Ronayne Joins Plunkett Cooney’s Commercial Litigation Practice Group

DATE:  October 9, 2019
CONTACT:  John E. Cornwell (248) 901-4008

 

BLOOMFIELD HILLS, Mich. – October 9, 2019 – Former Michigan Supreme Court Judicial Law Clerk Louis F. Ronayne, III recently joined Plunkett Cooney’s Commercial Litigation Practice Group.

Ronayne, who previously served as judicial law clerk to Justice Brian K. Zahra, is a member of the Bloomfield Hills office of Plunkett Cooney – one of the Midwest’s oldest and most accomplished law firms.

“Louis is an outstanding attorney, and his background working for the state’s highest court will be invaluable in helping formulate legal arguments and in positioning cases for successful outcomes,” said Plunkett Cooney President & CEO Thomas P. Vincent.

Ronayne will assist clients in complex financial and business disputes and appeals. His litigation practice will include all aspects of commercial liability, including disputes arising under the Uniform Commercial Code.

A 2017 magna cum laude graduate of Michigan State University College of Law, Ronayne is the recipient of several academic honors, including the Walter E. Oberer Scholarship. He also served as executive editor of the law school’s Journal of Business  and Securities Law.

Ronayne received his undergraduate degree, cum laude, in 2014 from Adrian College. He is a licensed real estate professional in Michigan and a member of the State Bar of Michigan.

Plunkett Cooney’s Commercial Litigation Practice Group represents a broad range of clients in litigation, arbitration and other forms of alternative dispute resolution concerning matters that arise while conducting business. Practice group members have extensive experience in matters involving contract disputes, business torts, real estate disputes, business ownership conflicts, bankruptcy, antitrust claims, corporate compliance issues, tax and finance issues, commercial collections, commercial landlord tenant, civil RICO, ERISA, intellectual property claims and many other areas.

Established in 1913, Plunkett Cooney is a leading provider of business and litigation services to clients in the private and public sectors. The firm employs approximately 140 attorneys in eight Michigan cities, Chicago, Illinois; Columbus, Ohio; and Indianapolis, Indiana. Plunkett Cooney has achieved the highest rating (AV) awarded by Martindale-Hubbell, a leading, international directory of law firms. The firm was also selected by Crain’s Detroit Business as its inaugural Law Firm of the Year.

For more information about Louis F. Ronayne, III joining the Commercial Litigation Practice Group of Plunkett Cooney, contact the firm’s Director of Marketing and Business Development John Cornwell at (248) 901-4008; jcornwell@plunkettcooney.com.

American Society of Employers (ASE) Announces the Michigan HR Executives of the Year for 2019

Media Contact: Heather Nezich, ASE, 248.223.8040
hnezich@aseonline.org

 

Livonia, Mich. —October 3, 2019 — American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, is pleased to announce the honorees for its annual Michigan HR Executive of the Year for 2019.  Through a nomination process overseen by ASE, candidates are selected in four categories and recognized for their admirable work that distinguishes them in the field of Human Resource Management.  The 2019 winners are:

  • Kathleen (Kathie) Patterson, Chief Human Resources Officer, Ally Financial

(For-profit Organization – Large Employer)

  • Sara Van Wagoner, Vice President of Corporate Growth Strategies, Edcor

(For-profit Organization – Small Employer)

  • Laurita Thomas, Associate Vice President for Human Resources, University of Michigan

(Non-profit Organization – Large Employer)

  • Andrew McKinnon, Director, Human Resources and Labor Relations, Macomb County

(Non-profit Organization – Small Employer)

“The honorees continue to impress me each year, and this year is no exception.  The dedication to the HR profession is prevalent in each of the 2019 HR Executives of the Year,” stated Mary E. Corrado, ASE President & CEO.  “We look forward to celebrating their achievements at the Annual Summit on November 7th.”

The 2019 Michigan HR Executives of the Year will receive their awards at ASE’s 16th Annual Summit, which celebrates not only the honorees but also the pivotal role of the HR profession in Michigan’s business and non-profit communities. ASE will also celebrate and recognize its members that have been with ASE for 50+ years.

