Archives: News


Jil Mazer-Marino Honored at NYIC’s Women in Achievement Awards

February 5, 2019 (New York City) – Meyer Suozzi would like to congratulate, Jil Mazer-Marino, Member of the Firm, for receiving the 12th Annual Executive of the Year Award. Thomas Slome presented her with this honor at NYIC’s Women in Achievement Awards. The New York Institute of Credit bridges the gap between business theory and business practice through networking and educational programs for industry professionals in the middle market.

Ms. Mazer-Marino serves as a chapter 7 panel trustee for the Southern District of New York, Ms. Mazer-Marino practices in the area of bankruptcy and creditors’ rights and has extensive experience representing debtors, creditors’ committees, and secured and unsecured creditors in large and complex chapter 11 bankruptcy cases. She has represented chapter 7 and chapter 11 trustees, chapter 11 debtors in possession, and plan administrators in all aspects of bankruptcy case administration. Also, Ms. Mazer-Marino represents banks, indenture trustees, factors and other lenders in connection with debtor in possession financing, out of court debt restructuring, and debt collection. Ms. Mazer-Marino has lectured on creditors’ rights and bankruptcy topics for the New York State Bar Association, Practicing Law Institute, the Association of Corporate Counsel, Greater New York Chapter, the Long Island Business Resource Association and the New York Institute of Credit. From 2013-2018, Ms. Mazer-Marino was recognized as a New York Super Lawyer. Ms. Mazer-Marino is also the Contributing Editor of the Cannabis Law Digest.

Ms. Mazer-Marino received her J.D. from St. John’s University and her B.A. from State University of New York Albany. She serves as a board member of the NYIC’s Women’s Division. She is a member of the National Association of Bankruptcy Trustees. She is a member of the New York City Bar Association in the Bankruptcy & Corporate Reorganization Committee and co-chair of the Cannabis Subcommittee.


Gregg Kligman Quoted in LIBN’s, “New York gets more worker-friendly”

Last week, Suffolk County became the latest jurisdiction in New York State to pass a so-called salary history ban law.

The county joins New York City, Westchester, Albany and other municipalities in the state in prohibiting employers from asking job applicants about their prior salary.

The intent of the salary history ban law, which takes effect in Suffolk on June 30, 2019, is to reduce pay inequality for women and minorities, and it is part of a larger trend on the state and local levels to increase workplace protections for employees.

“There have been several new laws passed in the state, and more so in New York City, over the last year or so that create added challenges for employers,” said Tony Dulgerian, a senior associate in the labor and employment practice group in the Jericho office of national law firm Nixon Peabody.

New laws come with compliance requirements and added costs, which “can be very challenging for small employers,” said Gregg Kligman, an associate in the employment law practice at Meyer, Suozzi, English & Klein in Garden City.

New York State passed a new law in April requiring all employers who operate in the state to have a sexual harassment prevention policy in place by this past October and to conduct annual, interactive training of all employees. All workers in the state must be trained by Oct. 9, 2019, and by April 1, 2019 in New York City.

“The training has to be interactive, and that’s the key,” Dulgerian said. “In-person training is the best option, but for employers with a scattered workforce or tens of thousands of employees, it’s hard to do it in-person.”

Paid family leave took effect in New York State this year, and it will be stepped up in 2019. Employers were required at the start of this year to ensure that all eligible employees have paid family leave coverage, which is set up through an insurance policy and financed through employee payroll deductions.

In its inaugural year, eligible employees were entitled to eight weeks of leave at 50 percent of their average weekly wage or 50 percent of the state’s average wage, whichever was lower. In 2019, the coverage increases to 10 weeks at 55 percent of pay, with a cap of $746.41. The maximum employee contribution for the year is $107.61.

With paid family leave, employees can take leave for bonding with a new child, whether biological, adopted or foster; caring for a sick family member, which could be a child, parent, parent-in-law, grandchild, grandparent, spouse or domestic partner; or spending time with a spouse, child, domestic partner or parent on active military duty or who has been notified of an impending call or order of active duty.

Many employers continue to have questions about the interplay between paid family leave and benefits on the federal level.

“PFL interacts with the Family Medical Leave Act, short-term disability benefits, employee vacation and sick time, and if the company has its own paid parental leave policy, it interacts with that,” Dulgerian told LIBN earlier this year. “It’s like a gigantic Venn diagram. Everything has to work together, and it has been really challenging for clients.”

