Hatch, J. v. Hatch, M. ( 2022 )

J-A15032-22
NON-PRECEDENTIAL DECISION - SEE SUPERIOR COURT I.O.P. 65.37
JANA DIANE HATCH : IN THE SUPERIOR COURT OF
: PENNSYLVANIA
Appellant :
:
:
v. :
:
:
MARK ALLEN HATCH, SR. : No. 1297 WDA 2021
Appeal from the Order Entered October 21, 2021
In the Court of Common Pleas of Armstrong County
Civil Division at No(s): 2018-0672-CIVIL
BEFORE: BOWES, J., KUNSELMAN, J., and SULLIVAN, J.
MEMORANDUM BY SULLIVAN, J.: FILED: NOVEMBER 16, 2022
Jana Diane Hatch (“Ms. Hatch”) appeals from the order denying her
motion to disqualify Alaine Generelli, Esquire (“Attorney Generelli”) and the
law firm of Geary, Loperfito & Generelli, LLC (“the GLG firm”) from
representing Mark Allen Hatch, Sr. (“Mr. Hatch”). We affirm.
While employed at the office of Gregory W. Swank, Esquire (“Attorney
Swank”), Shea Kraft, Esquire (“Attorney Kraft”) represented Ms. Hatch in a
divorce and equitable distribution case against Mr. Hatch. Attorney Generelli,
a member of the GLG firm, represented, and continues to represent, Mr. Hatch
in that case. Thereafter, Attorney Kraft left Attorney Swank’s employ to work
for the GLG firm. See N.T., 10/20/21, at 11-15, 19-20, 47.
Ms. Hatch filed a motion to disqualify Attorney Generelli and the GLG
firm, in which she averred that Attorney Kraft learned secret and confidential
information relating to her case while representing her, and that Attorney
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Generelli’s and the GLG firm’s continued representation of Mr. Hatch
constituted a conflict of interest and a violation of Pennsylvania Rules of
Professional Conduct 1.9 and 1.10 (“Rules 1.9 and 1.10”). See Motion to
Disqualify, 10/19/21, at 2-3 (unnumbered). Other clients whom Attorney
Kraft had represented while working for Attorney Swank filed similar
disqualification motions against Attorney Generelli and the GLG firm.1 On
October 20, 2021, the trial court held an evidentiary hearing on all the
disqualification motions.
We summarize the testimony at the evidentiary hearing as follows. In
August 2021, Attorney Swank began reducing Attorney Kraft’s workload and
expressed a clear intent to terminate his employment. See N.T., 10/20/21,
at 11-13. Attorney Kraft had exploratory employment discussions with the
GLG firm. See id. at 13-15. Later that month, Attorney Kraft told Attorney
Swank that he intended to find a new job, and they discussed some of Attorney
Kraft’s active case files. Thereafter, Attorney Kraft found that his key no
longer opened the door to the main office of Attorney Swank’s firm. See id.
at 15-18. At that time, the GLG firm had not yet hired Attorney Kraft and he
was considering a number of employment possibilities. See id. at 14, 23-26.
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1 Three of those cases are now on appeal before this Court, Wheatley v.
Wheatley; Fetterman v. Cochran; and Dietrich v. Dietrich, are listed
before this panel at J-A15031-22, J-A15033-34, and J-A15034-22. We
address those appeals in separate decisions.
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Prior to hiring Attorney Kraft, the GLG firm had a series of consultations
with an ethics attorney, Beth Ann Lloyd, Esquire (“Attorney Lloyd”), to
determine, if it hired Attorney Kraft, what actions it would need to take to
comply with the screening requirements of Rule 1.10 in Ms. Hatch’s case and
any other active case in which Attorney Generelli had been Attorney Kraft’s
opponent (the “conflict cases”). See id. at 47, 57-58. Attorney Lloyd
explained to the GLG firm that Attorney Kraft would have to withdraw from
representation in the conflict cases, and that the GLG firm would need to
screen him from any contact with the physical or electronic files in those cases,
prevent him from hearing any discussion of them, and not share with him any
of the fees in those cases. See id. at 47, 58-59. Attorney Generelli also told
the entire GLG staff that screening procedures would be put into place if
Attorney Kraft were hired. See id. at 50-51.
