Inside 2Q2010 2...Strategic Planning for Law Departments: Top Ten Nuggets from the Knowledgeable 4...How (and When) Health Reform Will Affect Employers 6...Chapter Photos 8...Upcoming Programs 8...ACC News 8...Welcome New Members focus President’s Message Ken Christman

Spring – at last! Sarowitz, Zeris, Ledva & ACC Docket Over the past few weeks, residents Meyers LLP. Their topic In addition to our local of Western Pennsylvania have finally was “Proportionality: CLE programs, one of seen the first welcome signs of Spring. How to Control the Costs the benefits of chapter Temperatures are rising, the days are of E-Discovery.” While membership is our getting longer and the snow has finally members were attend- national magazine, the melted. For most of us, the winter was ing the program, their ACC Docket. It is avail- challenging, to say the least. It included families and guests were able in both printed record snowfalls, extensive power given the opportunity to form and online. Each outages, hazardous driving conditions, tour Roboworld™ — the monthly issue contains school closings and two-hour delays, world’s largest and most comprehen- a variety of articles of interest to in- and numerous other cancellations and sive robotics exhibit. Among other house counsel. postponements. For the first time in things, visitors could test their skills recent memory, we had to postpone by playing air hockey with a robot. The March issue, for example, contains one of our CLE programs due to After the conclusion of the program, an article which was co-authored by inclement weather. members and their guests were treated Larry Silverman, general counsel for to a special presentation in the Buhl the Pirates, on “How You Chapter CLE Programs Planetarium entitled the “Skies over Can Safety Use Social Media with We are nearing the end of our first pro- Pittsburgh.” Employees.” Among other things, it gram year that featured a new format discussed the importance of having a — more CLE programs at different There is one remaining CLE pro- carefully-crafted corporate policy on times and locations. This was intended gram before the traditional sum- social networking by employees using to better meet the varying needs of mer break. On June 8, our luncheon company computers. It also listed a our members, especially those whose program will feature a presentation by number of points that such policies offices are not located in the downtown Meyer, Unkovic & Scott LLP entitled should include. area. Judging from the attendance “Drafting Effective Dispute Resolution at these programs, the new format Agreements for International ACC Annual Meeting appears to be a success. Commercial Transactions.” The speak- Another benefit of ACC membership ers will be Russell J. Ober, Jr., and is the opportunity to attend the Annual In March, for example, we held an Patricia L. Dodge. Meeting (am.acc.com). This year’s evening, cocktail-hour program at Annual Meeting will be held in San the Carnegie Science Center. The This program promises to be interest- Antonio, Texas, Oct. 24–27. In addi- presenters were Peter Mansmann of ing and informative. I encourage you tion to offering unparalleled oppor- Precise Inc. Litigation Technologies to attend. tunities for networking, the meeting and Jennifer Keadle Mason of Mintzer, provides a wide assortment of CLE continued on page  Strategic Planning for Law Departments: Top Ten Nuggets from the Knowledgeable Frederick J. Krebs, President of ACC, Deborah M. House, former Vice President & Deputy General Counsel, ACC

