Pro Bono Coordinators’ Training Day

Training & Support

Materials Albany, NY July 27, 2017

CULTURAL COMPETENCY

RESOURCES

Cultural Competency Training Resources for Legal Aid and Pro Bono Attorneys As any attorney knows, a meaningful attorney-client relationship is built on communication and understanding. The world in which legal aid and pro bono attorneys work to build that attorney-client relationship is increasingly cross-cultural and there is often a gap to bridge between attorneys’ life experiences and those of our clients. This gap can be influenced by any number of cultural norms and experiences, including, but not limited to: ethnicity, race, gender, nationality, age, economic status, social status, language, sexual orientation, physical characteristics, marital status, role in family, birth order, immigration status, religion, accent, skin color, or experiences with trauma. This collection of resources grew out of national conversations about the importance of cultural competency in lawyering for legal aid and pro bono attorneys and what resources existed for training attorneys on these and related competencies. Cultural competency improves the attorney-client relationship and experiences and, as a result, case outcomes. The goal here is to provide you with many options for incorporating cultural competency into trainings for legal aid and pro bono attorneys. That might be 15 minutes during your substantive pro bono training, it might be provided resources outside a live training, or it might be extensive in-depth training programs. As way of disclaimer, we don’t intend this to be an exhaustive list of available trainings and materials-that would very likely be an impossible feat. Instead, consider this a jumping off point for your cultural competency journey. This collection is organized by type of resource and the most comprehensive resources are listed first in each section whenever possible. Length of resources (i.e. for videos or scholarly articles) are noted and resources are free to access unless otherwise noted. Many of these resources qualify for CLE credit. If you have any feedback about the resources included, or the organization of this document, please don’t hesitate to let us know by emailing Angela Inzano, Program Manager at the Chicago Bar Foundation, at ainzano@chicagobar.org.

Video Resources

Breaking Poverty Barriers for Equal Justice, Dr. Donna Beegle Extensive online resources and videos that can be used in a variety of formats and lengths to train attorneys on working with low income clients (free to legal aid organizations; low-cost to others). One of the most comprehensive resources available on this topic geared toward the legal profession. Peanut Butter, Jelly, and Racism, The New York Times Entertaining, short videos that address implicit bias. Can easily be incorporated into a longer training to introduce the topic of cultural competency. TED Talk: The Story We Tell About Poverty Isn’t True, Mia Birdsong A little over 15 minutes long. Also includes other resources such as the speaker’s suggested reading list and related videos. TED Talk: The Danger of a Single Story, Chimamanda Ngozi Adichie Almost 19 minutes long. Addresses intersectionality in cultural competency.

Online Trainings

A note: many of these online programs are through Practising Law Institute (PLI), which is an invaluable resource for cultural competency and other trainings for legal aid and pro bono attorneys. Some programs are free to all and others are free to PLI members. In addition to the on-demand trainings listed, PLI often offers webcast programs on various topics related to cultural competency that interested attorneys should keep an eye out for when released.

How to Become a Culturally Competent Attorney, PLI About 1 hour long, available on-demand and at no cost with a PLI subscription. The Art & Science of Interviewing Pro Bono Clients, PLI A little over two hours long, available live and on-demand at no cost with a PLI subscription. Includes practical tips on managing and anticipating communication issues that may arise from a lack of cultural understanding. Public Interest Boot Camp, PLI 6 hours long, available live and on-demand at no cost with a PLI subscription. Includes sections on ethical representation of low-income clients and cultural competency. Advocating for Veterans: The Basics on VA Benefits, Discharge Upgrades and Veteran Cultural Competency, PLI A little over 6 hours long, available live and on-demand at no cost. Representing Transgender Clients: Practical Skills and Cultural Competency, PLI 6.5 hours, available on-demand and at no cost with a PLI subscription. Hard Conversations: An Introduction to Racism, Patti Digh and Victor Lee Lewis A four-week intensive online seminar held quarterly (cost: $99).

Websites

Implicit Bias Initiative, American Bar Association Resources include videos, a toolkit, and a bibliography of additional resources on the topic of implicit bias and geared toward the legal profession. Project Implicit A nonprofit founded by scientists that provide research and services around implicit bias; includes, most notably, a popular series of implicit bias self-tests. White Privilege: Unpacking the Invisible Knapsack, The National Seed Project Includes an introductory article and a number of suggested activities for trainings. National Implicit Bias Network Includes, among extensive additional resources, a helpful overview and primer of implicit bias.

Teaching Tolerance, Southern Poverty Law Center Includes basic definitions and a summary of the concept of bias. Understanding Implicit Bias, Kirwan Institute for the Study of Race and Ethnicity, The Ohio State University Includes a “State of the Science” research paper and additional resources. National Center for Cultural Competence Extensive resources available; designed originally for health care and mental health care fields but generally applicable information.

Powerpoints

Exploring and Understanding Cultural Competency, Samantha Howell and Kelly Anderson Includes additional resources such as a scavenger hunt and a presentation outline. Promoting Cultural Competency for Legal Aid and Pro Bono Attorneys, Patti Hageman, Angela Inzano, Elizabeta Markuci, Vidhya Ragunathan Addresses the basics of cultural competency and how to incorporate it into your trainings. Implicit Bias and Cultivating Cross-Cultural Competence in Legal Practice, Sameera Hafiz and Lillian Moy Working with Interpreters, Sue Bryant Diversity & Cultural Competency In The Legal Aid Context, Ernest Brown and Linda Good Representing and Accommodating People with Disabilities, Barry Taylor

Articles

Five Habits for Cross-Cultural Lawyering, Sue Bryant and Jean Koh Peters 16 pages long, one of the go-to resources for lawyers looking to increase their cultural competence. A related longer article (77 pages), also by Sue Bryant, can be found here. Troubleshooting Pro Bono Relationships with Low-Income Clients, Public Interest Pro Bono Association 4 pages, full of specific, practical tips for understanding the challenges unique to working with low-income clients and how to avoid potential miscommunications. Working with Pro Bono Clients, Delaney Russell and Scott Russell 9 pages, Minnesota State Bar Association The Impact of Race on Pro Bono Services, Delaney Russell 3 pages, The Hennepin Lawyer

