The Supreme Court of South Carolina issued an Order on February 26, 2021, which stated that in-person hearings can resume beginning Monday, March 15, 2021. There was nothing in the Order itself that mandates, nor discourages, the state’s courts from conducting hearings virtually (i.e. Zoom, WebEx, or Teleconference), as some have done for the past several months. So, while some Courts may resume in-person hearings and others may continue to conduct proceedings virtually, this Order makes it clear that all Courts within SC should resume conducting/scheduling hearings in some fashion no later than March 15, 2021.
Our team will keep you posted on a case-by-case basis on what your court decides to do. Of course, if you have a question about a specific case, you can contact your team via our contact form choosing the “Case Update” option from the dropdown.
Black History month is commonly celebrated in our youth. In school, we learn about Dr. Martin Luther King Jr. and his “I Have a Dream” speech. We learn about Rosa Parks, who refused to give up her seat on the bus, and how she helped continue the conversation about racial injustice. We may even learn about Abraham Lincoln and the Emancipation Proclamation, and its “freeing” of slaves. However, Black History Month is very rarely celebrated in the workplace. And no, we’re not talking about giving Black employees a day off.
There are many ways to celebrate Black History Month in a professional setting. If you have a DE&I program at work, you can connect with the leaders of that program and find ways of ensuring that your employees in the BIPOC community feel included, seen, and their voices heard. If you don’t have a DE&I program, this is a great time to start! This is one of the many ways you can celebrate Black History Month beyond the month of February. We’ve listed a few more ways you can celebrate Black leaders and create an inclusive environment below.
1.) Remove. Connect with your HR team and DE&I professionals and find a way to set the standard to eradicate conscious and unconscious bias. This ensures that employees of all backgrounds and races have continuous equity.
2.) Educate. Bring in speakers, create a book club, or have a round-table discussion about topics that affect your BIPOC employees. Find ways to navigate topics such as why Black women can’t be introverts, discrimination about hair and its texture, and read books like “The Fire This Time” by Jesmyn Ward.
3.) Inclusion. Teams with inclusive cultures outperform their peers by 80% according to Deloitte. Understand that events that happen outside of the workplace affect your employees, and it’s always a great idea to know HOW those events may affect them. Seek out different perspectives and opinions, and reach out to Black leaders in your organization, and ask how they would like to be elevated.
These are just a few ways that you can celebrate Black History Month beyond the month of February. Remember, Black history IS American history and should be celebrated 365 days of the year.
In a “60 Minutes” interview Morgan Freeman said, ” You’re going to relegate my history to a month? I don’t want a Black history month. Black history IS American history.” The then 79-year old Oscar-winning actor received quite a bit of criticism for this remark. But does he have a point? Let’s look back, to move forward.
The “Father of Black History Month,” historian and Harvard-trained Carter G. Woodson, and minister Jesse E. Moorland founded the Association for the Study of Negro Life and History (ASNLH) on September 9, 1915, in Chicago, Illinois. This group sponsored National Negro History week in 1926, which coincided with the birthdays of Abraham Lincoln and Fredrick Douglass, and became increasingly recognized in part due to the Civil Rights movement in the late 1960s. With the stroke of a pen, then-President Gerald Ford officially recognized Black History Month in 1976 and called upon the public to “seize the opportunity to honor the too-often neglected accomplishments of Black Americans in every area of endeavor throughout our history.”
When asked, Woodson explained why Black history is so important. He said, “If a race has no history, it has no worthwhile tradition, it becomes a negligible factor in the thought of the world and it stands in danger of being exterminated.” Woodson noticed that Black people were often purposely underrepresented in schools also misrepresented in history books. He spent his entire career ensuring not only that African-American history would be taught, studied, and discussed, but he also hoped through his efforts that Black history and American history would one day be inherent to each other. The goal was to never minimize the contribution of Black Americans down to a month. It was a line item of a bigger conversation, that Black history IS American history and that Black Americans, with their struggles, cultures, traditions, and wins, should be celebrated with the same intensity and integrity that we celebrate everything else.
We must move past the celebration and the recognition of mediocrity; we must advance in having deeper conversations so that we can address the systemic issues that continue to oppress and marginalize Black people in this country. In order for unity to happen, recognition must come first, and this is beyond Dr. Martin Luther King Jr. and Rosa Parks. It’s “The Color of Law” by Richard Rothstein and how he directs our attention to how the government segregated America; it’s James Baldwin and his book “The Fire Next Time,” a book that recognizes the consequences of racial injustice; and it’s Fannie Lou Hammer and her fight for voter rights and how Black men and women contribute every day just by showing up. No, Black history is more than 28 days, it’s US. All of us, and once we recognize the history of this country, no matter how painful or arduous, then and only then can unity happen. In our More Than 28 campaign, we want to educate the industries where we are a part, but the goal and the hope are that Black history and its people will be recognized and be given equity 365 days of the year.
