LAWYER MONTHLY©2025 Universal Media Limited Lawyer Monthly is published by Universal Media Limited and is available on general subscription. Readership and circulation information can be found at: www.lawyer-monthly.com. The views expressed in the articles within Lawyer Monthly are the contributors’ own. All rights reserved. Material contained within this publication is not to be reproduced in whole or in part without prior permission. Permission may only be given in written form by the management board of Universal Media Limited. Approx. 302,000 net digital distribution. Stefan Thomas Bridging Law and Business: Stefan’s Innovative Approach at T I Law Group Dr. Lévai Imre Róbert Defending Justice: Law, Challenges, and His Vision for the Future Brittany Stevens Understanding Sexual Harassment in Today’s Workplace 22 16 8 MARCH 2025 In this latest edition of Lawyer Monthly, we are excited to present a series of engaging articles that offer profound insights into the legal world. In our first feature, Brittany Stevens, partner at Phillips & Associates, delves into the complexities of sexual harassment in the workplace, examining its legal, psychological, and corporate dynamics. We then hear from Dr. Lévai Imre Róbert, attorney at law, who shares his vision for the future of law and his approach to defending justice. Stefan Thomas brings a fresh perspective on business law, showcasing his innovative approach at Thomas Ingram Law Group. Estes Fonkalsrud of Advocate Law offers an in-depth look at the art of defense, emphasizing the importance of communication, strategy, and client advocacy. Lastly, Jonathan Russell provides valuable insights into personal injury law, focusing on empowering accident victims at Drake, Hileman & Davis. We hope these articles inspire and inform you as much as they did us! Happy reading! Warm regards, Mark Palmer Editor, Lawyer Monthly
Production Team: Emma Tansey, Luke Ostle production@lawyer-monthly.com Sales Enquires: Jacob Mallinder Jacob.mallinder@universalmedia365.com @lawyermonthly @LawyerMonthly @lawyermonthly company/lawyer-monthly Universal Media Limited, Watling Court Orbital Plaza, Watling Street, Birmingham, WS11 0DQ, UK 0044 (0) 1543 255 537 CONTENTS AN INTERVIEW WITH... 8. Brittany Stevens Understanding Sexual Harassment in Today’s Workplace: Legal, Psychological, and Corporate Dynamics 16. Dr. Lévai Imre Róbert Defending Justice: Dr. Lévai Imre Róbert on Law, Challenges, and His Vision for the Future 22. Stefan Thomas Bridging Law and Business: Stefan’s Innovative Approach at T I Law Group 28. Estes Fonkalsrud The Art of Defense: Communication, Strategy, and Client Advocacy 30. Jonathan Russell Empowering Accident Victims: Insights into Personal Injury Law 4. Supreme Court Rejects Trump’s Request to Keep Foreign Aid Frozen 5. Saad Healthcare Settles $3M False Claims Act Lawsuit 6. Musk’s Lawsuit Against OpenAI: Court Denies Bid to Block For-Profit Shift 7. Google Seeks to Overturn App Store Verdict in US Appeals Court SPECIAL FEATURES 36. Top 5 Trademark Disputes of All Time 40. 6 Questions to Ask Before Choosing a Personal Injury Lawyer 44. Lawyers and Law Firms Embrace AI: Navigating the Future of Legal Work 48. Why You Should Be A Freelance Lawyer - NEWS - TRANSACTIONS 52. Bitwise’s Acquisition of Attestant 56. The Sale of Cherry Tree Care Home 58. USD 405 Million Project Bond Issuance for Sariyer-Kilyos Tunnel Project 61. Andera Partners’ Strategic Investment in PM Studio Group 62. Baidu Takes on a $770M Project
4 LAWYER MONTHLY MARCH 2025 authority. They warned that halting funds for disease prevention, including HIV/AIDS programs, would have devastating consequences. Chief Justice John Roberts joined Justices Barrett, Kagan, Sotomayor, and Jackson in the majority, while Justices Alito, Thomas, Gorsuch, and Kavanaugh dissented. Alito criticized the ruling as judicial overreach, arguing the Court was improperly interfering in executive decisions on foreign aid. Despite the legal challenges, the Trump administration defended its actions, stating it was reviewing payment requests but could not meet the deadline set by U.S. District Judge Amir Ali. Additionally, the administration revealed efforts to terminate over 90% of USAID foreign aid awards, putting nearly $57 billion in funding at risk. The Supreme Court’s decision does not resolve the issue, as lower courts must now determine how to enforce the ruling. The case underscores ongoing tensions between executive power, judicial oversight, and the future of U.S. foreign aid. The aid freeze, imposed in January 2024, affected billions managed by the State Department and USAID, significantly disrupting global health programs. Nonprofits, including the AIDS Vaccine Advocacy Coalition and the Global Health Council, sued, arguing the freeze violated federal law and undermined Congress’s spending Supreme Court Rejects Trump’s Request to Keep Foreign Aid Frozen The U.S. Supreme Court, in a 5-4 decision, rejected the Trump administration’s request to keep billions in foreign aid frozen but did not mandate an immediate release. The ruling allows lower courts to enforce the decision while the White House continues its legal challenge. Read the full news story at: www.lawyer-monthly.com NEWS