Beyond Bias-Cultural Competence as a Lawyer Skill, Nelson P. Miller 4 pages, Michigan Bar Journal Representing the Whole Client, Ellen Hemley 6 pages, Journal of Poverty Law and Policy Embracing Diversity and Being Culturally Competent is No Longer Optional, Blanca Banuelos et al. 8 pages, American Bar Association Strategies for Confronting Unconscious Bias, Kathleen Nalty 10 pages, Colorado Bar Association Providing Respectful and Competent Services to Low-Income LGBT Clients, Catherine Sakimura 10 pages, Shriver Center Disability Awareness, materials compiled by Access Living in Chicago, IL 14 pages Racial Microaggressions in Everyday Life Implications for Clinical Practice, Derald Wing Sue 16 pages, includes charts, graphs, and example tables that could be utilized as visuals. Emotional Competence, Multicultural Lawyering and Race, Marjorie A. Silver 28 pages Multicultural Lawyering: Teaching Psychology to Develop Cultural Self-Awareness, Carwina Weng 44 pages Practicing Culturally Competent Therapeutic Jurisprudence: A Collaboration Between Social Work and Law, Carolyn Copps Hartley and Carrie J. Petrucci 50 pages Cross-Cultural Lawyering by the Book, Asccanio Piomelli 52 pages Communicating Cross-Culturally: What Teachers Should Know, Yvonne Pratt-Johnson 5 pages, audience is mainly teaching professionals but includes information generally applicable to anyone working in a cross-cultural environment. Cultural Competence and the Legal Profession: An Annotated Bibliography of Materials Published Between 2000 and 2011, Annette Demers Available with a LexisNexis or HeinOnline subscription

Books

Building Cultural Competence: Innovative Activities and Models, Kate Berardo and Darla K. Deardorff 400 pages, available for purchase Cultural Competence: A Lifelong Journey to Cultural Proficiency, Ronnie Leavitt PhD 288 pages; available for purchase Interviewing Clients Across Cultures: A Practitioner’s Guide, Lisa Aronson Fontes 334 pages; available for purchase Scarcity: The New Science of Having Less and How It Defines Our Lives, Sendhil Mullainathan and Eldar Shafir 304 pages; available for purchase Social Stratification: Class, Race, and Gender in Sociological Perspective, David Grusky 1200 pages; available for purchase The Working Poor: Invisible in America, David K. Shipler 352 pages; available for purchase American Dream: Three Women, Ten Kids, and a Nation's Drive to End Welfare, Jason DeParle 432 pages; available for purchase Evicted: Poverty and Profit in the American City, Matthew Desmond 432 pages; available for purchase The Spirit Catches You and You Fall Down: A Hmong Child, Her American Doctors, and the Collision of Two Cultures, Anne Fadiman 368 pages; available for purchase The Glass Castle, Jeannette Walls 288 pages; available for purchase Hillbilly Elegy: A Memoir of a Family and Culture in Crisis, J.D. Vance 272 pages; available for purchase

In-Person Resources

Racial Justice Training Institute, Shriver Center An extensive training for those admitted; shorter courses and resources also available. Race and the Legal System: Tools for Engaging in Constructive Conversations A Minnesota based in-person training presented by the MN Association of Black Lawyers and Volunteer Lawyers Network.

Poverty Simulation, Tiela Chalmers Consulting An interactive role play simulation designed to educate participants on the realities that low-income individuals face day to day. There are costs associated with this training. Poverty Simulation, The Center for Community Insight, Inc. A guided, live-action experience that promotes a deeper understanding of poverty. There are costs, on a sliding scale, associated with this training. Maria Mercedes Avila, Ph.D., a cultural competency trainer based in Vermont who has presented to attorneys through Vermont Volunteer Lawyers Project. Jennifer Eberhardt Ph.D., a researcher based at Stanford who focuses on the effect of unconscious ideas about race on the workings of the criminal justice system.

Other Resources to Consider in Putting Together Cultural Competency Trainings

National, state, or local ethical standards that address an attorney’s duty to their client or to competency in representation. National, state, or local bar association standards that address similar duties and best practices (i.e. ABA Standards for Programs Providing Civil Pro Bono Legal Services to Persons of Limited Means).

With many thanks to all who contributed materials to this toolkit and special thanks to those who collaborated on the toolkit from the beginning: Cindy Anderson, Sarah Babcock, Nicole Fidler, Patti Hageman, Samantha Howell, Angela Inzano, Elizabeta Markuci, Vidhya Ragunathan, Delaney Russell, Kelly Tautges, and Cheryl Zalenski.

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STUDENT INTERN

RESOURCES

2017 Summer Intern Supervisor Expectations

1. Be flexible with intern work hours and time off, whenever possible. These law students are coming from all over the country to work for LawNY® without pay and we want them to have a great experience.

2. Clearly articulate specific office policies in the morning of the Orientation Day 2, or provide a written

guideline of such office-specific policies for law student interns to follow.

3. During the morning of the Orientation Day 2, introduce interns to all office staff and show interns where the copy machines and printers are located, the phones, the mail, the kitchen/refrigerator, office supplies, bathrooms, forms, etc. and explain any policies related to each.

4. Inform interns about upcoming court appearances and hearings and invite interns to accompany you to

court wherever feasible. Invite interns to attend case review meetings, workgroup calls, or client interviews with you, whenever possible.

5. Remind law students about more formal attire for court prior to court appearance/hearing.

6. Schedule recurring 15-minute weekly check in meetings with interns to discuss progress of assignments,

new projects, upcoming outreach or court observance opportunities, and communicate about questions that may arise.