The ASE Annual Summit will be held Thursday, November 7th from 5:00 p.m. to 8:00 p.m. at the Detroit Athletic Club. The event will feature a keynote presentation by Ted Abernathy, Managing Partner at Economic Leadership, LLC, who will speak about 10 trends that will impact every employer in the future.  Ted has 38 years of experience in directing local and regional economic development and workforce development programs and later as CEO of a leading economic policy thinktank.

ASE’s 2019 Annual Summit is open to both ASE members and non-members. Tickets are $99 per person, $539 for groups of six, and $639 for groups of eight. The evening includes networking, cocktails, small plates, and dessert. To purchase tickets or for registration information, please call 248-223-8006 or visit the ASE website.

 

About the American Society of Employers (ASE) – a Centennial Organization

American Society of Employers (ASE) is a not-for-profit employer association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for HR information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

Top 4 Employee Background Check Practices

         

DATE: October 3, 2019
CONTACT:  Dan Klimek  (888) 817-8282

 

Identify Why Your Organization Needs to Conduct Background Checks

This is probably the easiest and most obvious question an employer can ask themselves.  If you are reading this, you are likely considering screening your applicants at a certain stage in the hiring process.  Every company goes through this at some point, no matter how large or small.  This is attributed to a number of things, not the least of which includes protecting your firm from a bad and costly hiring decision, the duty to protect current employees, the need to protect company data and resources, and the need to ensure the integrity of your candidates.  It is understandable in today’s day and age that anyone with employees would want to know about past behaviors that can lead to future problems.  Thankfully background screening has become commonplace for most employers.  Unfortunately, bad hires count on a number of employers who do not screen their hires and hire strictly on how they feel about an applicant, creating potential problems down the road.

What Do You Want to Know About Your Applicants?

I’ll bet if you are calling around to background check companies, you have never been asked this question in these terms.

If you stop to think; “what are we concerned about in our applicant’s background”, you will likely come up with the answer to this one.

What matters about an applicant’s background that would prevent you from making an offer?

For some industries, this question is easily answered by regulation specific to who can perform certain professional roles.  Your industry may have these types of guidelines in place, and if so, a qualified background screening company should be able to match you with the exact searches you need (in this case, skip to number 4!).  Most industries don’t have specific background check guidelines and therefore it is up to the employer (you) to identify what you want to know about an applicant before hiring them.  There are many options for employers to choose from; and so, to name a few of the most commonly requested searches, we have pasted this handy list below:

  • Criminal Convictions
    • Sex Offender History
  • County Level Criminal Convictions
  • Local Level Misdemeanor Convictions
  • Driving Records
  • Credit History
  • Identity Verification (Name, DOB, SSN and Prior Addresses)
  • Education Verification
  • Prior Employment Verification
  • Federal Court Records Search
  • Bankruptcy Court Search
  • Industry Specific Professional Licensing and Violations
  • US Terror Watchlist
  • Reference Interviews

Keeping in mind that this list is not all-inclusive and that there are many additional options available, it is important that along with having an idea of what you do want to know about an applicant, you should consider the information you may not want to know.  By this, we simply mean, what type of records are you willing to overlook on any applicant.  It is specific to note that this should be applied to any applicant to avoid hiring bias.  If there are records that would not prevent your firm from hiring someone, we can help steer you clear of searches that might reveal that information.  For example, if your applicant will never have access to a company car and has no job requirements to drive while employed, you may not select to see his or her driving record.  The same applies to credit history searches and bankruptcy records.  If these things would never disqualify someone from working for you, it may be best to leave those out of your background check.

Identify and Document the Information You Want to Know

Once you have a pretty good idea of what you do and don’t want to know about your applicants, it is a smart idea to document that list for a couple of reasons.  First off, you will want to have it handy when you do select a background screening company, so you can best articulate which searches you want to be included and which you don’t.  This brings up the topic of packages.

Clear and simple; if a background check company insists on a package of searches that they have pre-made; don’t buy.

This is your hiring process and you can decide what is to be included and what isn’t.  A qualified company may have suggestions based on experience or your local area, but at the end of the day, these searches are for people you will be hiring and working with.  Also, by documenting these searches and the criteria you will use to hire, you can help ensure compliance with anti-discrimination laws and create a fair and even hiring process that is applied across the board for applicants in equal roles.

Selecting a Qualified Background Check Company

What do we know so far?

