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HomeMy WebLinkAboutR-01-1329J-01-1051 12/04/01 RESOLUTION NO. IJ' A RESOLUTION OF THE MIAMI CITY COMMISSION AUTHORIZING THE CITY ATTORNEY TO ESTABLISH A QUALIFIED BOND COUNSEL LIST TO INCLUDE AKERMAN, SENTERFITT & EIDSON, P.A., BRYANT MILLER AND OLIVE, P.A./ALONSO-POCH, P.A., GREENBERG TRAURIG, P.A., HOGAN & HARTSON, L.L.P. AND SQUIRE, SANDERS & DEMPSEY, L.L.P., THE FIVE (5) FIRMS FROM WHICH LIST THE CITY ATTORNEY SHALL SELECT INDIVIDUAL FIRMS TO REPRESENT THE CITY AS BOND COUNSEL. WHEREAS, the City Commission approved Resolution No. 01-929 authorizing the City Attorney to issue a Request for Qualifications for Bond Counsel; and WHEREAS, the five (5) firms deemed to be the most qualified in accordance with the requirements of the Request for Qualifications are Akerman, Senterfitt & Eidson, P.A., Bryant Miller and Olive, P.A./Alonso--Poch, P.A., Greenberg Traurig, P.A., Hogan & Hartson, L.L.P. and Squire, Sanders & Dempsey, L.L.P.; and CITY COMMMSION MEETING OF DEC J�'''� Renouufiun No. 0 NOW, BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The City Attorney is hereby authorized to establish a Qualified Bond Counsel list consisting of Akerman, Senterfitt & Eidson, P.A., Bryant Miller and Olive, P.A./Alonso- Poch, P.A., Greenberg Traurig, P.A., Hogan & Hartscn, L.L.P. and Squire, Sanders & Dempsey, L.U.P. Section 2. The City Attorney shall select individual firms from the qualified firm list to serve as bond counsel to the City. Section 3. This Resolution shall become effective immediately upon its adoption and signature of the Mayor1/. 1� If the Mayor does not sign this Resolution, it shall become effective at the end of ten calendar days from the date it was passed and adopted. If the Mayor vetoes this Resolution, it shall become effective immediately upon override of the veto by the City Commission. � ` 'Pa e 2 of 3 L-R �,t, 0 PASSED AND ADOPTED this 13th day of December 2001. MANUEL A. DIAZ, MAYOR In accordance with Miami Core Sec. 2-36, since the Mayor did not indicate appmvel of this legislation by 6ping it in the dosignatedit provided, said (e�}i �I becomes effective with the n°se of ten (1t7) day, tae of Cean regarding same, without the Mayor erd t . for J. oern :, ATTEST: n, City Clerk WALTER J. FOEMAN CITY CLERK APPROVE S FO AND CORRECTNESS: LARELL NEY 5855:ROD:nr Page 3 of 3 ,!j 1 0 • 7. Minority Participation 0 Statement and supporting documents reflecting the extent of minority participation. As a leader in the legal and business community, Akerman Senterfitt is proud of its commitment to ensuring equal opportunity generally and within the firm. One of Florida's oldest law firms, the Firm has successfully promoted diversity through vigorous recruitment and retention of minorities and women. The Firm is committed to retaining and promoting its women and minority lawyers and non -lawyers. Akerman Senterfitt actively recruits women and minority lawyers to the Firm. Many of its shareholders are women and minorities, demonstrating to associates that achieving shareholder status is a real possibility. Women and minority lawyers occupy top management positions in the firm, including service on the board of directors and the Associate and Paralegal Evaluation Committee. The Firm's workforce, including every staffing level throughout each of its offices, reflects the diverse cultures of the Firm's clients and the state of Florida. In the delivery of legal services, the Firm's lawyers bring all of their experiences, cultures, education and rich backgrounds to the task. The Firm values this diversity because it encourages innovative thinking that results from a broad range of perspectives. As Akerman Senterfitt continues to grow, it remains committed to providing a work environment that respects diversity, fosters employment opportunity and is free from discrimination and harassment. Akerman Senterfitt continuously reviews its hiring, training, evaluation and compensation practices to ensure that its commitment to diversity and equal opportunity allows its lawyers and staff an equal and ample opportunity to achieve excellence in service of its clients. The Firm's mission is to develop professional opportunities and to foster an environment in which minorities and women may perform proudly and give the firm's clients the benefits of a law firm balanced fully in terms of race, ethnicity and gender. The Firm includes 29 minority shareholders, 7 minority of counsel and 36 minority associates. Akerman, Senterfitt & Eidson, P.A. City of Miami, Florida 15 Bond Counsel • 0 MINORITY INVOLVEMENT AND AFFIRMATIVE ACTION PLAN BRYANT, MILLER AND OLIVE, P.A. Bryant, Miller and Olive, P.A. endeavors to seek qualified minority group applicants for all job categories and makes a particular effort to increase minority group representation in occupations requiring higher levels of skill and responsibility. In particular, the firm has and, as vacancies occur, will continue to focus its recruiting efforts in all or a portion