NEWS

Home » News
FIVE CARRINGTON COLEMAN ATTORNEYS NAMED 2018 TEXAS RISING STARS

Congratulations to Carrington Coleman’s Super Lawyers 2018 Texas Rising Stars.  Carrington Coleman’s Rising Stars are Lance Currie-Business Litigation, Amy Lott- Securities & Corporate Finance, Alex More-Securities Litigation, Debrán O’Neil- Business Litigation, and Sara Romine- Business Litigation.

Ms. Romine has the added distinction of being selected for the Up-and-Coming Top 100: 2018 Texas Rising Stars and Up-and-Coming 50: 2018 Women Texas Rising Stars.

Each year, the Thomson Reuters-owned Super Lawyers ranking service analyzes nominees from Texas lawyers to develop its list. Attorneys must be 40 or younger or have no more than 10 years in practice. No more than 2.5 percent of a state’s lawyers are selected.

 

CARRINGTON COLEMAN 2017 ANNOUNCEMENT

collins-photo-with-text

2017 – LOOKING FORWARD TO ANOTHER GREAT YEAR OF CLIENT SERVICE.

2016 was a great year for Carrington Coleman.  We continued to grow our corporate and transactional practice, expanded our Intellectual Property  practice group, and strengthened our reputation as the firm of choice for cutting-edge and complex litigation.

Our most important goal, always, is to serve the many good clients and friends with whom we have worked, some for many decades, and others for the first time this past year.  You are the measure of our success.

As Managing Partner, I want to thank you for being our clients and friends.  I hope you will join me in celebrating the growth, awards, and recognitions of our excellent attorneys.  We wish you the very best in 2017.

Click here to see a full copy of Carrington Coleman’s 2017 Announcement.

CARRINGTON COLEMAN ATTORNEY SARA ROMINE EARNS CYBERSECURITY CERTIFICATION

Dallas – Attorney Sara E. Romine of Dallas-based Carrington, Coleman, Sloman & Blumenthal, LLP, has earned the Certified Information Privacy Professional (CIPP/US) credential through the International Association of Privacy Professionals (IAPP), the world’s largest information privacy organization.

IAAP is the first organization to establish professional standards for education and training in cybersecurity issues. Ms. Romine’s CIPP/US certification demonstrates her broad-based knowledge of United States privacy laws and regulations, as well as an understanding of the requirements for the responsible transfer of sensitive personal data. During the past 15 years, some 5,000 technology and legal professionals around the world have earned IAPP certifications.

“The threats to a company’s data are continually evolving, and protecting against those risks must be a business and legal priority for every company.” says Ms. Romine. “This certification provides me with access to a valuable network of education and information and a foundation to better assist our clients in establishing and following effective policies and procedures for data privacy and security.”

Ms. Romine regularly counsels and advises clients on cybersecurity and data privacy issues, including compliance with state and federal laws. She is actively involved in The Sedona Conference Working Group 11 on Data Security and Privacy Liability, as well as other professional organizations focused on security and privacy issues. Ms. Romine also represents clients in business litigation and employment law matters, including disputes surrounding the theft or misappropriation of trade secrets and confidential information, and litigation over covenants not to compete.

“As data breaches occur more frequently, increasing liability and consumer concerns, corporate leadership and boards are recognizing the need to be more proactive, to protect their clients’ interests as well as their own,” says Carrington Coleman Managing Partner Bruce Collins. “Sara’s certification helps us to effectively address the data security needs and concerns of all types of businesses.”

Carrington Coleman is a 45-year-old Dallas-based law firm focused on litigation and transactional services in the real estate, oil and gas, securities, construction, professional services, insurance, and health care industries, among others. The firm also represents public entities and provides counsel in the areas of corporate transactions, corporate governance, banking, bankruptcy/restructuring, intellectual property, employment, and estate planning. Learn more about the firm at www.carringtoncoleman.com.

For more information on Ms. Romine and data privacy and cybersecurity legal issues, please contact Mark Annick at 800-559-4534 or mark@androvett.com.

DAVID HEIDENREICH JOINS CARRINGTON COLEMAN AS PARTNER IN OIL AND GAS AND REAL ESTATE

David Heidenreich has joined Carrington Coleman as a Partner focusing on oil and gas and real estate development and investment, with continuing industry interest in the multifamily and hospitality sectors.  “David has demonstrated a great capacity to navigate clients through business transactions involving real estate or oil and gas assets,” according to David Drumm, a member of Carrington Coleman’s Executive Committee.  “David gets that deals of this nature move quickly and require experience, skill and responsiveness.  And that is what he brings to the table.”

Mr. Heidenreich has worked with firms in El Paso, Phoenix and Dallas.  He is fluent in  Spanish, with significant previous practice experience in Mexico representing Montage Hotels & Resorts.  His areas of practice include acquisitions and dispositions, energy transactions (including mineral rights and leasing), multi-family, resort and retail development, finance, corporate, and international transactions.

“We believe our clients are going to enjoy working with David.  His energy and passion for his clients’ business success has earned him a stellar reputation,” said Bruce Collins, Managing Partner of Carrington Coleman.  “We have long-established oil and gas and real estate practices, and David is a natural fit for those teams.”

David, a resident of Allen, earned his undergraduate degree from the University of Memphis and his law degree from Texas Tech University.

SUPREME COURT SETS A NEW STANDARD FOR PREGNANCY DISCRIMINATION CLAIMS

While creating a new test for pregnancy discrimination claims in Young v. UPS, the Supreme Court may have confused more than it clarified.  Peggy Young delivered packages for UPS.  While pregnant, she was unable to lift heavy boxes and sought a light-duty assignment, which UPS denied.  The company only allowed light duty for three reasons: an on-the-job injury, a disability under the Americans with Disabilities Act, or if the employee lost the certification necessary to drive.  Young sued, claiming UPS violated the Pregnancy Discrimination Act when it refused her accommodation.

The Supreme Court rejected both parties’ proposed outcomes.  Instead, the Supreme Court held that the McDonnell Douglas three-step analysis should apply, and walked through the formulation for pregnancy discrimination cases.  First, a pregnant employee shows the company denied an accommodation for her, but granted it for non-pregnant employees “similar in their ability or inability to work.”  The employer can then counter by showing a legitimate, nondiscriminatory reason for its policy (though claiming it is too expensive or inconvenient to accommodate pregnant employees will “generally” not cut it).  Finally, the employee must show the policy imposes a “significant burden on pregnant workers,” which the employer’s legitimate non-discriminatory reason is inadequate to justify and thus creates “an inference of intentional discrimination.”  By that standard, Young’s allegations were enough to pass step one and force UPS to justify its policy in the trial court.

The Court’s new “significant burden” test is somewhat undefined; Justice Scalia’s dissent described it as “inventiveness posing as scholarship.”   Worse, the typical justifications for an employment policy (expense and convenience) are “generally” off the table.  In any case, the Court’s new test should cause employers to review their policies regarding accommodations and their potential impact on pregnant employees.  One bright spot for employers is that the Court rejected the EEOC’s relevant guidance for the second time in recent months—this time concluding the agency’s 2014 pregnancy guidelines lacked  “consistency,” “thoroughness,” and “consideration” and were therefore unpersuasive.  Even so, avoiding pregnancy discrimination will require careful attention as the law and regulations continue to develop.

If you have any questions, please contact Mike Birrer.