Both FMLA and PFL require that the employee’s job (or an equivalent one) be guaranteed upon his or her return, but there are important differences between the two. Unlike PFL, FMLA is unpaid. Also unlike PFL, FMLA allows for leave for the individual’s own health issue, but not to care for grandparents, grandchildren or domestic partners. And PFL covers all private-sector employers regardless of size while FMLA only applies to larger employers (there must be 50 employees within a 75-mile radius of the office).

Many Long Island employers are not large enough to be impacted by FMLA and therefore have no experience dealing with protective leave. And employers with small teams may struggle disproportionately if they have to keep a job open for an extended period.

“Larger employers generally have the capacity to handle it,” Dulgerian said. “But employers have to figure it out. There’s no exception for undue burden under the PFL. Employers would be well-advised to prepare for it, such as having a temporary staffing firm at the ready. You don’t really know when you will receive a request for leave. A lot of people think it’s only for new parents, but it could be taken for many reasons, such as to care for a family member who is seriously ill or if a family member is about to go to the military.”

Dulgerian added that there is pending legislation to add bereavement as a reason for taking PFL.

The minimum wage will go up again this January, “and that has a whole bunch of issues associated with it,” Kligman said.

Large employers in New York City will have to pay workers at least $15 per hour, while their smaller counterparts will have to pay a $13.50 hourly minimum. Employers in Long Island and Westchester will have to cough up at least $12 per hour, up from $11 in 2018, and elsewhere in New York State, the minimum wage rises to $11.10 per hour.

While employees who make slightly above the minimum wage may expect an increase, as well, “that’s up to the employer’s discretion,” Kligman said.

The minimum salary for employees to be classified as exempt from overtime will also go up at the start of the year, Kligman said. In New York City, the minimum will be $1,125 per week for large employers and $1,012.50 for small employers, while the minimum on Long Island will rise from $825 to $900 per week. Employees whose earnings fall below that threshold must be eligible for overtime pay, regardless of their job description or responsibilities.

On the federal level, the complex web of laws governing the employer-employee relationship became more worker-friendly during the eight years of Barack Obama’s presidency. When the administration changed, the pendulum began to swing back in the other direction – in favor of employers. For instance, several worker-friendly National Labor Relations Board decisions from the Obama years have been overturned.

But as a new president can’t change all the policies and laws right off the bat, “the pendulum swings slowly on the federal level,” Dulgerian said.


Five Meyer Suozzi Individuals Receive 2018 Leadership in Law Awards From Long Island Business News

December 5, 2018 – (Garden City, NY) Meyer, Suozzi, English & Klein, P.C. is pleased to announce that five of our esteemed colleagues have been named Long Island Business News’ Leadership in Law honorees. The Leadership in Law Awards held on November 29, 2018, recognized dedicated individuals whose leadership, both in the legal profession and in the community, has had a positive impact on Long Island. Recipients of this award demonstrate outstanding achievements, involvement in their profession, support of the community and mentoring. The selected Meyer Suozzi Leadership in Law award recipients reside in the firm’s Garden City office and are as follows:

Lifetime Achievement Award: Lois Carter Schlissel is Chair of Meyer Suozzi’s Board of Directors and is a member of the Firm’s Management Committee. Mrs. Schlissel served as the Firm’s Managing Attorney from 2002-2017. In addition to her management role, Mrs. Schlissel heads the Firm’s Employment Law practice and is an active member of the Commercial Litigation & Dispute Resolution department. She counsels clients with respect to federal and state employment laws, compliance issues, and personnel matters and litigates significant commercial cases as well as claims arising under Title VII, the Age Discrimination in Employment Act, the Americans With Disabilities Act, and the Family Medical Leave Act.

Partner Award: Paul Millus is Member to Meyer Suozzi’s Litigation and Employment Law Departments. Mr. Millus has been involved in all aspects of state and federal litigation throughout his legal career handling a variety of litigated matters from inception, motion practice, trial and appeals. Mr. Millus has tried both jury and non-jury matters dealing with a wide range of issues from civil rights, commercial, constitutional, real estate, employment, tort and Surrogate’s Court matters.  If the matter needs to be tried before a judge or a jury in state or federal court, Mr. Millus stands ready to do so in almost any area of the law.

