News (All)

Green Recognized as Rising Star

Posted: November 2nd, 2018

CMM is proud to announce that litigator David Green has been recognized as a Super Lawyers “Rising Star,” which denotes superior professional achievement by attorneys who have been in practice for under 10 years or who are under age 40. While up to five percent of lawyers in New York State are named to Super Lawyers, no more than 2.5 percent are named to the Rising Stars list. The rigorous selection process includes independent research and peer evaluations.

David represents businesses and individuals in business disputes, personal injury, landlord/tenant, and other types of litigation.

“We’re very proud of David’s legal work and dedication to superior client service,” said CMM Partner and trial attorney Scott Middleton. “His selection as a Rising Star reflects the firm’s emphasis on recruitment and rigorous training. He has a bright future at CMM ahead of him.”

Malafi interviewed for Newsday article “Hauppauge firm’s largest shareholder seeks ‘poison pill’ rollback” about proxy fights

Posted: October 30th, 2018

By Ken Schachter, Newsday

The largest shareholder of Hauppauge-based TSR Inc. is waging a proxy fight against incumbent management ahead of the Nov. 28 annual meeting.
Manhattan-based Zeff Capital LP issued a proxy on Oct. 17 that seeks to replace two incumbent directors with dissident candidates and roll back a shareholder rights measure announced Aug. 29.

Such measures, also known as “poison pills,” sometimes are adopted by companies to dilute the holdings of unwanted suitors in efforts to fend off hostile acquisition attempts.

Zeff Capital’s proxy also calls for an annual election for all seven board seats.

The proxy challenge by Zeff Capital, which controls about 22.3 percent of TSR common stock, is the latest move in a months-long struggle over control of the IT staffing company.

In a Sept. 19 letter to board member Raymond Roel, Zeff Capital described the poison pill as “onerous” and said that chief executive Christopher Hughes was “focused on lining his own pockets.”

Christopher Hughes, who was named TSR CEO and chairman when his father, Joseph Hughes, retired from those posts in July 2017, said Monday he would have “no comment right now.”

In June 2018, Joseph Hughes and his wife, Winifred Hughes, sent a letter to TSR’s board calling for the company to be sold. The following month they sold their 41.8 percent stake to Zeff Capital and two other institutional investors.

“Family companies are great–while they work,” said Christine Malafi, a partner at Ronkonkoma-based Campolo, Middleton & McCormick LLP. “It’s family, which doubles the emotions.”

Zeff Capital and the other two investors, QAR Industries Inc., based in Mineral Wells, Texas, and Fintech Consulting LLC, based in Iselin, New Jersey, together now own about 48 percent of the common stock, according to Bloomberg.

When asked Monday about the proxy battle, Daniel Zeff, president of Zeff Capital, said, “I can’t comment at this time.”

Shares of TSR rose 4.5 percent Monday to close at $5.85. Twelve months ago, the stock was trading at $4.95.

To defend its decision to adopt a poison pill, management should communicate its strategic plans to stockholders, “if nothing more than to shed light on its opposition to Zeff,” said Greg Stoller, a partner at Lake Success-based law firm Abrams, Fensterman.

Malafi said proxy fights “are expensive” as costs for legal advice and soliciting proxies from shareholders can mount.

In the quarter ended Aug. 31, TSR reported net income of $37,795 on revenue of $16.6 million. That was down from net income of $141,089 on revenue of $17 million in the year-earlier period.

TSR, founded in 1969, has offices in Hauppauge, Manhattan, and Edison, New Jersey. It provides IT staffing services to the utility, insurance, publishing, pharmaceutical and financial services industries.
Read the full article here.

Bringing Us Together with Father Roy Tvrdik and Rabbi Gadi Capela

Posted: October 30th, 2018

It’s more important than ever for our community to come together and focus on our similarities rather than our differences. In this episode, CMM Managing Partner Joe Campolo spoke with Father Roy Tvrdik, Shrine of Our Lady of the Island, and Rabbi Gadi Capela, Congregation Tifereth Israel, about their work on Project Genesis, which is a Jewish-Christian Learning Program that teaches people of different heritages about the common roots of their faiths. They shared what inspired this partnership and how it brings people of different faiths and backgrounds together.

November 14 – HIA-LI’s Get in the Head of the CEO with Joe Campolo

Posted: October 26th, 2018

Event Date: November 14th, 2018

The recipients of HIA-LI‘s 24th annual Business Achievement Awards will be participating in a panel discussion moderated by CMM Managing Partner Joe Campolo. Panelists will be Kevin Lessing, Executive Vice President of Lessing’s Hospitality Group, Jennifer Cona, Managing Partner of Genser Cona Elder Law, Gregory Scotto, Managing Partner of Scott & Melchiorre Group, LLC, and Jonathan Chenkin, Vice President for Development of Family Service League. Whether you’re a CEO looking for new insights, or a professional looking to meet CEOs, you’ll want to be at this event that attracts industry leaders across Long Island.