  • Pre-made packages are not helpful for most employers, and background checks should be designed for each individual employer, with the specific details about what they want to know about an applicant.
  • There are a lot of search options available to an employer and consulting an expert can help.
  • You as the employer are in control of the information that goes into your background checks.
  • Compliance includes creating a background check that applies to all applicants for a specific role

What else makes for a qualified partner to screen your applicants?

Most importantly for any employer to know is that creating a compliant background check to deploy during your hiring process is a smart way to help reduce hiring risks.  This process is very commonplace and with a good background check firm to partner with, you can ensure that you are obtaining the very specific information that is important to your individual organization to know before you make hiring decisions.

Dan Klimek

Dan is a Background Investigator with Background Check Central, a specialized employee screening and corporate investigation agency with global reach, based in Metro-Detroit. For information about Background Check Central’s services or for a complete bio of our team, please visit www.BackgroundCheckCentral.com or call directly at 888-817-8282

Stanczyk Chairs International Product Liabilty, Complex Torts Practice Group

Plunkett Cooney

DATE:  October 1, 2019
CONTACT:  John E. Cornwell (248) 901-4008

 

Stanczyk_EnvBLOOMFIELD HILLS, Mich. – October 1, 2019 – Matthew J. Stanczyk, a partner of Plunkett Cooney – one of the Midwest’s oldest and most accomplished law firms – recently became Chair of ALFA International’s Product Liability & Complex Torts (PL&CT) Practice Group.

A member of the firm’s Board of Directors, Stanczyk assumed the PL&CT Chair position at the conclusion of the group’s seminar in Marana, Arizona on Sept. 25-27. His term will expire in the fall of 2021.

“I’m extremely proud that my ALFA colleagues have trusted me with this leadership position,” said Stanczyk, who is a member of Plunkett Cooney’s Detroit office. “We have an outstanding group that is focused on educating clients about these complex areas of litigation and to making a difference for the defense bar.”

The members of ALFA’s PL&CT Practice Group focus on the areas of general business counseling, litigation, mediation and arbitration, lobbying and legislation, product recalls and hearings, regulatory and licensing issues, warnings and labels, standards setting, public relations and media management, and trade association relations.

Founded in 1980, ALFA International is the premier network of independent law firms in the world with 150 member firms. ALFA’s 80 U.S. firms maintain offices in 95 of the 100 largest metropolitan areas, and the consortium’s 70 international firms are located throughout Europe, Asia, Australia/New Zealand, Africa, Canada, Mexico and South America.

In addition to his involvement in ALFA International, Stanczyk serves as co-leader of Plunkett Cooney’s Tort & Litigation Practice Group, which focuses on a range of litigation issues, including product liability, complex torts, general liability, retail liability and foodservice and hospitality law.

A 1986 graduate of University of Detroit Mercy School of Law and a 1983 graduate of the University of Michigan, Stanczyk is a member of numerous professional organizations, including the Detroit Bar Association, State Bar of Michigan (Negligence and Consumer Law sections), American Bar Association, DRI – The Voice of the Defense Bar, among others.

In addition, Stanczyk is the recipient of such professional honors as Martindale-Hubbell’s highest peer review rating-AV Preeminent™, the Michigan Super Lawyer designation for product liability and selection by Dbusiness magazine as a Top Lawyer in product liability.

Established in 1913, Plunkett Cooney is a leading provider of business and litigation services to clients in the private and public sectors. The firm employs approximately 140 attorneys in eight Michigan cities, Chicago, Illinois; Columbus, Ohio; and Indianapolis, Indiana. Plunkett Cooney has achieved the highest rating (AV) awarded by Martindale-Hubbell, a leading, international directory of law firms. The firm was also selected by Crain’s Detroit Business as its inaugural Law Firm of the Year.

For more information about Matthew Stanczyk as chair of ALFA International’s PL&CT Practice Group, contact the firm’s Director of Marketing and Business Development John Cornwell at (248) 901-4008; jcornwell@plunkettcooney.com.

Plunkett Cooney Attorneys Among Legal Publication’s ‘Rising Stars’

Plunkett Cooney

DATE: September 26, 2019
CONTACT: John Cornwell (248) 901-4008

 

Bloomfield Hills, MI — September 26, 2019 — In its annual review of the state’s top young attorneys, Michigan Super Lawyers magazine has awarded 10 lawyers from Plunkett Cooney, one of Michigan’s oldest law firms, its “Rising Star” honor.