NEWS 5 shifting their care from curative treatments to symptom management and comfort. Acting U.S. Attorney Keith A. Jones emphasized that the Justice Department is committed to holding accountable those who exploit this benefit for financial gain, ensuring both patients and taxpayers are protected. The case originated from a whistleblower lawsuit filed under the False Claims Act by former Saad employees Melissa Wolff and Whitney Sims. Under this law, private citizens can bring claims on behalf of the Saad Enterprises Inc., operating as Saad Healthcare, has agreed to a $3 million settlement to resolve allegations that it violated the False Claims Act by knowingly submitting fraudulent Medicare hospice claims in Alabama. The allegations centered on claims for 21 patients, submitted between 2013 and 2020, who were not terminally ill and therefore did not qualify for Medicare’s hospice benefit. Medicare’s hospice program is designed for patients with a life expectancy of six months or less, government and receive a share of any recovered funds. As part of the settlement, Wolff and Sims will receive $540,000. Principal Deputy Assistant Attorney General Brett A. Shumate reinforced the importance of upholding Medicare's hospice benefit, stating that respectful and appropriate end-of-life care is essential and must not be undermined by fraudulent practices. Saad Healthcare, founded in 1967 by John and Dorothy Saad, has been a significant healthcare provider along the Gulf Coast, offering various medical services, including hospice care. Despite its longstanding reputation, this case highlights the federal government’s ongoing efforts to prevent fraud and maintain the integrity of healthcare programs designed to support vulnerable patients. The settlement does not determine liability but reflects a continued push by the U.S. Department of Justice to ensure compliance with Medicare regulations and protect the integrity of federally funded healthcare programs. Saad Healthcare Settles $3M False Claims Act Lawsuit Read the full news story at: www.lawyer-monthly.com NEWS
6 LAWYER MONTHLY MARCH 2025 Elon Musk’s lawsuit against OpenAI CEO Sam Altman continues to evolve after a U.S. District Judge, Yvonne Gonzales Rogers, denied Musk’s request for an injunction to block OpenAI’s transition to a for-profit entity. The lawsuit centers on Musk’s claims that the shift violates the nonprofit mission of OpenAI, which he was a part of during its inception, and breaches the terms of his $45 million donation to the organization. Musk’s Lawsuit Against OpenAI: Court Denies Bid to Block For-Profit Shift Musk has also raised antitrust concerns, alleging that OpenAI’s exclusive partnership with Microsoft and restrictive agreements with investors prevent competition in the AI industry. Musk argues that these actions harm other AI companies, including his own xAI, by preventing investment opportunities. However, the judge expressed skepticism about these claims, particularly given Musk’s reliance on media reports rather than direct evidence, like investor declarations. Additionally, Musk’s legal team argues that the shift to a for-profit model violates the charitable trust he believed his contributions were part of, but the judge found no formal contract or strong evidence to support these allegations. Emails, while providing some context, were insufficient to meet the high burden required for an injunction. Though Musk’s injunction was denied, the case is ongoing. The judge has allowed for some claims to be expedited for trial in 2025, but a full trial could take years, with a final resolution not expected until 2027 or 2028. The legal battle between Musk and Altman has broad implications, not just for OpenAI, but also for the future of AI, competition, and the role of major investors in the tech industry. The case continues to capture attention, with potential consequences that could reshape the AI landscape. NEWS
NEWS 7 Alphabet’s Google is set to face off against Epic Games in a U.S. appeals court on Monday, as it attempts to reverse a jury verdict and a judge’s order requiring major changes to its app store practices. The case, being heard by the 9th U.S. Circuit Court of Appeals in San Francisco, stems from a 2020 lawsuit filed by Epic Games, the maker of Fortnite, accusing Google of monopolising the app distribution and payment systems for Android devices. Google Seeks to Overturn App Store Verdict in US Appeals Court Microsoft has filed a brief in support of Epic, as have the U.S. Justice Department and the Federal Trade Commission. The 9th Circuit is expected to issue a ruling later this year, and any decision could be appealed to the U.S. Supreme Court. in the app distribution and in-app payments space. Google also objects to the nationwide scope of Donato’s ruling, which affects not just Epic but all users and developers. The company argued that the judge’s order amounts to "a central planner responsible for product design." Epic Games has countered Google’s arguments, accusing the company of engaging in a “years-long strategy to suppress competition among app stores and payment solutions.” In a statement, Epic said, “We will fight to ensure that the jury’s verdict and the court’s injunction are upheld and Google is held to account for its anticompetitive behaviour.” In 2023, Epic successfully convinced a San Francisco jury that Google had unlawfully stifled competition. As a result, U.S. District Judge James Donato ordered in October that Google must allow users to download rival app stores within its Play store, and make its app catalog accessible to competing stores. However, this order is currently on hold as the 9th Circuit considers Google’s appeal. Google’s legal team argues that the trial judge made significant legal errors in the case. The tech giant has claimed that its Play store competes directly with Apple’s App Store and that Donato wrongly allowed Epic to tell jurors that Google and Apple do not compete Read this news story and more, online: www.lawyer-monthly.com NEWS
8 LAWYER MONTHLY MARCH 2025 About Brittany Brittany Stevens, a Partner at Phillips & Associates PLLC, is a dedicated advocate for employees who have experienced sexual harassment and retaliation in the workplace. With a focus on employee-side representation, Brittany understands the unique challenges employees face and provides compassionate, empathetic counsel while fighting aggressively for their rights. At Phillips & Associates, the firm is committed to delivering zealous advocacy for those who need it most. Brittany’s client-first approach ensures that each person receives the support and legal expertise required to achieve the best possible outcomes in the most difficult circumstances. With a deep passion for justice and an unwavering commitment to her clients, Brittany works tirelessly to hold employers accountable and secure the compensation and protection that employees deserve. Contact PHILLIPS & ASSOCIATES 45 Broadway, 28th Floor, New York, NY 10006 Request Your Consultation: Tel: (866) 229-9441 newyorkcitydiscriminationlawyer.com
