With the OCI process in full swing, this week's episode of Legally Bond is a repost of Kim's conversation with Bond legal recruiter Kelly Capozzi. Kelly gives some great advice for law students and laterals looking to apply to a law firm and discusses Bond's M. Catherine Richardson Clerkship Program.
To learn more about the clerkship program, which aims to bring a meaningful law firm experience to aspiring law students from historically excluded communities who bring diversity to the legal profession, click here: bsk.com/careers.
Legally Bond will be back with brand new episodes on Monday, September 11.
With the OCI process in full swing, this week's episode of Legally Bond is a repost of Kim's conversation with Bond legal recruiter Kelly Capozzi. Kelly gives some great advice for law students and laterals looking to apply to a law firm and discusses Bond's M. Catherine Richardson Clerkship Program.
To learn more about the clerkship program, which aims to bring a meaningful law firm experience to aspiring law students from historically excluded communities who bring diversity to the legal profession, click here: bsk.com/careers.
Legally Bond will be back with brand new episodes on Monday, September 11.
Hello and welcome to Legally Bond, a podcast presented by the law firm Bon Shaniken King. I'm your host, kim Wolf Price. On today's episode of the podcast, we're going to learn about recruiting for lawyers and law students, and we're going to spend a bit of extra time talking about one-mile diversity programs, specifically Bon Shaniken King's M Catherine Richardson Fellowship, and we're going to do that by speaking with Kelly Capose, the legal recruiter here at Bon Shaniken King. Welcome to the podcast.
Speaker 2:Kelly, Thanks for having me long-time listener, first-time guest.
Speaker 1:Love it, yes first time, first of many, I'm sure. All right well, thanks for joining us to talk about legal recruiting. It's timely to discuss the one-mile diversity programs, as many of these deadlines for our firms and others are coming up after the new year. But first, as I always do, if guests because I think it's nice for our listeners to learn about person speaking would you mind telling us a little bit about your background, where you're from, went?
Speaker 2:to school. A little family? Yeah, absolutely so. I have a unique background. I grew up on a dairy farm in northeast Pennsylvania. The dairy farm actually has been in the family since the late 1800s and my dad is still operating it. Yeah, I think he was bummed to have an only child female and then thankfully, I guess, for him he remarried. He has three kids, so perhaps one of them will pick up the farm. It's certainly not in my future. Sorry, dad, but yeah. So that's where I grew up.
Speaker 2:It was great, but I was, as I hinted, a first-generation college student.
Speaker 2:So both my parents have high school degrees and I kind of navigated this on my own and I didn't know what to do. I didn't know anything about fast, fun, financial aid and what do I fill out, so it was an overwhelming process. But eventually I landed at Indiana University of Pennsylvania IUP. Not to be confused with Indiana University, it's a small town in Pennsylvania and so I studied sociology with a minor in ed psych, and I knew when I was enrolled at IUP that, wow, you could make a career out of higher education and helping students navigate their journey, and that just seemed really cool to me. So I decided to pursue my master's in student affairs administration at Binghamton University and that was just an amazing experience. It kind of opened my eyes to various ways that you can work in higher ed and help students and just give back to them, which was great. And then a little bit about me personally. I live here in Syracuse, new York, with my husband, adam Capose, and we have a very spoiled dog named Tux, who is so handsome.
Speaker 2:He's always ready to go to a party. He looks like he's wearing a tuxedo, hence his name, and he is just our entire world Because he's so darn cute.
Speaker 1:I mean really he's adorable and we have in common the first gen thing and trying to find our way through undergrad and then grad school. So it is it's a lot, and so I think that helps kind of define your career path. So how did you get here to bond as the legal recruiter?
Speaker 2:Yes. So it's an interesting journey and I always like to say to students too you know, kind of have an open mind, because you just never know where you can end up. And case in point, my trajectory. So, as I mentioned, I went to Binghamton for my master's and while I was there I was able to land a part time job in their career center. So I was a part time catch all career counselor, doing a little bit of everything while going to school, and then, before I even finished with that degree, I landed at Colgate University, kim's alma mater, so writers and at Colgate I was their career advisor, but I was also their sole pre law advisor. So that was my first introduction to working. Where you go, you got hooked. I did, I did and, as you're about to find out, I I actually interacted with every single stage of a law student. So I was the pre law advisor.