In these days of extreme competition and value statements, identifies strategic issues, plan to facilitate communication and corporate belt cinching, chief legal officers, progresses to the development of strategic alignment. like other heads of corporate business goals and objectives, and finally to the cre- units, are increasingly being asked to ation and implementation of an action plan And make sure you have the right people at engage in the corporation’s strategic plan- to meet the identified objectives. While the table when you do your internal depart- ning process. The corporation’s business the process should not be tortuous or any ment planning. You should involve appro- goals, and the internal departmental goal element belabored—it does require some priate staff in your planning process. And of providing the best and most economical important work that should not be avoided. once you develop the goals, objectives and legal services possible drive this process. Perhaps most importantly, you should action plans make sure that all staff gener- understand the end goal and what you ally understand the where, why, how, what, We recently interviewed nine current or need to achieve. As one CLO put it: “plan and when that underlie those plans, and former chief legal officers based in Europe, from the future backward” and another align their goals and activities appropriately. Canada and the US, from a wide variety of said simply: “think before you plan!” Note too that outside counsel may be appro- industries to gain their insight into the law priate participants in this process especially department strategic planning process. We 3. Align with and participate in if you anticipate they will be important gleaned the following nuggets of wisdom the company’s (client’s) strategic participants in achieving your goals. from their planning experiences. planning. While the level of sophistication of strate- 4. The right horse for your 1. One size does not fit all. gic planning may vary from company to course. Your strategic planning process should company, as a general matter our business While we hesitate to compare in-house take into account that the needs of com- partners are ahead of us in the strategic counsel (as one of our interviewees did) to panies/organizations (clients) will differ planning department. This fact can be used equines, the underlying analysis attached significantly and will constantly be subject to the distinct advantage of the legal depart- to this phrase makes a good point. Your to change. As a result, what they need and ment because aligning with the corporate best attorney may not be the best attorney what you do will vary greatly. For example, goals facilitates the creation of the strategic for the jobs required by your strategic if a company is in an aggressive acquisition plan for the legal department (to say noth- planning. It does not mean existing staff is mode, or implementing a new brand, or ing of enhancing counsel-client relation- not competent. Rather, consider this--even downsizing—all of those needs will drive ships). For example, if the client determines a Kentucky Derby winner is not going the legal department’s plan. The strategic that one of its goals is to invest in a new to perform well in the Grand National plan for the legal department should also foreign market, that goal will direct the Steeplechase or as a performing Lipizzaner take into consideration the history/status/ legal department’s plan as it determines Stallion. As corporate goals and legal structure of the department (what it is and how it will support that endeavor. department goals change, you must con- what it should be) and how that will affect stantly reassess your department. Do you the delivery of legal services. It is important to stress, however, that have access to the right skills sets to get the legal department’s strategic planning the job done and if not, how will you get Creation of the strategic plan also pro- should not be simply a reactive endeavor. them? Perhaps you need more generalists vides a valuable opportunity for in-house Rather, it is vital that the legal department and fewer specialists or vice versa given counsel to not only respond to their secure a chair at the table of the corpo- new corporate needs. And do not limit clients’ needs, but to be pro-active as well. rate planning process and contribute to this evaluation just to in-house counsel; it Moreover, client input can help determine that process. For example, if the client’s applies to outside counsel as well. how in-house counsel respond to client strategic goal is to move into a new for- needs (e.g., how important legal news eign market that is subject to a legal and 5. Understand your client’s should be communicated). It can also be regulatory framework that makes outside business. used to manage client expectations. investment very difficult—that fact needs This cannot be said often enough as it to be brought to the attention of the client applies to everything that you do. If you 2. There is no substitute for during the strategic planning process- not do not understand how the business works careful thinking and planning. afterwards. That will not happen unless then you cannot help your client go where Although approaches may vary, traditional counsel is at the table. On a more mun- it needs to go; you cannot be a true busi- strategic planning contemplates a progres- dane note, several CLOs noted that the ness partner. And this applies from start sive analysis and undertaking that typically department’s plan should be written in to finish, including how your client makes starts with the creation of clear mission and the same style and format as the company money, the business climate in which it continued on page 

