DLG Supercharges Productivity Embracing Microsoft 365 and CoPilot AI
Disparti Law Group recently undertook a bold technology transformation — migrating from outdated on‑premises systems to the full Microsoft 365 platform powered by AI via Microsoft 365 Copilot. As Microsoft reported on July 7, 2025, this move has not just modernized infrastructure, but dramatically increased efficiency, collaboration, and client service outcomes across the organization (Microsoft).
The Challenge: Outdated Systems Holding Back a Client‑First Mission
Before the transformation, Disparti Law Group was managing client data via on‑premises Citrix servers and shared drives—a setup that was dated, slow, and could not keep up with its mission of exceptional client support. Attorneys and support staff often worked in downloaded versions of documents, risking version control issues and sluggish collaboration (Microsoft).
From an IT perspective, the firm relied on a managed service provider whose responsiveness was declining. Combined, these limitations hindered internal workflow and the firm was committed to finding a solution that could further improve client service delivery.
Why Microsoft 365 (and Copilot) Were a Smart Choice
Recognizing the need to modernize, Disparti turned to Microsoft 365. The firm’s leadership viewed this not just as an upgrade, but as an opportunity to enable faster, smarter collaboration and to bring AI-powered productivity into the daily business practices (Microsoft).
Microsoft 365 offers a full suite of solutions—SharePoint, Teams, Outlook, OneNote, Bookings, Power Automate, and security/compliance tools—all designed to support law‑firm workflows (Messaging Architects).
Copilot, integrated across Word, SharePoint, and Teams, was seen as a game‑changer: its generative AI enables auto‑drafts, quick summarization, faster editing, and streamlined SOP creation—all with emphasis on security and governance.
Deployment and Adoption Journey
Disparti initiated a firm‑wide rollout of Microsoft 365 and began integrating Copilot into daily routines. Key steps included:
- Migrating document storage into SharePoint, replacing legacy file shares that made collaboration slow and prone to errors (Microsoft).
- Empowering teams to co‑author and edit documents in real time, eliminating version conflicts and email exchanges.
- Rolling out Teams channels for case work, departments, and cross‑functional projects.
- Beginning training and experimentation with Copilot, especially for legal operations and intake workflows.
Results: Time Savings, Collaboration Gains, Happier Teams
a) Reduced Task Times with Copilot
Results were immediate. Skyeler Rivera, Director of Intake, describes how tasks that once took an hour can now be done in as little as 30 minutes using Copilot—“I almost feel like I’m cheating the system” (Intapp, SpliceNet Consulting, Microsoft). Routine deliverables, drafting standard operating procedures, and document edits are now faster and more consistent.
b) Real‑Time Collaboration via SharePoint
Document sharing among paralegals and attorneys is now conducted directly in SharePoint, eliminating the inefficiencies of emailing multiple file versions. Real‑time co‑authoring reduces errors and accelerates workflows (Microsoft). External parties—opposing counsel or courts—also collaborate through SharePoint securely, replacing insecure third‑party tools like Dropbox.
c) Fewer IT Support Calls
Since moving from on‑premises Citrix servers to the cloud, support tickets have dropped noticeably. The firm’s HR Director, Leslie Fry, says collaboration is now frictionless and uptime is improved—boosting overall employee satisfaction (Microsoft).
d) Elevated Employee Experience
Rivera emphasizes that employees are “much happier now that we are using Microsoft 365.” The new tools empower staff to complete tasks more efficiently, reduce repetitive work, and focus on matters that matter—serving clients (Microsoft).
e) Strategic Use Cases for Copilot
Madison McAnn, Director of Operations, describes how she uses Copilot to summarize work, clean up job‑description redundancies, and locate internal documents within SharePoint. They’re planning to embed Copilot into onboarding and training modules to help new hires locate internal resources quickly—further reducing time to full productivity (Microsoft).
Broader Benefits of Microsoft 365 for Law Firms
Disparti is leading the industry across the U.S. and abroad by leveraging Microsoft 365 to modernize operations and gain competitive advantage.
- Microsoft Teams, when structured with channels per practice area or office, centralizes communication, cuts email clutter, and integrates seamlessly with SharePoint, OneNote, Planner, and Outlook—all accessible via one hub (SpliceNet Consulting, LexWorkplace).
- SharePoint and OneDrive simplify document management, version control, access permissions, and compliance—all essential for protecting sensitive legal information (Integris).
