News (All)

Talking to Someone with Dementia

Posted: April 22nd, 2016

By: Martin Glass, Esq. email

Tags:

This month I’m going to take a break from the series I’ve been doing to talk about talking.  Sometimes it’s hard enough to talk to someone without them misunderstanding what we’re saying.

If you’re trying to talk to someone with dementia, it’s twice as hard (if not more).  But there are certain things that you can do to help the conversation and stop yourself from becoming totally frustrated.

One of those things is to always identify yourself.  It may sound silly, but your loved one may not always remember exactly who you are.  My mother has dementia and gets confused between me and my brother (we look nothing alike).  You should try using language such as “I’m your niece, Sally” or “your other son, Marty.”  Even though a person with dementia may not remember exactly who you are, they know you’re someone personal in their life.

Repeating yourself (over and over again) is another thing that you should be prepared to do.  Someone with dementia likely won’t recall anything you say after a few hours or a few minutes.  This isn’t intentional or meant to frustrate you; it’s just the way it is.

Now, here’s a hard one.  When you do speak, be overly specific and try to keep things simple.  If you want to show someone with dementia where something is, identify that thing by name.  You need to say “here is your hat,” and not just “here it is.”  My mother usually doesn’t remember what she’s looking for so she has no idea what you found unless you tell her.  This also means using short sentences.  With a long, complex sentence or story, they forget the beginning way before you ever get to the end.

That being said, they’re not children.  Do not talk down to them or make things overly simplistic.  Even if they don’t understand what you’re saying, they understand how you’re saying it.  I try to remember that this is my mother, and I will always show her the respect she deserves.

At this point, it may sound obvious, but people with dementia don’t remember things. They’ve lost a great deal of their memory, especially their short term memory.  Saying things like “Don’t you remember?”, “Did you forget?” or “How could you not know that?” isn’t going to help. All it’s going to do is make that person feel frustrated, guilty, and sometimes angry.

One thing that my brother and I have noticed is that our mother hates to be ignored. Just because she doesn’t remember things doesn’t mean that she doesn’t exist.  If I ask my father how Mom is feeling today, she’s very good at reminding me that she’s in the room.  She notices when she’s excluded from the conversation.  When you ignore someone, whether they have dementia or not, it can feel demeaning and undignified.

Lastly, and especially towards the later stages of the disease, don’t rely on verbal communication.  As it becomes harder and harder for them to understand your words, you need to find other ways to communicate with your loved one.  Just your facial expressions, body language, and behavior can say a great deal to the person.  Just because someone might not be able to speak like they could before doesn’t mean you can’t look them in the eye and greet them by name.  Even when my mother is not sure who I am, I walk in, take her hand, and kiss her on the check.  She smiles and relaxes, as she knows she’s loved and safe.

The information contained in this article is provided for informational purposes only and is not and should not be construed as legal advice on any subject matter. The firm provides legal advice and other services only to persons or entities with which it has established an attorney-client relationship.

Allowing Employees to Telecommute

Posted: April 22nd, 2016

HIA reporter

By Christine Malafi

In today’s workplace, a great percentage of employees will request the ability to work from home for one reason or another, be it temporary or not. Having employees work from home is both an opportunity and a challenge for both the employer and the employee. Employers avoid having to find space for the employees to work from, and employees may be more satisfied and committed to their employers for the benefit of working from home.  However, both parties must pay attention to make sure that the “team” spirit and internal workplace dynamics don’t suffer.

It is strongly recommended that employers implement written policies on telecommuting so as to not create policies piecemeal, which can be confusing and risk being deemed discriminatory by employees. Policies should be tailored to the specific needs and abilities of employers. Consistency is the key to avoiding claims of unfairness or discrimination. Policies should address which classification of employees are permitted to telecommute (i.e., full-time or part-time employees) and how long the employee must be employed before a request may be considered (three or six months).

Written policies should also clarify who is responsible for providing the tools and equipment needed for the employee to work from home (if equipment is provided, the policy must mandate its return when employment ends) and who is responsible for maintaining it.  It is also important to consider the security of sensitive information that your employee may be taking from the office or accessing from home.  If the employee’s work includes handling confidential data, the employer should set guidelines about secure Internet access as well as how to store documents and electronics (i.e., in a locked filing cabinet).

Employers permitting or encouraging telecommuting should consider investing in good conferencing technology, as well as paying for travel costs associated with having employees “visit” the physical workplace from time to time.

The importance of accurate recording of all working time is enhanced with telecommuters.  To minimize the risk of wage and hour claims, employers must implement strict guidelines for timekeeping and time reporting for hourly employees working from home.  Keep in mind also that you, as the employer, may be responsible for injuries that occurred at a home workplace; while it is impossible for an employer to completely control the safety of an off-site location, employers may wish to set parameters, such as having the employee designate a limited area of the home for working or to work according to a set schedule.