 Western Pennsylvania Chapter FOCUS 2Q10 continued from page  to demonstrate this. At the bottom of the 10. Strategic planning can be operates, and the legal and business risks pyramid is data, the next layer up is facts, more than strategic planning. that it faces. the next ascending layer is knowledge, and Use the planning process to achieve other the pinnacle component is wisdom. Data goals. For example, one CLO saw it as a For example, say your client engages in a may come in many forms—crunching of great tool for team building. It might also particular type of transaction that by sheer numbers from outside counsel, numbers present a chance for an attorney to step out numbers is profitable for the company, but relating to transactions provided by clients, of his/her comfort zone and act as a leader on an individual basis runs on tight mar- estimated hours to accomplish projects, where they otherwise might not have such gins. In your strategic planning you will timelines, client surveys, legal spend inside an opportunity. Finally, it can be a way to need to provide legal services that match and out as well as the number and types of direct and implement change in a manner those characteristics (e.g., by securing one lawsuits. Collect the data and then use it in that allows staff to understand the reasons, outside law firm to do all of the transac- the strategic planning process. and gives them an opportunity to climb tions, but at a below market fixed price aboard or remain behind. that would not be profitable for several 8. Culture matters. firms splitting the business.) If you did Strategic planning cannot be conducted Additional Resources not understand how the business operates in a vacuum. The existing culture of the Strategic Planning for In-house Counsel your analysis about how to provide legal company—or perhaps the absence of an (ACC InfoPAK) services may be faulty. appropriate culture—must be taken into http://www.acc.com/resource/v6813 consideration. For example, if the culture 6. The bottom-line counts. of the company is to marginalize lawyers Law Department Management (ACC As a general matter, lawyers have a bad or to view them as obstacles—that fact InfoPAK) reputation as budget planners who tradi- should be taken into consideration in stra- http://www.acc.com/resource/v6014 tionally argue that you cannot predict or tegic planning. In fact, part of the strategic control legal costs, especially litigation. In planning in such an instance may be to Leadership Training for Attorney today’s business environment many (if not establish an action plan to turn this culture Managers: If You Lead, Will They Follow? most) clients do not tolerate this position. around since the ability of the legal depart- (ACC Docket Article) Good legal department strategic planning ment to be effective is going to be directly http://www.acc.com/resource/v8492 requires good budget planning. Part of this affected by such a culture. Similarly, if the process requires understanding how you culture of the company is that business Triple Time: Three Hot Ideas for spend your legal dollars and determin- units work in competitive silos, and the Improving In-House Law Departments ing whether you spend them in the right goals of the company contemplate mainte- (ACC Docket Article) places. For example, you may find that nance of the status quo, that also must be http://www.acc.com/resource/v7172 others may handle the work done by your taken into consideration in planning and lawyers more cheaply and more effectively, providing legal services. Metrics to Creating & Fostering a such as paralegals or even clients with the Successful Law Department right training and support. In other cases 9. Do not overanalyze. (Program Material) you might pinpoint areas of high risk and The traditional strategic planning process http://www.acc.com/resource/v8441 greater need for legal services. contemplates a certain analysis. However beware of getting bogged down in the A View from the Top: CEOs Forecast Data from past activities will be useful in details. For example, do not torture Their Vision & Plans for In-house Counsel making this analysis. One CLO said he yourself over whether something is an (Program Material) intended to develop a metric based on “the objective or a goal or whether your mis- http://www.acc.com/resource/v5586 cost of failure” with failure being defined sion or values statement is perfect. Avoid as anytime the company gets into a dis- a never-ending search for the appropriate In-house Counsel Legal Department pute where the company paid more than data that may not exist or overspend your Ethical and Professional Conduct Manual: originally obligated including for legal energies on compiling it. Dive in and get Chapter One: Legal Department Mission/ services, settlements or because of contract started with your planning and recognize Vision/Value/Roles/Goals disputes, or even to address employee your first time through the process may (Quick Reference) disgruntlement. Lawyers do not like to not be perfect. You can always start creat- http://www.acc.com/resource/v8413 project and adhere to proposed expendi- ing the data you now know you need; do tures—but it can be done. not spend time bemoaning the fact that it Performance Improvement Plan doesn’t exist currently. Moreover, the stra- (Sample Policy) 7. You are what you track; get tegic planning process is not stagnant. You http://www.acc.com/resource/v7196 the data, analyze, and apply it. will have plenty of time to correct course The importance of securing and apply- as you move forward, and in fact should Managing to Motivate and Maximize ing the appropriate metrics cannot be do so regularly. Productivity in the Law Department underestimated. One of our interviewees (Webcast Transcript) noted he works off a pyramid structure http://www.acc.com/resource/v7606