- Security and Governance Tools, such as Data Loss Prevention, eDiscovery, Double Key Encryption, and advanced compliance policies, ensure sensitive client data stays protected even while enabling productivity (TECHCOMMUNITY.MICROSOFT.COM).
- AI‑powered capabilities through Copilot accelerate drafting, summarization, case research, and workflow automation—helping attorneys and staff focus on strategic client outcomes rather than repetitive internal tasks (Integris).
Lessons Learned & Best Practices for Law Firms
From Disparti’s experience, here are some actionable takeaways for firms considering a similar transformation:
- Plan migration thoughtfully: move documents into SharePoint with proper folder structure, tagging, and permissions to enable later AI effectiveness.
- Train staff early and often: encourage use of Teams, SharePoint, OneNote, and Copilot. Provide use cases—like intake drafting, policy updates, or SOP generation—and reinforce through training.
- Build internal AI champions: Rivera and McAnn serve as Copilot advocates—spotlighting successes encourages wider adoption.
- Layer on automation: use Power Automate and Planner to automate intake workflows, approvals, reminders, and case management.
- Ensure strong governance: deploy DLP, MFA, retention and encryption controls to meet regulatory and ethical obligations.
- Iterate and scale: document what got faster, gather user feedback, and expand usage of Copilot into additional departments like HR, operations, marketing.
Looking Ahead: The Future of Legal AI at Disparti
As they scale, Disparti Law Group intends to expand Copilot use across more functions—especially in intake and claims processing—so that staff can handle cases more quickly, accurately, and autonomously. Rivera envisions Copilot enabling intake specialists to process claims without constant director supervision, drawing on content from handbooks, emails, and case files—all powered by the firm’s centralized, cloud‑based digital estate (Microsoft).
Meanwhile, operations teams plan to embed Copilot into training modules, creating AI‑driven resource guides and searchable knowledge bases to onboard new staff faster and more effectively.
Disparti Law Group’s journey underscores a powerful truth: embracing Microsoft 365 and Copilot is not merely a technology upgrade, but a client-serving transformation. By modernizing infrastructure, standardizing document processes, automating routine tasks, and deploying generative AI capabilities securely, Disparti has accelerated workflows, elevated employee experience, and, most importantly, enhanced service delivery for clients.
As Microsoft aptly summarized in their July 2025 case study: Disparti’s move to M365 and Copilot has delivered measurable improvements—documents edited faster, IT calls reduced, collaboration simplified—and most crucially, efficiency reallocated to the firm’s mission of helping people recover and rebuild (Microsoft).
For law firms ready to compete, scale, and serve clients better, the blueprint is now clear: leverage cloud productivity, empower staff with AI, and uphold security. Disparti Law Group shows what’s possible—when technology aligns with mission
For full details, refer to Microsoft’s customer story: “Disparti Law Group uses Microsoft 365 and Copilot to serve clients faster” (published July 7, 2025) (Microsoft).
Attorneys File Lawsuit Against CPS for Racial Discrimination and Sexual Abuse
This week, attorneys from the Disparti Law Group filed a 38-page lawsuit against Chicago Public Schools and several staff members, alleging three years of racial discrimination, bullying, and multiple instances of sexual abuse targeting a young Black student.
Wildwood IB World Magnet School, considered one of the top schools in the Chicago Public School system, has an enrollment of 471 students—only 3% of whom are Black. According to the lawsuit, the student, referred to as “Jenny Doe,” was the only Black girl in her class during 5th, 6th, and 7th grades.
Over those three years, Jenny endured relentless racial discrimination from fellow students. She was repeatedly called slurs and degrading names, including “fat,” “ugly,” “whore,” and the “n-word.” On multiple occasions, students told her to kill herself, both in person and online. The level of abuse Jenny endured, the lawsuit states, was unconscionable.
As a result of this emotional trauma, Jenny was hospitalized for suicidal ideation. She was assessed at school three separate times and categorized as having a moderate risk for suicide—yet her mother was never informed of these evaluations.
In repeated violations of Illinois state law, school officials failed to notify Jenny’s mother, Sherron Hinton, of the ongoing bullying. Attorney Jamaal Buchanan stated, “The school’s officials minimized, obfuscated, and covered up what was happening to Jenny’s mom.”
In addition to the racial harassment, Jenny was also subjected to sexual abuse by a student teacher in her physical education class, as well as physical abuse by her PE teacher.
Patrycja Karlin of The Karlin Law Firm, LLC—co-counsel on the case—stated that the lawsuit seeks “accountability for three years of egregious misconduct that no child or parent should ever have to endure.”