The GLG firm hired Attorney Kraft, having told him that his employment
was contingent upon his compliance with the ethical rules, and directed him
to follow all of Attorney Lloyd’s recommendations. See id. at 47-48, 57-59,
75.2 Attorney Lloyd helped Attorney Kraft write a letter which he sent to Ms.
Hatch one week before he began working at the GLG firm. See id. at 21, 32.3
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2 Attorney Swank immediately removed Attorney Kraft from his offices when
Attorney Kraft told him about his new employment, which prevented them
from discussing the remainder of Attorney Kraft’s active cases. See N.T.,
10/20/21, at 16-18.
3 Attorney Kraft sent similar letters to his former clients in the other conflict
cases. See N.T., 10/20/21, at 22-28.
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The letter stated that Attorney Kraft would be joining the GLG firm, would
withdraw from representing Ms. Hatch, would not participate in the case at
the GLG firm in any way or reveal confidential information about Ms. Hatch,
the case, or the litigation strategy, and had not taken any case files or
materials concerning the case. The letter also explained to Ms. Hatch the
procedures the GLG firm would use to protect Ms. Hatch’s confidences and to
isolate Attorney Kraft from access to the physical and electronic files in the
case. See id. at 24-28. Additionally, the letter stated that Ms. Hatch’s case
would not be discussed in Attorney Kraft’s presence, and that Attorney Kraft
would not share in any of the fees paid to the GLG firm in the case. See id.
at 23-26, 28, 30, 43, 47. Attorney Generelli’s testimony confirmed Attorney
Kraft’s testimony. See id. at 53, 56-59. The letter provided Ms. Hatch with
Attorney Kraft’s cell phone number, personal email address, fax number, and
mailing address. See id. at 24-25.4
By the time Attorney Kraft began work at the GLG firm in mid-
September 2021, the firm had expended substantial time and effort and
implemented all of Attorney Lloyd’s suggested screening procedures: physical
documents in the conflict case files, other than those kept in Attorney
Generelli’s office, are maintained in a locked filing cabinet; and the electronic
files in those cases, and Attorney Generelli’s email, are password-protected
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4 At the hearing on the joint disqualification motions, neither Ms. Hatch nor
any other former client in the conflict cases introduced evidence of responding
to Attorney Kraft’s letter or alleged that Attorney Kraft disclosed confidential
information in any conflict case.
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and segregated from other electronic case files. See id. at 48-49, 59-61, 64,
70-72, 75. Additionally, prior to the time Attorney Kraft began working at the
GLG firm, Attorney Generelli advised the entire firm and staff 5 about the
screening procedures and directed them to: promptly remove conflict case
documents from the copier; put faxes6 relating to conflict cases in special
folders and take them to her office; and print documents in conflict cases on
their own printers and bring them directly to her. See id. at 47-54, 59-60,
67-69. The GLG firm also changed its docketing system. See id. at 59.
Employees must seek assistance to see written documents in a conflict case.
See id. at 65-66, 72-73.
Attorney Kraft testified that the GLG firm explained the screening
procedures to him before he began working at the firm. See id. at 43. Since
he joined the GLG firm, he has not seen, or had access to, any of the conflict
case files, has not discussed any of the conflict cases with anyone at the GLG
firm, has not disclosed any confidential information concerning the conflict
cases, has not heard any discussion of those cases, and recognizes his duty
under the Rules of Professional Conduct to maintain the confidences of his
former clients. See id. at 26-30, 38-43. Attorney Generelli also testified that
Attorney Kraft has been screened from all of the conflict cases and has never
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5 Attorney Kraft testified that the GLG firm now has four lawyers and also
employs a paralegal, a secretary, an office manager/paralegal, and a
receptionist, which Attorney Generelli’s testimony corroborated. See N.T.,
10/20/21, at 35-37, 39, 50, 65-66, 70.