7. Clearly articulate deadlines and prioritize projects in an organized way for the interns. Provide resources

that should be reviewed as guidance and samples or templates of work to use as a model (especially when preparing pleadings).

8. Describe your communication preference (stop by the office, call, make an appointment on the calendar,

send an email, etc.).

9. Promptly provide substantive feedback, both ongoing and best practice of an evaluation at end of summer. Explain editing and mistakes and how to remedy these errors for future projects.

10. Provide interns an opportunity to work on pleadings and have a writing sample by the end of the summer.

11. Be patient and cognizant that this internship may be a first experience working with people in poverty or a

first experience working in a legal environment. 12. Seize the opportunity to develop a one-on-one mentorship for your supervisee.

13. Complete all evaluations and surveys for the 2017 Summer Internship Program and return to

mazemi@lawny.org by the requested date on the form.

2017 Summer Intern Tips & Expectations These expectations are in addition to LawNY® policies.

1. For AmeriCorps JD law student interns, work at least 30 hrs/ wk for approx. 10 wks, or until 300 hours

have been completed. For other law student interns, please consult your supervisor for work hour guidelines.

2. Arrive at or before your scheduled start time everyday, per each office’s specific policies.

3. Contact your supervisor promptly if a personal emergency prevents you from working. Scheduled exams,

weddings, vacations, etc. are not considered personal emergencies. Notify your supervisor at the start of your internship regarding any planned changes to the schedule.

4. LawNY®’s copy machines, computers and other resources are not for personal use, nor should you install

software or alter computer settings.

5. LawNY® computers should not be used to browse the internet, unless specifically requested by a supervisor for a project requiring those resources.

6. Accompany advocates to court appearances and hearings wherever feasible. Be proactive in discussing

opportunities with LawNY® advocates and attending relevant workgroup calls.

7. Wear business casual attire during work hours, with more formal attire for court appearances.

8. When projects assigned are complete, be proactive in seeking new projects.

9. Build your portfolio. Ask your supervisor if you can keep redacted writing samples you have written, and any other type of work that demonstrates knowledge or skills you gained during your internship.

10. Meet with your supervisor weekly for scheduled 15 minute check-ins to discuss upcoming deadlines,

project progress, and communication.

11. Ask your supervisor how much time a project is expected to take and whether it should be prioritized over another project when assigned multiple tasks at once.

12. Don’t be afraid to ask for help. If you’re not sure how to do an assignment, ask for additional resources.

One good way to ask for help includes asking for an example or template of a given assignment (especially when preparing pleadings) or asking for recommendations of people to speak with who have worked on similar projects.

13. Ask your supervisor the best way to communicate (stop by their office, call their office phone, make an

appointment on their calendar, send an email?).

Ethi

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sage

s for

clie

nts b

ecau

se th

ird

pers

ons m

ight

acc

ess t

he m

essa

ge

•Pot

entia

l risk

s for

dom

estic

vio

lenc

e •I

t is b

est p

ract

ice to

ask

the

clien

t if a

m

essa

ge ca

n be

left.

Ethi

cal R

ules

Ethi

cal r

ules

are

impo

rtan

t. Su

perv

isors

can

be

sanc

tione

d fo

r sup

ervi

see

laps

es.

Law

NY A

ttor

ney

Perfo

rman

ce S

tand

ards

Ethi

cal R

ules

ABA

Stan

dard

s De

alin

g w

ith re

pres

ente

d pa

rtie

s-- (

If th

ey sa

y th

ey h

ave

a la

wye

r, st

op co

nver

satio

n an

d as

k fo

r law

yers

info

)

Ethi

cal R

ules

Neve

r misr

epre

sent

our

iden

tity

to e

licit

info

rmat

ion

out o

f oth

ers.

Ethi

cal R

ules

We

have

a d

uty

to re

spon

d to

clie

nts a

nd

oppo

sing

law

yers

Ethi

cal R

ules

Be v

ery

clear

abo

ut li

mite

d re

pres

enta

tion,

es

pecia

lly w

hen

cour

t dat

e is

appr

oach

ing

and

we

are

not g

oing

to re

pres

ent t

he cl

ient

or

appl

icant

in th

at m

atte

r.

Ethi

cal R

ules

Flag

all

stat

ute

of li

mita

tions

dea

dlin

es, a

nd

conf

irm th

em in

writ

ing,

eve

n if

we

don’

t ha

ndle

the

kind

of i

ssue

the

clien

t men

tions

.

Tick

ler P

olicy

Lega

l Ser

ver c

ase

man

agem

ent t

ickle

syst

em

shou

ld b

e us

ed b

y al

l adv

ocat

es to

rem

ind

them

of a

ctio

ns re

quire

d on

a p

artic

ular

case

an

d to

avo

id m

issin

g de

adlin

es.

Ti

ckle

r Pol

icy

Le

gal I

nfor

mat

ion

vs. L

egal

Adv

ice

W

hat i

s the

diff

eren

ce?

Lega

l Inf

orm

atio

n

Lega

l inf

orm

atio

n is

defin

ed a

s the

pro

visio

n of

su

bsta

ntiv

e in

form

atio

n no

t tai

lore

d to

ad

dres

s a p

erso

n’s s

pecif

ic le

gal p

robl

em. A

s su

ch, i

t is g

ener

al a

nd d

oes n

ot in

volv

e ap

plyi

ng le

gal j

udgm

ent a

nd d

oes n

ot

reco

mm

end

a sp

ecifi

c cou

rse

of a

ctio

n.

Lega

l Inf

orm

atio

n

•A n

on-a

ttor

ney

may

giv

e le

gal i

nfor

mat

ion

(as

oppo

sed

to le

gal a

dvice

) •T

he p

rovi

sion

of le

gal i

nfor

mat

ion

does

not

cr

eate

an

atto

rney

-clie

nt re

latio

nshi

p.