WWW.LAWYER-MONTHLY.COM 9 Brittany Stevens Understanding Sexual Harassment in Today’s Workplace: Legal, Psychological, and Corporate Dynamics With a deep passion for justice and an unwavering commitment to her clients, Brittany works tirelessly to hold employers accountable and secure the compensation and protection that employees deserve. Sexual harassment complaints have taken the news by storm ever since the #MeToo movement spread on social media. This widespread call to action gained momentum when survivors courageously shared their personal experiences of sexual assault and harassment. This movement paved the way for countless people to come forward and share their own story. Their bravery sparked a powerful question: Why complain now? Or more pointedly, why did they not lodge a report at the time it occurred? As a plaintiffside employment attorney, I am asked this question frequently by defense lawyers. However, there are countless reasons why an employee may choose not to report sexual harassment in real time. This article explores the barriers that prevent employees from reporting such incidents to their employers, particularly within large technological companies, law firms, and C-suite executive environments. It will also examine why harassers often escape accountability and the role of mediation in resolving sexual harassment claims. Understanding these concerns and supporting employees who report sexual harassment can help encourage more individuals to come forward.
worry that lodging a complaint may hinder their career advancement or result in financial loss. Supervisors may hold a complaint against them, potentially impacting a raise or promotion that would have happened had they not reported sexual misconduct. Retaliation can also take more subtle forms, such as social isolation, negative performance reviews, or being treated inferior to their peers. Employees may fear being labeled as “the problem,” which could tarnish their reputation and career trajectory. Despite retaliation being unlawful, many employees report being treated in an inferior manner after complaints of discrimination or sexual harassment. This fear is why so many employees wait to report sexual harassment until after they leave their job. No one should have their job threatened or taken from them or receive any negative consequences solely because they are reporting unlawful activity. Our firm assists not only with sexual harassment matters but also with retaliation claims for employees who decide to speak up. 10 LAWYER MONTHLY MARCH 2025 Power Imbalance Discourages Reporting There is an inherent power imbalance in supervisor-subordinate relationship. This imbalance makes it even more difficult for employees to report sexual harassment particularly when the harasser is in a supervisory position over the employee. Supervisors hold decision making power over a subordinate’s work environment. Supervisors often control an employee’s financial development such as influencing or controlling their pay increases or their ability to get promoted. Supervisors also have input into performance reviews and assignments which can contribute to the office culture and reputation of an employee. The power dynamic can create an environment where a subordinate is afraid to speak up to avoid jeopardizing their career trajectory. Supervisors may also use their authority to manipulate victims to come forward. They can easily intimidate or sway an employee to not complain particularly if they are protecting themselves or another highranking employee. Employers need to be aware of this inherent power imbalance because it can heavily influence how Why Do Employees Not Complain about Sexual Harassment Immediately? Fear of Retaliation Many employees are scared to report sexual harassment for fear of retaliation. There is often a lack of trust that employees have towards their employers. This may be distrust in how their complaints will be handled or the feeling that their report will lead to negative consequences. Retaliation refers to any adverse action taken against an employee for engaging in a protected activity at the workplace, such as reporting sexual harassment. Despite being unlawful, retaliation occurs frequently, and employees are aware of this. How does retaliation present itself in the workplace? Retaliation can take many forms. Most obviously it can result in a termination or a demotion. Employees who fear that their job security is at risk are understandably discouraged from speaking out. Similarly, employees may