6 Attorney Generelli receives faxes infrequently. See N.T., 10/20/21, at 70.
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disclosed confidential information to her concerning those cases. See id. at
52, 54. Attorney Kraft’s employment contract specifies that he can be fired
for violating the Rules of Professional Conduct. See id. at 38.
Attorney Generelli, the primary attorney who works on the conflict
cases, has instructed her paralegal, the only employee who works with her on
those cases, not to discuss them in front of Attorney Kraft. See id. at 45-46,
50, 67. Attorney Generelli testified that she has been “pretty firm and direct”
with staff about what they must do to comply with the screening protocols and
continues to discuss them with staff on an ongoing basis. See id. at 52, 60.
Additionally, all of the GLG staff observed the time and energy the firm
expended putting the protocols in place and understood that the firm took the
matter very seriously. See id. at 64. Though the firm did not create a
separate, written screening document for staff, it used Attorney Lloyd’s
written advice about the necessary elements of a screen to formulate its
screening protocols, all of which it implemented prior to the inception of
Attorney Kraft’s employment and all of which Attorney Generelli conveyed to
the entire GLG firm. See id. at 48-49, 59-61, 64, 67, 70-73, 75-76.
Testimony at the disqualification hearing established that when
employed by Attorney Swank, Attorney Kraft performed thirty-four hours of
work on Ms. Hatch’s case over three years, which included preparing
appraisals and an inventory of the marital estate and preparing for a full
master’s hearing. N.T. 10/20/21, at 46, 78-79.
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The day after the hearing, the trial court entered an order denying Ms.
Hatch’s disqualification motion and all of the other disqualification motions.
The trial court found that Attorney Kraft, Attorney Generelli, and the GLG firm
had not violated Rule 1.9 or Rule 1.10. See Trial Court Order, 10/21/21. Ms.
Hatch filed a notice of appeal and, days later, filed a Pa.R.A.P. 1925(b)
statement. The trial court complied with Rule 1925(a).
Ms. Hatch raises the following issue for our review:
Did the trial court err in concluding that [Ms. Hatch’s] trial counsel,
having left his employment with the law firm representing [Ms.
Hatch] in active litigation and then immediately becoming
employed by the law firm representing the opposing party in the
same litigation, did not violate the terms of Rule 1.10 of the Rules
of Professional Conduct requiring that [Attorney Kraft’s] new
employer be disqualified from representing the opposing party in
the litigation?
Ms. Hatch’s Brief at 8.7
As a preliminary matter, we note that an order denying a motion to
disqualify a law firm for an alleged conflict of interest is immediately
appealable as a collateral order. See Rudalavage v. PPL Elec. Util. Corp.,
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7 Ms. Hatch makes no argument concerning the Rule 1.9 violation claim she
raised in the trial court. Accordingly, we will not review it. See
Commonwealth v. Fletcher, 986 A.2d 759, 785 (Pa. 2009) (indicating that
a claim is waived where appellant fails to cite pertinent authority or relevant
detail in his brief). We note that Rule 1.9 precludes an attorney from
representing a party in a litigation where he has previously represented the
party’s opponent. Ms. Hatch does not allege that Attorney Kraft represents
Mr. Hatch.
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268 A.3d 470, 478 (Pa. Super. 2022); see also Pa.R.A.P. 313 (governing
collateral orders).
Ms. Hatch asserts that Rule 1.10(b) compels the disqualification of
Attorney Generelli and the GLG firm from continuing to represent Mr. Hatch in
the case against her because her former counsel, Attorney Kraft, now works
at the GLG firm. Under Rule 1.10(b), when a lawyer leaves one law firm for
another, his new firm may represent a person on a matter he previously
worked on for a client with materially adverse interests (and acquired
protected information that is material to the matter) if: (1) the firm screens
the lawyer from any participation in the matter and he receives no fee for it,
and (2) the lawyer gives prompt, written notice to his former client so that
the client may ascertain the lawyer’s compliance with the rule. See Rule
1.10(b). Screening requires the lawyer’s isolation from participation in the
matter through “the timely imposition of procedures . . . reasonably adequate
under the circumstances to protect information that the lawyer is obligated to
protect . . ..” Rule 1.0(k).