Unless you are hiring an employee with the specific intent of having him or her work from home, employees requesting permission to work from home should be required to submit a written request to telecommute. Every employee should understand from your written policies that permission to work from home is not guaranteed, and may be withdrawn at any time in the employer’s sole discretion.

Even if you do not have a telecommuting policy or practice in place, and although employers are not legally obligated to allow employees to telecommute, there may be an obligation, if it does not create an undue hardship, to allow an employee to telecommute as a reasonable accommodation for an employee with a disability under the Americans with Disabilities Act (ADA).

If you have any questions about your telecommuting policy (or lack thereof), please contact us.

Malafi Named Top Woman in Law

Posted: April 22nd, 2016

Christine MalafiCMM Partner and Corporate department chair Christine Malafi, Esq., is among the recipients of the 2016 Top Women in Law Awards. Hon. A. Gail Prudenti and Hofstra University School of Law will celebrate the honorees at an awards luncheon on Tuesday, April 5 at 12:00 pm at the Hofstra Northwell School of Medicine. Nassau County District Attorney Madeline Singas will deliver the keynote address at the event, which will benefit Hofstra’s Center for Children, Families and the Law.

This first annual event, sponsored by Hofstra’s Center for Children, Families and the Law and the Long Island Business News, highlights distinguished female attorneys who have done incredible work on behalf of children and families and are creating a positive impact for future female attorneys.  top women in law invite

Campolo Named a “King of Long Island”

Posted: April 13th, 2016

Joe Campolokings of long island was named a “King of Long Island” at an awards ceremony hosted by Star Network and Schneps Communications, the publishers of popular community newspapers throughout the region.  The awards program and networking expo honored prominent businessmen of Nassau and Suffolk Counties across a variety of industries.  The program, along with its sister “Queens” event, brought together elite business leaders for networking and celebration at Leonard’s Palazzo in Great Neck on April 12, 2016.

CMM Represents Hedgehog Development in its Acquisition of Loewy Design

Posted: April 11th, 2016

Campolo, Middleton & McCormick advised Hedgehog Development, LLC, a leading global provider of digital solutions, on its acquisition of Loewy Design, Inc., a full-service strategy and design agency.  The deal, completed in February, created a combined team that increases value to clients by offering strategic web solutions, custom applications, systems integration, and digital marketing campaigns.  The CMM team included Joe Campolo and Vincent Costa.  Headquartered in Holbrook, New York, Hedgehog also has offices in Oregon, North Carolina, and Bulgaria.  Learn more at https://www.hhogdev.com.

Campolo to Be Honored at Kings of Long Island Awards Ceremony

Posted: April 1st, 2016

kings of long islandJoe Campolo will be named a “King of Long Island” at an awards ceremony hosted by Star Network and Schneps Communications, the publishers of popular community newspapers throughout the region.  The awards program and networking expo will honor prominent businessmen of Nassau and Suffolk Counties across a variety of industries.  The program, along with its sister “Queens” event, brings together elite business leaders for networking and celebration.  Join us at Leonard’s Palazzo, 555 Northern Boulevard in Great Neck, on Tuesday, April 12 at 6:00 p.m.  Please visit http://qns.com/upcoming-star-networking-events/ for tickets.

CMM Hosts Women’s Leadership Panel

Posted: March 23rd, 2016

group shot low resWomen’s Panel Addresses Leadership and Success

A packed lecture hall at Touro Law School heard from a distinguished panel of successful women professionals at our Executive Breakfast on March 23.  Moderated by CMM partner Christine Malafi, the panel shared their insights on the leadership traits they rely on as business leaders and the actions they’ve taken to propel their careers forward.  Attendees enjoyed networking with Long Island professionals and the opportunity to engage in a dialogue about issues facing women in the workplace.

Panelists:

Randi Busse
Founder and President of Workforce Development Group, Inc.
Randi Busse is the Founder and President of Workforce Development Group, Inc., a training and development organization that specializes in improving the customer experience, increasing customer retention, maximizing revenue and creating a culture of ownership among employees. Randi is a dynamic speaker with the ability to make audiences listen, nod, laugh … and connect the dots between their own experiences as a customer and how their behaviors and the way their employees treat customers affects their bottom line.

Teresa Ferraro
President East/West Industries Inc.
Teresa Ferraro is the President of East/West Industries Inc., a Long Island based woman owned small business, a world leader in the development and production of aircraft seats for both fixed wing and rotor wing aircraft, life support systems for high-performance military aircraft, and ground support equipment for servicing such aircraft. Teresa Ferraro has over 30 years experience in strategic and operational leadership within East/West and provides direct interface and support with all the major primes such as Sikorsky Aircraft, Boeing, Northrop Grumman, Lockheed, Bell Helicopter and all branches of the DoD.