Following remarks by the legal team, Jenny’s mother, Sherron Hinton, delivered an emotional statement. “My daughter was physically, emotionally, and sexually harmed while attending a school that was supposed to protect her,” she said. “My daughter didn’t just fall through the cracks—she was placed in them.”
For those present at the press conference, and for viewers watching coverage on television, Hinton’s words were deeply painful. They illustrated the devastating toll that three years of unchecked abuse had on her daughter.
Attorney Cass Casper emphasized that the lawsuit is not solely about financial compensation—it is about demanding systemic change in an institution that failed to act. Among the reforms proposed are mandatory staff and student training, and the creation of an independent office to investigate serious cases of bullying, like the one Jenny experienced.
“Disparti Law Group stands with victims of racism, bullying, and sexual abuse everywhere,” said attorney Jamaal Buchanan in closing. “Where there is abuse, there will always be an advocate—Disparti Law.”
A confidential abuse hotline is now available through Disparti Law Group. Victims and families of victims can speak directly with an attorney by calling (312) 506-1235.
Media Coverage
Legal Protections For Burn Injury Victims
When we talk about serious personal injuries, burns often come with long-term consequences that go beyond physical pain. These cases can involve hospital stays, surgeries, and changes in everyday life. Hiring a burn injury lawyer may be one of the first steps people consider when trying to make sense of what happened and what rights they have.
Below, our friends at Disparti Law Group talk about how recovery after a burn accident is often about more than just healing. Legal support can help victims address what caused the incident in the first place and hold those at fault responsible.
Common Causes Behind Severe Burn Injuries
We’ve seen many situations where burn injuries occur because someone else didn’t take proper precautions. Accidents at work, defective products, apartment building fires, or car crashes can all lead to serious burns. In some cases, poor maintenance or faulty wiring is to blame. In others, someone’s carelessness during a dangerous task puts others at risk.
Some of the most severe burns happen in industries like construction or manufacturing, where chemicals, open flames, and high-heat environments are common. When employers don’t follow safety rules, the results can be devastating. Residential fires often reveal issues with building codes or missing safety devices like smoke alarms. In any of these examples, we’ve seen how the incident is often preventable. That’s what makes legal action feel necessary—not just for financial support, but for accountability.
What Legal Claims Usually Involve
Burn injury cases usually require evidence that someone’s action—or failure to act—directly caused the injury. This could be a landlord who didn’t fix a faulty outlet, a product manufacturer who ignored safety tests, or a driver who caused a collision. We’ve worked on cases where proving fault came down to detailed inspection reports, maintenance records, or eyewitness accounts. Sometimes, it’s also necessary to bring in professionals who can explain how a product failed or how safety protocols were ignored. These types of cases can take time, especially when insurance companies push back or shift blame.
In many burn injury cases, long-term effects like scarring or loss of mobility are part of the damages sought. That includes not only current medical bills but future treatments, therapy, or even career impacts. The legal process helps set those losses into clear terms so the injured person doesn’t have to absorb the costs alone.
How Burn Injuries Can Affect Daily Life
Beyond physical recovery, burn injuries can change how people live. We’ve seen clients struggle with emotional trauma, changes in appearance, or physical limitations that affect their jobs or routines.
Children and older adults are often the most vulnerable. For families, this can mean new routines, home modifications, or even caregiving responsibilities. In these situations, a personal injury case becomes a way to build financial stability during a hard transition. Emotional health is also a big part of recovery. Burns can lead to anxiety, depression, or isolation, especially if someone feels uncomfortable in public. Part of what legal teams do is connect clients with professionals who help them rebuild confidence and move forward.
At the end of the day, legal support helps people stand up for themselves when they’re going through one of the hardest experiences of their lives. That’s why sites like Blaszkow Legal, PLLC share information—to help people understand what legal options are available when things go wrong.
Protect Yourself After A Fall
A fall can happen in an instant, but the effects may last far longer. Whether it’s a slippery floor in a grocery store or a cracked sidewalk outside a business or a broken handrail at a friend or neighbor’s home, fall-related injuries can lead to steep medical bills, missed work, and ongoing pain. If you’ve been injured, knowing what steps to take next can make a significant difference in how you recover—physically, legally, and financially.
Get Medical Care Right Away
No matter what, you should make your health your first priority even if you do not think your injury is serious or you don’t want to “cause trouble”, it’s important to get checked by a medical professional. Some injuries, like concussions or internal bruising, may not be immediately visible but can worsen over time. Having a record of your visit also creates valuable documentation that may help support your case later.