Exam

ples

of L

egal

Info

rmat

ion

•Ty

pes o

f rel

ief a

vaila

ble

for a

par

ticul

ar le

gal

prob

lem

. •

Refe

rral

s to

othe

r sou

rces

of a

ssist

ance

•

Mat

eria

ls se

ttin

g fo

rth

answ

ers t

o “f

requ

ently

as

ked

ques

tions

.”

•In

form

atio

n ab

out a

ppro

pria

te fo

rms o

r pl

eadi

ngs t

hat a

re n

eces

sary

to p

ursu

e or

def

end

a cla

im, i

nclu

ding

nec

essa

ry co

nten

ts, b

ut n

ot

abou

t par

ticul

ar fa

cts t

hat s

houl

d be

inclu

ded.

Mor

e Ex

ampl

es o

f Leg

al

Info

rmat

ion

•Th

e pr

oces

s for

seek

ing

relie

f or d

efen

ding

ag

ains

t a cl

aim

, inc

ludi

ng h

ow to

serv

e pl

eadi

ngs

and

enfo

rce

orde

rs.

•In

form

atio

n th

at l

egal

righ

t or c

laim

may

exi

st

and

that

it w

ould

be

prud

ent t

o se

ek

repr

esen

tatio

n re

gard

ing

the

mat

ter.

•Pr

ovid

ing

a pa

mph

let o

r bro

chur

e.

Lega

l Inf

orm

atio

n

ABA

Form

al O

pini

on 1

0-45

7 “T

o av

oid

mis

unde

rsta

ndin

g, o

ur p

revi

ous o

pini

ons h

ave

reco

mm

ende

d th

at la

wye

rs w

ho p

rovi

de g

ener

al le

gal

info

rmat

ion

incl

ude

stat

emen

ts th

at c

hara

cter

ize

the

info

rmat

ion

as g

ener

al in

nat

ure

and

caut

ion

that

it

shou

ld n

ot b

e un

ders

tood

as a

subs

titut

e fo

r per

sona

l le

gal a

dvic

e.”

Lega

l Inf

orm

atio

n

If y

ou d

iscla

im th

at y

ou a

re p

rovi

ding

lega

l ad

vice

then

do

wha

t you

say

you

are

goin

g to

do

and

don

’t pr

ovid

e it.

If y

ou d

o pr

ovid

e ad

vice

, you

r disc

laim

er m

ay n

ot b

e ef

fect

ive

Lega

l Adv

ice

Lega

l adv

ice/a

ssist

ance

is th

e pr

ovisi

on o

f lim

ited

serv

ice o

r ext

ende

d se

rvice

on

beha

lf of

a cl

ient

or c

lient

s.

Lega

l Adv

ice

Rule

s aga

inst

the

unau

thor

ized

prac

tice

of la

w:

only

an

atto

rney

or a

par

aleg

al u

nder

the

dire

ct su

perv

ision

of a

n at

torn

ey m

ay g

ive

lega

l adv

ice.

Lega

l Adv

ice

A la

w st

uden

t who

has

com

plet

ed a

t lea

st tw

o se

mes

ters

of l

aw sc

hool

may

pra

ctice

law

, w

ith a

stud

ent p

ract

ice o

rder

, for

a le

gal

serv

ices p

rogr

am u

nder

the

close

supe

rvisi

on

of a

n at

torn

ey.

Lega

l Adv

ice

•Leg

al a

dvice

is a

dvice

bas

ed o

n th

e in

divi

dual

’s un

ique

circ

umst

ance

s. It

invo

lves

a

lega

l ana

lysis

tailo

red

to th

e cli

ent’s

fact

ual

situa

tion.

•P

rovi

sion

of le

gal a

dvice

est

ablis

hes a

n at

torn

ey-c

lient

rela

tions

hip.

Atto

rney

-Clie

nt R

elat

ions

hip

“A la

wye

r-clie

nt re

latio

nshi

p m

ay b

e sh

own

by a

n ex

pres

s co

ntra

ct, o

r may

be

impl

ied

whe

n “(

1) a

per

son

seek

s adv

ice

or a

ssist

ance

from

an

atto

rney

, (2)

the

advi

ce o

r ass

istan

ce

soug

ht p

erta

ins t

o m

atte

rs w

ithin

the

atto

rney

’s pr

ofes

siona

l co

mpe

tenc

e, a

nd (3

) the

att

orne

y ex

pres

sly o

r im

plie

dly

agre

es to

giv

e or

act

ually

giv

es th

e de

sired

adv

ice o

r as

sista

nce…

. In

appr

opria

te ca

ses t

he th

ird e

lem

ent m

ay b

e es

tabl

ished

by

proo

f of d

etrim

enta

l rel

ianc

e, w

hen

the

pers

on

seek

ing

lega

l ser

vice

reas

onab

ly re

lies o

n th

e at

torn

ey to

pr

ovid

e th

em a

nd th

e at

torn

ey, a

war

e of

such

relia

nce,

doe

s no

thin

g to

neg

ate

it.””

AB

A/BN

A La

wye

rs’ M

anua

l on

Prof

essi

onal

Con

duct

Brie

f Ser

vice

/ Cou

nsel

and

Adv

ice

case

s A

prov

ider

may

lim

it its

repr

esen

tatio

n to

pr

ovid

ing

lega

l adv

ice if

, in

its ju

dgm

ent,

clien

ts w

ill p

oten

tially

ben

efit

from

the

advi

ce

offe

red

and

the

advi

ce is

bas

ed o

n th

e fa

cts

and

the

law

per

tinen

t to

each

clie

nt.

Sour

ce: 2

006

ABA

Stan

dard

s for

the

Prov

ision

of C

ivil

Lega

l Aid

, Sta

ndar

d 3.

