About Us
Shamy, El Fadel & Mahone, PLLC formerly K/S, Attorneys at Law, is a boutique litigation and trial law firm located in the heart of Boca Raton, Florida. We pride ourselves in our above bar reputation that we have built for ourselves over the close to quarter century our firm has been in existence in one named iteration or another, most recently, Shamy, El Fadel & Mahone or SEM Law Group. Our lawyers are attentive to their client's needs, are trial experienced, offer our services at reasonable rates and responsibly charged billable hours, and make it a point to afford each client access to their legal counsel. We handle most forms of civil litigation, but predominantly focus in the areas of family law, including divorce, custody, and GAL, as well as commercial litigation/transaction, and a dedicated personal injury department. Call us today for a free consultation.
How We Got Started
The firm was borne out of a partnership between two firms separately owned by John M Kotzker and Daniel J Shamy in April of 2002. Starting the year 2008, Shamy assumed Kotzker's membership interest in the partnership, and the firm continued its operation as K/S, Attorneys. In or about the years proceeding the pandemic, two senior attorneys became named partners of the firm, Tina El Fadel & Anastasia Mahone, respectively and effective, on or about January 1st, 2023, the firm officially changed its name to Shamy, El Fadel & Mahone, PLLC. However, we remain as we were, a family oriented and operated business. We care deeply for our clients and proficiently, effectively, and passionately protect and advocate for our clients' rights within the limits of the law. We are all established and peer celebrated attorneys respectively receiving accolades such as Super Lawyers and Super Lawyers top 40 under 40, most recently by Mahone and El Fadel, amongst other acknowledgements.
The products and services we offer
Recommendations Received (8)
"Daniel has been professional, responsive, and easy to work with throughout our interactions. He..."
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"Daniel has been professional, responsive, and easy to work with throughout our interactions. He communicates clearly, follows through on what he says, and brings a strong level of confidence and competence to the table. I would absolutely recommend him to anyone looking for reliable legal guidance."
"Recommended"
Products & Services
Provide corporate general and transaction legal services on a monthly rate to businesses who require the services of an attorney, but cannot afford...
Our firm is predominantly centered around our civil litigation and trial practice, which spans several legal areas including, without limitation, c...
Employment laws encompass and protect both sides of the employee-employer relationship. K/S Attorneys at Law specializes in employment legal matter...
Gallery
Recommendations Given (13)
"Jason has always been reliable, accountable, professional, and attentive in each and every deal..."
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"Jason has always been reliable, accountable, professional, and attentive in each and every deal we've entered into with his entities, including the amazing job he and TRLED had done upgrading our lighting at our establishment in Toms River at a cost and rate that I thought to be unfathomable based upon rebates offered from power utility companies I didn't know existed. Jason has always been honorable in all of our dealings, and in front of all cost effective opportunities that can help upgrade and update your business. it is great to have someone like Jason in your corner, Highly recommend! "
"I recommend Ana for family law. She is a very gifted, passionate, and effective attorney. Any..."
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"I recommend Ana for family law. She is a very gifted, passionate, and effective attorney. Any client who hires Ana will be very impressed, and appreciative, of her skills as an attorney."
Recent Activity
Daniel from Shamy, El Fadel & Mahone PLLC (formerly K/S, Attorneys at Law) Answered this on July 01, 2019
Guy showed up for a deposition on a complex business litigation matter and when he sat down and took off his jacket, he had a long sleeve v-neck collared shirt with black print that reads "F*** You" in large letters. I don't think he liked us. Did I mention it was a video deposition.
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Guy showed up for a deposition on a complex business litigation matter and when he sat down and took off his jacket, he had a long sleeve v-neck collared shirt with black print that reads "F*** You" in large letters. I don't think he liked us. Did I mention it was a video deposition.
1 Reply
Daniel from Shamy, El Fadel & Mahone PLLC (formerly K/S, Attorneys at Law) Answered this on June 14, 2019
I can appreciate how that can be frustrating for you. Pursuant to Title VII, employers have a duty to afford accommodation to employees for religious observations, which includes requesting a day off, to observe a religious holiday. Notwithstanding, there are distinctions. It would be easier...