Speaker 2:Eventually, I soon then worked in admissions at Syracuse Law and then I was back into career services at Syracuse Law. So I've seen a full life cycle of a law student. So in a way, I feel like I went to law school even though I didn't, but I helped them. You know, apply, get in, then I had the career counselor experience where I was responsible for managing Syracuse Law's OCI, the on campus interview program, as well as counseling students and a few other things. And then I had a brief stint in fundraising, which I think just offered great transferable skills in general, and that was a rewarding experience. And then, as fate would have it, kim reached out to me and mentioned our wonderful and fabulous Anne Perone, who's been the recruiting coordinator for decades at Bond Decades. He's retiring and it just seemed like a great position and the firm is putting great, you know, emphasis on this role and expanding and changing with the times, which is which is great. Well, I think.
Speaker 1:I mean, and you're right like that. So Anne is retiring after many decades of the firm, was taking the role in a new direction and there's been some growth and the legal recruiting market as we talk about has changed. So it really does seem like your prior experience really that kind of led you to this role don't you think A little bit?
Speaker 2:It's serendipitous. But even when I was at the law school and career services and I was managing the OCI program, I always thought, wouldn't it be pretty neat to do this on the other side of the fence, like to actually do recruiting for a firm? And yeah, I was able to meet some great people I mean, I was chatting with you, kim, during my time there as well as Colin Leonard for Bond, and you know I kind of already had some bond connections, which was great. So it's a full circle moment to be here. That's great.
Speaker 1:Well, we're glad that you're on board. So let's get a little bit more into the whole role of legal recruiting within law firms. So we know that lawyers in the practice of law are the center of law firms. That's pretty straightforward. But what is the role of the legal recruiting team in a law firm like Bond?
Speaker 2:No pressure, but we're helping to shape the future of the firm. In all seriousness, though, you really never know the ripple effect that being on a recruiting team and how one hire or one summer class or one fall associate class, like the impact that that could have on the firm long term. I always think about this. But maybe a summer in the 2023 class, maybe the future of the Syracuse office is in that class. You just never know. And it's pretty rewarding when you think about it that you're changing lives and you're giving somebody a job at the same time, but yet you're positively impacting the firm overall that you work for, so that's pretty cool yeah providing the clients with the best possible attorneys to get their work done.
Speaker 1:So, yeah, absolutely. I mean it is fun, even from back in the day our law school said, seeing that these people are becoming members now, basically.
Speaker 2:Right, exactly, and it is rewarding to have a hand in that entire process. And in terms of the role of the legal recruiting team at Bond, I think it's important to go over that. We have an internal department right and now I can say we're a team of two, so it is myself and Jesse Pardee is our recruiting coordinator, so we have that internal team that sits within HR. But I also work very closely with our recruiting committee. So I work very closely with the chair of the recruiting committee, which is Matt Wells currently. So he is fantastic and together we just we really rely on each other to interview the candidates, kind of go through the candidate pipeline. We're the first line of defense when a candidate comes through to learn more about Bond. And while OCI tends to be our busiest timeframe, the recruiting committee members are interviewing and meeting with lateral candidates year round as well.
Speaker 1:Yeah, absolutely. I think the on campus interviews are so busy because you're also dealing with people who've never interviewed before on the other side. So you're dealing with the students and there's all the different schools. It's a bigger volume coming in. With the laterals there are three or four candidates for a position, as opposed to the summers where there's just a lot more for every position.
Speaker 2:A lot more. So it really does take a village and I want to be able to do what we do here in terms of recruiting and hiring If it weren't for the recruiting committee members, the office managing members. Support, your support can like it's just. It truly does take a village.
Speaker 1:Yeah, I think it does. Everything we do really kind of takes a village, which is which is good when you have a good team. It does seem like there and you've mentioned a lot of people that you work with it seems like there's a good amount of sort of marketing for lack of a better word and then relationship building, both internally and externally. That comes with your role. Is that true?
Speaker 2:Oh, yes, definitely I think not only you know when I saw marketing I thought literally like so literally. I do work with our marketing department quite often for candidate facing materials, brochures, you name it. But in terms of relationship building, since I am in a centralized role, I have to have really strong relationships with just about everybody, so for all offices, for all departments, for all practice groups. So, being in this centralized place, you really get the chance to interact with everybody at Bond. So I'm biased, but I really do think we have some great people here and since I've started it's just been a warm welcome and everyone is willing to kind of roll up their sleeves and work with me and it's been great. But yes, there's a lot of relationship building, not only internally but then externally too, right, so we have to partner with our law school career services folks and I think, since I come from that world, I have the I guess you could say street cred to extend the knowledge.
