Paralegal/Legal Assistant

4 weeks ago

Riverside, United States Bemis Law Offices Full time $18 - $30
Bemis Law Offices is seeking to hire a Paralegal/Legal Assistant.

The following is not an all inclusive list of the role, but more of the primary functions:
  • Review all new lawsuits.
  • Verify case is properly documented.
  • Determine the legal identity of the defendant(s).
  • Determine appropriate causes of action.
  • Write lawsuits.
  • Write 585 declarations for new filings.
  • Get the defendant(s) are served.
  • Skip trace “lost” defendants.
  • Prepare documents for upcoming hearings.
  • Prepare and submit defaults and default judgment packages.
  • Status client on everything done/answer client questions.
  • Answer telephone calls and respond appropriately.
  • Monitor and report on bankruptcy filings (including the filing of Ntc of Stay and POC as necessary).
  • Prepare settlement agreements, stipulations, promissory notes as requested.
  • Monitor statute of limitations and judgment expirations.
  • Prepare responses to discovery and make sure they get out on time.
  • Answer e-mails.
  • Answer everybody’s questions.
  • Handle special projects as assigned.
  • Assist in the management of JST.
  • Monitor trial prep and prepare documents as directed.
  • Troubleshoot/put out fires as necessary.
  • Oversee work of legal assistants.
  • Anything else anybody asks me to do.
  • File Motions.
  • Serve Discovery.
  • File - Cross Complaint.
  • Send out Billings.
  • Answer to Cross Complaint.
  • File Oppositions, Reply.
  • Calendaring.
  • Prepare Trial Binder 
  • Prepare Trial Documents 
  • Set up Mediation / MSC hearings
  • Request Cost  

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 servicemember 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 breast feeding; 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 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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