Susan Ganz, MBA
Financial Professional
The Prudential Insurance Company of America
Ms. Ganz has held the position of Financial Advisor at The Prudential Insurance Company of America since 2014 servicing clients out of the Uniondale, NY location. Her work involves providing insurance and financial products primarily for women and their families to address their financial challenges.
Ms. Ganz has over 20 years experience in the financial services industry. Her prior work as a commercial lender for JP Morgan Chase (formerly Chemical Bank), strategy and corporate finance consultant for Ernst & Young, information technology project and client relationship manager for Merrill Lynch and Credit Suisse, and estate and financial services professional with the Center for Wealth Preservation enables her to relate to the day-to-day challenges her clients face as well as connect with their desires to integrate their personal and professional goals.

Abbe Meehan, RCC™
President / Corporate Trainer at TEC Resource Center
Abbe Meehan is the President of TEC Resource Center, a unique facility in Farmingdale, Long Island, providing employee and management development solutions that help organizations become better aligned, boost sales, and increase customer and employee satisfaction. With over 20 years of business management and human resources experience, Abbe specializes in helping people and organizations reach their full potential.

Martha Stark
Group Director & Senior Vice President at Signature Bank
Martha Stark serves as Group Director and Senior Vice President for Signature Bank, providing banking services for businesses and private clients throughout the metro-New York area from the Bank’s Garden City, Long Island, New York office since 2002. Prior to joining the Bank, Martha served as Northeast Regional Business Development Leader for the accounting and consulting firm of BDO, LLP after 15 years spent in commercial banking, most recently as senior vice president and team leader covering Nassau County’s middle market for Fleet Bank (n/k/a Bank of America).

Patricia E. Salkin
Dean of Touro College Jacob D. Fuchsberg Law Center
Patricia E. Salkin is the Dean of Touro College Jacob D. Fuchsberg Law Center. Prior to that she was the Raymond & Ella Smith Distinguished Professor of Law, as well as Associate Dean and Director of the Government Law Center of Albany Law School. She is noted a leader in legal education in the United States.
Dean Salkin is the only U.S. law dean who is a member of the House of Delegates of the American Bar Association, and she holds many leadership positions in the Association. She is also the co-chair of the NYS Bar Association’s Standing Committee on Legal Education and Admission to the Bar and she was a member of the City Bar’s Task Force on New Lawyers in a Changing Profession. She is a thought leader on bar exam reform and legal education reform. She is a past chair of the American Association of Law School’s State & Local Government Law Section, and is the author of hundreds of books, articles and columns including a recent piece in the Journal of Legal Education on incorporating best practices into the teaching of land use law.

Moderator:

Christine Malafi, Esq.
Partner

Christine Malafi chairs the firm’s Corporate department, one of the most robust teams in the New York region. Her practice focuses on mergers and acquisitions, corporate governance, routine and complex transactions, labor and employment issues, and other business matters, as well as municipal, insurance coverage, and fraud issues.  She routinely represents buyers and sellers in multimillion dollar transactions (from technology companies to manufacturers to healthcare businesses) and serves in a general counsel role for many of the firm’s internationally-based clients.

To Protect Employees, New York State Mandates Carbon Monoxide Detectors in Commercial Buildings

Posted: March 23rd, 2016

A carbon monoxide detector could have prevented the tragic death in February 2014 of Steven Nelson, an employee at Legal Seafoods at the Walt Whitman Shops in Huntington Station, who fell victim to poisonous fumes from a malfunctioning water heater pipe at the restaurant.  The tragedy prompted a recent amendment to the New York State Executive Law to require the Uniform Fire Prevention and Building Code to address carbon monoxide detection in commercial buildings.  The Uniform Code now requires the installation of carbon monoxide detectors in all restaurant and commercial properties in the state.   Previously, detectors were required in one- and two-family homes, condominiums, co-ops, and multiple dwelling units, but restaurants and commercial buildings were excluded.

The law applies to “existing commercial buildings,” which includes commercial buildings constructed prior to December 31, 2015.  A detection device is mandated in any commercial building that (i) contains any carbon monoxide source (including a garage), and/or (ii) is attached to a garage, and/or (iii) is attached to any other motor-vehicle-related occupancy.  The law requires a detection device in each story of a building or “detection zone” with the presence of a carbon monoxide source.  Unlike in the residential setting, a combination smoke alarm/carbon monoxide detector will not satisfy the new requirement for commercial buildings.  The law contains heightened compliance requirements for new construction after December 31, 2015, including hard-wiring carbon monoxide detection as part of the building’s fire monitoring system.

The “transition period” to comply with the new law runs through June 27, 2016.  However, commercial building owners are encouraged to comply with the new law—which will protect employees, customers, and everyone else who enters a commercial space—as soon as practicable.  The goal of the new law is to protect employees against potential hazards.  Employers who lease commercial space should consult with their landlords and review their leases to facilitate the installation of the carbon monoxide detectors to comply with the law.  Please contact us with any questions or concerns about compliance with this critical safety measure.