When reviewing a trial court’s order on the disqualification of counsel,
this Court employs a plenary standard of review. See Darrow v. PPL
Electric Utilities Corp., 266 A.3d 1105, 1111 (Pa. Super. 2021). The law
recognizes that it is appropriate to sanction attorneys for violating ethical
rules. See McCarthy v. Southeastern Pennsylvania Transp. Auth., 772
A.2d 987, 989 (Pa. Super. 2001). However, disqualification is not freely
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granted. Pennsylvania courts assign particular importance to protecting a
party’s right to counsel of his choice. See Rudalavage, 268 A.3d at 478.
Disqualification, therefore, is only appropriate when another remedy is not
available and, more important, when the right to counsel of one’s choice
interferes with the essential need to ensure that the party seeking
disqualification receives their due process right to a fair trial. Id. The
Pennsylvania Supreme Court reserves for itself the power to punish attorney
misconduct. See Reilly by Reilly v. Southeastern Pennsylvania Transp.
Auth., 489 A.2d 1291, 1299 (Pa. 1985) (stating that violations of the Rules
of Professional Conduct are not a proper subject for consideration of the lower
courts to impose punishment for attorney misconduct).
To assess the reasonable adequacy of a law firm’s screening procedures
when it hires an attorney who previously worked for the opposing party in an
active case, our Courts weigh a series of factors federal courts have identified.
See Rudalavage, 268 A.3d at 479 (citing Dworkin v. General Motors
Corp., 906 F.Supp. 273, 279-80 (E.D. Pa. 1995)); see also Darrow, 266
A.3d at 1112 (same). The “Dworkin” factors include: (1) the substantiality
of the relationship between the attorney and the former client; (2) the time
lapse between the matters in dispute; (3) the size of the firm and the number
of disqualified attorneys; (4) the nature of the disqualified attorney’s
involvement; and (5) the timing of the wall. See Rudalavage, 268 A.3d at
479; see also Darrow, 266 A.3d at 1112. Rule 1.10 and the Dworkin factors
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place particular emphasis on the creation by the attorney’s new firm of a
reasonably adequate wall or screen8 to protect information the disqualified
attorney is obligated to protect. The critical factors concerning the screen are
whether it: (1) prohibits the discussion of sensitive matters; (2) restricts the
circulation of sensitive documents; (3) restricts access to sensitive files; and
(4) manifests a strong firm policy against breach, including sanctions, physical
and/or geographical separation. See Rudalavage, 268 A.3d at 480 (citing
Dworkin, 906 F.Supp. at 280); see also Darrow, 266 A.3d at 1112 (also
citing Dworkin).
On appeal, Ms. Hatch argues that Mr. Hatch failed to show that the GLG
firm complied with Rule 1.10(b). She contends that Attorney Kraft’s prior
involvement in her case and the substantiality of their attorney-client
relationship, as well as the short time lapse between the matters in dispute,
and the small size of the GLG firm, support disqualification. She also asserts
that the screen was deficient since it was not in writing and did not explicitly
state the penalties for staff for violating the screen. Ms. Hatch further asserts
that her continuing interest in Attorney Kraft’s loyalty weighs heavily in favor
of disqualification of the entire GLG firm. To that end, Ms. Hatch requests that
the Court follow Norfolk Southern Ry. v. Reading Blue Mountain and
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8 Courts use the terms “wall” and “screen” somewhat interchangeably.
Because Rules 1.10 and 1.0(k) use the terms “screened” and “screen,” we
primarily use those terms.
