The Legal 500

Levine Sullivan Koch & Schulz, L.L.P.

321 WEST 4TH STREET, SUITE 510, NEW YORK, NY 10036

What we say about the firm's legal practice in US

Litigation

Within First amendment litigation and counseling: National,

Levine Sullivan Koch & Schulz, L.L.P.

PRACTICE: Levine Sullivan Koch & Schulz, L.L.P. has ‘stormed the market’, being ‘not only a top-tier firm for media law but also an incredible bargain for the cost’. The 26-lawyer media boutique specializes in First Amendment issues across offices in Washington DC, New York, Philadelphia, Denver and California. The firm is widely acknowledged to do more First Amendment work than any other in the market, and lists among its clients the major broadcasting networks and newspapers across the US. Clients note that ‘the level of service is absolutely top notch. One of the hallmarks of the firm is that it never drops any ball, no matter how small, ever’.

One highlight of 2008 was representing The New York Times in the successful defense of the appeal in the Hatfill case. The US Court of Appeals for the Fourth Circuit unanimously upheld the first instance decision for The New York Times in a case widely recognized as an important test of the press’s ability to comment on government investigations. Also in relation to the FBI investigation into the anthrax mailings in 2001, the firm represented The New York Times and The Los Angeles Times in their effort to unseal all of the search warrant affidavits and related documents filed with the court. The court granted the newspapers’ motion in full in a case of first impression.

Also in 2008, the practice defended a documentary film about poor labor conditions on sugar plantations in the Dominican Republic against defamation claims brought by the plantation owners in Vicini v Uncommon Productions. Additionally, the practice represented the Times Herald-Record, the Pocono Record and the Colorado Springs Gazette in a number of cases involving the newspapers’ efforts to defend against subpoenas and pre-complaint petitions seeking identifying information about persons who had posted comments anonymously on the newspapers’ websites. In so doing, the practice has explored and area of First Amendment law that tests the limits of state ‘shield’ laws, the common law reporter’s privilege, and the First Amendment right to speak anonymously, and which is as yet in its infancy.

Clients say that ‘the firm is consistently outstanding. The lawyers’ advice, written product, and oral advocacy are always first-rate and their rates are reasonable. They give practical advice and always have the client’s interests in mind’.

CLIENTS: Clients include ABC, A&E Television Networks, Allbritton Communications, the Associated Press, Cablevision, CBS Broadcasting, Clear Channel Communications, The Denver Post, ESPN, Conde Nast, The Los Angeles Times, MediaNews Group, MTV, NBC Universal, Newsday, The New York Times, Time, The Tribune Company, Univision, Viacom and The Walt Disney Company.

INDIVIDUALS: Firm co-founder Lee Levine practices out of Washington DC. Clients say that ‘his reputation is unparalleled. He is in a class of his own’, ‘first-rate on appeals and has an exceptionally good understanding of media law’. His fellow co-founder, Michael Sullivan, also works in Washington DC. Clients consider him to be ‘one of the best jury trial lawyers in the country’. In New York, co-founder David Schulz is widely praised as ‘a recognized expert on freedom of information and access to the courts’. He is ‘smart, knowledgeable and responsive’. Nathan Siegel and co-founder Elizabeth Koch in Washington DC are praised along with Ashley Kissinger in Denver as ‘intellectually keen, practically competent and extremely cordial - they’re a pleasure to work with’.


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US

Offices in Washington DC, New York, Philadelphia, and Denver

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    1 What are the main statutes and regulations relating to employment? The main statutes relating to employment are the Portuguese Employment Code (approved by Law 7/2009 of 12 February 2009) and the Regulation of the Employment Code (Law 35/2004 of 29 July 2004) which is still in force notwithstanding the fact that parts have been revoked with the entry into force of the new Employment Code. Within the Employment Code, the vast majority of the rules are mandatory and, therefore, can only be modified by agreement of the parties and only if such amendment is intended to improve the position or rights of the employees.
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