and concerns so they can try to relieve any unnecessary anxiety about the reporting process itself. Psychological Barriers that Deter Complaints There are psychological barriers that deter victims from reporting sexual harassment. Often, sexual harassment in the workplace creates feelings of isolation in the victim. Victims often report feeling a mix of confusion, anger, sadness, and resentment when they are violated without consent. These emotional responses, along with feelings of embarrassment or self-blame, hinders people from reporting. Some are fearful that talking about their harassment may force them to relive the trauma. Even the complaint reporting process is distressing where an employee must provide accounts of sexual harassment or assault to an unfamiliar investigator. It is clear that society has failed to provide adequate protection for victims after they complain. A look at any news channel yields how unfairly victims are treated when they complain about harassment. Victims are unfairly blamed and made to feel as if they need to automatically prove their accounts with concrete evidence. Often, sexual harassment occurs behind closed doors and not every victim has a paper trail to support their allegations. Testimony is sometimes the only evidence that can be relied on when proving sexual harassment. That is why the power of one’s voice becomes crucial in the reporting process and why sexual harassment matters often hinge on credibility. Given this, it is easy to see why reporting sexual harassment is such a daunting experience for many employees. Sexual Harassment in Big Tech Companies and by C-Suite Executives It is important to recognize that discrimination does not discriminate – it exists in all employment settings, from small businesses to large tech giants. adds a level of reassurance that the employee desperately needs at that time. The employer should also explain the steps involved in their investigation and be transparent as to what will happen next. This transparency allows the victim to feel that their complaint is being taken seriously. Other times there is distrust that their complaint will not be kept confidential, particularly when the harasser is also their supervisor. It is important for employers to maintain confidentiality for the safety and protection of the reporter and to preserve the integrity of the investigation. Additionally, maintaining trust in the investigation and reporting process will encourage other employees to report sexual misconduct and allow witnesses to come forward. Witnesses may be fearful of providing statements if they themselves fear retaliation. It is common for employees who are still employed by the company to not corroborate another colleague’s events in fear of suffering an adverse action. Witnesses worry that if they come forward and tell the truth about another’s employees’ harassment then they are putting a target on their own back. This puts the victims in an unfortunate position because without witness corroboration, many sexual harassment incidents are unsubstantiated. Given all of this, it is important for employers to be cognizant of their employees’ trepidation employees feel about reporting sexual harassment. Fortunately for employees, being harassed by a supervisor is per se unlawful under certain statutes and can - and should - be reported. Lack of Awareness & Uncertainty about Outcome An employee’s uncertainty about the outcome of their sexual harassment complaint often serves as a further barrier for reporting misconduct. Many employees do not trust that their complaints will be handled appropriately and worry that the employer will minimize what they have experienced or fail to address the harassment entirely. There is sometimes a fear that the employer may try to cover up or protect the harasser instead of the individual making the report. Without confidence in the complaint and investigation process, an employee may be too apprehensive to come forward. The employer should relay confidence to the employee that their concerns will be addressed appropriately and that they will conduct a thorough investigation into their claims. Employers should also reassure employees that they will not be retaliated against for their complaint. Many employees lack knowledge as to their legal rights particularly as it relates to anti-retaliation laws. Reinforcing to the employee that there will be no negative consequences because of their report WWW.LAWYER-MONTHLY.COM 11 No one should have their job threatened or taken from them or receive any negative consequences solely because they are reporting unlawful activity.
The tech industry has faced increased scrutiny regarding sexual harassment particularly within senior leadership and C-suite executives. Several high profile cases within this industry revealed issues of sexual assault involving top executives. This pervasive sexual harassment is fueled by the fast-paced and often maledominated nature of the industry. Where executive teams are predominantly male, the power imbalance creates a culture where women are made to feel inferior and under increased scrutiny. Tech is also a field where top executives may work closely with lower-level employees. This can foster an intimidating work environment and one where employees may fear retaliation if they report harassment. Often C-Suite executives act as if they are invincible and that the laws do not apply to them. This mindset perpetuates a toxic culture because employers do not hold their top executives accountable for their actions. Consequently, employees may feel powerless to report sexual harassment fearing that the company will cover up their complaint to protect the reputation and public image of its executives. In these incidents, speaking out feels futile particularly if the company has the means to suppress or discredit an employee’s complaints. In these dynamics, victims often report that their complaints go unaddressed. Often, companies are more fearful of losing moneymakers than protecting their employees. It is obvious that the higher the rank and power that a supervisor or manager has, the more likely they can 12 LAWYER MONTHLY MARCH 2025 evade consequences for their actions. These C-suite executives often have unlimited resources and wealth. They are the gatekeepers of power within the organization and have control of business operations. It is completely logical to feel that going up against the “big tech company” could mean career suicide. This mentality fosters a work environment where sexual harassment often runs rampant but goes unchecked. A lack of accountability not only undermines It is obvious that the higher the rank and power that a supervisor or manager has, the more likely they can evade consequences for their actions.