Report The Incident As Soon As You Can
After getting care, make sure to report the fall to the property owner, manager, or whoever is responsible for the location. This could be a business owner, landlord, or supervisor. Ask for a copy of the report if one is filed. If there’s no official process, make your own written account with time, date, location, and a description of what happened.
Gather And Save All Evidence
If you are not too injured or if you are, ask a friend or relative to take photos and videos of the scene of your accident. It is important to do this before anything is cleaned up, moved, or repaired. Capture the condition of the floor or walkway, poor lighting, spills, lack of warning signs—anything that may have contributed to your fall. If anyone saw what happened, write down their contact information. Save your shoes and clothes from the day of the incident, and keep records of any related expenses.
Avoid Talking To Insurance Right Away
You may be contacted by an insurance company soon after the fall. Be cautious. Their goal is usually to settle quickly and pay as little as possible. Insurance companies are notorious for spending time and resources on trying to pay out as little as they can get away with, regardless of how much you may be entitled to- and genuinely need. You are not required to give a statement right away. It’s usually a good idea to speak with a personal injury lawyer first, especially if your injuries are serious or long-term.
Speak With A Legal Professional
A lawyer can explain your rights and what options you have moving forward. Falls that happen due to unsafe conditions may qualify for a legal claim, depending on the details. A claim might help cover costs for treatment, lost wages, and pain from the injury. If you’re unsure about whether you have a case, talking with someone who handles injury claims every day can help bring clarity.
Our friends at Culpepper Law Group discuss how timing, documentation, and proper guidance are key in situations like these. They point out that even simple missteps after a fall can hurt your ability to recover damages. Acting quickly and carefully is often the best way to protect your future.
Move Forward With Confidence
Recovering from a fall takes time, and the last thing you need is added stress. By acting promptly, keeping records, and getting legal advice when needed, you give yourself the best chance to recover—both physically and financially. If you’re unsure what to do next, reaching out to a trusted slip and fall lawyer may be a smart next step.
Whether you pursue a claim or just need answers, a personal injury lawyer can help you understand where you stand—and what steps to take from here.
What To Do After A Burn At Work
A workplace burn injury can happen in seconds but may have long-term effects on your health and ability to work. Burns caused by chemicals, hot machinery, or electrical accidents are common on job sites and often require immediate medical care. Knowing what steps to take after a burn at work is essential for protecting your recovery and your rights.
As the attorneys at Ausman Law Firm P.C., L.L.O. explain, early action and proper documentation play an important role in securing benefits and compensation after a serious on-the-job injury.
Seek Medical Treatment Immediately
The first thing a burn victim should do is to get medical attention as soon as possible. Even if the injury seems mild, some burns can worsen over time or lead to infection. Prompt treatment helps reduce long-term damage and creates medical records that link the injury to your job.
Be sure to let your doctor know the injury happened at work. This detail may help later if you need to file a claim or request extended medical care.
Notify Your Employer As Soon As You Can
It’s important to report the injury to your supervisor shortly after it happens. Waiting too long may create issues with your eligibility for workers’ compensation. Provide as many details as possible, including how the burn occurred and any hazards that contributed to it. Many people do not want to tell their boss’s that they got injured while working for fear of losing their jobs as a result of this but it is illegal for someone to get fired because of an injury that was not their fault.
If anyone witnessed the incident, ask them to write down what they saw. Their input could be useful if your claim is questioned.
Keep Track Of Medical Records And Expenses
After receiving care, begin saving all paperwork related to your injury. This includes medical bills, appointment records, prescriptions, and time missed from work. If you’re unable to return to your job right away, keep a record of lost wages and days off.
Photos of your injury, updates from your doctor, and notes about your recovery process can all help support your claim—especially in more severe cases.
Know What Support May Be Available
Workers’ compensation may provide coverage for medical bills and part of your missed income. If your burn was caused by faulty equipment, unsafe conditions, or a third party, you may also have grounds for a personal injury claim.
In that case, speaking with a burn injury lawyer could help you explore your options for additional compensation. These cases often involve more than just medical expenses—they may include long-term care, lost earning potential, and pain or disfigurement.
If your claim is denied or underpaid, a workers compensation attorney can help to make sure that your rights are upheld by fighting for the compensation you deserve.
Focus On Recovery And Moving Forward
Recovering from a burn injury takes time. Some burns require wound care, skin grafts, or therapy. It’s also common to experience emotional stress or anxiety during healing. Take the time to rest and follow your treatment plan. Support from family, coworkers, or a counselor can make a big difference.