Ticket Prices
Members: $45
Non-members: $60

Location
Simplay, 180 Commerce Drive, Hauppauge, NY, 11788
Click here to register.

November 7 – Veterans Day Ceremony with Keynote Speaker Joe Campolo

Posted: October 26th, 2018

Event Date: November 7th, 2018

Please join us in commemorating this National Day of Honor. The Veterans Day Ceremony is dedicated to the students, alumni, faculty, staff and families who have served or are currently serving in the United States Armed Forces, especially those students who have postponed their education to serve in moments of need.

This year’s keynote speaker is Joe Campolo, Esq., Stony Brook alum, US Marines Veteran and Managing Partner, Campolo, Middleton & McCormick, LLP.

Sponsored by the Office of Veterans Affairs.

CMM Welcomes David Green to Rapidly Growing Litigation Team

Posted: October 25th, 2018

Campolo, Middleton & McCormick, LLP, a premier law firm with offices in Ronkonkoma and Bridgehampton, is pleased to announce the addition of David Green, Esq. to the firm’s rapidly growing Litigation team. Green brings to the firm many years of experience fighting for clients in courthouses across the New York metropolitan area in personal injury, negligence, and commercial litigation matters.

As an attorney with some of New York City’s largest litigation firms, Green has secured tens of millions of dollars for his clients, both individuals and businesses. At CMM, Green puts this hands-on experience to work representing all types of litigants in complex litigation matters in state and federal court. He also works with corporate litigants, using the skills he developed both inside and outside the courtroom.

A resident of Forest Hills, Queens, Green is a graduate of the University of Delaware and University of Miami School of Law. In 2018, Green was recognized as a SuperLawyers “Rising Star.”

Contact David at dgreen@cmmllp.com or (631) 738-9100, ext. 386.

About CMM

Campolo, Middleton & McCormick, LLP is a premier law firm with offices in Ronkonkoma and Bridgehampton, New York. Over the past generation, CMM attorneys have played a central role in the most critical legal issues and transactions affecting Long Island. The firm has earned the prestigious HIA-LI Business Achievement Award and LIBN Corporate Citizenship Award, a spot on the U.S. News & World Report list of Best Law Firms, and the coveted title of Best Law Firm on Long Island. Learn more at www.cmmllp.com.

In a Blow to Government, Second Circuit Curtails Extraterritorial Reach of FCPA

Posted: October 18th, 2018

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In a recent decision with implications for the extraterritorial reach of the Foreign Corrupt Practices Act (FCPA), the U.S. Court of Appeals for the Second Circuit held in United States v. Hoskins that foreign nationals who cannot be convicted as principals under the FCPA cannot be held liable for conspiring to violate, or aiding and abetting a violation of, the statute.  In doing so, the Court rejected an avenue that the government has long used to assert jurisdiction over foreign nationals with no other connection to the United States.

The FCPA specifically sets out three categories of entities or persons who come under its purview: (1) issuers of securities in the U.S., as well as their officers, directors, shareholders, employees, and agents; (2) “domestic concerns,” i.e., U.S.-based companies, citizens or residents; and (3) any foreign entity or non-U.S. person who takes steps in furtherance of a corrupt payment while in the territory of the United States.[1]  Therefore, if judged based on the plain text of the statute, a non-U.S. national who is not an agent of a U.S. domestic concern or issuer and who never takes actions in furtherance of the alleged corrupt scheme within the U.S. territory falls outside of the substantive provisions of the statute.

To bring such persons under the jurisdictional reach of the FCPA, the Department of Justice (DOJ) has long used conspiracy and complicity charges, and enjoyed great success, as several high-profile FCPA settlements in recent years, including the TSKJ joint venture,[2] have relied on conspiracy and complicity theories.  In fact, the DOJ unabashedly touts this specific ability in A Resource Guide to the U.S. Foreign Corrupt Practices Act, published jointly with the Securities Exchange Commission (SEC): “Individuals and companies, including foreign nationals and companies, may also be liable for conspiring to violate the FCPA – i.e., for agreeing to commit an FCPA violation – even if they are not, or could not be, independently charged with a substantive FCPA violation.”[3]