 How (and When) Health Reform Will Affect Employers By William H. Maruca1

Now that health reform has finally insurance coverage of its employees, but • No pre-existing condition exclusions arrived, what will it mean to employers? not more than the average premium for will be permitted for children under age The Patient Protection and Affordable the applicable small group market in 19. PPACA §§1201, 10103 Care Act (PPACA) was signed on March the employer’s state as determined by • Non-grandfathered plans must provide 23, 2010 and is now law. Much of the Act the Department of Health and Human preventative care (such as immuniza- was targeted toward making insurance Services (HHS). The maximum credit tions and preventative screenings) on a available to those who need to purchase is available to employers with 10 or first-dollar basis (no co-pays or deduct- it directly. Other portions impose new fewer employees with average compen- ibles). PPACA §1001 restrictions on insurance carriers. But sation of $25,000 or less. PPACA §1513, • Non-grandfathered plans must cover many employers and the health plans they 10106; HCEARA §1003 emergency services without prior sponsor will also be subject to a variety • As of March 23, 2010, all employers authorization and at in-network benefit of incentives, restrictions, mandates and must provide break time and an appro- levels. PPACA §10101 penalties intended to expand and improve priate location for nursing mothers to • The controversial practice of “rescis- coverage for their employees. Over the express milk for children up to one year sion” is limited — Coverage cannot be coming months and years, as regulations of age. Such break time is not required cancelled except for fraud or intentional emerge, the Act will have wide-ranging to be paid time. PPACA §4207 misrepresentation. Anecdotally, some impact on employers and benefit plan • Effective on June 21, 2010, employers insurers were alleged to have engaged in sponsors. are prohibited from encouraging indi- detailed “scrubbing” of applications for viduals to elect the newly-offered high- minor errors or omissions as the basis The following is a quick reference guide risk pool coverage instead of employer for cancelling coverage, particularly for to the most significant provisions relevant plans. HHS is also required to create a patients who experienced costly claims. to employers in the order in which they program to reimburse employer plans PPACA §1001; HCEARA §2301 become effective. for certain medical expenses incurred • All non-grandfathered plans must allow by early retirees ages 55-64. PPACA employees to select their own primary Note that some provisions are delayed for §1102 care doctor and cannot require that a so-called “grandfathered plans,” defined woman receive permission before see- as group health plans or health insur- Plan Years Beginning on or After ing an OB/GYN. This is already the law ance coverage arrangements in which an September 23, 2010: for managed care plans in Pennsylvania individual was enrolled on the date the law • Health plans which offer dependent under Act 68. PPACA §10101 was enacted. coverage must offer such coverage though age 26. Grandfathered plans 2011 Immediate impact: are not required to cover adult children • As of January 1, 2011, over-the-counter • Small employers who have fewer than through age 26 if the dependent is medications will no longer be eligible 25 full-time employees with aver- eligible for other employer-sponsored for reimbursements under health age annual compensation levels not coverage. Note that there is no obliga- Flexible Spending Accounts (FSAs), exceeding $50,000 per FTE (full-time tion to offer any dependent coverage, Health Savings Accounts (HSAs) or employee) may claim a tax credit for up nor are there any details about how a Medical Savings Accounts (MSAs) with- to a portion of their employee health plan may classify a subscriber’s child as out a prescription. PPACA §9003 care coverage expenses. The credit is a “dependent,” other than to prohibit • Adults with pre-existing conditions will phased out based on employer size and age caps lower than 26. PPACA §1001 be eligible to join a temporary high- employee compensation. This credit is • Lifetime limits on health benefits will risk pool, which will be superseded by effective for tax years beginning after not longer be permitted, excepting health care exchanges once they are December 31, 2009. The credit is equal specific non-essential benefits. PPACA established in 2014. to 35% of the total nonelective contribu- §10101 • In 2011, employers with more than 200 tions made by the employer for pay- • Health plans (other than grandfathered full-time employees must automatically ment of premiums for qualified health plans) must implement an approved enroll eligible employees in their health internal and external appeals process. plans, or provide notice of opt-out . William H. Maruca, Esquire is a partner PPACA §10101 options. This requirement is subject to with Fox Rothschild LLP who concentrates his • The Act extends IRC §105(h) non- the issuance of Department of Labor practice in healthcare. He can be reached at [email protected] discrimination requirements to non- regulations. . H.R. 3590, Pub. L. No. 111-148, as amended grandfathered insured plans. PPACA by the Health Care and Education Affordability §10101 2012 – 2013: Reconciliation Act (HCEARA) of 2010, H.R. • By March 23, 2012, non-grandfathered 4872, Pub. L. No. 111-152 on March 30, 2010. health plans must report whether plan