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Northern Ry. Co., 397 F. Supp. 2d 551 (M.D. Pa. 2005), which disqualified
a law firm from representation under what she asserts were similar factual
circumstances.
As the trial court noted, the GLG firm retained a legal ethics attorney
and followed all of her recommendations, which resulted in Attorney Kraft
sending prompt letters to his clients that complied with the requirement of
Rule 1.10(b)(2), and the GLG firm instituted screening protocols prior to
Attorney Kraft’s start date at the GLG firm under which it keeps the physical
conflict files in a locked filing cabinet and password-protects the electronic
conflict files (and Attorney Generelli’s email) to screen them from Attorney
Kraft. See Trial Court Opinion, 11/10/21 at 1-2, 4. Therefore, as the trial
court stated, Ms. Hatch’s motion sought prophylactic relief unconnected to any
actual Rule of Professional Conduct violation. See id. at 4. The trial court
also recognized that its ability to disqualify lawyers under the Rules of
Professional Conduct is narrow, and that disqualification is a serious remedy
that should not interfere with a party’s right to choose counsel unless due
process and the opposing party’s right to a fair trial is affected. See id. at 3-
4 (citing In re Estate of Pedrick, 482 A.2d 215, 221 (Pa. 1984)). The trial
court found no violation of the Rules of Professional Conduct and therefore no
basis for the disqualification of Attorney Generelli or the GLG firm. See id. at
4-5.
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We agree with the trial court that Attorneys Kraft and Generelli and the
GLG firm did not violate Rule 1.10(b). See Trial Court Opinion, 11/10/21, at
1-2, 4 (relying upon the testimony at the disqualification hearing). We further
conclude that because there was no violation of the Rules of Professional
Conduct, Ms. Hatch did not suffer an impairment of her due process right to a
fair trial that would require disqualification. Further, the “Dworkin” factors
that might weigh in favor of disqualification do not compel the extreme
remedy Ms. Hatch seeks.
At the outset, Attorney Kraft satisfied the requirement of Rule
1.10(b)(2) by sending a prompt letter to Ms. Hatch and all the other clients
he had represented in the conflict cases. Ms. Hatch offered no evidence that
she replied to the letter Attorney Kraft sent to express a concern about
Attorney Kraft’s move to the GLG firm.
This case turns on the reasonable adequacy of the GLG firm’s screen.
The very short lapse of time between Attorney Kraft’s representation of Ms.
Hatch and his move to the GLG firm, which represents Ms. Hatch’s opponent,
supports Ms. Hatch’s position. However, that factor would weigh more heavily
if Attorney Kraft had actively represented Mr. Hatch or had the GLG firm’s
screen been defective, and neither is the case in this matter.9
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9 Given the limited evidence Ms. Hatch presented at the hearing, it is difficult
to assess the factors relating to the substantiality of the relationship between
the attorney and the former client, and the nature of the disqualified attorney’s
(Footnote Continued Next Page)
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The GLG firm undertook timely and good-faith efforts to create a set of
screening procedures “reasonably adequate under the circumstances” to
protect information that Attorney Kraft was obligated to protect. See Rules
1.0(k), 1.10(b). The firm consulted with an ethics attorney to construct the
screen, and substantially restructured its physical storage, computer, and
document circulation policies to prevent any sensitive material from reaching
Attorney Kraft. Further, the firm erected its screen before Attorney Kraft
joined the firm. See Dworkin, 906 F.Supp. at 280 (noting the importance of
instituting a screening protocol when the potentially disqualifying event
occurs). Additionally, neither Ms. Hatch nor any other conflict case client has
alleged that the screen has been breached, and the evidence at the
disqualification hearing did not show a breach. Attorney Generelli, the primary
attorney on the conflict cases, testified that she instructed her paralegal, the
only other person who worked with her on those cases,10 not to discuss them
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involvement in the case. Ms. Hatch’s evidence established that Attorney Kraft
billed thirty-four hours on her case over the course of three years and
prepared for a forthcoming master’s hearing. See N.T., 10/20/21, at 79. It
is not clear whether that proves a substantial attorney-client relationship.