Workplace burns are serious, but you don’t have to deal with the aftermath alone. Taking the right steps early can help protect your health, job, and long-term well-being.
!
Disparti Law Files Federal Lawsuit on Behalf of Sexually Abused Child
This morning, attorneys from Disparti Law Group filed a federal lawsuit in the Central District of Illinois on behalf of a young special needs student who had been repetitively sexually abused by a student perpetrator and was victim to a school system cared more for protecting the rights of an abuser than for the safety of students.
Jane Doe, as referenced in the lawsuit, was a fifth grader at Taylorville Junior High when whe was subjected to several instances of sexual abuse from another student on bus rides from school. The bus rides were operated by Durham School Services.
Over the last two years, Disparti Law has uncovered a pattern of neglect and cover ups in our schools.
“Words really fail to describe the horror of having to write this complaint. We are talking about one of the most vulnerable members of our society,” described Cass T. Casper, attorney for the family. He was discussing the 17-page lawsuit, the victim and details of the abuse of a 10-year old special needs student.
“We send our children to school expecting them to learn, grow, and feel safe—but instead, too many are being subjected to environments where abuse is hidden, minimized, or ignored. When institutions protect predators or their reputations over students, they betray the very trust we place in them,” says Larry Disparti, Founder of Disparti Law Group.
The most emotional words came from Jane Doe’s mother. “To the students who feel unheard, you matter. To the leaders in education and in community, it’s time to listen – not defensively – but courageously.”
Her words rang out to a room filled with reporters – all completely silent and feeling the pain in her voice. It was a call for justice. It was a call for peace. And a call for action.
Disparti Law Group has become a leader in standing up for the rights of students, and children, who have been abused. A special, private and confidential hotline is available to help victims. The number is (312) 506-1235.
See the Press Conference Footage Below
News Coverage
-
- “Family files federal lawsuit against Taylorville CUSD after 10-year-old sexually assaulted” Newschannel ABC 20
- “Federal Lawsuit Filed Against Taylorville School District & Durham School Services” Taylorville Daily News
- “Lawsuit claims 10-year-old special needs child was raped on Taylorville school bus” WAND News
- “Federal lawsuit filed against Taylorville School District” Capitol City Now
Amanda Martin joins Michelle Relerford to Talk about The Princess Plan
Last week, Amanda Martin joined Michelle Relerford, Morning New Anchor of NBC 5 Chicago news, on Chicago Today to talk about the Princess Plan.
Relerford was born and raised in Chicago. She is a graduate of Whitney Young High School and the University of Connecticut where she studied Journalism and English. Her career started with NBC as an intern during college. In 2011, she returned to Chicago and NBC 5 Chicago. In 2016, she was promoted to Weekend Evening Anchor and to Morning Anchor in 2020.
The Princess Plan is the creation of Relerford in 2025. As the mother of two boys, Relerford wanted to do something for the next generation of women leaders and as the former proprietor of a clothing store, she knew the joy that came with dressing up. She knew that a simple change in clothes could change a life.
The goal of The Princess Plan is to provide prom gowns free of charge to high school juniors and seniors who cannot afford them. To Relerford, it is an important service because every young woman deserves to experience the magical night of celebrating their achievements while looking and feeling like royalty. And, unfortunately, too many girls miss out on this opportunity because they don’t have the financial resources to attend prom.
As Relerford’s idea came to fruition, she reached out to Disparti Law with the idea to help take it to the next level. We just could not say “no.” And as the idea circulated the office, Amanda Martin, Head of Litigation for Disparti, wanted to be a part.
Relerford was excited about the partnership and remarked, “I can’t thank The Disparti Law Firm enough for supporting The Princess Plan. Our giveaway would not have been as successful without them. From the moment I explained my mission I had their commitment and enthusiasm. I look forward to a great relationship where we can help more girls in Chicago feel like the Princesses they truly are!”
To see the segment on NBC 5 Chicago, click here.
For more information on The Princess Plan, click here.
Attorney Jamaal Buchanan Discusses the Supreme Court’s Opinion in the Ames v. Ohio Department of Youth Services Case
Last week, Disparti Law attorney Jamaal Buchanan was interviewed by Fox 32 Chicago about the Supreme Court’s recent opinion in the Ames v. Ohio Department of Youth Services Case.