of the following ways: (a) Making internships and clerkships available to minority and women students; (b) Utilizing temporary agencies that refer minority and women employees to fill vacant positions, giving the temporary employee an opportunity for permanent employment; (c) Placing employment advertisements in newspapers and trade journals which are widely read by, and devoted to, the interests of minority groups to assist in making known to such groups the firm's available employment opportunities; (d) Structuring any recruiting programs at schools and colleges to attract a substantial number of minority group members; and (e) Requesting all schools, colleges, employment offices, and other recruiting sources used by the firm to refer minority group applicants. Bryant, Miller and Olive, P.A. is committed to diversity and minority participation. Twenty percent of Bryant, Miller and Olive, P.A. is owned by American women shareholders, including Elise Judelle in Tallahassee, head of the housing finance group and a shareholder since 1985, and Grace Dunlap, the managing shareholder of the Tampa office. JoLinda Herring, an African- American female attorney, is a senior associate in the Tallahassee office, practicing municipal bond law since 1996. Marcelo Llorente, a Hispanic -American, is also an associate currently located in the Tallahassee office. Ms. Judelle has been engaged in public finance law for twenty-two years, with special concentration in affordable housing finance since 1983. When Ms. Judelle joined the National Association of Bond Lawyers as one of the first women bond attorneys in Florida, less than 25 of the 500 national members were women. One of Florida Housing's bond counsel since its inception, she has directly worked on or supervised multi -millions of dollars of the Corporation's multifamily and single-family financings and refinancings, participated in the creation of the Affordable Housing Guarantee Fund, the implementation of the Corporation's "open" single-family indentures and the public corporation. Ms. Judelle has also provided bond counsel services to twelve county housing finance authorities throughout the State and currently is the principal bond attorney from the Firm for the Housing Finance Authority of Miami -Dade County (Florida). Housing financings she has conducted include, among others, taxable and tax-exempt combinations, 501(c)(3) housing bonds, Low Income Housing Tax Credit and SAIL Loan assisted financings, 221(d)(4) financings and Section 8 restructurings. In addition to her financing experience in housing, she has served as lead attorney on financings for transportation revenue bonds, public improvement and infrastructure bonds for counties and municipalities, general obligation bonds and health, educational and industrial development bonds. Ms. Dunlap has practiced public finance law since 1986 and with the Firm since 1993. She has participated in various complex bond issues including governmental pooled financings, conduit transactions, industrial development and health care issues, as well as housing issues, She is a frequent public speaker on public finance for the Local Government Law Section of The Florida Bar and numerous other governmental associations. Affirmative Action Plan Page 1 � -r JoLinda Herring began as a law clerk with the Firm in 1994. She is now a senior associate in the public finance department, eligible to become a shareholder in 2002 and one of the few African- American women in the State practicing with a nationally recognized public finance firm. Her finance experience includes serving as bond counsel or underwriter's counsel on financings for numerous cities, counties and school boards throughout Florida. She was instrumental in creating The Florida Municipal Loan Council and The Florida Rural Utility Financing Commission and currently serves as bond counsel to both entities as well as the Sunshine State Governmental Financing Commission. Marcelo Llorente began as a law clerk for the firm in 2000, graduated from Florida State University College of Law in April 2001 and has joined the firm as a practicing attorney. Mr. Llorente is currently located in the Firm's Tallahassee office, where he is involved in all practice areas of the Firm. A NUEL ALONSO-POOH, P.A. In accordance with ordinances and resolutions in effect in Miami -Dade County, Manuel Alonso-Poch, P.A. affirms its commitment to an affirmative action plan which has the purpose of maintaining equal employment and promotional opportunity among minority groups with particular emphasis on improving the minority work force, population and utilization of minority professional firms, consultants, and/or suppliers. Manuel Alonso-Poch, P.A.'s affirmative action program has yielded excellent results. The firm is currently 100% staffed by minority employees. Special meetings are conducted with executive management and supervisory personnel, to explain the intent of the plan and individual responsibility for effective implementation, making