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Recognized in Best Lawyers: Ones to Watch® for Litigation Excellence

Fri, 22 Aug 2025 15:04:20 GMT

Selected by peers for inclusion in the 2025 edition for Commercial Litigation, Labor & Employment, and Real Estate Litigation.

I’m honored to share that I have been selected by my peers for inclusion in the sixth edition of Best Lawyers: Ones to Watch® in America.

This recognition highlights excellence in private practice among attorneys earlier in their careers, and I am grateful to be included in the following categories:

Commercial Litigation
Litigation – Labor and Employment
Litigation – Real Estate

Best Lawyers: Ones to Watch uses a peer review methodology , meaning this recognition comes directly from fellow attorneys who see and value the quality of advocacy and professionalism within the legal community.

I am deeply appreciative of my colleagues who nominated and supported me in this process. Recognition like this reaffirms the mission of my practice: delivering skilled, strategic, and dedicated representation for every client I serve.

Thank you to my peers, mentors, and clients for your trust and support.

— Lexy G. Holland

Call Her Protected: Legal Lessons from Alex Cooper’s Harassment Allegations Against Her Former Coach

Thu, 12 Jun 2025 16:57:26 GMT

What Cooper’s story reveals about power dynamics and the legal risks of ignoring psychological and sexual harassment.

Alex Cooper, who Time Magazine described as "arguably the most successful woman in podcasting" after she signed a $60 million deal with Spotify, revealed this week that she was subjected to years of emotional and sexual harassment by her college soccer coach. In this deeply personal story, highlighted in Cooper's new docuseries "Call Her Alex," she details a harrowing account of Nancy Feldman's actions, and Boston University's failure to protect her.

This is a story about power, silence, institutional failure, and the complexity of sexual assault allegations and investigations. As a law firm that has worked with employers and individuals navigating these high-stakes issues, we believe Cooper’s story highlights some of the most difficult and often misunderstood aspects of harassment law today.

Emotional and psychological sexual harassment is actionable.

In Cooper’s case, the harassment was emotional and psychological. Cooper alleges that her coach fixated on her appearance, made invasive comments about her body and sex life, and exerted control by threatening to bench her or revoke her scholarship. Cooper described years of discomfort, fear, and mental distress.

Harassment doesn’t have to be physical to be unlawful. In both employment and education settings, a pattern of unwelcome conduct that creates a hostile environment—especially when a power balance exists in the relationship—is enough to trigger liability under federal and state law.

Power imbalances matter.

College athletes often live in fear of losing their scholarships, playing time, or future opportunities. When someone in power crosses boundaries, those subject to harassment may feel they have no choice but to endure it. Cooper says she didn’t report her coach at the time because she feared retaliation and thought no one would take her seriously. She was young, dependent on her scholarship, and felt isolated.

That imbalance isn’t unique to sports. It’s just as real in corporate offices, classrooms, and service industries. Harassment laws recognize that people in positions of authority—whether coaches, supervisors, or managers—carry more responsibility and can cause more harm when they abuse it.

Institutions must act.

One of the more appalling aspects of Cooper’s account highlights Boston University's handling of her complaint. She explained in the docuseries that she raised her concerns in writing—only to be ignored. Feldman remained in her position. Cooper was offered a way to keep her scholarship, but no investigation followed.

This is a textbook example of what not to do. Schools and employers have a legal obligation to investigate complaints promptly and take action to prevent further harm. When they don’t, they expose themselves to serious legal risk—not to mention moral failure.

Reporting isn't always immediate.

It took Cooper nearly a decade to go public. That delay doesn’t make her story less credible—in fact, it’s incredibly common. Individuals subject to pervasive sexual harassment often wait because they fear backlash, worry they won’t be believed, or, like Cooper, struggle to categorize what happened when it isn’t explicitly sexual or violent.

Organizations must be prepared for this. It’s not just about handling complaints when they happen—it’s about creating a culture that encourages people to speak up when they’re ready, without fear.

What can we learn from Cooper's experience?

Whether you manage a workplace or coach a team, Cooper’s story should be a wake-up call. Harassment isn’t always obvious, and the most damaging behavior often hides behind reputation, authority, and silence.

Have clear, written policies that cover and clearly describe emotional and psychological harassment—not just physical misconduct.
Train leadership to recognize subtle red flags and understand their power.
Offer multiple--and real -- ways to report concerns, including anonymous and third-party options.
Respond quickly and transparently to every complaint—regardless of the accused’s seniority.
Protect against retaliation and provide support to complainants.

The law is always evolving.

The legal system is catching up to the reality that harassment isn’t one-size-fits-all. It can be subtle, emotional, or controlling. It can live in locker rooms, offices, group texts, or Zoom calls. As Cooper’s story shows, we all have a role in preventing workplace harassment. If you have been subject to workplace harassment, or your organization needs help navigating these challenges and designing better safeguards, Holland Legal is here to help.