4-1

on

REPR

ESEN

TATI

ON

LIM

ITED

TO

LEGA

L ADV

ICE

STAN

DARD

ABA

STAN

DARD

S

Ethi

cal C

onsid

erat

ions

of L

egal

Ad

vice

W

hen

assis

tanc

e is

limite

d to

lega

l adv

ice,

clien

ts n

eed

to b

e in

form

ed o

f the

lim

itatio

ns

of th

e re

pres

enta

tion,

inclu

ding

wha

t as

sista

nce

is no

t bei

ng p

rovi

ded

and

the

risks

if

the

advi

ce is

not

follo

wed

. So

urce

: 200

6 AB

A St

anda

rds f

or th

e Pr

ovisi

on o

f Civ

il Le

gal A

id, S

tand

ard

3.4-

1 on

RE

PRES

ENTA

TIO

N LI

MIT

ED T

O LE

GAL A

DVIC

E ST

ANDA

RD

Conf

lict o

f Int

eres

t & Le

gal A

dvice

•hig

h vo

lum

e of

inte

ract

ion

and

usua

l onl

y on

e re

lativ

ely

brie

f con

tact

with

the

clien

t •e

xam

ples

: hot

lines

, adv

ice cl

inics

and

pro

se

coun

selin

g pr

ogra

ms

•not

feas

ible

to sc

reen

syst

emat

ically

for

conf

licts

of i

nter

est a

nd th

e pe

rson

giv

ing

the

advi

ce w

ould

not

, in

fact

, hav

e ac

cess

to

info

rmat

ion

from

or a

bout

the

othe

r par

ty

Conf

lict o

f Int

eres

t & Le

gal A

dvice

Unle

ss th

e pr

actit

ione

r kno

ws t

hat g

ivin

g th

e ad

vice

doe

s inv

olve

a co

nflic

t of i

nter

est,

ther

efor

e, th

e fa

ct th

at a

n ad

vers

e pa

rty

was

a

clien

t of t

he p

rovi

der d

oes n

ot d

isqua

lify

the

prov

ider

from

offe

ring

the

lega

l adv

ice, a

s lo

ng a

s it i

s giv

en in

the

cont

ext o

f sho

rt te

rm,

limite

d re

pres

enta

tion.

SUMMER INTERN ORIENTATION Elder Justice Legal Corps AmeriCorps JD

JUNE 5, 2017 ( IN PERSON)

CareFirst: 3805 Meads Creek Road, Painted Post, NY 14870 9:30am -10:00am Arrive, sign in, coffee & breakfast 10:00am - 10:15am Welcome to LawNY® [Deputy Director Amy Christensen] 10:15am - 10:30am Introductions & Icebreaker

[Michaela Azemi & Ashley Patronski] 10:30am - 12:00pm Ethical Considerations & Professional Conduct

[Ashley Patronski,, Ellen Heidrick & Hema Muthiah ] Client Confidentiality + LawNY® Standards Ethical Rules Legal Information vs. Legal Advice

12:00pm-1:00pm LUNCH 1:00pm - 2:00pm LawNY® Technology [Jon Miller & Ashley Tompkins]

Technology Use Policy (network and computers) Using Legal Server Timekeeping / Calendar /Google Docs / Zoom

2:00pm - 3:00pm Client Interviewing Skills [Deidresha Wint, Jeff Nieznanski, & Alan Benedict]

Preparation for Client Interview Challenges working with underserved populations Mock Client Interview/ Simulation?

3:00pm - 3:15pm Coffee/Snack Break 3:15pm - 4:15pm Negotiation Skills

[Jefferson Yi, David Kagle & Jeff Reed] Preparation The Approach Getting to Yes

4:15pm -4:30pm Q&A + Tips for the Summer [Michaela & Danielle Bernard]

Attend LawNY® Workgroup Calls Weekly LUNCH&LEARN Webinars Fri, 12:00-1:30pm Be Proactive & treat each day as an interview!

4:30pm - 6:00pm ‘Appy Hour at Market Street Brewing Company 63 W Market St, Corning, NY 14830

JUNE 6, 2017 (VIA ZOOM)

9:00am - 9:30am Office-specific Tours & Staff Introductions ZOOM CALL IN INFO: Join from PC, Mac, Linux, iOS or Android: https://zoom.us/j/4106887172 Or iPhone one-tap (US Toll): +14086380968,4106887172# or +16465588656,4106887172# Or Telephone: Dial: +1 408 638 0968 (US Toll) or +1 646 558 8656 (US Toll) Meeting ID: 410 688 7172 9:30am - 10:30am Introduction to Basics of Landlord Tenant Law Jefferson Yi & David Kagle 10:30am – 11:30am Introduction to Basics of Disability Advocacy Ellen Heidrick & Michaela Azemi 11:30am - 12:30pm Introduction to Basics of Family Law Lynn Hartley & Alan Benedict & Kristin Johnson 12:30pm - 1:30pm LUNCH ZOOM CALL IN INFO: Join from PC, Mac, Linux, iOS or Android: https://zoom.us/j/340577861 Or iPhone one-tap (US Toll): +16465588656,340577861# or +14086380968,340577861# Or Telephone: Dial: +1 646 558 8656 (US Toll) or +1 408 638 0968 (US Toll) Meeting ID: 340 577 861 1:30pm -2:30pm Introduction to Elder Law

Jeff Nieznanski & Jeff Reed + EJLC Fellows Meet the EJW Fellows Elder Law Workgroup Calls The Elder Law Client

2:30pm – 2:45pm Coffee/Snack Break 2:45pm – 4:00pm Substantive Training Elder Abuse Neglect Financial Exploitation 4:00pm - 4:30pm Questions & Answers

Lunch & Learn Webinar Schedule - Bring a brown bag lunch and watch presenters through Zoom every Friday alternating weeks between substantive law trainings and career development tips. Recurring Zoom Meeting 12:00pm - 1:30pm Join from PC, Mac, Linux, iOS or Android: https://zoom.us/j/7941094077 Or iPhone one-tap (US Toll): +16465588656,7941094077# or +14086380968,7941094077# Or Telephone: Dial: +1 646 558 8656 (US Toll) or +1 408 638 0968 (US Toll) Meeting ID: 794 109 4077

DATE TOPIC PRESENTERS

6/9/17 Substantive Law: Federal Housing Programs 101, recorded webinar ***12:00pm - 3:15pm***

National Housing Law Project

6/16/17 Special Program: Breaking Poverty Barriers to Equal Justice Defining Poverty and Understanding Its Impact on Justice, Examining Assumptions about Poverty, and Improving Communication Across Poverty. ***12:00 - 2:00pm ***

Donna Beegle, Ph.D.