Speaker 3:You know their pain.
Speaker 2:You know their pain. Yes, I do, I do so. That was really helpful when I was reaching out to them to form these relationships and some of them you know I already knew from my time within the NALP community. You know we had a few NALP calls together or I went to the conference with them. So it's yeah, it's great, but overall it's a lot of relationship building.
Speaker 1:Absolutely, and just for listeners. Nalp is the organization for legal career professionals, which is law firms, law schools, professional development, dei, really heavy on the recruiting side, and I also think it's very kind that you said it was a warm welcome, instead of we threw you directly into the fire and had you presented the members retreat like a week and a half later or something like that yeah, you know that was fine.
Speaker 1:It was fine. I was there, it was fine, Matt was with you, we're good. Well, so we talk about in the podcast all things like law firm. Law firm related the law. So to make a law firm run, there are many different types of professionals needed. What makes a role like yours a good career choice.
Speaker 2:That's a great question and I think some folks might not even know that this kind of role exists. Right when, especially you know, when you're just starting out, when you're thinking about what can I do at a law firm, I think the first thing comes to mind is, well, attorney, paralegal. But there are administrative and, you know, staff support groups that also help keep the firm moving in the right direction to and provide that support. So I think a role within recruiting, as I mentioned earlier, it's so rewarding and I know it sounds cheesy, but I mean every time I get back assigned offer letter I do a little dance. I'm a competitive person, so I just I love knowing that we got a great candidate and it's a good fit for everyone. But it's a good role if you have this outgoing personality you like to form positive relationships and what I like about it is I get to interact with attorneys, but also students and also career services professionals, so it's a nice balance to interact with a broad range of stakeholders.
Speaker 1:It seems like it's an opportunity to continuously make relationships and build a network, and you know, even the candidate that might not come to us in 2022 might come back to us in 2024.
Speaker 2:So that's a big, furthest yes, absolutely, absolutely. You never know when somebody might, you know, come back around and if you had a lasting positive impression on that individual, that's all I can hope for.
Speaker 1:Yeah, it's huge, Absolutely. So any thoughts on how legal recruiting is developing or changing over the next few years? Oh well, I don't know if I have them. I mean, the podcast is only about 20 minutes, so yeah.
Speaker 2:I was gonna say how much time do we have? And I don't have a magic date, paul. But I think briefly and it's funny, I was just on an Alp section call yesterday and this was brought up a little bit. But I think in the past recruiters and law firms, you know we had a healthy, strong candidate pool and I think a lot of recruiters were just pushing papers right, they were managing the candidate pipeline. It was a strong pipeline and we were just pushing resumes through, saying do you want to interview? Yes, no, and then we were scheduling the interviews and that was about it.
Speaker 2:And now we're doing all of that still, but now we're also more I guess you would say outward facing. So we're doing more sourcing. So a lot of my time is scouring and sourcing candidates and where can we find them? So we're spending more time communicating with candidates even before they've applied Right, and that time wasn't spent before. So it's just a more competitive legal market and landscape. I feel like there's more jobs open than there are candidates currently. So we're just becoming more proactive and we're seen as relationship builders in addition to everything else that we were doing, and in a weird way, I feel like I'm a career counselor sometimes, because then I'm giving candidates advice. So, absolutely, absolutely still part of it.
Speaker 1:Well, hopefully you'll catch the other end of that cycle at some point. You know where it cycles back to, like tons of candidates. You know we'll cycle back to that site for you at some point. Okay, let's talk about recruiting in general and then about the 1L Diversity Fellowship. So Bond brings in new associates in three basic ways 2L, summer program, 3l, direct hires and lateral. Can you talk a little bit about the process for these and the ways candidates can kind of stand up?
Speaker 2:Yeah, absolutely so. In terms of 2Ls, they make up the majority of our summer law clerk class and I would say 99% of our summer law clerk class is hired through the formal law school OCI process. So that is the on campus interview. It's called fall OCI because back in the day it used to take place in the fall. Now now it takes place in June, july and August. So just pay attention out there for any rising 2Ls or current 2Ls. Don't fall asleep behind the wheel. Really pay attention to those deadlines that take place in the summer. So that's how we those 1Ls?
Speaker 1:they're one and the 1Ls.