the integrity of the company but also contributes to a toxic culture of silence. This is one of the primary reasons why sexual harassment is so underreported in corporate America, specifically in the tech sector. Employment lawyers play an essential role in protecting employees from retaliation and sexual harassment by ensuring that those with less power have a recourse if they report misconduct. When the harasser is a C-suite executive and sexually harassing a lower-level employee, the company may be strictly liable for the sexual harassment. In New York, the law is extremely favorable for employees who are sexually harassed or discriminated. In some cases, particularly if New York City law governs, an employer may be automatically liable for the action of their employees if the harasser is in a supervisory position over the victim. This strict liability standard for supervisors makes sexual harassment claims a lot easier to prove and to resolve because there is no notice needed to the Company to establish liability. Employees may feel more comfortable complaining internally or externally through the assistance of an employment lawyer when they understand these laws. In other circumstances the individual sexually harassing another employee may be a co-worker. In this situation, the company needs notice before they may be liable for the harassment. If the company had already been put on notice of the same co-worker sexually harassing other individuals, then the company may be liable if they failed to take appropriate remedial measures. Companies need to ensure that the sexual harassment stops once a report is made and failure to do this can result in significant damages to a complainant bringing a claim. Sexual Harassment in Law Firms Sexual harassment sadly remains pervasive in the legal field as well. Despite the professional goal of seeking justice and promoting fairness, the field has faced its share of legal backlash. Similarly to big tech companies, there are hierarchical structures in law firms that create vulnerability for junior associates and staff members. Many times, paralegals and associates are staffed under partners who have substantial control over their career paths. The risk of retaliation such as getting terminated, demoted, or passed over for a promotion, can be enough to prevent junior attorneys from reporting sexual harassment. There is also a prestige that is often associated with the legal profession, and associates may feel that they need to remain silent to preserve their reputation. The ability of a partner at a law firm derailing their professional trajectory creates silence in the legal field. Similar to large tech companies who generate significant profits, law firms are also businesses. There are revenue generating partners who act as if they are not liable under the laws and may use their power to prey on more junior attorneys. Law firms may be protecting these “rainmakers” because of how much business they are bringing into the firm. In these situations, we see law firms not taking victims complaints seriously or minimizing their reports. In some instances, the victim is gaslit into feeling as if they are the problem particularly if the sexual harassment is more subtle. Sexual harassment is any unwanted and inappropriate behavior of a sexual nature that may cause a hostile work environment. It can be a physical assault, inappropriate touching, or sexual advancement but it can also be any WWW.LAWYER-MONTHLY.COM 13
unwelcome gestures, jokes, or comments made to an employee. There is such a large spectrum of what can be deemed sexual harassment, that sometimes individuals who are reporting less overt incidents, are not treated with the same dignity and respect as someone who may be reporting a physical assault. Law firms should not minimize an employee’s report of sexual harassment as they have a legal and ethical responsibility to address their complaint and prevent future sexual harassment. Resolving Disputes: The Role of Mediation and Confidential Settlements Our firm assists employees who are suffering a hostile environment and who have been sexually harassed or retaliated against. The path to resolution does not always involve a court filing, instead, the parties decide to discuss settlement amongst themselves. Many times, a negotiation takes place between our firm and the company’s lawyers in an effort to make our clients whole. If the parties think that resolution is possible, then we may engage a mediator for assistance. A mediation is when both sides sit down with a neutral party to discuss the facts and possible resolution. Resolution is typically monetary relief to compensate the employee for the emotional and physical harm they suffered. Compensation can also be sought if they suffered any monetary consequences such as wage loss, particularly if they lost their job for reporting or had to leave their job because the work environment was intolerable. There are a plethora of reasons why mediation is a beneficial process for both sides. Many times, mediation takes place before a public lawsuit is filed, and presuit mediation can serve as a faster and less stressful alternative to court filing. This can help both parties because once a complaint is filed in court, the complaint 14 LAWYER MONTHLY MARCH 2025 Sexual harassment is any unwanted and inappropriate behavior of a sexual nature that may cause a hostile work environment... There is such a large spectrum of what can be deemed sexual harassment.
becomes public. While employers do not always want the reputational harm that may come with a filed complaint against them, employees too have an interest in confidentiality. There is often value in knowing that the underlying facts are not in the public domain particularly if the victim is not yet ready to come forward in the public eye or complain publicly about a known figure such as an executive or other high-profile individual. Mediation is confidential both in terms of what is said during the mediation process but also the negotiations that take place. This confidential process allows the parties to speak freely about their allegations and defenses. The mediation process also gives the parties an opportunity to speak. This is a powerful process for many of our clients who want to feel heard in a setting that is not the courtroom. WWW.LAWYER-MONTHLY.COM 15 www.newyorkcitydiscriminationlawyer.com Conclusion In summary, there are many challenges facing employees when reporting sexual harassment at the workplace. These challenges occur throughout large and small companies and throughout many different sectors. It is necessary for employers to create a safe working environment by putting in place more effective reporting systems. Employees deserve to feel safe reporting sexual harassment and that their harassers will be held accountable for their actions. Supervisors hold decision-making power over a subordinate’s work environment... The power dynamic can create an environment where a subordinate is afraid to speak up to avoid jeopardizing their career trajectory.