Because we decide this case on other grounds, we do not determine whether
there was a substantial attorney-client relationship between Ms. Hatch and
Attorney Kraft or whether Attorney Kraft had substantial involvement in the
case.
10 Attorney Generelli testified that Attorney Loperfito, another member of the
firm, has some limited involvement in family law cases. Attorney Loperfito
assists on some financial issues, but he does not directly represent any family
(Footnote Continued Next Page)
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in front of Attorney Kraft. See N.T. 10/20/21, at 67. Attorney Kraft testified
that he never discussed any conflict case at the GLG firm or heard any of the
cases discussed. See id. at 21, 30, 41-42. Additionally, all the members of
the firm understood the screening protocols. See id. at 48-54, 76.
The screen also effectively restricted circulation of, and restricted access
to, sensitive documents and files. The GLG firm implemented many
procedures to screen conflict matters before Attorney Kraft’s arrival. These
included the protection of the physical and electronic conflict case files, the
change in the firm’s docketing system to separate out all of Attorney
Generelli’s clients, and the creation of a new protocol requiring removing
sensitive documents from copiers and immediately placing incoming faxes in
a closed mail folder in Attorney Generelli’s office. Those undertakings
prevented Attorney Kraft from having any exposure to sensitive documents or
files. See id. at 27, 29, 41-42, 44-46, 48-50, 59, 61, 67-71.11
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law client in court unless Attorney Generelli needs him to fill in, and he has
declined to try any custody cases. See N.T., 10/20/21, at 73.
11Attorney Kraft testified on cross-examination at the disqualification hearing
that he had seen ten or eleven disqualification motions “roll in” on the fax
machine. See N.T., 10/20/21, at 41-42. Attorney Swank asked him no
further questions about that incident, which: (1) was Attorney Kraft’s only
exposure to anything related to the conflict cases while at the GLG firm, (2)
did not risk his disclosing information he was obligated to protect under Rules
1.10(b) and 1.0(k), and (3) concerned documents Ms. Hatch’s attorney,
Attorney Swank, elected to fax to the GLG firm. This single incident does not
undermine the effectiveness of the screen. As noted, Attorney Generelli
(Footnote Continued Next Page)
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The GLG firm’s screen contained a reasonably adequate firm policy
against breach, including sanctions, physical and/or geographical separation.
See Rudalavage, 268 A.3d at 470; see also Darrow, 266 A.3d at 1112.
Attorney Kraft testified that he was informed that if he breached the Rules of
Professional Conduct, he could face disciplinary action and be fired. See N.T.,
10/20/21, at 30-31, 38. Attorney Generelli confirmed Attorney Kraft’s
testimony. See id. at 53. Attorney Generelli also testified that everyone at
the GLG firm knew the screening protocols as a result of an open discussion
prior to Attorney Kraft’s hiring, and she has ongoing communications with the
staff to ensure that the recommended procedures remain in place. See id. at
49-50, 52, 60, 64. Further, the entire GLG firm saw how seriously the firm
regarded the screen. See id. at 64. Under these circumstances, we do not
find it dispositive that the staff was not explicitly informed of the consequences
of violating the screen.12
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testified that the GLG firm’s screening protocol requires personnel to take
faxes quickly to her office when they are received. See id. at 68.