North Carolina: For all of our Mecklenburg County clients, we hate to have to share this news, but based on the Mecklenburg County Public Health Directive that came out last night, the Chief District Court Judge has decided that all eviction hearings in Mecklenburg County scheduled between Tuesday, January 19 and Thursday, February 11 will be continued and rescheduled.
As soon as we have new court dates, we will update Nationwide Eviction so that you may see them.
NOTE: All cases scheduled for Friday, January 15 should proceed as scheduled unless you hear otherwise.
If you have any questions, please visit our contact form.
We are anticipating inclement weather over the next day or so and some of our NC/SC offices and team members may be affected. We will still be working as efficiently as possible, but response times may be delayed if any of our team members or offices lose power.
Please stay safe and if you need anything, don’t hesitate to reach out via our contact form: https://loebsackbrownlee.com/contact-us being sure to choose the best option from the dropdown menu.
5, 4, 3, 2, 1. Happy New Year!
As 2019 came to a close, and the New Year began, we created our resolutions ready for a new start, a new beginning. Not knowing what was to come, we found ourselves coming together, reflecting, at times debating while navigating through the year 2020. A year that would change our lives for the rest of our lives. However, 2020 hasn’t been all bad news! Join us as we look back on some of our favorite moments. Tissues may be required.
We celebrated some promotions!
Shanae Auguste, Alyssa Campalong, Chandler Roten, and Marcus Nordgren all received promotions this year. Shanae broke barriers becoming the first Woman of color on the Executive team.
We brought on some new faces to the team!
Michael Harrington – serving South Carolina and Cory Busker – serving North and South Carolina became our Senior Associate Attorneys’, along with Crystal Richardson, Associate Attorney serving North Carolina. Kelly Rodriguez joined the team as an Eviction Services Manager serving North Carolina, and Cherish Nosike, Certified Paralegal serving the North Carolina area also, joined our team this year. #HereWeGrowAgain!
We continued to educate the industry on Fair Housing best practices.
We didn’t realize that this would be the last in-person lunch and learn that we would have with the Upper State Apartment Association.
Remember when this was normal?
We had a blast with Bell Partners, and Ellen B found her match on Valentine’s Day.
The Greater Fayetteville Apartment Association recognized Will Brownlee for his service to the association and they recognized us for our #LBAgainstDV social media campaign to help bring awareness to domestic violence in the multifamily industry.
Then, things started to change.
In 2020, we made ‘Law Firm Wellbeing‘ a firm-wide priority. Chris encouraged the firm to take valuable downtime to combat negative stressors. So, to help everyone experience that downtime, Chris sent us a memo telling us to go home. Seriously. Little did we know that we could be working from home for the rest of the year with event cancellations, stay-at-home orders, and restrictions on the horizon.
We found new ways to cope and connect.
We had a virtual homecoming bringing a little joy to our fans’ timeline. At the same time, Tiger King was the only sense of normalcy that we had.
We realized that we have work to do.
After the death of George Floyd, everyone had to take a hard look in the mirror. The multifamily industry was no exception. We strived to listen, to understand, not respond, and thereby better appreciate one another’s challenges. By not abandoning the moment, we stuck together, had tough conversations, not just about race but about how we can be more inclusive and bring awareness to issues that affect us and others. How can we all be better allies? At L&B, we are continuously striving to be the change we wish to see in the world.
Managing Principal Chris Loebsack and Manager of Digital Media Liz Newkirk had a discussion regarding the historic decision from the Supreme Court stating that the 1964 Civil Rights Act protects gay, lesbian, and transgender employees from discrimination based on sex. Justice Neil Gorsuch said, “we must decide whether an employer can fire someone simply for being homosexual or transgender.” The answer is clear. Knowing that we couldn’t stop there, we wanted to have a more in-depth conversation. So we brought in Equality NC to have another conversation headed by Associate Attorney Crystal Richardson to understand how we can move the needle in providing an inclusive and safe environment for those in the LGBTQ+ community and celebrates them and their accomplishments.
Like you, we are trying to find a sense of normalcy during these unprecedented times.
We found ways to stand up for what we believe in, celebrate our wins, mourn the loss of friends, loved ones, and legal juggernauts. We soon began to realize that we are all in this together. So while 2020 was basically March, over and over again, and we don’t know when we will go back to normal, one thing is for sure. We learned a lot. We cried, laughed, and we grew. One can only hope that with all of the trials that 2020 brought us, we won’t forget the lessons we’ve learned and the values we gained as we continue to move forward. Thank you for going through this year with us.
See you in 2021…
After we read the terms and conditions.