Of Counsel Award: Hon. Randall Eng is Of Counsel to Meyer, Suozzi’s Litigation Department, including the Appellate Practice and Criminal Defense groups. Justice Eng also serves as referee, receiver and arbitrator within the firm’s Alternative Dispute Resolution practice. Justice Eng taps his vast legal and judicial experience to provide unique and insightful counsel and advice to Meyer Suozzi’s clients, including all manner of business affairs, litigation, appeals and dispute resolution.

Associate Award: Elisa Santoro is an Associate in the Wills, Trusts & Estates Law Department at Meyer Suozzi. Ms. Santoro focuses on estate planning for high net worth clients including the preparation of wills and a multitude of trusts designed to minimize estate and gift taxes, including Grantor Trusts, QPRTs, CRUT/CRATs, and ILITs. She handles all facets of estate and trust administration, including the preparation of estate tax returns, and estate and trust accountings, as well as will and accounting contests and guardianship proceedings.

Unsung Hero Award: Patricia Cairo is Director of Operations at Meyer Suozzi since 2006. Mrs. Cairo’s position includes being a liaison between the Managing Attorney to make decisions for operational activities, set strategic goals and oversee all of the Firm’s day-to-day business needs. She is responsible for the management of all non-attorney personnel within the Firm’s four locations.


Hon. Randall Eng Featured in the NYSBA Journal

Member Spotlight with Hon. Randall T. Eng

Who was your first mentor in the law?

I was a high school student when I first met Hon. Charles W. Froessel, then a judge of the Court of Appeals, who was a customer of our family’s laundry and dry cleaning business, which was located near the Supreme Court in Queens.

He was a very kind and thoughtful man who had a wide variety of interests including the mentoring of youth. It was only natural that I came to speak with him about a career in the law, which I always found to be appealing.

Law was not a profession that young Asian-Americans gave much consideration to in the early 1960s. There were only a handful of Asian-American lawyers in the New York area and they were concentrated in Manhattan’s Chinatown where their work consisted mainly of immigration law and small real estate transactions.

Despite well-meaning guidance to take up studies such as engineering or medicine, I persisted in looking toward the law where I thought one could truly make a difference, particularly in that period of great social change.

Upon graduation from law school, I had difficulty in finding a position in the private sector. Callbacks after interviews did not happen, and despair began to set in. Judge Froessel suggested that I try the public, sector where there was more sensitivity to diversity issues.

Having an interest in criminal justice, I was fortunate to be appointed to the Queens County District Attorney’s office in 1973 where I became the first Asian-American assistant district attorney in the history of New York State. I successively became the first Asian-American judge in this state, one of the first of two to be elected to the Supreme Court, the first administrative judge, and the first to be designated as presiding justice of the Appellate Division, Second Department. Now, in the next phase of my legal career, I have realized my ambition to be engaged in the private sector.

What is something most people don’t know about you?

All my life, I have had a fascination with railroading and aviation, and have collected many books and photographs on both subjects. Although I never learned how to operate a train, I did become a licensed private pilot. Most of my flying has been done at the local airport in Hilton Head, SC, where we have a condo. There is nothing
more stress relieving than flying your own airplane over beautiful shorelines and beach communities. Needless to say, the airspace is much more open there, and the costs far lower than in the New York metropolitan area.

What do you find most rewarding about being an attorney?

Mentoring new attorneys and law students has always been personally rewarding for me, and I have had the privilege of working with many men and women of color, particularly Asian-Americans seeking guidance in advancing along both judicial and non-judicial career paths. It has been a great pleasure to have observed several of these persons advance into new areas of the profession and achieve goals and aspirations which they have set for themselves.

What was your favorite television show during your formative years?

While a high school student, one of my favorite programs was Perry Mason. As I look back on the over 200 episodes of the show, I can only marvel at how Mason could master the representation of clients in such varied areas of the law as mergers and acquisitions, hostile takeovers, land use, mining rights, defamation, copyright
infringement, matrimonial, personal injury, and admiralty, as well as criminal defense. He did so without associates or a file in sight, and only fleeting references to “the library.”

Closing argument: Why should lawyers join NYSBA?

New York State Bar Association membership includes a broad cross section of the legal community from both the private and public sectors, including the judiciary.
In my experience in the administration of the courts, I have found that NYSBA is a voice that is heard by legislators and decision makers in the judiciary. Members have the opportunity to shape the message that is articulated by the legal community. Membership also offers the privilege of working with outstanding leaders of the legal profession. During my term as presiding justice of the Second Department, I worked with a number of distinguished NYSBA presidents. All of the above are great
reasons to become active members.