Speaker 2:Yeah, so the 1Ls were actually and we'll kind of talk about this in a little bit but they tend to be the interview process for the 1Ls and hiring. That tends to happen in the winter, the early spring of their 1L year, after their fall semester grades have been released.
Speaker 1:And then just after that they have to pay attention to those OCI deadlines to interview for the 2L jobs.
Speaker 2:Exactly so. Just, you know, 1ls, 2ls just have your head on a swivel at all times and then for the fall associates, for those, those 3Ls, for the most part and I think this is very common across other firms, but we tend to hire our fall associate class through our summer class, so we, hopefully, will extend offers to our summers to join us post graduation. That's the goal, right. When we hire you, you know we're looking at you for long term growth and we hope you'll grow your career at bond. But you know, with that said, if there are any holes that we need to fill after extending offers, sometimes we will go back to law schools and we'll formally partner with them to recruit 3Ls, right? So then what about?
Speaker 1:the laterals. How does that sort of process I know that's not quite as easy to mix as synced?
Speaker 2:No, no, it's not. But the best way I could describe lateral hiring. You know, when you look at our website and you see those approved open positions, those are positions that have an immediate need. They are approved and that's where we're really focusing. We need to hire folks in those areas, in those offices. But then, at the same token, we're kind of always looking right. So if you are an associate and you don't see an opening on the career page, please don't hesitate to still reach out. We kind of have this, like I mentioned, it's just an always looking and if you're a great candidate, we'd like to still have a conversation with you.
Speaker 1:It makes perfect sense Like always knock on the door, it doesn't open unless you do so. If you're like, hey, I'm from Syracuse, I want to move back, or my partner is moving to Syracuse, or this is the area of law I want to pursue, I'm admitted in New York. I'm open to any region.
Speaker 2:Reach out, because you never know Exactly, Exactly, and reach out. Do a quick Google search and I hope it's fun that you're interested in. If not, just do a quick search and see if they have a recruiting team and if they do reach out to that person. I'm always willing to have conversations with folks.
Speaker 1:Yeah, I think that's a great advice. Like, I think this is particularly true and this might be our segue here for individuals from historically excluded groups, those from the BIPOC community, women. They're like oh, I don't meet all 10 of these criteria, so I'm not going to apply for this job. Oh, there's no posting, so I'm not going to reach out to that firm. That's not the sort of world we live in right now. So if you're at all interested, just reach out.
Speaker 1:Yes, so I guess that's our segue here, because a critical issue for the profession is ensuring representation from historically excluded groups in the practice of law, and that means changing some of the systems and processes and then thinking critically about how we post jobs and review resumes and all that. So one area that many employers, including Von Tchenekin King, have developed is the 1L Diversity Clerkship, and this is where first year law students from historically excluded communities apply to spend the summer after 1L year with a law firm and, as Kelly just explained, typically it's after 2L year that we see law students. So Von has one of these programs. Kelly, can you tell us a little bit about it?
Speaker 2:Yeah. So the M Catherine Richardson clerkship program MCR for short, yes offers paid 1L summer clerkship positions for first-year law students from traditionally underrepresented backgrounds. And this program is named after a retired bond member, M Catherine Richardson, and she was a true pioneer, when you think about it, for diversity, inclusion in the legal profession. A fun fact she was an alumna of Syracuse University College of Law and she practiced her entire career at Bond and then she actually became the first woman elected to the firm's membership. So it's a great program, not only to honor her but to help build the pipeline here at Bond. And if you're a 1L accepted into this clerkship, you become a part of our summer class, Like you're just right there, alongside with the other two L's. You're exposed to the same assignments, projects, events. We treat you a part of the summer class.
Speaker 1:We do understand that you have only had one year of law school instead of two, so don't stress out about like wait, I don't have as much experience. We do understand that part. We just want you to feel included. Otherwise I feel like I have to say that as a slight disclaimer. So what materials are collected or how can people apply through this process?
Speaker 2:Yeah, so we require a resume and your first year law school transcript. That must include your fall semester grades. However, the deadline this year is January 30th, so if, for some reason, you don't have all of your grades in by that deadline, please still apply and, just you know, make a note that I, you know, haven't received my grades yet, and then that can always be submitted at a later date and we're happy to work with you there. Then we also require a personal statement, a thousand words or less, and there are certain prompts that we just want to make sure you cover so you can actually visit bskcom backslash careers, and there's a section there about the MCR one aisle diversity clerkship program with more details. But, just similarly to OCI, we do partner with a few regional schools. So if we are partnering with your school, please apply through simplicity or their 1220 platform, and if we do not partner with your school, please, please, do not worry, we will accept right in applicants and detail, all trust us, we do, we will read them all.