Preparing for the Kentucky Consumer Data Protection Act

Tue, 13 May 2025 21:46:46 GMT

What Kentucky Businesses Need to Know to Stay Ahead of the 2026 Consumer Privacy Law

Kentucky’s newly enacted Consumer Data Protection Act (HB 15) will take effect on January 1, 2026, placing the Commonwealth among the growing list of states enacting comprehensive data privacy laws. The law applies to businesses that:

Control or process data of 100,000 or more Kentucky residents annually, or
Derive more than half of their gross revenue from the sale of personal data and process data for at least 25,000 Kentucky consumers.

Under the KCDPA, consumers gain the right to:

Access their personal data,
Correct inaccuracies,
Request deletion,
Opt out of targeted advertising and data sales,
Receive data portability.

Businesses must publish clear privacy policies, provide a secure method for consumers to exercise their rights, and respond within 45 days of receiving a verified request. Covered entities must also conduct data protection assessments for certain processing activities, particularly those involving sensitive personal information. The Kentucky Attorney General has exclusive enforcement authority and may impose civil penalties of up to $7,500 per violation.

To prepare, businesses should:

Inventory all consumer data collected,
Update website privacy notices,
Develop internal workflows for verifying and responding to consumer requests,
Coordinate legal and IT teams to establish compliant data governance practices.

While small businesses may be exempt, consumer expectations are shifting. Even non-covered entities should consider voluntary adoption of transparent data practices to build trust and avoid reputational risk under Kentucky’s growing privacy framework.

What's the future of DEI in Kentucky?

Fri, 07 Mar 2025 15:46:33 GMT

Understanding House Bill 4 and the implications of changing DEI perspectives on your business.

Diversity and inclusion initiatives in the private, public, and non-profit sectors have steadily increased in the Commonwealth over the last several years. For many businesses and governmental organizations, these Diversity, Equity, and Inclusion (“DEI”) policies and programs have become integral components of organizational culture. However, recent federal initiatives and legislative developments in Kentucky, particularly the introduction of House Bill 4 (“HB 4”), have sparked discussions about the future of DEI programs.

Understanding House Bill 4

Filed by Representative Jennifer Decker, HB 4 seeks to significantly alter the landscape of DEI initiatives in Kentucky’s public higher education institutions. Key provisions of the bill include:

Elimination of DEI Offices and Positions: The bill mandates that all DEI offices and related positions within public universities be dissolved by June 30, 2025.
Prohibition of DEI Funding: Public universities would be prohibited from allocating resources toward DEI programs, training sessions, or initiatives.
Neutrality in Admissions and Employment: The legislation aims to ensure that admissions, scholarships, housing assignments, and employment decisions are made without consideration of an individual’s religion, race, sex, color, or national origin.
Legal Enforcement: The bill empowers the Kentucky Attorney General to initiate civil actions against non-compliant institutions and allows individuals to sue if they believe their rights have been violated under this act.

Implications for Private Businesses

While HB 4 specifically targets public universities, its introduction reflects a broader trend that could influence private businesses in several ways:

Shifting Cultural Expectations: Legislation affecting public institutions can shape societal norms and expectations. Private businesses may face increased scrutiny regarding their DEI practices, prompting a reevaluation of existing programs to align with evolving public sentiments.
Policy Reassessment: Companies might proactively reassess their DEI initiatives to anticipate potential legislative changes or to address stakeholder concerns, ensuring that their policies promote inclusivity without conflicting with emerging regulations.
Legal Considerations: Although HB 4 does not directly impact private enterprises, it underscores the importance of staying informed about legislative trends that could lead to future regulations affecting the private sector. Businesses should consult legal experts to navigate this evolving landscape effectively.

Recommendations for Businesses

In light of these developments, private businesses should consider the following actions:

Stay Informed: Regularly monitor legislative activities related to DEI at both state and federal levels to anticipate potential impacts on company policies.
Legal Consultation: Engage with legal professionals to review DEI programs, ensuring compliance with current laws and readiness for possible future changes.
Stakeholder Engagement: Maintain open dialogues with employees, customers, and partners about DEI commitments, addressing concerns transparently and reinforcing the organization’s dedication to an inclusive culture.
Policy Evaluation: Assess and, if necessary, adjust DEI initiatives to align with both organizational values and the shifting legal environment, balancing the promotion of diversity with adherence to applicable laws.

By proactively addressing these considerations, businesses can navigate the complexities surrounding DEI initiatives, fostering workplaces that are both inclusive and compliant with evolving legal standards.

Announcing Holland Legal, PLLC: A New Approach to Legal Advocacy

Wed, 12 Feb 2025 18:30:12 GMT

I’m thrilled to announce the launch of Holland Legal, PLLC—a law firm dedicated to providing strategic, results-driven representation for businesses, property owners, and individuals across Kentucky.

After years of practicing law at a regional firm, I knew I wanted to build a practice that prioritized efficient, client-focused legal solutions. At Holland Legal, I combine my experience in business litigation, property disputes, equine law, and media law with a commitment to clear communication and calculated strategy.

The fox in my firm’s branding symbolizes intelligence, adaptability, and strategic thinking—all qualities I bring to the courtroom and negotiation table. Whether you’re navigating a business dispute, a complex property issue, or need legal guidance tailored to your industry, I’m here to advocate for you with precision and dedication.

I’m excited to serve my clients in this new chapter—if you need legal support or just want to connect, reach out. Let’s build something great together.

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