clear the firm's commitment to the program. Additionally, the plan is discussed at employee orientations and management training programs. Outside sources such as recruiters, subcontractors, vendors and suppliers are informed verbally and in writing about our affirmative action policies. All schools, colleges, employment agencies and other recruiting sources accessed by Manuel Alonso-Poch, P.A. are advised in writing or verbally, of the firm's policy regarding equal employment opportunity and are urged to refer qualified minority and female applicants. College recruiting programs specifically include those schools attended by substantial numbers of'minorities. Where possible, employment advertisements are placed in newspapers which are widely read by, and devoted to the interests of minorities. Recruiting of personnel for employment is based primarily on the following: (a) Recruiting advertisements in newspapers and trade journals; (b) Universities and para -professional schools; (c) Employment agencies (including those which specialize in female and minority referrals); (d) Job fairs/open houses; (e) Military referral services; (0 Employment commissions; and (g) Company applications/resume pool. Manuel Alonso-Poch, P.A. is committed to being an active member of the community. The firm participates in career days, job fairs and community youth oriented and church sponsored programs and request appropriate minority group employment agencies to assist in making known the firm's policy and advise such groups of available employment openings. Manuel Alonso-Poch, P.A. also encourages similar employment referrals from our employees. All advertisements will identify Manuel Alonso-Poch, P.A. as an Equal Opportunity Employer. In all cases, our recruiting efforts will emphasize technical and/or academic qualifications regardless of race, color, sex, age, religion or national origin. Minority employees are Affirmative Action Plan Page 2 encouraged to maintain contact with their alma mater and/or professional organizations for the purpose of locating other qualified minority and women professionals for employment with Manuel Alonso-Poch, P.A. The job categories of managers and para -professionals include positions for which training can enhance the promotional ability of employees from lower ranked job groups. The firm identifies such employees and, by providing training, orientation, educational assistance, career guidance and encouragement to expand their education and training, we strive to advance minorities into these job categories. Affirmative Action Plan P 3 : E .'k) 4 ��EENBEN6 M1 T T o p N& Y 4 A T L n W i B fl � f� I G W V. MINORITY PARTICIPATION Greenberg Traurig, P. A. is a Florida Professional Association that is 100% owned by its attorney shareholders. Approximately 23% of the Firm's shareholders are minority, including women within the term "minority". Greenberg Traurig is an equal opportunity employer that complies with the Equal Employment Opportunity Commission requirements to ensure that no employee or applicant for employment is discriminated against because of race, creed, color, religion, sex, national origin, handicap or marital status. A copy of the Firm's 2001 Employer Information Report EEO -1 dated August 30, 2001 follows this page. It reflects that of a total workforce of 1,868 persons, 1254 (226 of whom are attorneys) or approximately 67% are either African-American, Hispanic, Asian, Alaskan/Indian or female. Recent articles which demonstrate the Firm's commitment to diversity and minority participation are attached hereto following the EEO -1 Report. The City's legal team includes three men (one of whom is a Black American), and two women (one of whom is of Hispanic descent). Both legal assistants who will serve on the City's team are women. The Firm recently ranked No. 1 for the highest number of Hispanic attorneys in the Minority Law Journal's 2001 comprehensive ranking of minority hiring and diversity. The Firm was also ranked among the top 10 firms for diversity and quality of life by the 2001 Vault's Guide to the Top 100 Law Firms. Greenberg Traurig affirmatively recruits minority candidates through local schools, agencies and community contacts. 134 ML034 19 0 6 41 41 %UAL'SLO44TO&TUrg 0 ID 0. 0 49AGEO 0 a U = L034395 2001 EMPLOYER INFORMATION REPORT EEO -1 SECTION B - COMPANY IDENTIFICATION GREENBERG TRAURIG PA 1 1221 BRICKELL AVENUE MIAMI FL 33131 SECTION D - EMPLOYMENT DATA JOB CATEGORIES " OTHER QUESTIONS CONSOLIDATED REPORT - TYPE 2 2.a. GREENBERG TRAURIG PA 1221 BRICKELL AVENUE MIAMI FL 33131 b. El = 07-1304984 c. Y (WAS AN EEO -1 REPORT FILED FOR THIS ESTABLISHMENT LAST PEAR?) SECTION C - TEST FOR FILING REQUIREMENT I- Y 2- Y 3- Y DUNS NO.: 71304984 SECTION E - ESTABLISHMENT INFORMATION TOTAL ........... &IALS AND MANAGERS .................... (1) PROFESSIONALS ..........................— (2) TECHNICIANS ................................ (3) SALES WORKERS ......................... .... (4) OFFICE AND CLERICAL ........................ (5) CRAFT WORKERS (SKILLED) .................... (6) OPERATIVES (SIMI-SKILLED) ................... (7) LABORERS (UNSKILLED) .. . .................... (8) SERVICE WORKERS .............. . . ............ (9) TOTAL (10) PREVIOUS REPORT TOTAL (11) " OTHER QUESTIONS CONSOLIDATED REPORT - TYPE 2 2.a. GREENBERG TRAURIG PA 1221 BRICKELL AVENUE MIAMI FL 33131 b. El = 07-1304984 c. Y (WAS AN EEO -1 REPORT FILED FOR THIS ESTABLISHMENT LAST PEAR?) SECTION C - TEST FOR FILING REQUIREMENT I- Y 2- Y 3- Y DUNS NO.: 71304984 SECTION E - ESTABLISHMENT INFORMATION TOTAL ........... MALE .............. .............. FEMALE ....... ... ! . 1 ]➢�;,�I200, B -K A (C) (d) (E) (F) (G) (H) (1) W) (K) 29 8 0 2 0 0 18 0 1 0 0 728 502 15 36 13 0 126 13 16 7 0 55 16 9 8 1 0 9 6 5 1 0 0 0 0 0 0 0 0 0 0 0 0 1047 85 33 77 6 0 483 145 178 35 5 p 0 0 0 0 0 0 0 0 0 0 p 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 9 3 1 4 0 0 1 0 0 0 0 1868 614 58 127 20 0 637 164 200 43 5 1799 569 48 126 23 1 634 171 196 28 3 1-08/0112001 THRU 08/1512001(DATE(S) OF PAYROLL PERIOD USED) 10 Y (DOES T1 US ESTABLISHMENT EMPLOY APPRENTICES?) I certifv that the information in the attached EEO -I diskette tape file(s) is complete, and true to the best and was reported in accordance with the EEO-] instructions. (Willfully false statements on the attached punishable by lav, U.S. Code, Title 18, Section 1001.) TYPE NAME AND TITLE OF CERTIFYING OFFICIAL: Rosalyn Friedman Director Of Human Resources TYPED NAME AND TITLE OF CONTACT PERSON: Rosalyn Friedman Director Of Human Resources my know =0-1 rens Rosalyn Friedman All reports and information obtained from individual reports will be kept confidential as required by Section 709(e) of TITLE VII GREENBERG TRAURIG PA 1/1111111 L0343952 L034395 DATE: TELEPHONE NO. WITH AREA CODE: (305)579-0602 DATE. Fax (305)961-5602 Email: friedmanr@gtlaw.com Greenberg Traurig President and C*,, -service esar Alvarez Named Lawyer of the by Hispanic National ... Page 2 of 2 Greenberg Traurig LLP is law firm that provides integrated solutions to clients worldwide. The firm leads The National Law Journal's 2001 list of five-year growth leaders and is No. 25 on the publication's list of the country's largest law firms. Greenberg Traurig combines legal, business and governmental experience with creativity to secure results for a broad spectrum of clients, ranging from emerging companies to Fortune 500 corporations. For additional information about Greenberg Traurig, visit the firm's web site at www.atlaw.com. See also: . Lawyer lauded for diversit M Miami Herald, October 19, 2001 Advanced Search & $earch Tips Homme OvervieW AAt Qrrr pys pracUr� Recruiting PubN ti4_na Eyents Site Mao GT Web Sites Contact Us © 2000-2001 Greenberg Traurig, LLP. All rights reserved. Web site design and development by Greenbera_'Tra_uEjg,..L2. General inquiries: infQ0gtlaw.com Web site inquiries: webmaster(&gtiaw.com 0 40. http://www. tlawcom/pub/ r/2001/alvarezcOla.htm . 10/23/2001 g P 0 0 HOGAN & HARTSON L.L.P. We view our role as bond counsel to include active participation, to the extent requested, in the bond rating process and in the negotiations with bond insurers. Over the past several years we have been closely involved with all of the major rating agencies in connection with numerous significant financing transactions. We have also worked with all of the major bond insurance companies. The rating agencies and bond insurers have developed a high level of trust in the work of the Public Finance Group, and we believe these relationships will serve the City well, In addition to our finance expertise, the City may be interested in other substantive support that is available through our Washington, D.C. office. A significant number of lawyers in that office are actively engaged in federal agency and legislative matters. The firm's legislative research staff provides timely coverage of Congressional floor and committee actions, issue analysis and various bill and committee monitoring services. These services may well be of importance by the City in view of the continuing federal activity in areas impacting tax-exempt financing. The firm's practice includes corporate, finance, commercial, regulatory, communications, litigation, patent, trademark, technology, tax and legislative work and work involving federal and state courts, nearly all federal and many state regulatory bodies, and the Congress. The firm has lawyers who have served as members of the Senate and the House of Representatives; as congressional staff members; as law clerks to Supreme Court Justices and judges of courts of appeal and district courts; and at all levels in most major federal departments and agencies, including the Executive Office of the President. We have considerable experience in structuring and completing complex transactions in a timely and efficient manner. The practice of each of our offices is fully integrated with the practices of other offices of the firm; frequent contact among our colleagues assures the sharing of