12 Some courts have assessed the strength of a law firm’s screen by focusing
on whether it expressly includes a termination penalty for all violators. See,
e.g., Norfolk Southern, 397 F. Supp. 2d at 555. We are aware that a
comment to Rule 1.0 states that appropriate screening measures will depend
on the circumstances but may include written notice and instructions to all
firm personnel other than lawyers forbidding any communication with the
screened lawyer relating to the matter. See Rule 1.0, cmt. 9. The Comment
does not state that a firm’s employees must be informed of the consequences
for violating the rule. Additionally, under the circumstances here, the GLG
firm clearly conveyed its screening protocols orally to its employees. Because
(Footnote Continued Next Page)
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We note that some courts have held that a law firm’s small size is a
detriment to implementing an effective screen because the attorneys at a
small firm have more opportunity for contact with each other than at a large
firm. See Dworkin, 906 F. Supp. at 280 (collecting cases). We believe that
a firm’s size is not in itself a determinative measure of the firm’s ability to
maintain an effective screen. Indeed, Dworkin itself implicitly recognizes the
limitations of such a blunt measuring device. See id. at 283 (stating that
“[t]he effectiveness of any ethics screen depends upon the integrity of the
individuals who comply with it”). There is a further problem with using the
size of a firm as an absolute measure of its ability to maintain an effective
screen. Many of Pennsylvania’s counties do not have large law firms, and
many counties are comprised of mostly small to mid-size firms. We cannot
countenance a one-size-fits-all rule, especially where it will have an
unreasonably disparate effect on attorneys who practice in smaller counties
and wish to change their employment. Thus, while we do not discount the
consideration of a firm’s size as a factor in assessing the effectiveness of a
screen, we agree with the Dworkin court that it is the integrity of the people
in a firm, and the protocols they adopt and implement, not the size of the firm
itself that is relevant to the effectiveness of a screen under Rule 1.10(b).
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GLG’s employees heard repeated discussion of those protocols and saw the
changes in the operation of the firm, we find that they were clearly and
properly alerted to the firm’s screening protocols.
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Nothing in the record before us suggests that the GLG firm’s size affected its
ability to maintain an effective screen.13
We also do not agree with Ms. Hatch that the decision in Norfolk
Southern compels a different result in this case. This Court is not bound by
decisions of federal courts other than the United States Supreme Court. See
In re Stevenson, 40 A.3d 1212, 1221 (Pa. 2012). Moreover, in Norfolk
Southern, the law firm opposing disqualification failed to establish that their
new attorney, who had previously worked for the other side in an ongoing
case, would not receive any of the fees in the case. That failure alone
warranted disqualification. See Norfolk Southern, 397 F. Supp. 2d at 554.
Additionally, the new law firm in that case failed to provide prompt written
notice to the attorney’s former firm of the conflict and failed to prohibit the
discussion of sensitive matters in the presence of the new attorney. See id.For these reasons, the facts of the Norfolk Southern case do not establish
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13 We recognize that the Rudalavage and Darrow courts viewed the small
size of a firm as a factor favoring disqualification, and cited Dworkin for the
proposition that there is more contact between attorneys at a small firm. See
Rudalavage, 268 A.3d at 481; Darrow, 266 A.3d at 1114. As stated,
although the size of a firm may favor disqualification, the facts developed at
the hearing in this case show that the substantial screen the GLG firm erected,
and the efforts it devoted to enforcing the screen, outweighed the concern
about the small size of the firm. Moreover, as explained infra, other factors
of concern present in Rudalavage and Darrow are not present here.
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requirements critical to Rule 1.10 and the case is not substantially similar to
the matter before this Court.14
Rudalavage and Darrow, recent cases in this Court (which neither
party cites), found a law firm’s Rule 1.10(b) screening procedures deficient
under significantly different circumstances. In Rudalavage, an attorney and
his law firm filed a wrongful death suit against PPL Electric Utilities Corporation
(“PPL”). The attorney had previously represented PPL in other cases while
employed by a previous law firm, during which he acquired confidential
knowledge about PPL’s litigation strategies. This Court determined that the
new law firm should be disqualified. Among the reasons for disqualification
cited were: (1) the departing attorney did not provide PPL with prompt written
notice of the conflict;15 (2) the departing attorney served as de facto counsel
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14 Norfolk Southern also states a third set of factors for assessing
disqualification that involves examining the affected party’s right to attorney
loyalty, the effect on other person’s right to counsel, and the desire not to
unreasonably hinder attorney movement. See Norfolk Southern, 397 F.