Enter the Hoskins case.  In Hoskins, the government charged Lawrence Hoskins, a British citizen who worked for a U.K. subsidiary of the French company Alstom S.A. (Alstom), with, inter alia, conspiracy to violate the FCPA and aiding and abetting others in doing so.  Alstom’s U.S. subsidiary allegedly “retained two consultants to bribe Indonesian officials who could help secure a $118 million power contract” for Alstom.[4]  The government alleged that although Hoskins never traveled to the U.S. during the scheme, he was one of the persons responsible for approving the selection of the consultants and authorizing payments to them with knowledge that portions of the payments were intended as bribes, and as such, Hoskins is independently liable for conspiring with the company and its employees to violate the FCPA.  The District Court disagreed, however, holding that Hoskins could not be liable for conspiracy if he could not be liable for a direct violation of the FCPA.[5]

On interlocutory appeal, the Second Circuit focused its analysis on “whether the government may employ theories of conspiracy or complicity to charge a defendant with violating the FCPA, even if he is not in the category of persons directly covered by the statute.”[6]  The Court determined that Congress had exhibited “a desire to leave foreign nationals outside the FCPA when they do not act as agents, employees, directors, officers, or shareholders of an American issuer or domestic concern, and when they operate outside United States territory.”[7]  The Court also reasoned that under the Supreme Court’s decision in RJR Nabisco, Inc. v. European Community, the presumption against extraterritoriality requires dismissal of conspiracy and complicity charges against Hoskins, even if the FCPA is intended to have extraterritorial reach.[8]

The upshot was that in stark contrast to how the government viewed its ability to bring conspiracy and aiding and abetting charges against non-covered persons, the Court expressly refuted the government’s expansive interpretation of the FCPA’s application and extraterritorial reach to such non-covered persons.  The Court, like the Castle court[9] before it, appears reluctant to expand FCPA-related liability beyond the categories of persons explicitly specified in the statute.

It remains to be seen exactly how the government will react to the Hoskins decision.  The government may still pursue its case against Hoskins under agency theories, because the Court allowed the government to continue on the grounds that Hoskins acted as an agent of a “domestic concern,” liable as a principal for substantive violations of the FCPA.  Another possibility is increased cooperation among international regulators, so that foreign regulators can step in to enforce their local anti-corruption laws where FCPA actions by the DOJ and the SEC are not legally feasible.  Taken together, these other potential avenues of extending the FCPA’s reach to foreign individuals suggest that the practical impact of the Hoskins decision may be fairly limited.

One place where the decision may have noticeable impact, however, may be on the U.S. government’s ability to reach the conduct of foreign companies that enter into joint ventures with U.S. issuers or companies.  Historically, DOJ charged the foreign JV partners with conspiracy to violate the FCPA,[10] an avenue now expressly invalidated by Hoskins.  Charging them under agency theories also presents difficulties, given the complexity of international JV structures and the uncertainty in federal law as to the meaning of “agency” and the fact-specific nature of that determination. 

Contracting parties to international JV agreements would therefore be well advised to include contractual provisions specifying their intent not to form an agency relationship, since although courts will look to the effective, rather than formal, relationship between the parties, such contractual language can be relevant evidence for a factual determination.

But, regardless of how future FCPA enforcement actions develop, the Hoskins opinion should not be seen as providing a safe haven for bribery abroad by foreign nationals, especially as anti-bribery enforcement continues to ramp up in many countries across the globe and cooperation among international regulators deepens.  In the end, the best practice for companies is to maintain a strong compliance program geared toward snuffing out corruption before it occurs.

[1] See 15 U.S.C. §§ 78dd-1, 78dd-2, 78dd-3.
[2] See http://www.fcpablog.com/blog/2011/12/29/tskj-the-fcpas-whale.html for overview of the settlement.
[3] DOJ and SEC, A Resource Guide to the U.S. Foreign Corrupt Practices Act (2012), pg. 34.
[4] United States v. Hoskins, 902 F. 3d 69, 72 (2nd Cir. 2018).
[5] United States v. Hoskins, 123 F. Supp. 3d 316, 327 (D. Conn. 2015).
[6] United States v. Hoskins, 902 F. 3d 69, 71 (2nd Cir. 2018).
[7] Id., at *93-94.  The Court also pointed out that the government’s position “would transform the FCPA into a law that purports to rule the world.” Id., at *92.
[8] Id., at *95-97; see also, RJR Nabisco v. European Community, 136 S. Ct. 2090 (2016).
[9] In United States v. Castle, 925 F. 2d 831 (5th Cir. 1991), the Fifth Circuit held that foreign official could not be liable for conspiracy to violate the FCPA because the statute’s text and legislative history indicate that Congress intended to exclude that group of individuals from prosecution.
[10] See, e.g., United States v. JGC Corp., Document No. 4, Deferred Prosecution Agreement at ¶ 1, Case No. 4:11-cr-00260 (S.D. Tex. Filed April 6, 2011) (acknowledging charge of conspiracy with domestic concern to violate the FCPA).

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.