experience and expertise to benefit our clients. We believe that the range and depth of our national practice may offer resources of benefit to the City. 7. Statement and supporting documents reflecting the extent of minority participation. Hogan & Hartson is an equal opportunity employer. The firm is committed to the goal of full participation of women and minorities. Set forth below is information regarding the representation of women and minorities in the firm's work force (all domestic offices) for the past three years. As requested by the RFQ, this information also demonstrates the level of female and minority representation in the partnership of the firm during that three-year period. HOGAN & HARTSON U.S. OFFICES 1998 1999 2000 Partners 235 249 279 Female 48 52 62 Minority 7 7 9 All Professionals 534 591 702 Female 152 186 250 Minority 18 25 66 Paraprofessionals 84 91 82 Female 53 49 60 Minority 9 12 28 -10- :W�A,2 HOGAN & HARTSON L.L.P. The firm has adopted an equal employment opportunity policy and an affirmative action program ("AAP"). Specifically, Hogan & Hartson is committed to recruiting, hiring, training and promoting qualified persons to all job titles without unlawful discrimination, and to administering all personnel actions, such as compensation, benefits, transfers, layoffs or terminations, returns from layoffs, training, education and social and recreational programs, without unlawful discrimination. The firm has developed its AAP to assist it in carrying out its equal employment opportunity policy. The AAP provides for a number of programs to assist Hogan & Hartson in recruiting and promoting qualified minorities, women, disabled persons and veterans and includes procedures for dissemination of the equal employment opportunity policy and internal monitoring of compliance with the AAP. In addition, over the past several years, we have participated in a number of cooperative efforts with both MBE and WBE law firms in connection with various representations. &. Statement and supporting documents relative to areas of pro bond services to the Community. Hogan & Hartson has a substantial commitment to community service and pro bono activities throughout the State of Florida. Parker Thomson has been president of the Miami -Dade Performing Arts Center Trust and has been one of the key leaders promoting this South Florida project since 1989. He has served as a member of the Florida International University Foundation, as Chairman of the Advocacy Center for Persons with Disabilities, for 18 years, and as president of Florida Appleseed Center for Law and Justice, Inc. He has served on several boards and commissions, including Florida's Taxation & Budget Reform Commission. Parker Thomson and Carol Licko have also contributed substantial legal services pro bono. Mr. Thomson has been designated Special Assistant Attorney General for the State of Florida. Both he and Ms. Licko have handled numerous cases for the State of Florida on a pro Bono basis, including cases before the United States and Florida Supreme Courts. Mr. Thomson and Ms. Licko have also represented other clients on a pro bono basis, including Governor Jeb Bush, Governor Chiles, Attorney General Butterworth, Common Cause, and the International Relief Committee. Ms. Licko currently serves as Commissioner of the State Ethics Commission. Laura Besvinick also is a member of the board of directors of the Appleseed Center for Law and Justice, Inc. and has represented a number of other Florida clients on a pro bono basis. Keith Wasserstrom, a partner in the firm who resides in Broward County, serves as a City Commissioner for the City of Hollywood and on the board of the Broward League of Cities, the Broward County Resource Recovery Board, and Hollywood's Community Redevelopment Board. Mr. Wasserstrom also has served as a member of the Broward County Jewish Federation's Executive Board, as Chairman of the Broward Jewish Community Relations Council, as Chair of the Russian Resettlement Committee, on the Executive Board of Jewish Family Services of Broward County, and on the Jewish Federation's Allocations Committee, Day School Committee and Home Owner's Association Board. In addition to the firm's local activities, Hogan & Hartson is nationally known for its commitment to pro Bono activities. Over 30 years ago, Hogan & Hartson became the first major firm in the United States to establish a separate practice group devoted exclusively to providing pro bono legal services. Since its inception in 1970, our "Community Services Department" (CSD) has -11- r � 6� • 0 HOGAN & HARTSON r..r..P been charged with attracting and staffing both high profile matters raising issues of public importance, as well as smaller cases addressing individual problems. Although a few firms have followed our model in recent years, we believe the CSD remains the finest institutionalization of pro bona commitment in the United States. Although the CSD is based in Washington, attorneys in all Hogan & Hartson offices work on various