continued on page   Western Pennsylvania Chapter FOCUS 2Q10 continued from page  get credits). The credits can be applied • Annual reports to the IRS and par- satisfies quality of care measurements toward purchase of coverage through an ticipants regarding minimum essential to be developed by the Department of exchange. The effect is to incentivize, coverage including the amount paid Health and Human Services. PPACA but not require, employers to provide a by employer will be required. PPACA §1001 minimum level of affordable coverage to §§1514, 10106, and 10108 • By March 23, 2012, notices of mate- employees who do not have the oppor- • Employers with an average of 100 or rial modifications must be distributed tunity to join other employer-based fewer employees will be allowed to pur- to plan beneficiaries within 60 days of group plans, such as through a spouse’s chase insurance through the exchanges. changes; plans must provide an HHS- employer. Employers whose credit-eli- States can treat employers with 50 approved summary prior to enrollment. gible employees get non-exchange based or fewer employees as small for plan PPACA §2715 coverage elsewhere will not be penal- years beginning before 2016. PPACA • As of January 1, 2013: Health FSA ized. PPACA §1513, 10106 HCEARA §§11304(b) and 1312(f) contributions will be limited to $2,500; Sec. 1003 the employee compensation deduction January 1, 2017 under IRC Section 162(m) is capped The monthly penalties start at the num- Large employers (with at least 101 employ- at $500,000 for certain health insur- ber of full-time employees in excess of ees) will be allowed to buy coverage ance providers; the tax deduction for 30 employees who get premium credits through exchanges. PPACA §§ 1304(b) Medicare Part D plans is eliminated. multiplied by 1/12 of $2,000 for any and 1312(f). PPACA §§ 9005, 10902; HCEARA applicable month. A premium adjust- §1003 ment index applies after 2014. Large January 1, 2018 • By March 1, 2013, employers must employers can have up to 30 employees The “Cadillac Tax,” a 40% excise tax on notify employees of their coverage claiming credits without penalty. high-end coverage valued in excess of options, including exchanges and thresholds to be established, will begin to the possibility of subsidy assistance. The penalty may be avoided if the apply. PPACA §9001; HCEARA §1401 PPACA §1512 employer offers a “free choice voucher” to qualified employees equal to the The Devil is in the Details January 1, 2014: amount the employer would have paid The two laws that comprise the health • The year 2014 is when the teeth of the for individual or family coverage, as reform package total 961 pages of small Act start to bite. An assessable pay- elected by employee. print, but that’s just the tip of the ice- ment, sometimes called the “Free-Rider • State-based Health Benefit Exchanges berg. Administrative agencies including Penalty,” may apply to employers who will replace the temporary High Risk the Department of Health and Human had at least 50 full-time employees Pool; qualifying individuals will be Services, the Centers for Medicare and during the preceding calendar year. eligible for credits that can be used Medicaid Services, the Department of “Full-time employees” are defined as to purchase insurance through the Labor, the Government Accountability those working 30 or more hours per exchanges. §1311. Office, and various state agencies will need week, excluding full-time seasonal • No pre-existing condition exclusions to implement these changes by issuing employees who work for less than 120 may be imposed on any participant. regulations and policies. Such regulatory days during the year. The payment will PPACA §§1201, 10103 efforts often take years after legislation is only be assessed if at least one full-time • Waiting periods cannot exceed 90 days. passed. In the meantime, midterm elec- employee obtains coverage through one PPACA §1201; HCEARA §2301 tions may shift the balance of power in of the new exchanges and receives a pre- • The tax credits for certain small employ- Congress and further legislative tinkering mium credit. Those credits will be made ers increase up to 50% of the premium is possible, although outright repeal is available to individuals who are not costs. PPACA §1421, 10105 unlikely. Make no mistake: change is com- offered employer-sponsored coverage • No annual claims limits in health plans ing, and some changes are already here. and who are not eligible for Medicaid except for specific covered benefits or other programs. To be eligible, the that are no “essential health benefits” individuals must have income between PPACA §10101; HCEARA § 2301 138% and 400% of the federal poverty • Annual out-of-pocket maximums level. (Employees who are offered limited for HSA-compatible High employer-based coverage at premiums Deductible Health Plans (HDHPs) to that exceed 9.5% of their household $2,000 single coverage/$4,000 family income, or with the employer picking coverage. PPACA §1302 up less than 60% of the cost, may also

 Chapter Photos

International Connection: On April 6, 2010, the chapter co-hosted with Leech Tishman Fuscaldo & Lampl LLC, a CLE lunch program entitled “Mergers & Acquisitions: The International Deal,” in the newly opened Farimont Hotel in Downtown Pittsburgh. Feature speakers included (l-r) Douglas L. Rabuzzi; Jon E. Evans; Ann C. Bertino; David V. Weicht; and Wesley Yang.