What inspired you to pursue a career in law and how has your motivation evolved over the years? I’ve always wanted to be a lawyer, ever since I was a small child. I constantly ended up watching Petrocelli movies for an unbeknownst reason. I simply wanted to help people in trouble and found it particularly inviting that everyone looked up to lawyers. However, my professional life didn’t start out in the legal field at first but as a mechanical engineer as I excelled in maths at school at a national level. Once I graduated from law school, all I cared about was becoming a lawyer. I was mesmerized by the hundreds of court hearings I attended as a trainee lawyer. I admired and respected both parties as they tried to prove their own truth. I also noticed if a lawyer wants to do a good job, he needs to be very sharp and attentive. One has to recognize the given situation and make the most of it. Once I became a lawyer, it became clear that I mostly wanted to deal with family and criminal law. Both areas are incredibly exciting, ’life tastes like them’, thus I successfully argued more and more cases. I didn’t find other fields of law appealing; they all seemed rather dry. As of today, I can safely say there isn’t a legal task I have not come Dr. Lévai Imre Róbert An Interview with... Defending Justice: Dr. Lévai Imre Róbert on Law, Challenges, and His Vision for the Future Dr. Lévai Imre Róbert Attorney at Law, is a distinguished legal professional with a career spanning diverse and challenging areas, including criminal defence, family law, and property disputes. His journey into law began with a childhood ambition to help people and uphold justice, inspired by his fascination with courtroom drama and his admiration for the legal profession. Despite initially excelling in mechanical engineering, Dr. Lévai’s passion for law ultimately led him to pursue his true calling. Today, he represents clients in over 500 court hearings annually and handles complex, high-stakes cases that often cross international borders. In this interview, Dr. Lévai shares insights into his career, the challenges of his practice, and his vision for the future of the legal landscape in Hungary. 16 LAWYER MONTHLY MARCH 2025
What makes me stand out from others is that I love and respect my clients. I try to understand all of their problems and translate them into the language of the law so that I can work with them to ensure a successful outcome. WWW.LAWYER-MONTHLY.COM 17
There isn’t a better challenge than to stand by someone who often has the whole world against them because everyone deserves defence, regardless of the nature of the case. across. I usually represent clients at over 500 court hearings annually. It is not unheard of for me to take part in complex tens of millions of dollars lawsuits across borders. You have extensive experience in criminal defense. What drew you to this particular field of law, and what keeps you motivated to defend your clients in highstakes cases? There isn’t a better challenge than to stand by someone who often has the whole world against them because everyone deserves defence, regardless of the nature of the case. What attracted me to this type of law was the observation of the long road to committing a crime, which stems from their childhood. The environment people grew up in and what was considered normal all contribute to them inheriting these ’norms’. So, in reality, they can’t comprehend the weight of their punishable action and the negative consequences it has on others. My motivation is professional and to prove that my client did not commit the charges against him. If he did, then my goal is for the court to truly accept the extenuating circumstances and not only seemingly. The other aspect of criminal law I find interesting, and most people disagree with, is that losing your freedom is an awfully serious punishment. If you had to think about not being allowed to leave your home for one week only, you’d feel extremely uncomfortable. In comparison to this, you are surrounded by complete strangers in a prison and often live in appalling conditions for years. This creates an unbearable situation that one simply cannot expect a socially acceptable solution. The reintegration of people who spent years behind bars is almost impossible. In my view, those years should be spent in an inspiring environment similar to everyday life, like many prisons in Norway. Places like those documents regarding the case. The witnesses gave conflicting testaments, and on top of that, my client married another man when she entered the country 25 years ago but never actually lived with him. Neither of these helped our case. We had to prove before the judge that despite this lady being married to someone else, in reality, she actually lived together with the defendant. This served as a base for her monetary claims from the 20 years of jointly amassed wealth. Throughout the lengthy trial, I proved the woman, in fact, lived with the defendant in a cohabitating relationship, and they shared finances. The most intriguing evidence was a bank statement we managed to attain at the last minute. The court refused to accept our initial motion for proof, but it was allowed in the end. The statement, therefore, proved that both parties contributed financially and that my client paid a substantial amount of money towards a property the defendant claimed was his own. However, it wasn’t this one piece of evidence that brought us results but the comprehensive deposition and the often seemingly hopeless persistent arguments we fought during the trial. The judge made the right decision even though we were in a tough situation and without the defendant’s evidence. turn inmates into better people at the end of their prison sentences. Can you describe a particularly challenging case, whether in criminal law or family law, and how you were able to achieve a successful outcome? Cohabiting unmarried couples presents a huge challenge in family law. All parties must prove the allocation of mutually accumulated collective funds that may occur during a ten-year relationship. I’ve had a case where a woman from a developing country lived in Hungary with her partner for 20 years, and they had children too. The lady in question helped her partner build a small IT company from the beginning of their relationship. However, once it turned sour, the man simply cut the woman off, saying she didn’t deserve anything after 20 years as they didn’t actually live together immediately after they met but only a few years later. He also mentioned that the company was registered under his name only. The opponent’s very seasoned lawyer presented their version of the 18 LAWYER MONTHLY MARCH 2025