Brian Stolar Quoted in Newsday’s, “Attorneys argue in appeals court over lawsuit to stop Garvies Point project”

Attorneys seeking to stop construction of the $1 billion Garvies Point development along Glen Cove’s waterfront argued in court Wednesday that the city violated environmental law and a legally binding agreement in approving the project.

But lawyers for the city and developer contended the project went forward only after rigorous studies and changes that responded to resident concerns.

The Village of Sea Cliff and more than 100 residents of Glen Cove, Sea Cliff and nearby communities are appealing a 2016 state Supreme Court decision out of Nassau that dismissed two lawsuits against the city and Uniondale-based developer RXR Glen Isle Partners. They want the Appellate Division Second Department in Brooklyn to annul the 2015 city planning board approval of Garvies Point.

RXR is building 1,110 condominiums and apartments, parks, an esplanade, marinas, restaurants, and retail and office space on formerly industrial land heavily contaminated by chemicals left by a metal processing plant, salvage yard, oil storage tanks and other uses.

Amy Marion, an attorney for the residents, told a four-judge panel that the 2011 environmental impact statement required for the project included deliberate misrepresentations by the city of Glen Cove on the extent of environmental cleanup.

Marion said the project’s substantial changes between 2011 and 2015, when the city planning board gave its approval, necessitated a new study.

Presiding Judge Alan Scheinkman said the changes made over the years decreased the footprint of the buildings and increased public space. “That would seem like a good thing,” he said.

But Marion argued that the changes still needed to be looked at for potential environmental issues.

Zarin said the planning board took the legally required “hard look” at the environmental impacts of the changes and determined such a study wasn’t necessary. The additional open space, greater setbacks and decrease in building mass addressed key concerns from residents and Sea Cliff village, he said.

He denied the allegations of misrepresentations, saying city documents fully discussed and disclosed environmental conditions at the site. He also noted that the state Department of Environmental Conservation publicly refuted allegations it was misled.

Zarin also denied the city violated a 2000 memorandum of understanding between Glen Cove and Sea Cliff that called for a significantly smaller project than the one now under construction. The village, he said, never objected to changes in the project over the years.

Scheinkman said that even if Glen Cove wasn’t necessarily cooperating with Sea Cliff on the project, the memorandum appeared to be an agreement by the village not to oppose the project if it stayed within certain parameters.

“Where in the agreement does it say there is any promise?” he asked.

Sea Cliff Village attorney, Brian Stolar, called the memorandum “a settlement … an agreement to resolve our differences” and avoid legal action.

After the court session, Bruce Kennedy, the village’s administrator and former mayor, said Sea Cliff did raise objections and Glen Cove over the years “repeatedly ignored all our concerns.”


Gregg Kligman Quoted in LIBN’s, “Ready, Set, Hire”

The economy is booming, and more companies are looking to grow. Some may be hiring for the first time in several years, which means they might not be up on some of the newest laws and trends impacting the hiring process.

“Any business that wants to make sure it still exists next year is looking to comply with the various laws and stay on the straight and narrow when it comes to hiring,” said Christine Malafi, a partner and chair of the corporate department at the Ronkonkoma-based law firm of Campolo, Middleton & McCormick.

Here is a look at some things to consider when bringing someone on board.

Salary history questions

One thing that employers want to know about prospective employees is how much they earn or earned in their most recent position. Having this information gives employers a leg up in strategizing how much compensation to offer the prospective employee. But a New York City law passed last year prohibits employers from asking about salary history at all stages of the hiring process. The law’s primary aim was to close the gender pay gap.

Similar legislation has been proposed for Suffolk County, according to Gregg Kligman, an associate attorney in the employment law practice at Meyer, Suozzi, English & Klein in Garden City. “If the legislation passes in Suffolk County, we may see widespread adoption of such laws, potentially culminating in a statewide prohibition of inquiring into salary history,” he said.

Even though the law has not yet spread to Long Island, employers in Nassau and Suffolk may nonetheless be affected by it. The New York City Human Rights Commission indicated it would interpret the statute expansively and inclusively, taking the position that if a job position outside of New York City has an impact that is felt in the city, the statute would apply.