CSD matters. During the first six months of 2001, attorneys in the firm's domestic offices contributed over 22,000 hours of service to CSD matters, apart from other pro bono service that firm attorneys provided individually on non -CSD matters. The CSD has been honored with such tributes as the American Bar Association "Pro Bono Publico Award" and the District of Columbia Bar's "Pro Bono Law Firm of the Year Award," and with such press descriptions as "The Power Program" in pro Bono and the "paradigm" for pro bona service by law firms. Since Hogan & Hartson established the CSD, it has achieved a nationwide reputation among civil rights, environmental, homeless, and other public interest groups. Over the years, the CSD has earned the allegiance of a number of major public interest groups, which now often approach the CSD first on critical public interest matters. Among these groups are the Lawyers' Committee for Civil Rights Under Law, the Grand Canyon Trust, Legal Counsel for the Elderly, the American Civil Liberties Union (ACLU), the International Human Rights Law Group, Mexican American Legal Defense (MALDEF), the Washington Legal Clinic for the Homeless, the Whitman -Walker Clinic, the Bazelon Center for Mental Health Law, the National Association for the Advancement of Colored People (NAACP), and the NAACP Legal Defense and Educational Fund. The CSD has handled hundreds of matters in recent years, including some high profile "impact cases" of national importance. For example, along with the Washington Lawyers' Committee, we were counsel to the nationwide class in the Denny's litigation concerning race discrimination at Denny's restaurants throughout the country — litigation that resulted in the largest public accommodations settlement in U.S. history. In addition, we represent the Grand Canyon Trust and The Wilderness Society in efforts to restore and preserve the natural quiet and air quality in the Canyon. We have handled several death penalty cases in the Mid -Atlantic region and in Florida. We have also been active at the United States Supreme Court, where firm attorneys participated in over a dozen cases in recent years, delivering oral argument in two of them. -12- "1 h �✓art 0, # I 3 # Air Pollution: Defended public bodies in federal and state air pollution enforcement # actions; and assisted in negotiations for variances, favorable emission limits in air permits, State Implementation Plan revisions, consent orders and compliance schedules. 3 Solid and Hazardous Wastes: Counseled municipalities and counties on difficult # solid waste disposal matters; counseled a city on its solid waste disposal site containing possible hazardous constituents abandoned on city property by an insolvent business; represented municipalities owning listed Superfund sites in dealing with U.S. EPA under the Superfund Act; challenged listing of site owned by city on Superfund national priorities list; and assisted # governmental bodies in the permitting and operation of waste disposal sites. # Asbestos and "Right to Know": Represented school districts and other public bodies # in compliance with asbestos regulations; and counseling regarding federal, State and local "right -to -know" regulations for disclosure of chemical information and hazard communication. # Other Federal Environmental Issues: Represented city in federal court on # Environmental Impact Statement litigation arising from planned highway development; represented cities in National Environmental Policy Act (NEPA) compliance matters; reviewed public # construction works project for a county to assure compliance with state and federal environmental # control requirements as part of the public financing of pollution control equipment; and assisted local governments in pollution control financing through state and federal agencies. L. Litigation # Squire Sanders lawyers handle validation and test case proceedings for public (municipal) # securities financings and programs, and have acted as special litigation counsel to public sector # clients in complex and novel matters involving other areas of the Firm's expertise, e.g., anti-trust, contract and construction litigation, and representing public bodies in recovering misinvested public # monies. # M. Employee Benefits # Retirement programs and other employee welfare and benefit programs administered by public bodies are subject to federal regulations. As a consequence, the Firm's lawyers with # extensive private sector experience in these matters are frequently consulted by our public sector „ clients with similar problems. 7. Statement and supporting documents reflecting the extent of minority participation. # Squire Sanders does not discriminate against any person, employee or applicant for employment, because of race, creed, color, religion, sex, national origin, ancestry, age or # disability. For more than 25 years, Squire Sanders has been in the forefront among the nation's largest law firms in dealing with issues affecting both minority lawyers and minorities in general in the communities where we practice law. We were one of the first national firms in the sixties to adopt a racially nondiscriminatory hiring policy. We continue to strengthen our efforts in recruiting, retaining and promoting minority lawyers and women. 