Gary Vinson II

Gary’s practice is focused in the areas of estate and trust planning, probate avoidance, and business succession planning. 

He is a long time resident of Westerville, Ohio and was admitted to the practice of law in Ohio in November 1999 and to Federal practice in the United States District Court for the Southern District of Ohio in 2000. Gary continues to remain active in the Westerville community and the firm's office is a short drive away in Polaris.

In addition to his work as an attorney, Gary commits time to various charitable and church organizations throughout Ohio.

To provide clients with certainty, most legal services are based on flat rates. The flat rate for services is based on each client’s specific goals and the options selected to achieve those goals established in the initial consultation.

Attorney - Estate Planning

Recent Blog Posts
How To Collect Overdue Money
How To Collect Overdue Money

Late payments are a significant problem for businesses, as they can lead to financial instability and hinder their own ability to pay bills and plan for the future. That is why it is crucial for companies to know their rights and take action when faced with unpaid invoices.

Authors Take OpenAI to Court Over Copyright Allegations
Authors Take OpenAI to Court Over Copyright Allegations

In a legal battle that's sending ripples through the tech and literary worlds, authors Paul Tremblay and Mona Awad have brought OpenAI to court in a class action lawsuit in the U.S. District Court, Northern District of California. At the heart of this high-stakes lawsuit are allegations that OpenAI, the creator of the revolutionary large language model ChatGPT, has used copyrighted materials without proper authorization.

New Religious Accommodations Ruling - What Employers Need to Know 
New Religious Accommodations Ruling - What Employers Need to Know 

The United States Supreme Court recently issued a decision in the case Groff v. DeJoy that modified the standard in which employers must meet before denying an employee’s request for religious accommodation under Title VII of the Civil Rights Act of 1964. Employers should become familiar with this new standard before denying any such request for religious accommodation to ensure compliance with the law.