“Our headquarters is in Garden City, but we have offices in New York City, and some of our employees live in the city and commute to Long Island,” said Marc Hamroff, managing partner of law firm Moritt Hock & Hamroff. “Salary history used to be a topic of conversation during job interviews, but it’s not any longer unless it’s volunteered to us. If a candidate says, ‘I’ve been making X,’ the information is on the table and we’re permitted to talk about it, but we don’t ask. We might ask if they have a salary requirement, but not about their salary history.”

Reference and background checks

Companies have been trending away from saying much of anything at all when they are called for a reference about a former employee, due to liability concerns.

“Our recommendation is that employers only confirm dates of employment and last position held,” Kligman said. “This will prevent former employees from alleging that you provided a poor review, which resulted in their inability to find subsequent employment.”

A recent New York City law prohibits employers from performing credit checks on prospective employees, except under very limited circumstances, Kligman said. In addition, New York City’s “Ban the Box” law prohibits employers from asking applicants about criminal history prior to making a conditional offer of employment. Statewide, employers may not disqualify an individual from employment based on criminal history prior to performing an analysis of the crimes in relation to employment responsibilities, Kligman said.

“Gone are the days where employers did credit and criminal background checks on all prospective employees,” Malafi said. “They should only be done based on job relevance – for instance, if you are hiring someone to work at a daycare center, the security concerns are going to be different than if you are hiring someone to stock shelves in a warehouse. If someone is going to be a bookkeeper and will have access to money, it may be prudent to perform credit and background checks on that person.”

Paid family leave

New York State’s Paid Family Leave law took effect at the start of the year. Most employees are eligible, and private employers had to set up a policy through an insurance carrier and deduct employee contributions to fund the program. Employees can take leave for bonding with a new child, whether biological, adopted or foster; caring for a sick family member, which could be a child, parent, parent-in-law, grandchild, grandparent, spouse or domestic partner; or spending time with a spouse, child, domestic partner or parent on active military duty or who has been notified of an impending call or order of active duty.

The program in 2018 provides eligible employees with eight weeks of leave at 50 percent of their average wage or 50 percent of the state’s average wage, whichever is lower. This will graduate to 12 weeks at 67 percent of average wages in 2021.

New employees should be advised when they are hired that the payroll deduction will be taken to fund their participation in the program, Kligman said.

Employees with a regular work schedule of 20 or more hours per week are eligible to take paid family leave after completing 26 consecutive weeks of employment. Employees with a regular schedule of less than 20 hours per week are eligible for the leave after working 175 days. The minimum period (of 26 weeks or 175 days) must be met with the same employer. “So if a new employee worked for 25 weeks for a prior employer and then comes to work for you, you don’t have to worry about them going out on leave after one week,” Malafi said.

Seasonal employees, summer interns and others who will not work for the employer for the required minimum period may opt out of participating in the Paid Family Leave program.

Sexual harassment training

A new state law established minimum standards for sexual harassment prevention policies and training in the workplace. All employers operating in New York State were required to either adopt the state’s model policy and training program or use it to establish their own version. All employees working in the state must receive sexual harassment training by Oct. 9, 2019, or by April 1, 2019, in New York City.

New employees will be required to receive training as soon as possible after they are hired, Malafi said.

Hiring from direct competitors

As unemployment drops and talent acquisition becomes more difficult, is there anything to stop an employer from calling an employee of a direct competitor and offering him or her a job?

In many cases, no. However, the individual may have a non-compete agreement that would limit his or her ability to work for the new employer.

“Employers are recommended to request that such individuals sign warranties that they are not subject to non-competes that would limit their ability to work prior to commencing employment,” Kligman said.

If the employee did sign a non-compete or non-disclosure agreement, the new employer should ask to see a copy of it, in order to determine if hiring that person would be in violation of the agreement, Malafi said.

Also, employers should bear in mind that competitors may not look too kindly on having their best employees poached.

“We wouldn’t call people at a competitor firm and ask them to come work for us,” Hamroff said. “Not that it’s prohibited by any law, but it’s a small community, and it’s not playing nice in the sandbox.” That being said, if employees of a competitor approach his firm because they want to leave their current employer anyway, “we would certainly speak to them,” Hamroff said.