Published by Thomson Reuters, Michigan Super Lawyers & Rising Stars compiles its annual list based upon a patented selection process that involves the creation of a candidate pool; evaluation of candidates by an in-house research department; and a peer evaluation process.

To be considered a Rising Star, candidates must be either 40 years old or younger or licensed to practice for 10 years or less. No more than 2.5 percent of eligible attorneys receive the “Rising Star” designation.

Below is a list of Plunkett Cooney attorneys who have received the 2019 Michigan Super Lawyer Rising Star designation:

Bloomfield Hills office members:

Detroit office member:

Established in 1913, Plunkett Cooney is a leading provider of business and litigation services to clients in the private and public sectors. The firm employs approximately 140 attorneys in eight Michigan cities, Chicago, Illinois, Columbus, Ohio and Indianapolis, Indiana. Plunkett Cooney has achieved the highest rating (AV) awarded by Martindale-Hubbell, a leading, international directory of law firms. The firm was also recently selected by Crain’s Detroit Business as its inaugural Law Firm of the Year and as one of its 2019 Cool Places to Work in Michigan.

For more information regarding Plunkett Cooney’s 2019 Michigan “Rising Stars,” contact the firm’s Practice Director of Marketing & Business Development John Cornwell, at (248) 901-4008; jcornwell@plunkettcooney.com.

American Society of Employers (ASE) Releases 2019 Severance Pay, Policy & Practices Survey Findings

DATE:  September 24, 2019
CONTACT:  Heather Nezich, Communications Manager, 248.223.8040, hnezich@aseonline.org

 

Livonia, Mich.  September 24, 2019 — American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2019 Severance Pay, Policy, & Practices Survey.  The survey, covering Michigan employers, examines formal and informal severance practices of Michigan employers.

Highlights of the survey include:

  • Just 18% of those surveyed maintain formal severance plans or policies governing severance arrangements.  More often, severance arrangements are determined on an ad hoc or case by case basis or are included in employment agreements.
  • The most common events that typically trigger severance is position elimination (78%), permanent layoff (56%), at-will termination (47%).
  • The most prevalent method for calculating severance for non-executive plans is years of service (80%).  A majority of those surveyed (57%) grant one week of pay per year of service, typically to a maximum of 24 weeks.
  • Severance benefits for executives is most often negotiated on an individual basis.
  • Half of those surveyed do not continue employee benefits during the severance period.
  • Fewer than half of those surveyed (46%) provide outplacement benefits to those affected by a reduction in force/layoff.  Of those that do, a majority (90%) use an outplacement firm to do so.

The ASE 2019 Severance Pay, Policy & Practices Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“Although it is not surprising to see so few companies maintain formal severance plans, we caution employers to be diligent about applying these benefits consistently. The benefit of offering severance or outplacement assistance to employees is the positive impact on the company reputation and employee brand,” stated Mary E. Corrado, ASE President & CEO.

Background information on the ASE 2019 Severance Pay, Policy, & Practices Survey:

  • 139 organizations from across Michigan participated.
  • Organizations with 500 or fewer Michigan employees made up nearly 85% of the survey sample, while organizations with 501 to 1,000 Michigan employees represented 6.5% of the sample. The remaining 8.6% of the sample comes from organizations with over 1,000 Michigan employees.
  • A variety of industries are represented, with Manufacturing organizations representing 65.5% of the survey sample.

To obtain copies of ASE’s 2019 Severance Pay, Policy, and Practices Survey, ASE members should visit their Dashboard on the ASE website or contact ASE’s Compensation and Benefits Surveys department at surveys@aseonline.org or 248.223.8051. These surveys are available at no cost to ASE members.  Non-members can purchase the report for $525.

Plunkett Cooney Attorneys Among Michigan ‘Super Lawyers’

DATE: September 19, 2019
CONTACT: John Cornwell (248) 901-4008

 

Bloomfield Hills, MI — September 19, 2019 — Michigan Super Lawyers magazine recently named 18 attorneys from Plunkett Cooney, one of the Midwest’s oldest and largest law firms, to its 2019 list of “Super Lawyers.”