14 Mia i; Docmoem C 8079x2 In 1995, Squire Sanders was one of only three law firms nationwide to receive the American Bar Association Commission on Opportunities for Minorities in the Profession Best Practices Showcase Award for the F'irm's success in achieving diversity. This award, recognizing the Firm's leadership in connection with "The Power of Diversity, Leveraging The Challenge of Change" was unsolicited, and was awarded on the basis of the ABA's independent survey of EEO practices across the country. The results of a recent survey by the National Law Journal, based on information provided by the nation's 251 largest law firms, show that Squire Sanders exceeded the national average in numbers of minority attorneys holding partnerships. Fourteen percent of the professionals in the Firm are minorities; 32 percent are women; 29 males and one female are minority partners; 34 males and 21 females are minority associates; 2 minority males and 13 minority females are legal assistants. 17 of our partners and associates are African American. Squire Sanders, worldwide, currently has 6 African-American partners, 11 African- American associates, 4 Hispanic partners, 16 Hispanic associates, 4 Asian partners and 14 Asian associates. Two out of the three partners in our Miami office are Hispanic. An African- American partner (Fred Nance) recently served on the Firm's five person Management Committee, and an African-American partner (Alex Shumate) is serving as Office Managing Partner of the firm's Columbus, Ohio office, an office with 80 attorneys. The Firm has a strong track record in providing equal opportunity for women. Maryann Jorgenson is the firmwide head of our corporate practice group. Worldwide, we currently have 35 female partners, 116 female associates and 18 female of counsel. Numerous women partners and associates are part of our public finance practice group. Females and minorities serve in various other lawyer management positions. Presently, they include several women partners and associates as members of our various offices' Lawyer Hiring Committees, a female partner as a member of the Lawyer Personnel Committee, one African-American partner who is chairman of the Governmental Affairs Committee, a female partner as a member of our Pension Committee, and an African-American partner as a member of our Staff Personnel Committee. The Firm has adopted the American Bar Association's Goal IX, which is "to promote full and equal participation in the profession by minorities and women." In August of 1991 the Firm was admitted as a majority law firm within the ABA's Minority Counsel Demonstration Program, which pairs majority and minority law firms or selects minority lawyers within majority law firms to perform work for the major corporations and governmental entities that are participants in the Program. 15 /� Mhml; Dpcweeta N'. 8079v7 ••,• 19, CITY OF MIAMI CITY ATTORNEY'S OFFICE MEMORANDUM TO: Mayor and Members of the FROM: Alejandro Vilarello, Cit DATE: November 29, 2001„` RE: Qualification of Firms 6 Pursuant to Resolution No. 01-929, the City Attorney's Office issued a Request for Qualifications ("RFQ") for Bond Counsel. The RFQ was forwarded to twenty-five (25) law firms listed in The Bond Bu rimer as qualified municipal bond firms. A total of eight (S) firms responded to the RFQ. After an extensive review of the responses, the five firms deemed to be the most qualified have been selected for your approval. The equal opportunity component of the five proposed firms is attached for your review. n AV/ROD/nr W 117-RFQ Selection 0 CITY OF MIAMI "CA=24 CITY ATTORNEY'S OFFICE MEMORANDUM TO: Mayor and Members of the FROM: Alejandro Vilarello, City DATE: November 29, 2001. RE: Qualification of , Pursuant to Resolution No. 01-929, the City Attorney's Office issued a Request for Qualifications ("RFQ") for Bond Counsel. The RFQ was forwarded to twenty-five (25) law firms listed in The Bond Buyer as qualified municipal bond firms. A total of eight (8) firms responded to the RFQ. After an extensive review of the responses, the five firms deemed to be the most qualified have been selected for your approval. The equal opportunity component of the five proposed firms is attached for your review. AV/ROD/nr j Q W 117 -RF Selection � � F FORM 8B MEMORANDUM OF VOTING CONFLICT FOR COUNTY,, MUNICIPAL, AND OTHER LOCAL PUBLIC OFFICERS LAST NAME- FIRST AAMC -MIDDLE NAME NAME OF BOARD. COUNCIL, COMMISSION. AUTHORITY, OR COMMITTEE Sanchez Joe M. City of MZami Commission, District 3 MAILING ADDRESS THE BOARD. COUNCIL. COMMISSION, AUTHORITY OR COMMITTEE. ON WHICH I SERVE IS A UNIT OF. 2411 SW 7th Ave. 01 CITY G COUNTY 0 OTHER LOCAL AGENCY CirY COUNTY Miami Miami—Dade NAME OF POLITICAL SUBDIVIS100S. DATE ON WHICH