Click here to view the article on LIBN


Meyer Suozzi’s Appellate Practice Obtains Critical Victory For Personal Injury Plaintiff

In addition to being experienced trial attorneys, we provide outstanding Appellate Practice to our personal injury clients and to other personal injury trial attorneys.  Meyer Suozzi recently obtained a critical victory for a CPA whose career was cut short when he fell head-first through an unguarded stairwell opening at a Westchester Hotel and suffered a traumatic brain injury.  After opposing lawyers moved to dismiss our client’s case, the Court ruled in our favor on the initial motion and on reargument.  After we defeated both motions, the Hotel’s attorneys appealed to the Appellate Division, First Department and urged that reversal was required because the stairway’s 32-inch handrail complied with the local code.  Last month, the Appellate Division affirmed our victory in the Court below and ruled in our client’s favor in all respects relying specifically on proof we asserted that the applicable safety standards required that a 42-inch high guardrail should have been installed along the Hotel’s stairwell.


Gregg Kligman Joins Meyer Suozzi To Expand Employment Law Practice

October 11, 2018 (Garden City, NY) – Meyer, Suozzi, English & Klein, P.C. is pleased to announce that Gregg Kligman has joined the firm as an Associate in the Employment Law practice located in Garden City, NY and New York, NY.

Mr. Kligman represent employers in a broad range of industries in all areas of labor and employment law and related litigation in federal and state court, as well as before administrative bodies including the United States Equal Employment  Opportunity Commission, the New York State Division of Human Rights, the New York City Commission on Human Rights, the United States Department of Labor, and the New York State Department of Labor.

Mr. Kligman regularly counsels employers on their rights and obligations under federal, state, and local laws, including Title VII, the Americans with Disabilities Act, the Family and Medical Leave Act, the Fair Labor Standards Act, the New York State Human Rights Law, the New York Labor Law, the New York Paid Family Leave Law, the New York City Human Rights Law, and the New York City Earned Safe and Sick Time Act. He also assists with drafting employer policies, handbooks, restrictive covenants, severance agreements, tip pool agreements, and other employment-related agreements.

“Gregg’s arrival at Meyer Suozzi further strengthens our employment law capabilities on Long Island and throughout the region,” said Lois Carter Schlissel, chair of both the Board of Directors and the Employment Law practice at Meyer Suozzi. “We are pleased to welcome Gregg to the firm, and we look forward to continued growth and success.”

Prior to joining Meyer Suozzi, Mr. Kligman worked as an Associate attorney at Fox Rothschild LLP in New York, NY, where he represented management in the full spectrum of labor and employment law matters and defended clients in federal and state court in cases alleging violations of wage and hour law, discrimination, harassment, and retaliation.  At Fox Rothschild, Mr. Kligman also represented management in audits and actions brought before administrative agencies. Mr. Kligman was selected to Super Lawyers’ New York Metro Rising Stars list (2015-2017).

Mr. Kligman, a resident of Plainview, NY, received his J.D. from New York Law School and his B.S. from Cornell University. While at Cornell University, Mr. Kligman was a Teaching Assistant for Public Speaking and Business Professional Speaking. He has published, “Comprehensive Handbook Helped Lead to Dismissal of Case” and “Nevada High Court Invalidates Overbroad Noncompete Agreement” in Hospitality Law.

Mr. Kligman is admitted to practice law in the State of New York, State of New Jersey, the U.S. District Courts for the Southern and Eastern Districts of New York, and the U.S. District Court, District of New Jersey.

 


Hon. Randall Eng Featured in the 9/11 Edition of the World’s Journal

Hon. Randall Eng was featured in the 9/11 edition of the World’s Journal for the 17th Anniversary. Hon. Eng was the Master of Ceremonies at a 9/11 candlelight remembrance ceremony sponsored by the American Legion.  Elected public officials, community leaders, and American Legion officials were among the featured speakers at the program held near New York City Hall.

The American Legion was chartered and incorporated by Congress in 1919 as a patriotic veterans organization devoted to mutual helpfulness. It is the nation’s largest wartime veterans service organization, committed to mentoring youth and sponsorship of wholesome programs in our communities, advocating patriotism and honor, promoting strong national security, and continued devotion to our fellow service members and veterans.

 

 

 

 

Photo Credit: World’s Journal


Jayson Choi Featured on the cover page of the Nassau Lawyer

Jayson Choi has been featured on the cover page of the Nassau Lawyer for being recently appointed to the Nassau Country Bar Association Board of Directors.

Founded in 1899, the Nassau County Bar Association is a professional membership association for attorneys. It is the leading source for legal information and services for the legal profession and the local community in Nassau County, Long Island, New York. NCBA enjoys a membership of private and public sector attorneys, judges, legal educators, and law students.