Malafi quoted in “Ready, set, hire” article in LIBN about laws affecting hiring process

Posted: October 16th, 2018

By Bernadette Starzee, Long Island Business News

The economy is booming, and more companies are looking to grow. Some may be hiring for the first time in several years, which means they might not be up on some of the newest laws and trends impacting the hiring process.

“Any business that wants to make sure it still exists next year is looking to comply with the various laws and stay on the straight and narrow when it comes to hiring,” said Christine Malafi, a partner and chair of the corporate department at the Ronkonkoma-based law firm of Campolo, Middleton & McCormick.

Here is a look at some things to consider when bringing someone on board.

Salary history questions

One thing that employers want to know about prospective employees is how much they earn or earned in their most recent position. Having this information gives employers a leg up in strategizing how much compensation to offer the prospective employee. But a New York City law passed last year prohibits employers from asking about salary history at all stages of the hiring process. The law’s primary aim was to close the gender pay gap.

Even though the law has not yet spread to Long Island, employers in Nassau and Suffolk may nonetheless be affected by it. The New York City Human Rights Commission indicated it would interpret the statute expansively and inclusively, taking the position that if a job position outside of New York City has an impact that is felt in the city, the statute would apply.

Reference and background checks

Companies have been trending away from saying much of anything at all when they are called for a reference about a former employee, due to liability concerns.

A recent New York City law prohibits employers from performing credit checks on prospective employees, except under very limited circumstances. In addition, New York City’s “Ban the Box” law prohibits employers from asking applicants about criminal history prior to making a conditional offer of employment. Statewide, employers may not disqualify an individual from employment based on criminal history prior to performing an analysis of the crimes in relation to employment responsibilities.

“Gone are the days where employers did credit and criminal background checks on all prospective employees,” Malafi said. “They should only be done based on job relevance – for instance, if you are hiring someone to work at a daycare center, the security concerns are going to be different than if you are hiring someone to stock shelves in a warehouse. If someone is going to be a bookkeeper and will have access to money, it may be prudent to perform credit and background checks on that person.”

Paid family leave

New York State’s Paid Family Leave law took effect at the start of the year. Most employees are eligible, and private employers had to set up a policy through an insurance carrier and deduct employee contributions to fund the program. Employees can take leave for bonding with a new child, whether biological, adopted or foster; caring for a sick family member, which could be a child, parent, parent-in-law, grandchild, grandparent, spouse or domestic partner; or spending time with a spouse, child, domestic partner or parent on active military duty or who has been notified of an impending call or order of active duty.

The program in 2018 provides eligible employees with eight weeks of leave at 50 percent of their average wage or 50 percent of the state’s average wage, whichever is lower. This will graduate to 12 weeks at 67 percent of average wages in 2021.

New employees should be advised when they are hired that the payroll deduction will be taken to fund their participation in the program.
Employees with a regular work schedule of 20 or more hours per week are eligible to take paid family leave after completing 26 consecutive weeks of employment. Employees with a regular schedule of less than 20 hours per week are eligible for the leave after working 175 days. The minimum period (of 26 weeks or 175 days) must be met with the same employer. “So if a new employee worked for 25 weeks for a prior employer and then comes to work for you, you don’t have to worry about them going out on leave after one week,” Malafi said.

Seasonal employees, summer interns and others who will not work for the employer for the required minimum period may opt out of participating in the Paid Family Leave program.

Sexual harassment training

A new state law established minimum standards for sexual harassment prevention policies and training in the workplace. All employers operating in New York State were required to either adopt the state’s model policy and training program or use it to establish their own version. All employees working in the state must receive sexual harassment training by Oct. 9, 2019, or by April 1, 2019 in New York City.

New employees will be required to receive training as soon as possible after they are hired, Malafi said.

Hiring from direct competitors

As unemployment drops and talent acquisition becomes more difficult, is there anything to stop an employer from calling an employee of a direct competitor and offering him or her a job?

In many cases, no. However, the individual may have a non-compete agreement that would limit his or her ability to work for the new employer.

If the employee did sign a non-compete or non-disclosure agreement, the new employer should ask to see a copy of it, in order to determine if hiring that person would be in violation of the agreement, Malafi said.

Read the full article here.

January 8 – Yermash Presents at Agriculture and Landscaping Roundtable

Posted: October 5th, 2018

Event Date: January 8th, 2019

Hear from John Larkin of Markowitz, Fenelon & Bank, with special guest and legal counsel Arthur Yermash of Campolo, Middleton & McCormick, LLP, as we host an interactive session for owners and business leadership in Long Island’s agriculture and landscaping industries. Learn from peers and accounting industry experts.
Tuesday, January 8, 2019

9:30 a.m. – 11:30 a.m.

Location: 269 Butter Lane, Bridgehampton

Space is limited. Register here!