Supp. 2d at 556. No published Pennsylvania appellate court decision has
adopted this test. We do not opine on the relevance of this third set of factors
given our conclusion that the trial court did not err in finding that there was
no violation of the Rules of Professional Conduct and, more important, no
impairment of Ms. Hatch’s right to a fair trial.
15 The Court found the failure to make prompt disclosure of a change in
employment to be compelling proof of a Rule 1.10(b)(2) violation. The Court
stated that a client should not discover from his current attorney that his
former attorney now works for the opposition and that former counsel’s failure
to disclose that fact created “a specter of impropriety that no ex post
facto . . . [w]all can contain.” Rudalavage, 268 A.3d at 483 (citation
omitted) (emphasis in original); see also Darrow, 266 A.3d at 1115 (same).
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on the case at the new firm by visiting the accident site and reviewing the
complaint; (3) the new firm did not erect a screen until almost two years
after the departing attorney had already worked on the case; (4) the new
firm did not have a written policy, and (5) the departing attorney
acknowledged that in his previous employment he had gathered significant
information concerning how to defend such suits. See Rudalavage, 268 A.3d
at 481-83.16
Here, Attorney Kraft promptly disclosed the conflict in writing to Ms.
Hatch, his former client, there is no evidence that Ms. Hatch responded to
Attorney Kraft’s letter, and Attorney Kraft has not worked as opposing counsel
on the Hatch litigation at the GLG firm. Further, there is no evidence that
Attorney Kraft used or disclosed Ms. Hatch’s confidential information, and the
GLG firm erected its screen before he began working there. For these
reasons, Rudalavage and Darrow address substantively distinguishable
facts and are not determinative of whether the GLG firm’s screen was
reasonably adequate under the factual circumstances here.
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16 Darrow involved the same attorney and law firm whose disqualification we
found to be required in Rudalavage. In Darrow, the attorney and the new
law firm filed a personal injury suit against PPL three years after the attorney
left the law firm at which he represented PPL. Among other factors supporting
disqualification, the Court noted: (1) the attorney was privy to proprietary
information about PPL; (2) the attorney did not promptly disclose the conflict
in writing to his former client; (3) the attorney was counsel of record for two
years in the personal injury case; (4) the new law firm is small; (5) the screen
was not erected for two years after the filing of the suit; and (6) the screening
policy was not in writing. See Darrow, 266 A.3d at 1113-15.
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We also agree with the trial court that on this record, Ms. Hatch has
failed to show that disqualification of Attorney Generelli and the GLG firm is
necessary to ensure her due process right to a fair trial. See McCarthy, 772
A.2d at 989. Our Supreme Court has clearly stated that violations of the Rules
of Professional Conduct are not a proper subject for the lower courts to impose
punishment for attorney misconduct. See Reilly, 489 A.2d at 1299; see also
Pedrick, 482 A.2d at 221 (stating that counsel may be disqualified only when
necessary to ensure the right to a fair trial, and that trial courts are not
accorded the power to punish attorney misconduct). Because Attorney
Generelli and the GLG firm did not violate Rule 1.10(b), there was no basis for
disqualification and no interference with Ms. Hatch’s right to a fair trial.17
Thus, the trial court properly denied Ms. Hatch’s disqualification motion.
Order affirmed.
Judge Bowes joins this memorandum.
Judge Kunselman concurs in the result.
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17 We do not ignore Ms. Hatch’s assertion of her expectation of attorney
loyalty. However, Ms. Hatch has not demonstrated that the trial court erred
when it found that the record did not support the disqualification of Attorney
Generelli and the GLG firm from participating in the case, and there was no
evidence at the hearing that Attorney Kraft disclosed any privileged or
confidential information about Ms. Hatch’s case to the GLG firm. Moreover,
we will not lightly disturb Mr. Hatch’s right to representation by counsel of
his choice. See Rudalavage, 268 A.3d at 478.
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Judgment Entered.
Joseph D. Seletyn, Esq.
Prothonotary
Date: 11/16/2022
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