Speaker 2:So, please, please, if we don't partner with your school, definitely submit a write in application. And again, instructions for how to do that can be found on bskcom backslash careers.
Speaker 1:So this is a joint venture between diversity and recruiting and Matt Wells, who Kelly mentioned, and Aaron Torcello, who's the deputy, and myself will be working with Kelly on all of these to review all the applications, and we love when we have a large batch and we can't take everyone.
Speaker 1:We may have been known to suggest other places. They should apply right, because we can't help ourselves, because we want to make sure everybody gets a great experience, especially if they're part of one of these programs. So the deadline, as you mentioned I know folks are in finals now, but it's going to be okay, let me just say that. And then and then grades will happen after the new year and it's a good time to work with your career office, no matter where you are Like, if your school participates, great. Definitely do, if your school doesn't work with your career office to get these materials together, to make sure you're putting your best foot forward to send us those materials. And, as you mentioned, the summer for these one else is very similar to the 12 summer. So what are some of the things they can expect in a summer program at BOMB?
Speaker 2:So our summer program we have summer coordinators that essentially serve as mentors to the summer law clerk class and they will work very closely with each summer to ensure that they have equal opportunities and access to quality work and have a free flowing assignment system. So that means that our summers will get to work on projects from a variety of practice areas. They'll interact with a lot of different members, different departments. It's a great well rounded experience, because one else and two else right, it's rare that they know. I want to focus on X law.
Speaker 2:You know, sometimes you know and sometimes it's best just to dip your toes in a little bit of everything. So I think it's a great experience. And then I have to mention this, but Kim puts on a wonderful, wonderful weekly I guess you would say training session or touchpoint with our summers. So you'll get to hear from her and she'll bring in practice group or department leads once a week on new topics and it's just a really nice time to touch base as a cohort and get to know each other, but also just catch up and ask those questions that sometimes you're too afraid to ask.
Speaker 1:Oh, thanks, kelly. I mean you guys run a great summer program and for me it's a good way for me to kind of get to know these folks who we hope will build a career bond right away. And, as you said, like it's a place to ask whatever the question is like I do not know how to, where can I find forms, or whatever the case may be. It can be something as simple as, like what's a T&E and that's your travel and expense reimbursement, you know, like they, they just it's a great place to ask all those and don't tell the associates who present. But it's also a good way for me to get the associates who are already here an opportunity to present and practice those skills as well. So then I can pass them off to producer Kate to be in marketing and other videos along the way so hey, it's all a master plan.
Speaker 1:Well, you know, I think what's great about the program is that you know it's very highly supported within the firm. Many of the MCR fellows, as we call them, have come back for their second year, are now at the firm, but it's not a requirement. You know, some people realize that they want to go into public interest after the 1L summer and what we want to do with this is change our profession, open doors for people Of course we absolutely love. We may want to stay and be part of the firm, come back for their 2L summer, but it's really about making sure that we're giving opportunities for individuals from these historically excluded groups, to make sure that we overall change the practice of law and make it reflect our society more.
Speaker 2:Absolutely and, as you mentioned, hopefully that means you want to continue and grow at Bond, but we'll also support you if you want to explore other avenues. But you know, maybe you'll come back then down the road. Yeah exactly.
Speaker 1:We always kind of keep that door open. Okay, so, as you mentioned, the clerkship is named after Kathy Richardson, and not only was she the first woman elected to membership at Bond, she's only the second woman president of the New York State Bar Association and a longtime advocate for making the profession more inclusive. So it's a great program and I think that they could reach out to you or I if I wanted to talk to someone who's already been through the program, because we can find a couple of those folks for them. Absolutely, yeah, we didn't get to this earlier, but that idea of everything's online classes online we've been zooming through law school and life the last few years, but networking and reaching out personally is still important, isn't it?