This important ruling has significant implications for employment law, particularly for plaintiffs pursuing discrimination claims who are not part of a protected minority. These cases, sometimes referred to as “reverse discrimination” cases, have historically been more difficult to bring in some judicial circuits that required an additional hurdle. The case dealt with the “background circumstances” test, which had previously imposed a higher standard of proof for plaintiffs from majority groups (such as white, heterosexual or male employees) when alleging discrimination under Title VII of the Civil Rights Act of 1964. In an important shift, the Court ruled that plaintiffs from majority groups are no longer required to meet the “background circumstances” test in order to pursue a case.
This decision removes a major obstacle in discrimination cases where the plaintiff is from a majority group and sets a precedent that ensures all plaintiffs, regardless of who they are, are held to the same standard when proving a claim of discrimination under Title VII. As Attorney Buchanan states, “discrimination is discrimination whether you are in the minority or majority group.” This shift aligns with the ultimate purpose of the Civil Rights Act of 1964 to prohibit discrimination on the basis of race, color, religion, sex, or national origin.
The plaintiff in Ames v. Ohio Department of Youth Services, a white, heterosexual female employee, claimed she was passed over for promotions in favor of a less qualified LGBTQ candidates. Ames argued that her employer, the Ohio Department of Youth Services, had intentionally discriminated against her on the basis of her sexual orientation violating her rights under Title VII.
For many years, plaintiffs from majority groups, faced the added burden of proving the existence of “background circumstances”—a legal hurdle where a plaintiff had to provide evidence that the employer was inclined to discriminate against majority group employees. This was a requirement in the 7th Circuit Appellate Court, which includes Illinois. Several other circuits also follow this test, while others do not. The Supreme Court took the case in part to resolve this inconsistency across the country.
In a unanimous decision, authored by Justice Ketanji Brown Jackson, the U.S. Supreme Court ruled that plaintiffs from majority groups no longer need to prove the existence of “background circumstances” for their claims to survive. The Court reasoned that Title VII’s prohibition on discrimination was intended to apply equally to all employees, regardless of their race or gender. As a result, the requirement for additional evidence of “background circumstances” was both unnecessary and unfairly burdensome.
The Court found that this rule had created a double standard, making it more difficult for employees from majority groups to assert valid claims of discrimination. By removing this extra layer of scrutiny, the decision ensures that all discrimination claims under Title VII will be subject to the same standards, simplifying the process for plaintiffs and making it easier to challenge discriminatory practices in the workplace by anyone.
What Does this Mean for Employment Cases?
This ruling has important implications for discrimination claims and the field of employment law. By eliminating the “background circumstances” rule, the Supreme Court has made it easier for all employees, regardless of race or gender, to bring discrimination claims under Title VII. This brings greater clarity and fairness to the legal process, allowing plaintiffs to focus on the core issue: whether they were discriminated against on the basis of race, gender, or other protected characteristics.
If you believe you have been the victim of discrimination in the workplace, no matter who you are, it is essential to consult with experienced employment law attorneys like the team at Disparti Law. We can help you understand your rights, understand the process of making employment law claims, and help you to navigate the complexities of discrimination law while aggressively pursuing your claim.
To see the whole story, visit Fox 32 Chicago’s website.
Disparti Law Presents Check to War Dogs/K9s for Veterans
On Saturday, June 7th, the War Dogs NFP held a motorcycle ride benefitting K9s for Veterans – a charity that provides specially-trained service dogs for veterans battling with post-traumatic stress. Each dog that is provided to the vet includes food and medical care for life.
The ride was based out of Harley-Davidson Woodstock and led by police officers from the Illinois State Police, McHenry County Sheriff, and McHenry County Forest Preserve Police – all riding their specially equipped motorcycles.
Disparti Law Group was proud to support the War Dogs and K9s for Veterans in their vital mission. Marine Corps veteran Dan Miller addressed the riders and shared that more than 30 fellow soldiers dealing with post-traumatic stress took their lives after serving. K9s for Veterans hopes to cut that number with their service dogs.
“Without donations like Disparti’s, we couldn’t continue to do the work that we do. Your donation will go directly toward giving another vet a service dog. And that will change a life,” said Michael Tellerino, CEO/Founder of K9s for Veterans, NFP.
“Our clients have the rights that we fight for every day in court because of our armed forces. It is only that we stand and support them in any way possible,” says Larry Disparti, Founder of Disparti Law Group
The ride was produced by the War Dogs NFP. War Dogs is a non-profit organization that organizes events and fundraisers that support veterans and first responders who suffer from post-traumatic stress or traumatic brain injuries.
For more information about War Dogs NFP, click here.
For more information about K9s for Veterans, click here.