6/23/17 Career Development: Resume Review Submit your current resume for Staff to provide constructive feedback and edits.

Jefferson Yi, Jeff N., & Michaela

6/30/17 Basics of Substantive Law Area: Consumer & Foreclosure Jake Hamann, Kari Talbott, Anna Anderson, & Matthew Mansfield

7/7/17 Career Development: Interview Tips & Tricks Hear from LawNY Attorneys what works, how to prepare, and what to avoid doing and saying during an interview

Alan Benedict, Robin Marable

7/14/17 Basics of Substantive Law Area: Education Law Advocacy Ashley Patronski & Brian Franz

7/21/17 Career Development: Making a Living Doing Public Interest Law-- YES, YOU CAN! [PSLF, Law School LRAP & LSC LRAP, Post-Graduate Fellowships & Pro Bono Opportunities]

Michaela A., Amelia Kohli, Anna Anderson

7/28/17 Basics of Substantive Law Area: Public Benefits Hema Muthiah, Karen Gooderum, David Pels, Alicia Plotkin

8/4/17 Special Programing: A New Approach to Dispute Resolution: Collaborative Law

Pro Bono IACLP Attorneys & Michaela

Social Events

● First Saturday Hike: Robert Treman State Park 6/3/17 9:30am -12:30pm https://parks.ny.gov/events/event.aspx?e=135-18467.0

● Post-Orientation Happy Hour at Market St. Brewing Company 6/5/17 5:00pm 6:00pm https://www.yelp.com/biz/market-street-brewing-corning

● Zoo Brew in Rochester 6/23/17 5:30pm - 9:00pm

http://senecaparkzoo.org/event/zoobrew/

● First Saturday Hike: Fillmore Glen State Park 7/1/17 9:30am -12:30pm https://parks.ny.gov/events/event.aspx?e=157-18468.0

● Wagner Vineyard Seneca Lake Friday Night Pub Deck 7/13/17 https://wagnervineyards.com/events-calendar/pub-night/

● ● Corning Taste of Summer 7/20/17 5:00pm - 9:00pm

http://www.gafferdistrict.com/tasteofsummer

● Watkins Glen International NASCAR Race Weekend 8/3/17 - 8/6/17 http://www.theglen.com/Articles/2016/04/2017-Cup.aspx

● First Saturday Hike: Watkins Glen State Park 8/5/17 9:30am -12:30pm https://parks.ny.gov/events/event.aspx?e=142-18469.0

Summer Internship Program Lunch & Learn Webinar 7.8.16

“The Path to Becoming a Lawyer: Resumes & Cover Letters”

I. RESUMES -- marketing yourself well A. Research your prospective employer

B. Page Length

C. Conservative Paper, Fonts and Ink Colors.

D. Share Hobbies that Intrigue and not scare or embarrass employers

E. Be prepared to back up the truth of everything on your resume.

F. Transferable skills

G. Quantify!

H. GPA

I. Formatting

J. No objectives at the top and no references

II. COVER LETTERS - remember it’s a writing sample

A. Purpose: To create enough interest in you as a potential employee that you obtain an interview!

B. 3 paragraphs only, one page C. Contact info must match resume D. Use keywords from post to tailor letter E. It is an advocacy writing sample!! F. If possible address to a specific person G. ALWAYS SPELL CHECK AND PROOFREAD and have another person spell

check it and proofread it. H. DO NOT explain how the job will help you, but how you will benefit the employer. I. Do not state you will follow up unless specifically asked to do so J. Think: Greatest Hits! Not Autobiography K. Always send it, even if you know the person

L. Format:

Paragraph One: 2 sentences introduction + sentence summarizing why you are qualified Paragraph Two: 3 sentences: describe relevant strengths and accomplishments + explain why background relates to requirements of position

Paragraph Three: 2 sentence: Closing - state that you would like the opportunity to further discuss and how they can contact you. Thank them for their consideration of resume.

SKILLS RESOURCES

IINTR

O T

O C

LIEN

T-CE

NTE

RED

IN

TERVIEW

ING S

KILLS

Ada

pted

from

a p

rese

ntat

ion

by N

icol

e M

. Per

ez, M

SW, J

D

Leg

al A

id F

ound

atio

n of

Los

Ang

eles

1

LEA

RN

ING

OB

JEC

TIV

ES

Iden

tify

the

goal

s an

d st

ruct

ure

of a

clie

nt

cent

ered

lega

l int

ervi

ew

App

ly le

arne

d be

st p

ract

ices

of c

lient

cent

ered

in

terv

iew

to im

prov

e th

e de

liver

y of

lega

l ser

vice

s D

evel

op s

tron

g “c

usto

mer

ser

vice

” ski

lls

Avo

id in

terv

iew

ing

pitf

alls

D

evel

op s

peci

aliz

ed le

gal i

nter

view

ing

skill

s

W

hat a

re th

e go

als

of a

clie

nt

inte

rvie

w?