Speaker 2:Oh, absolutely, and I think now networking is easier than it was 10, 20 years ago. Not only can you network in person, but it, you know, with LinkedIn and everything else, with Zoom meetings and virtual bar associations. And just a shout out to real quick, the New York State Bar Association has a law student section and they offer some great programs and opportunities to connect with folks, and Bond participated in their first virtual career fair and it was just a great opportunity. So, especially if you're still in law school, take advantage of the opportunities that you have in front of you. If an employer is coming for an info session or there's an upcoming networking event, even if you're not sure you're interested in that field or that, that company or that firm, you should still go, because you just never know who you'll meet and you don't know who they know.
Speaker 1:I think, a true career counselor.
Speaker 2:I know, right, Can you tell I'm putting on my career counselor hat. But I think it's also important. When you think of networking, don't think of it as I'm going to meet this person and that equals a job, right? Because it's not always like that. It's really just to build your network. It's sometimes it's just to have a mentor or to have guidance or to have an informational interview, but then down the road, you never know, maybe that will open a door because you've put in the work and you've formed that relationship.
Speaker 1:Yeah, absolutely. I think that's great advice. So any other final bits of advice for law students or laterals is they're checking out the job market.
Speaker 2:Yes. So I have some just generic advice that can apply to anyone really, but especially now that I've been in this position as a legal recruiter please proofread and then proofread and then proofread again and then have someone else proofread. Yes, I can't tell you how many times just a typo or you address it to the wrong firm and you're already immediately not up for consideration. So please proofread and then also do your research ahead of time and tailor your application materials accordingly. I know folks dread writing cover letters, but here's a fun cover letter tip for you.
Speaker 2:Sometimes it's not about reiterating your experience and your skill set. Sometimes a cover letter is for you to articulate any geographic ties you might have to a region. Or maybe you're moving back home and, trust me, we like to see that. We like to know if you went to U of R and now you want to move back to work in our Rochester office, like. Those are the fun facts that you should put in a cover letter whenever possible. And this is just a housekeeping tip. But, as somebody who reviews hundreds of application materials, please submit them as PDFs and save them with, like, your name in the title in some way. Sheet perform.
Speaker 1:Yes, please.
Speaker 2:Because when I'm going through hundreds of them and I need to find, you know, Sally's resume, if it's just labeled resume 123, I have no idea what I'm looking for.
Speaker 1:Your last name is probably a good option in that.
Speaker 2:Yes, yes, please. And then pivoting real quick just to law students. My advice to you is visit your career services office, please, you're a regular.
Speaker 2:Yeah, we loved the frequent flyers because folks like me, we have very close relationships with your law school career services office. So visit them. They're there to help you get your resume reviewed. You won't be disappointed. And then for laterals, my best piece of advice for you, just when you're searching for a firm, especially if it's a firm like Bond and it's regional based, just do a quick look and see if they do have a legal recruiter on their staff. Because if they do, we're here to help you and I know sometimes you might be tempted to partner with an outside recruiter or an agency. But just be mindful that more often than not firms might not fill their positions that way and they just might not be authorized to partner with some agencies for certain positions. So just kind of take that for what it's worth. But you know, especially if you're interested in Bond, please just reach out to me directly. I'm happy to help and point you in the right direction.
Speaker 1:Right, and I'm happy to find your information on the website and to find you on LinkedIn, so take that opportunity to connect. Yes, absolutely All right. Well, thanks for joining us on the podcast, kelly. It's always good to chat with you and to catch up, and we'll need to have you back once your first full complete cycle of all of this is over with, because this is your first summer class coming in, your first full, where you recruited them all.
Speaker 2:Yeah, you know I feel like a proud mama bear or something in a weird way, but it's really proud of this upcoming class. It's actually the largest class Bond has ever had in firm history and a lot of blood, sweat and tears went into this class, so I'm really looking forward to welcoming them in May.
Speaker 1:Yeah, I am as well. All right, well, thanks again, and we'll have you back soon, thank you. Thank you for tuning into this episode of Legally Bond. If you're listening and have any questions for me, want to hear from someone at the firm or have a suggestion for a future topic, please email us at LegallyBondbskcom. Also, don't forget to rate, review and subscribe to Legally Bond, where our podcasts are downloaded. Until our next talk, be well.
Speaker 3:Bond, seneca and King has prepared this communication to present only general information. This is not intended as legal advice, nor should you consider it as such. You should not act or decline to act based upon the contents. While we try to make sure that the information is complete and accurate, laws can change quickly. You should always formally engage a lawyer of your choosing before taking actions which have legal consequences. For information about our communication, firm practice areas and attorneys, visit our website BSKcom. This is Attorney Advertising.