an angry client accuses the other party of committing a crime. Or another one when the defendant angrily calls the lawyer of his partner. It is imperative to only communicate with your own client as a lawyer, completely avoiding the misconception of displaced interests. Child placement often comes with its own issues. For example, when a parent takes the child without the prior consent of the other parent and uses the child as a tool for extortion. This can be solved with a temporary court-ordered measure, but unfortunately, despite this, a parent can go without seeing the child for two or three months. It is crucial to bestow the client with legally defensible advice. What do you believe are the most important qualities for an attorney to have in order to successfully represent clients across such diverse areas as criminal law, family law, and property law? It doesn’t matter whether it’s criminal Family law often involves high emotional stakes, especially in divorce and child custody cases. How do you manage client expectations and emotions while maintaining focus on the legal aspects? Family law is the most sensitive field. Thus, one must pay a lot of attention to the client’s interests and find common ground. The task at hand isn’t only to perfectly represent a client but to determine the emotional connection the client still has with a partner or spouse. Namely, because people tend to be driven by sudden fury when they visit a lawyer. If a lawyer solely focuses on this initial rage, then at the filing of the statement of claim, the mistake of being overcritical of the defendant can happen. Thus, in these cases, it is important to interview a client more often. It is also essential to draw attention to hastily made comments as they bear legal consequences and won’t be in the best interest of the case. One of these instances is when or family law. The most important point is to be able to interpret a case in the language of law without the irrelevant parts. If a lawyer can do this, that’s half the success already. I often observe colleagues getting lost in detail, especially in these two fields. They don’t find the legitimate substantive law they wish to pursue, or they can’t distinguish between statements of the facts and statutory elements in criminal suits. What changes have you observed in the legal landscape since you started practicing law, particularly in family law and property law cases? I recognise the continuous development of the legal system pertaining to family law. The interest of children is at the forefront of both legislation and judicial proceedings. Officially provided evidence is increasingly superseding the very small array of evidence provided by the parties. What still remains and hasn’t changed at all in the past few years is the accountability of parents who only want to abduct their own children. WWW.LAWYER-MONTHLY.COM 19
Legislative stability related to matrimonial assets is at a constant. There haven’t been any significant changes, even with the introduction of the new Civil Code in 2013. The difference now is on the clients’ part. It is very common to have cases involving high net worth individuals. I often represent clients in matrimonial trials worth millions of dollars. Another interesting angle is the emergence of trusts, which can substantially make it more difficult for spouses to unearth each other’s hidden assets. In your experience, what are the biggest challenges when dealing with property disputes, and how do you resolve these issues for your clients? The biggest problem stems from defendants hiding their assets from their partners. Therefore, the biggest challenge for any client is to enlist an accurate asset catalogue. Every legal channel is heavily invested in this process. The root of the issue is that a lawyer doesn’t possess every tool to review assets. However, we can guide this process very well, having solved thousands of cases. Firstly, it is very often that we can establish facts from breadcrumbs of information that the judge can use, who in turn has the right to access evidence and accepts our filing for motion. Secondly, we can attest without evidence by means of a substantiation emergency. A defendant can also often own assets through foreign entities, but this isn’t a hurdle for us as we will almost always find evidence of a connection between the two. We frequently witness the accused unravel right before the judge during questioning. I often use a technique to get to the defendant’s weakest point through conversations with my client and then watch the other party lose control upon its examination, which is half success already. My client has the right to the truth even if the accused isn’t fair. 20 LAWYER MONTHLY MARCH 2025
effective status and will require less apparatus to maintain its advancement. In addition to your professional experience, what do you think sets you apart from other attorneys, particularly in handling complex criminal defense or high-stakes family law cases? This might sound odd, but my sense of humour is what sets me aside as everyone assigns a level of seriousness to this profession. The law firm deals with incredibly serious work that constitutes the base of it all. The quality of work we do affects people’s everyday lives. But you need humour primarily in order to help clients unwind in stressful What role does collaboration and teamwork play at your firm, and how do you ensure that your team delivers the best outcomes for clients? This is a rather complicated question, as an attorney, I am solely accountable towards my clients. Therefore, I’d say teamwork at the firm is considerable background work. This means I first consult with clients to determine the weight of the case, what chance I have of solving it, and how. Subsequently, I conclude a strategy with its most important element of the desired financial right. Then, my colleagues clarify the details of the state of affairs with the client and compile the motion according to my instructions. Following this, we discuss the case with the team once more, and if no one has anything further to add, we take it to court. How do you see the future of law evolving in Hungary, and how are you preparing for upcoming trends or changes? I perceive myself as a humanistic lawyer who thrives on building individual and trusting relationships with clients. I believe in the power of technological advances as they aid a lawyer’s work. It is inevitable to me that a lawyer’s job, like other legal professionals, will be partially replaceable as technology develops. However, I am a firm believer that no matter what AI the future brings, a lawyer’s work and trust can’t be replicated because of the bestowed most feared secrets of clients. Legislative change is continuous in Hungary, and I don’t only mean that legislation