For the thirteenth consecutive year, Plunkett Cooney appellate attorney Mary Massaron has received special recognition by the magazine with its inclusion of her among the state’s top 50 women lawyers. Massaron is one of the firm’s most experienced appellate attorneys and serves as co-leader of Plunkett Cooney’s Class Action & Mass Tort Practice Group.

Below is a list of Plunkett Cooney’s partners who have received the 2019 Michigan Super Lawyer designation:

Plunkett Cooney’s Bloomfield Hills office members:

Plunkett Cooney’s Detroit office members:

Plunkett Cooney’s East Lansing office members:

 Plunkett Cooney’s Flint office members:

Plunkett Cooney’s Petoskey office members:

Super Lawyers features a patented selection process involving three steps: (1) creation of a candidate pool; (2) evaluation of candidates by the research department; and (3) peer evaluation by practice area. Those named to the annual list represent only five percent of the state’s licensed practitioners.

Established in 1913, Plunkett Cooney is a leading provider of business and litigation services to clients in the private and public sectors. The firm employs approximately 140 attorneys in eight Michigan cities, Chicago, Illinois, Columbus, Ohio and Indianapolis, Indiana. Plunkett Cooney has achieved the highest rating (AV) awarded by Martindale-Hubbell, a leading, international directory of law firms. The firm was also selected by Crain’s Detroit Business as its inaugural Law Firm of the Year and as one of its 2019 Cool Places to Work in Michigan.

Super Lawyers Academic and Professional Affiliation 2019

For more information about Plunkett Cooney’s 2019 Michigan Super Lawyers,” contact the firm’s Director of Marketing & Business Development John Cornwell at (248) 901-4008; jcornwell@plunkettcooney.com.

Who Gets Fired when the Employee Background Check was Deficient?

         

DATE: September 16, 2019
CONTACT:  Paul Dank  (888) 817-8282

 

So before we get the answer to the big question, lets preface it with some realities about how most employers treat the employee background check process. This should help to get the stage set properly for you to answer from an informed standpoint.

Fact #1. Unfortunately, many employers and HR professional really don’t really know what makes for a good employee background check or a bad one.

Usually they know that you need a signed release from the employee to run a credit check on them and usually know that you can only look back so many years on criminal convictions. After that, things tend to get fuzzy quickly. The really disappointing part of that knowledge gap is that the employee background check providers are excellent at making up unique names for their special variation of each search. They create “national” or “nationwide” searches (note many ** appear next to these) or they create “levels” and packages that provide generalized descriptions of what they include, but what is essential to remember is that all you are really getting from them is their disclaimer. It will say very clearly that they are not guaranteeing that they will find all records for your applicant and that the results are based on those places they choose to look. Meaning, if they don’t look in all the places where a certain type of record can be found, they can report that the applicant is all clear, and you go and hire them! Talk about having the fox guard the henhouse. Quite naturally, what they then do is go with the least expensive possible automated search that they can find and provide that to you, while trying to keep a straight face. All they must do is keep you in the dark as to the limitations of their search and if something goes wrong, it’s not their problem, see their disclaimer!

Fact #2. Despite the fact that there are many automated, web-based employee background check sites available to choose from, an instant, automated employee background check is not the same as a real employee background check.

The truth is, although many more of the records that go into an employee background check are being automated, the majority of those records are still not available for instant search. Further, and maybe more importantly, is that many, many records don’t automatically connect to the applicant. Not every record contains a full name, address, date of birth and the like. A real researcher might be needed to check and verify things, so instant and automated isn’t an option when accuracy and a search of the right record sets matters. This is particularly true for people with common names living in densely populated areas. (Imagine searching for Mike Jones in Cook County Illinois.) So, as much as we want to say that software, or AI-enabled searches alone will give you a true and complete employee background check, it won’t. Check back in 20 years.

Fact #3. If you’re a small or mid-sized business who doesn’t hire that often, the vast majority of employee screening vendors truly don’t care about you. They care about the big employers.

In the employee background check industry, size matters most to the employee screeners. As much as they might say that the want your business, they really want bulk orders and the searches to be simple (and preferably free!). The name of the game is bulk for them. They usually want as much business as possible and to be able to create ways to come up with cheap pricing to attract more clients who don’t really understand what should go into an employee background check. Growth is what matters, not protecting you. They don’t want to pay staff for you to call, and when you get someone on the phone about an issue or question, that person has never seen the background check your calling about. In the end, they would truly prefer that you don’t call unless you’re spending tens of thousands of dollars each month.