Annual Board of Directors Retreat: The Board of Directors held their annual planning and strategic meeting at the offices of on January 1, 2010. Pictured (l-r): Ken Christman (President); Christopher Eck (Director) ; Linda Schneider (VP, Pro Bono Initiatives); Leslie Britton (VP, Communications); Kevin Whyte (VP, Programs); Susan Shin (Director); Susan Apel (VP, Membership); Edward Jones (Director); Barbara Dudeck (Chapter Administrator)

Governance Game Changers: Morgan Lewis sponsored a breakfast CLE program entitled “Risk and Temptations: Governance Game-Changers in 2010,” at the Duquesne Club. Some of the panelist included (l-r): Leslie R. Caldwell; Marlee S. Myers; Robert M. Romano; Gretchen R. Haggerty; Marc J. Sonnenfeld; and Linda L. Griggs.

 Western Pennsylvania Chapter FOCUS 2Q10 Duane Morris was our sponsor for the February CLE program entitled, “Recent Developments in Employment and Immigration,” held at the Rivers Club. Pictured (l-r): Denyse Sabagh, John Glicksman, James P. Hollihan, and Ken Christman.

Charles A. De Monaco, (pictured left), whose article appeared in last quarter’s edition of Focus, was the featured speaker on March 2, 2010, for a CLE program entitled: “Creating and Maintaining an Effective Compliance Program,” which was sponsored by Fox Rothschild LLP. Also pictured (right), Ken Christman.

On March 16, 2010, the Chapter’s CLE program, sponsored by Mintzer Sarowitz Zeris Ledva & Meyers LLP, was held at the Carnegie Science Center. Speakers included: (on the left) Jennifer Keadle Mason, a partner in the firm of Mintzer Sarowitz Zeris Ledva & Meyers LLP and (on the right) Peter Mansmann, the founding partner of Precise, Inc. Litigation Technologies. The program was entitled “Proportionality: How to Control the Cost of E-Discovery.” Both attendees and their families were invited to visit the Science Center’s ROBOWORLD and selected other exhibits.

 Upcoming Programs Welcome New Members Drafting Effective Dispute Resolution Elizabeth Baran, Dick’s Sporting George Long, The PNC Financial Agreements for International Goods, Inc. Services Group, Inc. Commercial Transactions, Sponsored by Meyer, Unkovic & Scott Eric Billings, rue21 Joan Marshall, Thermo Inc. LLP Metthew Clark, Dick’s Sporting June 8, 2010 Goods, Inc. Scott Seewald, Alcoa Inc. 11:30–1:00 PM The Rivers Club Maureen Creehan, Travelers Patrick O’Leary, Thermo Fisher One Oxford Centre Insurance Scientific Inc. Suite 411 Jill Denesvich, Medrad, Inc. Lisa Pitell, Ibis Tek, LLC 301 Grant Street Pittsburgh, PA 15219 Brian Fetterolf, TriState Capital John Sabo, Thermo Fisher Scientific Bank Inc. For more information on chapter activi- Daniel Gantt, Dynamics Inc. ties, please contact the chapter adminis- trator, Barbara Dudek, at 412.366.2686 or [email protected].

