Opinion ID: 1185913
Heading Depth: 1
Heading Rank: 3

Heading: the appropriate disciplinary sanction.

Text: Since respondent has not displayed the kind of diligence and conscientiousness normally expected of a practicing attorney, we agree with the Disciplinary Board that his conduct warrants disciplinary action under the Hawaii Code of Professional Responsibility. However, even though this court is in agreement with the Board that a disciplinary sanction would be appropriate, we consider the Board's recommended sanction of a complete disbarment unduly harsh given the existence of mitigating circumstances in this case. In Disciplinary Board v. Bergan, 60 Haw. 546, 592 P.2d 814 (1979), we recognized that the ultimate sanction of disbarment is inappropriate where mitigating factors are involved. In that case, respondent was convicted of knowingly and intentionally possessing cocaine with intent to distribute and was sentenced to three years of imprisonment. The Office of Disciplinary Counsel initiated formal disciplinary proceedings against respondent by filing a petition and certificate of conviction in this court. The petition stated that respondent had been convicted of a crime which constituted a felony in Hawaii, justifying immediate disciplinary sanction. After reviewing respondent's case, the Hearing Committee recommended a three-year suspension of respondent. However, the Disciplinary Board rejected the Hearing Committee's suggestion of a three-year suspension, recommending instead the complete disbarment of respondent. This court overruled the Disciplinary Board and held that a five-year suspension would be an adequate sanction. In rendering that decision, we considered several mitigating factors. For example, we observed that respondent had already served his time in a penal institution, making complete disbarment unnecessary. Moreover, we noted that respondent had voluntarily undergone psychiatric treatment and that his prognosis was favorable. In deciding that complete disbarment was too extreme a sanction, this court was basically engaging in a careful examination of the circumstances surrounding the attorney's actions. We believe that a case-by-case analysis of the facts in reviewing recommended disciplinary sanctions will produce equitable results for both the public and for the legal profession. In the instant case, we conclude that there is enough evidence in the record to show that the respondent is entitled to more lenient treatment than complete disbarment. As the petitioner pointed out in the hearing before this court on August 22, 1980, respondent was not guilty of serious, unethical conduct such as wilful misappropriation which would have warranted his disbarment. Office of Disciplinary Counsel v. DeMello, supra . In fact, respondent was going through a marital break-up during the period in which he neglected his work, [2] and that when respondent began experiencing marital difficulties, he suddenly stopped working on many of his pending cases. It appears that respondent has remained so distraught that he no longer works as an attorney, but instead as a waiter at a hotel on Kauai. Furthermore, the strain of respondent's marriage probably exacerbated the problems in his office because his wife had also worked as his personal secretary. Although this court has indicated that it will not hesitate to impose substantial sanctions upon attorneys who neglect their clients' case, this court will continue to exercise caution and prudence in adopting the ultimate sanction of disbarment. In view of respondent's marital difficulties, which apparently contributed to his downfall as a promising attorney, as well as the other mitigating circumstances, we believe that the interests of the public and the profession would best be served by suspending respondent rather than disbarring him. Therefore, this court orders that respondent's license to engage in the practice of law be suspended for a period of four years, commencing from the filing of this opinion.