itself is changing constantly but that we are switching over to digitalised citizen-based models. Many people are hesitant about this change, but I believe it solidifies the nation towards a more circumstances where they don’t view their own situation as negatively as they did prior to our meeting. After all, they ask for a lawyer’s help because the want to get rid of a problem. An enormous weight falls off my clients’ shoulders following a conversation simply from having someone to confide in. Once they tell me all about it, I already have the solution to it. Another difference I see is that as someone who obtained both mechanical engineering and economics degrees, I view problems in a more complex way. So, it doesn’t trouble me if I have to deal with large assets, and I don’t need outside help with mechanical matters. Thirdly, and perhaps most important out of all, what makes me stand out from others is that I love and respect my clients. I try to understand all of their problems and translate them into the language of the law so that I can work with them to ensure a successful outcome. WWW.LAWYER-MONTHLY.COM 21 The task at hand isn’t only to perfectly represent a client but to determine the emotional connection the client still has with a partner or spouse. Dr. Lévai Imre Róbert Ügyvéd / Attorney at law H-8000 Székesfehérvár, Hungary Fő utca 1. 1 emelet 1. Tel: +36 70 3242010 Email: office@levailaw.hu www.drlevaiugyved.hu www.levailaw.hu
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Stefan Thomas An Interview with... What inspired you to take on the role of both legal advisor and business strategist for your clients, and how do you balance these dual responsibilities? First, it’s been an honor to support clients in these versatile roles. Honestly, my affection for learning led me here. I spend a lot of time reading case studies and literature for the purposes of learning and intentionality. I have always liked business; in law school, my track focused on business. So, when an opportunity arose to formally diversify and sharpen my business skillset, I felt the time was right. I considered how I was engaging with clients, boards on which I sit, and volunteer functions, and I noticed I was often flowing beyond law. I was engaging more heavily in business considerations, operational efficiencies, target attainment, and the like. Functioning in that manner was invigorating. Additionally, I wanted to be more intentional about how I could engage in the business ecosystem. Expanding capacity to enhance experiences is an important factor in growth along any path. Identifying an innate ability within myself, being open to providing value, and taking the initiative to build on that was a natural course of action for me—not only to learn for myself but to support current clients and hopefully create space and opportunity for new clients, ventures, and experiences. I balance these responsibilities logistically by keeping the legal advising separate from strategy consulting. The two run through different offices, with different offerings and models. Attention to volume and standard operating procedures helps maintain high quality for both. The firm is a full team, equipped with skill sets to ensure our client experience is consistent from front to end. While strategy consulting is more intimate, allowing for direct engagement on a limited basis with simplified processes, I keep open the transference of knowledge and intuitive spirit from the strategy work, which I believe allows me to offer more comprehensive support to legal clients. WWW.LAWYER-MONTHLY.COM 23 In this exclusive interview with Lawyer Monthly, Stefan Thomas, founding director of the Thomas Ingram Law Group (T I Law Group), shares his insights on the evolving role of legal counsel in today’s dynamic business landscape. As a multifaceted attorney and business strategist, Stefan Thomas discusses his approach to bridging law and business, addressing the unique challenges faced by entrepreneurs and corporate leaders in Columbus, OH. Through his innovative strategies, he aims to empower clients to navigate complex legal landscapes while fostering sustainable growth and long-term success. Join us as we explore Stefan’s journey and the invaluable contributions he makes to his clients and the broader business community. Bridging Law and Business: Stefan’s Innovative Approach at T I Law Group
What are the most common legal challenges faced by entrepreneurs and startups in Columbus, and how do you help them navigate these issues? I can’t say that I know all the common challenges, but I can share observations of a few recent consistent challenges coming through our firm: optimal business structure; economic development considerations; and financing and capital access. When I speak about business structure in this article, I include formation, workforce, and operational models. Clients are determining, during this shifting climate, which form, or forms, is most advantageous for their current sustainability, long-term, or exit strategies. Considerations are intensified by funding determinations, succession planning, and the fight for talent. Now that Ohio, especially the central region, has become a hotbed of business and population growth, we find our office dealing more with economic development considerations. This includes considerations such as determining where to hold or sell real property, when, what, and where to develop commercial ventures, and how to protect assets situated in areas targeted for renewal and development amid competing socioeconomic realities and aspirations. NFPs, public entities, investors, and investor groups are bringing more considerations around accessing, securing, and making available capital. As the landscape continues to change, so do interests. Navigating these interests requires a delicate balance of knowledge, access, motivations, compliance, coupled with public perception, political uncertainty, and a vacillating marketplace. 24 LAWYER MONTHLY MARCH 2025 How do you work with governing boards to ensure that both legal and business objectives align smoothly within an organization? Working with boards is enjoyable because it is multifaceted. You get the chance to engage and balance multiple personalities, ambitions, understandings, and both personal and corporate targets. Considering the matter at hand while balancing those considerations and attempting to bring about unified action feels more like an art than a transaction. At a high level, my work begins with understanding the business objectives. If the organization has a defined organizational strategy or set of business objectives, I can undertake diligence to understand the organization.
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