2

THE

GO

ALS

OF

INTE

RV

IEW

ING

1)

Mot

ivat

e C

lient

to C

omm

unic

ate

Wit

h Yo

u 2)

Se

t Pro

fess

iona

l Bou

ndar

ies

3)

Mot

ivat

e H

ones

t, O

pen

Com

mun

icat

ion

4)

Be

Cul

tura

lly A

war

e 5)

In

still

Con

fide

nce

in Y

ours

elf

6)

Lear

n C

lient

’s P

ersp

ecti

ve

7)

Ass

ess

the

Clie

nt’s

Leg

al C

ase

8)

Cou

nsel

Clie

nt

3

MO

TIV

ATE

CLI

EN

T TO

CO

MM

UN

ICA

TE W

ITH

YO

U

Bui

ld a

rap

port

with

you

r cl

ient

In

spir

e th

e cl

ient

’s co

nfid

ence

in y

ou a

s th

e ad

voca

te

4

SET

PRO

FESS

ION

AL

BO

UN

DA

RIE

S

Est

ablis

h an

app

ropr

iate

att

orne

y-cl

ient

re

latio

nshi

p E

xpla

in c

onfid

entia

lity

and

priv

ilege

G

o th

roug

h re

tain

er a

gree

men

t, ci

tizen

ship

at

test

atio

n, re

leas

es a

nd o

ther

doc

umen

ts a

s ne

cess

ary

Cre

ate

a co

ntra

ctua

l bon

d O

btai

n in

form

ed c

onse

nt fo

r sc

ope

of s

ervi

ces

Exe

cute

ret

aine

r ag

reem

ent a

nd p

rovi

de c

lient

with

a

copy

5

MO

TIV

ATE

HO

NE

ST, O

PEN

C

OM

MU

NIC

ATI

ON

V

erba

l com

mun

icat

ion

Non

-ver

bal c

omm

unic

atio

n Pa

raph

rase

D

isar

m (

be a

war

e of

the

dyna

mic

s at

pla

y)

Em

path

ize

Nor

mal

ize

6

BE

CU

LTU

RA

LLY

AW

AR

E B

e aw

are

of th

e cu

ltura

l con

text

Kno

w y

our

cultu

ral c

onte

xt

Le

arn

the

clie

nt’s

cultu

ral c

onte

xt (u

se th

eir

lang

uage

) M

ind

the

pow

er d

iffer

entia

l

7

INST

ILL

CO

NFI

DE

NC

E IN

YO

UR

SELF

R

evie

w th

e ca

se n

otes

and

rel

evan

t doc

umen

ts if

po

ssib

le b

efor

e th

e in

terv

iew

C

ondu

ct b

asic

lega

l res

earc

h or

revi

ew

subs

tant

ive

law

han

dout

s, g

uide

book

s or

ch

eckl

ists

C

reat

e an

inte

rvie

w fl

owch

art

8

LEA

RN

CLI

EN

T’S

PER

SPE

CTI

VE

D

eter

min

e yo

ur cl

ient

’s un

ders

tand

ing

of th

e pr

oble

m

Obt

ain

your

clie

nt’s

vers

ion

of th

e st

ory

Det

erm

ine

your

clie

nt’s

goal

s!

9

ASS

ESS

YO

UR

CLI

EN

T’S

LEG

AL

CA

SE

Iden

tify

rele

vant

doc

umen

ts a

nd w

itnes

ses

Eva

luat

e cl

ient

as

a po

tent

ial w

itnes

s A

pply

the

law

to th

e cl

ient

’s ci

rcum

stan

ces

Eva

luat

e th

e ap

prop

riat

e sc

ope

of re

pres

enta

tion

10

CO

UN

SEL

CLI

EN

T Pr

ovid

e in

itial

lega

l ass

ista

nce

if pe

rmitt

ed

Ass

ista

nce

can

be in

form

atio

n, re

ferr

als,

adv

ice,

pro

se

hel

p, o

r ful

l rep

rese

ntat

ion

Pr

otec

t clie

nt fr

om e

ngag

ing

in d

amag

ing

beha

vior

ie

Fac

eboo

k po

sts,

mak

ing

part

ial r

ent p

aym

ents

, m

issi

ng s

tatu

te o

f lim

itatio

ns

H

ow b

est t

o ac

hiev

e th

ese

goal

s?

11

BA

SIC

IN

TER

VIE

W S

TRU

CTU

RE

1)

Intr

oduc

tion

2)

Iden

tify

the

Issu

e(s)

3)

Lear

n th

e C

lient

’s S

tory

4)

Eng

age

in F

act D

evel

opm

ent

5)P

rovi

de L

egal

Ass

ista

nce

6)C

oncl

ude

the

Inte

rvie

w

12

THE

INTE

RV

IEW

INTR

OD

UC

TIO

N

Bre

ak th

e ic

e an

d in

trod

uce

your

self

fully

R

evie

w c

itize

nshi

p fo

rm a

nd r

etai

ner

Exp

lain

wha

t will

hap

pen

duri

ng th

e in

terv

iew

(s

truc

ture

, sen

sitiv

e su

bjec

ts, t

ime

cons

trai

nts,

et

c)

Dis

cuss

conf

iden

tialit

y 13

IDE

NTI

FY T

HE

ISSU

E(S

) O

btai

n yo

ur c

lient

’s de

scri

ptio

n of

: Th

e pr

oble

m it

self

Thei

r go

als

or in

tend

ed o

utco

mes

R

ephr

ase

the

clie

nt’s

prob

lem

and

goa

ls to

co

nfir

m y

our

unde

rsta

ndin

g

14

LEA

RN

TH

E C

LIE

NT’

S ST

OR

Y

Prac

tice

activ

e lis

teni

ng

This

is th

e cl

ient

’s le

gal i

ssue

E

thic

al o

blig

atio

n to

def

er to

clie

nt in

term

s of

se

ttle

men

t dec

isio

ns a

nd m

ajor

cas

e de

cisi

ons

Take

not

es

15

EN

GA

GE

IN F

AC

T D

EV

ELO

PME

NT

Ask

who

, wha

t, w

hen,

whe

re, w

hy a

nd h

ow??