VOTE OCCURRED MPOSITION IS. December 13, 2001 M t:LECnVE O APPOINTIVE WHO MUST FILE FORM ie This form is for use by any person serving at the county, city, or other local level of government on an appointed or elected board, council, commission, authority, or committee. It applies equally to members of advisory and non -advisory bodies who are presented with a voting conflict of interest under Section 112.3143, Florida Statutes. Your responsibilities under the law when faced with a measure in which you have a conflict of interest will vary greatly depending on whether you hold an elective or appointive position. For this reason, please pay close attention to the instructions on this form Wore completing the reverse side and filing the form. INSTRUCTIONS FOR COMPLIANCE WITH SECTION 1123143, FLORIDA STATUTES A person holding elective or appointive county, municipal, or other local public office MUST ABSTAIN from voting on a measure which inures to his special private gain. Each elected or appointed local officer also is prohibited from knowingly voting on a measure which inures to the special gain of a principal (other than a government agency) by whom ,be is retained (including the parent organization or subsidiary of a corporate principal by which he is retained); to the special private gain of a relative; or to the special private gain of a business associate. Commissioners of community redevelopment agencies under Sec. 163.356 or 163.357, F.S., and officers of independent special tax districts elected on a one -aces, one -vote basis are not prohibited from voting in that rapacity. For purposes of this law, a "relative" includes only the officer's father, mother, son, daughter, husband, wife, father-in-law, mother-in- law, son-in-law, and daughter-in-law, A "business associate" means any person or entity engaged in or carrying on a business enterprise with the officer as a partner, joint venturer, ccowner of property, or corporate 4areholder (where the shares of the corporation are not listed on any national or regional stock exchange). ELECTED OFFICERS: In addition to abstaining from voting in the situations described above, you must disclose the conflict: PRIOR TO THE VOTE BEING TAKEN by publicly stating to the assembly the nature of your interest in the measure on which you are abstaining from voting; and WITHIN 15 DAYS AFTER THE VOTE OCCURS by completing and filing this form with the person responsible for recording the minutes of the mating, who should incorporate the form in the minutes. APPOINTED OFFICERS: Although you must abstain from voting in the situations described above, you otherwise may participate in these matters However, you must disclose the nature of the conflict before making any attempt to influence the decision, whether orally or in writing and whether made by you or at your direction. IF YOU INTEND TO MAKE ANY ATTEMPT TO INFLUENCE THE DECISION PRIOR TO THE MEETING AT WHICH THE VOTE WLL BE TAKEN: • You must complete and file this form (before making any attempt to influence the decision) with the person responsible for recording the minutes of the meeting, who will incorporate the form in the minutes. • A copy of the form must be provided immediately to the other members of the agency. • The form must be mad publicly at the next mating after the form is filed. CE FORM 8B - 10-91 PAGE I op IF YOU MAKE NO ATTEMPT TO AWUENCE THE DECISION EXCEPT BY IRCUSSION AT THE MEETING. • You must disclose orally the nature of your conflict in the measure before participating. • You must complete the form and file it within 15 days after the vote occurs with the person responsible for recording the minutes of the meeting. who must incorporate the form in the minutes. A copy of the form must be provided immediately to the other members of the agency, and the form must be read publicly at the next meeting after the form is filed. Joe Sanchez DISCLOSURE OF LOCAL OFFICER'S INTEREST , hereby disclose that on December 13, 2001 ` -49— (a) A measure came or will come before my agency which (check one) inured to my special private gain; inured to the special pin of my business associate, , X inured to the special pin of my relative, - Wife — Betty Figueroa Sanchez inured to the special gain of , by whom I am retained; or inured to the special gain of , which is the parent organization or subsidiary of a principal which has retained me. (b) The measure before my agency and the nature of my conflicting interest in the measure is as follows: Commission voting on authorizingThe City Attorney to establish a qualified bond counsel list to include amongst other Greenberg Traurig et al. December 13, 2001 Date Filed NOTICE: UNDER PROVISIONS OF FLORIDA STATUTES §112.317 (1991), A FAILURE TO MAKE ANY REQUIRED DISCLOSURE CONSTITUTES GROUNDS FOR AND MAY BE PUNISHED BY ONE OR MORE OF THE FOLLOWING: IMPEACHMENT, REMOVAL OR SUSPENSION FROM OFFICE OR EMPLOYMENT, DEMOTION, REDUCTION IN SALARY, REPRIMAND, OR A CIVIL PENALTY NOT TC EXCEED $5,000. CE FORM 96 • {0-41 R -o1- 13-9 PAGE 2