Now comes the big question lead up. The employee background check was deficient and the person who looked like a good apple turned out to be a bad apple. Not only was time and money wasted with on-boarding them, but after completing training, this employee failed to do important things, did other important things wrong, stirred up a number of co-workers and hurt morale, finally costing the company a big client. All while simultaneously drawing in a liability law suit against the company. The really bad news is that a real employee background check, not the one used during hiring, turned up a number of red flags that would not have allowed that person to be hired in the first place, and those red flags were very predictive of the behavior you just encountered first hand.

So does the HR professional get fired because they are supposed to know what a real employee background check should be comprised of? Is it the controller or CFO who decided that an employee background check shouldn’t cost more than $30.00 and capped what could be spent on the service? Is it the owner who, knowing very little about HR or the employee background check process, who said that the labor market is tight, so as long as they aren’t a felon, hire them if they interview ok?

Paul Dank, PCI, CFE

Paul is the President of Background Check Central, a specialized employee screening and corporate investigation agency with global reach, based in Metro-Detroit. For information about Paul’s services, please visit http://www.BackgroundCheckCentral.com or call him directly at 888-817-8282

Plunkett Cooney Attorneys Among 2020 ‘Best Lawyers in America’

DATE: August 30, 2019
CONTACT: John Cornwell (248) 901-4008

 

Bloomfield Hills, MI — August 30, 2019 — Twenty five Plunkett Cooney attorneys were recently selected by their peers for inclusion in the 2020 edition of The Best Lawyers in America®.

First published in 1983, Best Lawyers is based on an exhaustive peer-review survey in which lawyers within their own geographic region nominate their peers. These lawyers are not allowed to select nominees from the same area(s) in which they practice. Inclusion in Best Lawyers (Copyright 2018 by Woodward/White, Inc., of Aiken, SC) is considered a singular honor because lawyers are not required or allowed to pay a fee to be selected.

In addition to inclusion on the list this year, David K. Otis (Lansing, Michigan) received the “Lawyer of the Year” honor from Best Lawyers, a designation awarded to only a single attorney in each practice area in each community, in the area of Municipal Litigation.

Below is the complete list of Plunkett Cooney attorneys who have received the 2020 Best Lawyers designation:

Plunkett Cooney’s Bloomfield Hills, Michigan Best Lawyers:

  • Michael P. Ashcraft (partner) – Legal Malpractice Law. Ashcraft has the distinction of being named to the Best Lawyers list for over 10 years.
  • Douglas C. Bernstein (partner) – Bankruptcy and Creditor Debtor Rights / Insolvency and Reorganization Law / Mortgage Banking Foreclosure Law / Real Estate Law
  • William D. Booth (of counsel) – Personal Injury Litigation. Booth has the distinction of being named to the Best Lawyers list for over 30 years.
  • Charles W. Browning (partner) – Insurance Law. Browning has the distinction of being named to the Best Lawyers list for over 10 years.
  • Lawrence R. Donaldson (of counsel) – Professional Malpractice Law
  • Michael A. Fleming (partner) – Bankruptcy and Creditor Debtor Rights / Insolvency and Reorganization Law
  • Jeffrey C. Gerish (partner) – Appellate Law
  • Robert G. Kamenec (partner) – Appellate Practice. Kamenec has the distinction of being named to the Best Lawyers list for over 10 years.
  • Mark S. Kopson (partner) – Health Care Law
  • David A. Lerner (partner) – Bankruptcy and Creditor Debtor Rights / Insolvency and Reorganization Law
  • Mary Massaron (partner) – Appellate Law. Massaron has the distinction of being named to the Best Lawyers list for over 10 years.
  • Saulius K. Mikalonis (senior attorney) – Environmental Law
  • Kenneth C. Newa (partner) – Insurance Law
  • Scott H. Sirich (partner) – Construction Law and LitigationThomas P. Vincent (President & CEO) – Commercial Litigation

Plunkett Cooney’s Columbus, Ohio Best Lawyers:

  • Amelia A. Bower (partner) – Real Estate Litigation
  • Daniel J. Hurley (senior attorney) – Insurance Law and Personal Injury Litigation

Plunkett Cooney’s Detroit, Michigan Best Lawyers:

  • Jennifer Andreou (partner) – Medical Malpractice Law
  • Laurel F. McGiffert (partner) – Medical Malpractice Law
  • Claudia D. Orr (senior attorney) – Employment Law, Labor and Employment Litigation
  • Stanley A. Prokop (of counsel) – Insurance Law
  • Mary Catherine Rentz (partner) – Insurance Law

Plunkett Cooney’s East Lansing, Michigan Best Lawyer:

  • David K. Otis (partner) – Municipal Litigation and Law. Otis has the distinction of being named to the Best Lawyers list for over 10 years.