A

sk a

ppro

pria

tely

wor

ded

ques

tions

B

egin

with

ope

n qu

estio

ns

Nar

row

que

stio

ns to

dir

ect i

nter

view

and

elic

it re

leva

nt fa

cts

Use

lead

ing

ques

tions

to c

onfir

m fa

cts

Cul

l out

bad

fact

s Id

entif

y an

d co

py re

leva

nt d

ocum

ents

Ta

ke n

otes

, not

a tr

ansc

ript

ion

16

EV

ICTI

ON

DE

FEN

SE E

XAM

PLE

Law

A

land

lord

mus

t giv

e a

tena

nt n

otic

e to

qui

t (3

day

or 3

0 da

y no

tice)

bef

ore

filin

g an

evi

ctio

n

Inte

rvie

w

Clie

nt s

ays,

“Hel

p! I’

m g

ettin

g ev

icte

d!”

W

hat a

re s

ome

appr

opri

ate

follo

w u

p qu

esti

ons?

? 17

PRO

VID

E L

EG

AL

ASS

ISTA

NC

E

Hon

estly

ass

ess

your

clie

nt’s

lega

l cir

cum

stan

ces

Exp

lain

the

appl

icat

ion

of th

e la

w to

the

fact

s in

a

way

that

the

clie

nt ca

n un

ders

tand

D

escr

ibe

the

proc

edur

al p

roce

ss m

ovin

g fo

rwar

d If

kno

wn,

adv

ise

the

clie

nt a

s to

whe

re th

ey

stan

d, w

hat t

heir

opt

ions

are

and

wha

t we

can

do

for t

hem

18

EN

DIN

G T

HE

INTE

RV

IEW

C

onfir

m c

onta

ct in

form

atio

n O

utlin

e co

ncre

te n

ext s

teps

, exp

ecta

tions

of c

lient

Fo

llow

up

with

an

advi

ce le

tter

in w

ritin

g Le

t clie

nt k

now

whe

n th

e ne

xt c

onta

ct w

ill b

e If

in d

oubt

, ask

you

r sup

ervi

sor!

19

PRA

CTI

CE

INTE

RV

IEW

S R

evie

w s

ampl

es

Bre

ak o

ut in

to g

roup

s of

two

Thou

ghts

? In

sigh

ts?

How

was

the

expe

rien

ce?

20

THA

NK

YO

U!

JEFF

NIE

ZNA

NSK

I

585-

295-

5658

DE

IRD

RE

SHA

WIN

T 3

15-7

81-1

465

X102

7

ALA

N B

EN

ED

ICT

607-

273-

3667

X501

5

Thou

ghts

? Q

uest

ions

? Ta

keaw

ays?

21

Non-Negotiable Negotiating Skills Negotiating with the Adverse Side 1. Preparation

A. Gather information from client and 3rd parties B. Know the law C. Analyze your case- strengths, weaknesses, etc. D. Craft offers and counteroffers- get creative but know your limits E. Be as prepared as if you are going to be litigating the case

2. Approach

A. Be polite, respectful, calm B. Are you negotiating with an attorney or layperson? C. Do you need more info? Or just making an offer? D. Carrot, then stick approach E. Use, recognize, and respond to tactics

3. Ethics

A. What to disclose, what not to disclose- any legal obligation to reveal? i. Truthfulness in making statement of law or fact ii. Blocking or redirecting questions/statements to protect client

B. Communicating w/ represented or unrepresented parties i. Actual knowledge of representation, but may be inferred

C. Accepting/rejecting offers, taking it back to the client

4. Tips A. Listening skills, repeating offers/counteroffers for clarity B. Confidence C. Persistence- don’t escalate but rather explore interests D. Getting caught off guard- don’t lose your cool! E. Checklist of things to include in any agreement F. Get it in writing

Representing Clients in Negotiations 1. Know your client, know the case.

A. Facts that may seem extraneous will help you understand your client’s life and needs.

i. Example: In a housing case, the client’s job can be relevant. How? ii. Ask about client’s job / hours

B. Ask what your client wants to accomplish in the case.

2. Give your client advice. A. Advise your client honestly about your appraisal of the case B. Don’t be afraid to tell your client bad news – part of legal advice is letting the

client know where they stand, including the chances of success.

C. Express empathy, and explore alternatives if you do not believe you can accomplish what the client wants.

3. Get permission to explore settlement with the other side. A. Client always retains the right to decline to settle. You can often get a better

outcome with settlement than you can from a court. So let the client know how you expect a court to rule of the case does not settle.

B. Encourage the client to choose the course that gets the client closest to the client’s desired outcome.

C. In negotiations, usually advise your client to start with an aggressive offer, but explain that you think the other side will not agree.

D. The aggressive offer must still be reasonable or your opponent will likely disengage.

4. Proceed patiently. A. Keep your client’s goals in mind as you move forward. B. Every offer to or from your client goes through the client. C. Explain to your client the pros and cons of any offer and how to respond. D. Remember that the goal is to get the client the most favorable attainable

outcome. 5. Understand your client may not be happy.

A. Often in settlements, both sides are unhappy. This doesn’t mean that you didn’t do your job.

B. Let your client honestly know what you think of the outcome of the case or negotiation.

C. Be aware of any follow up / support that may be necessary.

Interviewing Techniques

Closed/Narrow questions

A closed or narrow question usually receives a single word or concise answer.

Best used when:Testing your understanding, or the other person'sConcluding a discussion

For example:"Do you live in California?" The answer is “yes" or "no"“How old are you?” The answer will be a specific number

Open Questions

An open question elicits longer answers. Most begin with: what, why, and how. An open question usually asks an individual about the following: her knowledge, opinion or feelings.

Best used when:Prompting the individual to speak more freelyFinding out more informationFinding out an individual’s opinion or concerns

For example:What happened to your car?Why did he leave early?How was the wedding?

Leading Questions

Leading questions influence an individual to answer in a particular way.

Best uses:To help make assumptionsEncourage agreementCreate associations or personal preference

For Example:“How enormous do you think the cake will be?”“This book is really boring, isn’t it?”“The restaurant is rated very high and everyone loves the food. Do you want to eat there?”