Handler v. Smith

2021 IL App (1st) 191942-U
CourtAppellate Court of Illinois
DecidedMay 19, 2021
Docket1-19-1942
StatusUnpublished

This text of 2021 IL App (1st) 191942-U (Handler v. Smith) is published on Counsel Stack Legal Research, covering Appellate Court of Illinois primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Handler v. Smith, 2021 IL App (1st) 191942-U (Ill. Ct. App. 2021).

Opinion

2021 IL App (1st) 191942-U No. 1-19-1942 Order filed May 19, 2021 Third Division

NOTICE: This order was filed under Supreme Court Rule 23 and is not precedent except in the limited circumstances allowed under Rule 23(e)(1). ______________________________________________________________________________ IN THE APPELLATE COURT OF ILLINOIS FIRST DISTRICT ______________________________________________________________________________ JOEL F. HANDLER, ) Appeal from the ) Circuit Court of Plaintiff-Appellee, ) Cook County ) v. ) No. 19 M1 103303 ) TAMARA SMITH, ) Honorable ) Mary Kathleen McHugh, Defendant-Appellant. ) Judge presiding.

JUSTICE BURKE delivered the judgment of the court. Presiding Justice Howse and Justice McBride concurred in the judgment.

ORDER

¶1 Held: We affirm the circuit court’s judgment in favor of plaintiff where, based on the record on appeal, we have no basis to disturb the judgment. We also deny plaintiff’s motion to dismiss this appeal.

¶2 Tamara Smith hired attorney Joel F. Handler to represent her in an employment matter

against the Board of Education of Thornton Township High School District 205. After Handler

filed a charge of discrimination against District 205 with the Equal Employment Opportunity

Commission (EEOC) on Smith’s behalf, the parties reached a resolution during a mediation. While No. 1-19-1942

that resolution was being memorialized into a written settlement agreement, Smith disagreed with

the portion of the settlement amount that Handler claimed he was entitled to as attorney fees.

Before Smith signed the settlement agreement with District 205, she sent Handler an e-mail stating

that she was firing him and then, she completed the settlement on her own. Smith subsequently

directed District 205 to send Handler an amount of attorney fees that she thought they had agreed

upon. Handler disagreed with the amount, believing that he was owed more based upon their

engagement agreement, and sued Smith for breach of contract. The case went to trial where the

circuit court found in Handler’s favor.

¶3 Smith now appeals the circuit court’s judgment, contending that: (1) the court erred in

allowing Handler to sue for breach of contract based upon their engagement agreement rather than

under the doctrine of quantum meruit; and (2) Handler’s attorney fees were excessive. Initially,

we deny a motion to dismiss this appeal filed by Handler that was taken with the case, and for the

reasons that follow, we affirm the judgment of the circuit court.

¶4 I. BACKGROUND

¶5 In July 2018, Smith signed an engagement agreement for Handler to represent her in the

prosecution of an employment-related claim against District 205. As part of the agreement, they

agreed that Handler would be paid $500 per hour while the matter was pending before the EEOC.

If the matter could not be resolved before the EEOC, they agreed that the agreement would convert

to a contingency-fee arrangement following the filing of a complaint in federal court. In such a

scenario, Handler would receive 40 percent of any sum obtained by settlement, suit or otherwise,

but that Smith would be responsible for whatever attorney fees and costs had been incurred before

the conversion. They further agreed that, in the event Handler was awarded statutory attorney fees,

Smith would receive a credit against the amount she owed him commensurate with the amount of

-2- No. 1-19-1942

statutory attorney fees. Additionally, Smith agreed to pay Handler’s reasonable costs in connection

with his representation of her.

¶6 Following the execution of their agreement, Handler filed a charge of discrimination

against District 205 with the EEOC on Smith’s behalf. Thereafter, Handler sent Smith his first

invoice, which detailed his time spent working on her case in July 2018 and amounted to three

hours of work and a total of $1500 in services. Smith paid $1475 of the first invoice. In a second

invoice for services rendered in August 2018, Handler billed Smith $1400, which included $1375

in services that month plus the $25 outstanding from the first invoice.

¶7 On September 28, 2018, Smith and Handler executed an amended engagement agreement,

whereby the hourly-fee arrangement was superseded by a contingency-fee arrangement. Under

this new arrangement, Smith agreed to pay Handler 40 percent of any sum obtained by lawsuit,

settlement or otherwise. In addition to this amount, however, Smith agreed to pay Handler his

outstanding balance of $1400 for legal services rendered under their prior hourly-fee arrangement.

The amended engagement agreement also contained a clause that stated, if Smith requested

Handler withdraw as her attorney prior to the resolution of her claim by suit, settlement or

otherwise, she agreed to pay him $500 per hour, or his then-customary hourly rate, “for the time

which he has spent in connection with [her] claim, or forty percent (40%) of the amount being

offered by” District 205 “at the time of [the] request to withdraw, whichever is greater.”

¶8 On November 5, 2018, Handler conducted a mediation with District 205’s attorney and an

EEOC mediator, which resulted in the parties reaching a resolution. Following the mediation, the

EEOC mediator wrote both Handler and District 205’s attorney congratulating them for “reaching

a resolution” and observing that it was her “understanding *** that the parties will be entering into

a separate agreement with language drafted and agreed upon by you.” The mediator asked them to

-3- No. 1-19-1942

reach out if they needed help completing the “settlement paperwork” and stated that Handler

should execute a withdrawal of charge form “in conjunction with the separate agreement.” A week

later, Smith signed a request to withdraw her charge of discrimination against District 205.

¶9 As part of the settlement agreement, which was titled a “Release and Waiver of Claims,”

District 205 agreed to pay Smith a sum of $15,000 in exchange for, among other things, Smith

withdrawing her charge of discrimination and promising not to otherwise sue. On November 15,

2018, Handler sent Smith a settlement statement to review that showed $6000 of that $15,000 (or

40 percent) was assigned to Handler as attorney fees under their contingency-fee agreement, $1400

was assigned to Handler for the past due attorney fees under the hourly-fee agreement and $2.87

went to reimburse Handler for costs. The remaining $7597.13 was assigned to Smith.

¶ 10 In response to being sent the settlement statement, Smith e-mailed Handler and indicated

that they agreed to his attorney fees being only $5150 at the mediation. This number was calculated

by Smith by taking 40 percent of $15,000 minus $850, an amount she claimed she already paid

him. Smith added that Handler “cannot double dip. It was either the 40 [percent] compensation or

paid hourly.” Smith asserted that she would not sign a settlement where Handler received $7000

and reiterated that he was owed $5150, which “was part of the reason I agreed to the settlement.”

Handler replied and remarked that Smith’s representations were “inaccurate” and ignored their

amended engagement agreement. In response to Handler’s e-mail, Smith asserted: “You said if

there was a settlement you would get forty and if there was no settlement you would be owed a

hourly wage for whatever you did.” Smith added that she was unemployed and never would have

agreed to an arrangement where Handler received that amount.

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