ACCA News

Find Counsel. Drive Change. training, resources, and community for the gram, scheduled for June 9–11, helps you Improve Value. exchange of ideas on leading boardroom achieve that goal! Presented in partner- Use the ACC Value Index to: practices. ship with the Boston University School • Leverage your ACC network to find the of Management, The Mini MBA explores best law firm representation available. Enrollment in the free trial membership the essential business skills that enhance • Search for firms that excel in specific is open until June 30th. NACD is also and sharpen your management knowledge practice areas and markets. offering discounts on full board member- in critical MBA disciplines: account- • Read helpful comments about firm ships, in-boardroom training, evaluation ing, finance, strategy, and organizational attributes and value practices. services, and more. For more informa- behavior. Visit www.acc.com/minimba for • Ping reviewers to get more information tion on the available offers, contact Cyrus more information. or initiate direct conversation.And, for Alexander at [email protected] the firms you’ve engaged, review them or 202.572.2097. To sign up for a free trial, Read, Hear, and Share — and help transform the legal landscape. visit their website at http://nacdonline. Express Your Opinions at • Score firms on six value-based criteria org/acc/ or call 202.775.0509. In-house ACCess – it only takes a few moments. Connect with your peers today and share • Opt-in to permit firms to receive your New Online Video Tutorials for your thoughts about the hottest issues anonymous feedback. Legal Resources impacting the in-house community. • Help ensure that law firms are judging If you just can’t find thatACC Docket arti- In-house ACCess, the ACC blog, is the their success on your satisfaction. cle, survey, Top Ten or other legal resource, perfect place for you to jump in! You can let us show you where it is! With ACC’s comment on ACC President Fred Kreb’s Contribute law firm evaluations today to new two-minute online tutorials, learn blog entry on “2010, The Year of Cautious the http://www.acc.com/valuechallenge/val- how to navigate through ACC’s website Optimism for In-house Counsel,” or com- ueindex/index.cfm. to get the information you need quickly ment on other recent postings. Check out and easily. You may even stumble upon the blog at www.inhouseaccess.com. If NACD offers Free Trial some of ACC’s hidden resource treasures! you write a blog and would like to share it Membership to ACC Members Access the tutorials page at http://www.acc. with other in-house counsel, email your ACC has partnered with the National com/aboutacc/tutorials.cfm. link to Michael Henderson at Association of Corporate Directors [email protected]. (NACD) to offer a free individual trial Mini MBA – Bring More Than membership. NACD is the largest national Your Legal Skills to the Table membership organization by and for Strengthen your business and management directors and the leading provider of board skills this year and bring added value to and director-level education, evaluations, your company — ACC’s Mini MBA pro-

 Western Pennsylvania Chapter FOCUS 2Q10 Board Members and Contacts continued from page  programs. For members whose location or work schedules do not President permit them to attend our local CLE programs, the Annual Meeting Kenneth Christman presents an opportunity to cover an entire year’s CLE requirement NiSource Corporate Services Company in a few days. And the meeting also provides an opportunity to 724.416.6315 [email protected] visit some of the attractions in and around San Antonio, such as the Alamo and the Riverwalk. President Elect Max W. Laun Alcoa Inc. Details about the Annual Meeting, including registration procedures, 412.553.4064 are on the ACC website. I urge you to consider attending. [email protected] Welcome Kathleen Dohmlo Vice President—Programs Kevin Whyte Finally, I want to welcome Kathleen Dohmlo back to the chap- Carmeuse Lime & Stone ter board. Kathleen is currently senior counsel for 412.995.5520 [email protected] Corporation. She recently re-joined the board, after an absence of several years, to fill an unexpired term. We appreciate her willingness Vice President—Communications to serve, and look forward to working with her. Leslie Britton H.J. Company 412.456.6011 [email protected]

Vice President—Pro Bono Initiatives Linda Schneider GlaxoSmithKline 412.200.3292 [email protected]

Vice President—Membership Susan Apel Ellwood Group, Inc. 724.752.3680 [email protected]

Secretary Martin Ryan Montauk Energy Capital, LLC 412.747.8718 [email protected]

Treasurer John Glicksman Pittsburgh Life Sciences Greenhouse 412.770.1646 [email protected]

Immediate Past President Joseph Napoli United States Steel Corporation 412.433.2891 [email protected]

Board of Directors Ali Alavi Coralyn Benhart Kathleen Dohmlo Christopher Eck Edward Jones Susan Shin Jeffrey Solomon Mark Yablonski

Chapter Administrator Barbara Dudek 412.366.2686 [email protected]