Orfordville Lawyers

Attorney Tiffany Vogel has focused exclusively on Wisconsin family law since 2018. She handles divorce, child custody, collaborative law, and mediation cases with a practical, results-driven approach. Her clients benefit from her direct communication style and thorough understanding of family law, which helps them make informed decisions during challenging legal transitions.

With significant experience representing clients like you and a commitment to communicating with you over the entire course of your criminal case, you’ll have a realistic picture of your situation so that you can make informed decisions throughout. Leah believes that you should not have to worry about your lawyer not being available to you.

Leah earned her law degree from Marquette University Law School in 2011 and her undergraduate degree in Sociology and Criminal Justice magna cum laude from the University of Wisconsin-Whitewater in 2004. She also completed certification as a paralegal over the course of her studies. She has...

Education & Background Barry J. Book graduated from the University of Wisconsin in 1986 and from Marquette University Law School in 1989. He is the Vice-President and a Shareholder at Podell & Book, S.C. Since his admission to the Bar in 1989, Mr. Book has practiced in a number of areas including Criminal, Civil, Real Estate, Probate and Family Law. His practice now focuses exclusively on Family Law. Comprehensive Family Law Experience When handling Family Law matters, he manages all issues relating to the dissolution of a marriage such as division of assets, disputes regarding custody and placement...

Craig T. Papka is a Shareholder in von Briesen & Roper, s.c.'s Labor and Employment Law Section. Craig counsels clients about a wide variety of matters with a view to preventing costly litigation. Craig can help employers reduce legal exposure when terminating employees; assist employers in investigating complaints of workplace harassment, violence, and other misconduct; advise employers on ADA and FMLA issues; implement harassment prevention and other training programs; revise employee handbooks and procedure manuals to reduce risk; and implement whatever other steps may be needed to reduce or eliminate the risk of litigation. Often, a quick telephone call to...