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I can appreciate how that can be frustrating for you. Pursuant to Title VII, employers have a duty to afford accommodation to employees for religious observations, which includes requesting a day off, to observe a religious holiday. Notwithstanding, there are distinctions. It would be easier to provide an example, you observe Ramadan, a religious practice on a single day each year, one can argue that an employer who refuses the employee to that day would arguably violate his/her duty to accommodate. However, if your religious observation is recurring, as much as weekly, such as the Sabbath, your employer could argue that accommodation by allowing the employee to take the day off, or leave early every week, may unreasonably result in an "undue hardship" on the business. This is of course subjective to some degree to the employer's business. This is not to say that you should not seek the consult of an attorney for advice over the matter. There are of course many factors in determining whether or not you may have a case that go beyond a simple inquiry on a Q&A board. If you do have basis for a claim, that claim would likely have to start with a complaint filed with the EEOC, who would then conduct an investigation into your claim to determine whether or not a basis for an employment violation has occurred. The EEOC would then either take action itself, or provide you with an authorization in the form of a letter releasing the civil violation to you to file suit against your employer within ninety (90) days of the date of the notice. I am sorry to hear that you are experiencing difficulty, and wish you the best of luck in your attempt to resolve this matter with your employer.
Daniel from Shamy, El Fadel & Mahone PLLC (formerly K/S, Attorneys at Law) Answered this on May 13, 2019
It would depend upon how you would like to structure this entity. Some associates are organized as non-profit, which afford them additional perception to their respective industry as legitimate. That is not to say that a for profit would not be legitimate. Otherwise, if you would like to...
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It would depend upon how you would like to structure this entity. Some associates are organized as non-profit, which afford them additional perception to their respective industry as legitimate. That is not to say that a for profit would not be legitimate. Otherwise, if you would like to structure and organize an association for this purpose, it would depend upon the scope and purpose of the organization. Would the organization be focused upon better conditions for the drivers associated with the association, or better rates for the benefit of the transport companies. Fees received for membership are governed to a degree by organizational structure of the association, otherwise, sometimes by governance. Gaining members may be wholly dependent upon the breadth and influence of the association. The larger the association, the more power that association will garner in their respective industry. The association leaders may be veterans in their respective industry who have above board reputations, contacts and influence. While it would be difficult for me to comment on the industry specific benefits of organizing such an association, I would advise that your group inquiring over organizing this venture seek legal assistance in the organizational structure of this association, especially if you are interested in creating a non-profit, but even if you are seeking to organize a for profit. Good luck!
1 Reply
Daniel from Shamy, El Fadel & Mahone PLLC (formerly K/S, Attorneys at Law) Answered this on May 13, 2019
It depends upon whether or not your employees are exempt or non-exempt. Non-exempt employees are generally not entitled to holiday or sick pay, and these types of pay would constitute benefits offered as part of an enticement to work at your establishment. You are not however entitled to dock...
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It depends upon whether or not your employees are exempt or non-exempt. Non-exempt employees are generally not entitled to holiday or sick pay, and these types of pay would constitute benefits offered as part of an enticement to work at your establishment. You are not however entitled to dock exempt employees from holidays. Here is a breakdown of the difference between exempt and non-exempt employees as described in the FLSA, or Fair Labor Standards Act. If you would like to structure policies and procedures in the form of an employment handbook, while ensuring that said instrument does not constitute an employment contract in order to preserve your employee "at will" status, please feel free to contact our office and we can discuss that prospect with you.
https://www.flsa.com/coverage.html
Hope this helps. Let me know if you have any questions.
Daniel from Shamy, El Fadel & Mahone PLLC (formerly K/S, Attorneys at Law) Answered this on February 18, 2019
Our firm always ensures that our clients have direct access to their legal counsel, and not limited to contact with support staff. I, myself, have had to hire legal counsel to deal with issues for my out of state businesses, and I don't want to be billed for minimum time, and charged copy fees...
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Our firm always ensures that our clients have direct access to their legal counsel, and not limited to contact with support staff. I, myself, have had to hire legal counsel to deal with issues for my out of state businesses, and I don't want to be billed for minimum time, and charged copy fees for printed paper. Therefore, our firm does not charge minimum rates, copy charges, and other hidden fees that bolster your monthly fees.