Plunkett Cooney’s Kalamazoo, Michigan Best Lawyer:

  • Michael S. Bogren (partner) – Municipal Law and Litigation. Bogren has the distinction of being named to the Best Lawyers list for over 10 years.

Plunkett Cooney’s Petoskey, Michigan Best Lawyer:

  • Jerome A. Galante (partner) – Personal Injury Litigation. Galante has the distinction of being named to the Best Lawyers list for over 10 years.

Established in 1913, Plunkett Cooney is a leading provider of business and litigation services to clients in the private and public sectors. The firm employs approximately 140 attorneys in eight Michigan cities, Chicago, Illinois, Columbus, Ohio and Indianapolis, Indiana. Plunkett Cooney has achieved the highest rating (AV) awarded by Martindale-Hubbell, a leading, international directory of law firms. The firm was also recently selected by Crain’s Detroit Business as its inaugural Law Firm of the Year and as a Cool Place to Work!

Best Lawyers Academic Professional Affiliations 2019 (for 2020 List)

For more information about Plunkett Cooney’s 2020 “Best Lawyers in America,” contact the firm’s Director of Marketing and Business Development John Cornwell at (248) 901-4008; jcornwell@plunkettcooney.com.

Plunkett Cooney ranks among Michigan’s ‘Cool Places to Work!’

FOR IMMEDIATE RELEASE
DATE:  August 27, 2019
CONTACT:  John E. Cornwell (248) 901-4008

 

BLOOMFIELD HILLS, Mich. – August 27, 2019 – Plunkett Cooney, one of the oldest and largest law firms in the Midwest, was recently named by Crain’s Detroit Business as one of its 2019 Cool Places to Work in Michigan.

This is the firm’s first appearance on the annual Crain’s list, which recognizes the state’s top 100 coolest workplaces based on such factors as employee satisfaction, employee benefits, company policies and more. Plunkett Cooney’s President & CEO Thomas P. Vincent said landing on the list is, well… pretty cool.

“We’re really excited to be selected by Crain’s as a Cool Place to Work,” Vincent said.  “We work hard for our clients, but it’s important to take time out to have some fun too. Our management team is focused on making the firm the kind of place where people want to spend their careers.”

The Cool Places to Work program includes a two-part evaluation process consisting of company and employee surveys. The combined scores determine the top companies and final rankings. Best Companies Group, a research firm for more than 70 Best Places to Work programs worldwide, manages the Cool Places process for Crain’s, including analysis of the survey data.

Plunkett Cooney maintains a firm wide “Great Place to Work” program to enhance the work experience for all employees. This program goes beyond compensation and the traditional benefits packages offered by most companies. The program includes opportunities for continuing education, special events, employee convenience services, diversity recruitment and retention, mentoring, wellness programs and much more.

Plunkett Cooney has also been recognized by other organizations for its ongoing efforts to create a better workplace, including the Detroit Free Press, which previously named the firm to its list of “Top Places to Work” and the Michigan Business & Professional Association, which named the firm one of its “101 Best & Brightest Places to Work For.”

Established in 1913, Plunkett Cooney is a leading provider of business and litigation services to clients in the private and public sectors. The firm employs approximately 140 attorneys in eight Michigan cities, Chicago, Illinois, Columbus, Ohio and Indianapolis, Indiana. Plunkett Cooney has achieved the highest rating (AV) awarded by Martindale-Hubbell, a leading, international directory of law firms. The firm was also recently selected by Crain’s Detroit Business as its inaugural Law Firm of the Year.

For more information about Plunkett Cooney’s Cool Place to Work designation, contact the firm’s Director of Marketing and Business Development John Cornwell at (248) 901-4008; jcornwell@plunkettcooney.com.