is establishing its inaugural Boards of Trustees for its brand-new Academies. The Institute is a 501(c)(3) organization that provides education, resources and support for individuals, both men and women, who are facing the divorce process.

In 2012, the Institute established an Academy for Men and an Academy for Women.  These Academies are governed by individual Boards of Trustees that report to the Institute’s Board of Directors.  Trustees are approved by the Board of Directors and serve for a two year term, with 50% of the Board’s terms expiring each year.  Trustees may be reappointed for successive years.  Each Board has a chair-person.
Each Board of Trustees is responsible for proposing an annual curriculum for their intended audience, though joint events with the other Academy is permitted, to the Board of Directors’ approval.  This recommendation is generally made in September of the year before the curricular year, which begins in January.  The Board of Directors’ oversight is intended to preserve equity in budgetary allotments and the quantity of programming between the two Academies.
Each Board of Trustees is also charged with:
  • selecting and securing the faculty for the approved events/curriculum;
  • setting the dates and times of the event(s),
  • creating appropriate sponsorship opportunity (e.g. lunch sponsor, etc.) for each event, program, series, or initiative;
  • ensuring that each event is promoted and solicited through the Institute’s website and administrative staff in advance of the event.
The administrative staff is charged with supporting these events through promotional initiatives (e.g., inclusion of events in e-newsletters, posting on website, promoting at other Institute events, etc.), setting up registration, securing a location (if not provided by a Trustee) or venue, providing reception/administrative support at the event, and ensuring appropriate follow-up with attendees/faculty/sponsors after the event.

Attorneys, financial experts, counselors and therapists, and individuals who have been divorced are encouraged to apply to become a Trustee.   Applications can be found at:


Workplace Investigation Training Module I – Atlanta, June 15th

One Mediation provides Human Resources professionals, in-house counsel and risk managers with engaging, active training on conducting an internal, workplace misconduct investigation.

Module I provides a strong foundation on the role of an investigation in resolving concerns, along with specific activities geared towards interviewing witnesses professionally and competently.  Module II is a practicum for attendees to work through the components of a workplace investigation, through to a mock deposition, with immediate feedback from Labor & Employment litigators.   Registrants may choose to attend only Module I; though completion of Module I is a pre-requisite to registering for Module II.  The agendas for Module I and for Module II are available.

Credits through HRCI are available.

Module I is offered in Buckhead on June 15, 2012 and September 29, 2012, starting at 9:00 a.m. and ending at 4:45 p.m. Early Bird Registration ($295) closes 30-days before the session. Regular tuition: $395.00.
Module II Practicum is offered on a Friday/Saturday format. In 2012, it is offered two times: June 22-23 and again October 5-6. Regular tuition: $995.00 (Early Bird: $825).
Registration for both Module I and the Module II Practicum is $1,300 (Early Bird $1,100).
Faculty include Lorene Schaefer, Esq. and Jennifer Keaton, Esq.  These attorneys and workplace investigators have significant Labor and Employment litigation experience regarding EEOC Charges, Sarbanes-Oxley Charges, tort claims, and internal grievances that involve concerns of harassment, discrimination, bullying, poor leadership/supervision, and whistleblower and retaliation concerns. They put their litigation and investigation experience to work with these active-learning seminars.
Call One Mediation for more information (404-720-0599) or visit them online.

SpeedDivorcing: It’s Not What You Think (June 19th, Atlanta)

Individuals who face the divorce process often are tacking it for the first time…and after the fact, wish they had known certain things at the start of things.  Had they just known this one piece of information, they might have made much better decisions about how to proceed, they might have been able to evaluate a settlement offer more effectively, etc.  Had they just KNOWN….

The bottom line is that having good information is critical to ensuring that wise decisions are made for the family and the  future of the post-divorce family.  This is where SpeedDivorcing comes in!

SpeedDivorcing is an educational event that provides divorce information from professionals to individuals who are contemplating the divorce process or who are in the early stages of divorce in a “small group” setting.  The event begins with a panel discussion and then moves into a “round robin” format where attendees rotate through each of the professionals in a short, one-on-one session.  At the end of the session, attendees will have information that helps them avoid common pitfalls of divorce and that assists them with assessing what kind of information or services are available to them and that may serve their needs.

Getting good information about divorce quickly could never be more timely than right now for families in transition.  Meet the panelists and learn more about this June 19, 2012 event (next offered in September 2012) by clicking here.