- Prepare discovery on cases.
- Assist Paralegal on responses to discovery on cases.
- Law and motion (both drafting our moving papers and responding to motions filed against our clients). Both on contested cases and post-judgment motions (Amy doesn’t usually get involved in the response to claims of exemption as the post-judgment department is pretty up to par on handling those).
- Drafting briefs for mediation/arbitration/trial and other trial documentation such as exhibit books or jury instructions depending on the case.
- Compiling the 98 declarations when the case becomes contested.
- Supervise collection on contested cases – working closely with the collectors handling litigation accounts. Reassigning files on an as-needed basis; such as, where the collector is not up to par on litigation enough to handle a contested matter, the issues have become too complex for the current collector to handle with their level of expertise, or the file is not being worked “hard enough” given where the litigation is at. Advising the Director of Operations when these files are reassigned.
- Assist with non-lit cases and post-judgment cases on an as-needed basis as the attorney in the office.
- Contacts with both clients and opposing counsel – whether it is direct handling of settlement negotiations if there is an issue where the attorney will not speak with a collector, starting the initial negotiations and passing them on for the collector to resolve, or acting as a second voice. In client matters, I advise both forwarders and clients of litigation issues, case proceedings, and conduct of hearings.
- Appearing at all manner of hearings, as necessary.
- Assisting the Director of Operations and other staff with projects as needed.
- Advising the firm on various legal issues.
- Maintaining compliance procedures for FDCPA as well as general collector training on handling files (which should include weekly collector meetings).
- Any and all other tasks as assigned.
Equal Employment Opportunity
Our company is committed to equal employment opportunities. We will not discriminate against employees or applicants for employment on any legally recognized basis [“protected class”] including, but not limited to: race; color; religion; genetic information; national origin; sex; pregnancy, childbirth, or related medical conditions; age; disability; citizenship status; uniform service member status; or any other protected class under federal, state, or local law.
In California, the following also are a protected class: race; religious creed; color; national origin; ancestry; physical disability; mental disability; a medical condition, including genetic characteristics; genetic information; marital status; sex; pregnancy, childbirth, or related medical conditions or breastfeeding; perceived pregnancy; actual or perceived gender; gender identity or expression (including transgender); sexual orientation; service in the military forces of the State of California or of the United States; military and veteran status; lawful conduct occurring during nonworking hours away from company premises; age [40 or over]; and citizenship status. Included in the definition of each protected category is the perception of membership in a protected category and an individual’s association with an actual or perceived member of a protected category.
Americans with Disability:
The ADA prohibits disability discrimination in the full range of employment and personnel practices, such as recruitment, hiring, rates of pay, promotions, and selection for training. To be protected by the ADA, an individual must have a disability, and the individual must be qualified to perform the essential functions of the job in question, with or without reasonable accommodation by the employer.
In addition to protecting individuals with disabilities, the ADA prohibits an employer from discriminating against an applicant or employee who has a known association with an individual with a disability.
The ADA requires that employers provide reasonable accommodation for the known disability of a qualified individual unless to do so would impose an undue hardship on the operation of the employer’s business (42 USC 12102et seq.). An employer is not required to provide reasonable accommodation to an individual who meets the definition of “disability” under the law only because he or she is “regarded as” having a disability (42 USC 12201(h)).
“Reasonable accommodation” is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.
We will provide reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, notify the organization so we can initiate the accommodation processes. The decision on granting reasonable accommodation will be on a case-by-case basis.
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