So what was the unlawful act that was the pretext for police declaring an unlawful assembly?
NRS 203.060 Unlawful assembly. If two or more persons shall assemble together to do an unlawful act, and separate without doing or advancing toward it, such persons commit an unlawful assembly, and are guilty of a misdemeanor.
I suspect the evidence will come out that there were not hundreds of people throwing things, that the allegation will be that once one person threw something that the unlawful assembly was imposed and just rounded up the wheat with the chaff.
Where is the motion and opposition referenced in the Article regarding Justin Jones? I would love to see how a confidential survey was released and got included. It would guide future completions of such State Bar Surveys.
NV Supreme Court website, Case No. 90654, Volume I of the ‘Record on Appeal’
Guest
Anonymous
June 11, 2025 10:31 am
Question for the group – I made a typo in the caption of a filed case, can I just update it moving forward or do I need to file a motion to amend the caption?
The typo is “XYZ Trust dated 2022” and should be “XYZ Trust dated 2002”
This feels like a personal beef/insecurity that Hooge has with Bare. Attacking Rob Bare as unethical? That’s like attacking the Pope for not being Catholic.
Rookie move from Hooge, never attack counsel – especially a guy like Rob Bare. I get it, you don’t like Justin Jones (you are not alone), but keep the lawyer and his advocacy out of it. Loser argument.
The State Bar paid Expert Fees to state employee Benjamin P. Edwards of $ 9,100! That seems like a great use of funds.
Guest
Anonymous
June 11, 2025 12:08 pm
Does anyone else find ARM to be insufferable? The mediators are great and have nothing to do with my gripe. The neverending emails changing payment allocation and threating to cancel mediations if documents are not executed or payment not received are a bit much. I was involved in a multi-party case and it was infuriating. The Case Administration Fee (fee per party) ended up being much more than the mediator was paid. I reached the point where I will not use ARM unless there are 3 parties or less.
Great mediators at both ARM and JAMS, but the administrative bureaucracy is too much. With that said, do you guys think there is a market for more independent mediators who could take on smaller to mid-sized cases on short notice (2-4 weeks lead time) and for a more reasonable fee? Like 1500 or so per separately represented party. Some of the old-timers who used to do that have retired, and I don’t know who else is out there.
The administration is numbing for ARM. And the fees have gotten outrageous, but that Napoli Pizza has be paid for somehow. And ARM has cornered the market in many practice areas right now.
I long for the days when I could hire a mediator by calling. These mediation corporations are a rip off. And the mediators themselves share a big porttion of the fee.
Joe Bongiovi, Bert Mitchell, Jim Armstrong, Aubrey Goldberg, Pat Murphy, Mitch Cobeaga. I’m sure I’ve left out a few. Those are the ones where you could always just call the secretary, get on a schedule fairly quickly, and not have to pay an arm and a leg (sometimes maybe an arm or a leg, but not both). No bureaucracy and you aren’t paying for fancy rooms and snacks. Gene Porter is about the only one who is sort of in that category and is still around and working, but he is pushing 70.
Some on the defense would suggest Porter may give somewhat plaintiff friendly awards in arbitration, but i really like using them for mediations, although i will suggest that Judge Porter (in my opinion) does a lot better if the folks are there in person.
I do not think age has affected Porter’s effectiveness as a mediator. I am a defense attorney and think he is very good. Also, Greg Hafen is a good alternative to ARM and JAMS.
I am an associate with a firm. Today i saw my legal assistant sitting at her desk. It was not noon or after 5 pm. I asked her a question about one of our cases and she said, “I am on my break right now, I will deal with that when I am off my break.” Breaks? Do your employees talk to you like that?
You should probably know that, legally, the assistant is permitted more than just a meal break throughout the day. I would also inform you that I was on a break if you tried to interrupt my free time.
People like you are the reason why my assistant had to buy an, “on break,” sign for her desk. You can avoid this by simply asking if your assistant if she has a second to chat about a case. If she says she is on a break, tell her to stop by your office when she is back on the clock.
I am speculating that you are “young.” IMHO the staff has the ability with the partners to sway which attorneys stay and which attorneys go. Being kind is free. Respecting boundaries, free. I too wonder what events occurred between your assistant and you that would lead to the assistant to be so abrupt. And just because I say to myself or out loud I’m doing it for the best interest of the client, at the end of the day it is about me and my preference about how I like things to go at the office. Realizing that the office does not and will not revolve around me, even when I was the boss has helped me build stronger relationships in the office. I truly care how my actions and words affect my co-workers. There is certainly more than one way to deliver excellent competent legal service to a client.
How about just being professional and listening to the person and perhaps, maybe, delaying your break for five frigging minutes. Or maybe saying something such as “I’ll get to that right after my break” instead of being rude and nasty. When I worked in a larger firm, I was generally aware of when my assistant or paralegal took breaks, and I tried to be respectful of that. But there are times when you need an answer to a question or something (e.g. client is on the phone right now), and that has to take precedence. This isn’t an assembly line factory floor with a union contract and a shop steward. Everyone should be respectful and working toward a common goal; no one *on either side of the conversation* should need to be rude, abrupt, or unreasonably demanding.
I’m confused, isn’t that exactly what the assistant said? “I’m on a break. I will deal with that when I’m off my break.” So… what is the problem.
You are not entitled to anyone’s free time. She was already on her break. She is not required to stop her break to deal with your emergency. You are not entitled to her free time. Show some basic human decency.
There should never be a situation in practice where the assistant knows something that you don’t. That means, if the client needs something “right now” and your assistant is on a break, you put on your big boy pants and figure out the answer yourself.
The assistant is a living, breathing, human being: wtf is wrong with you?
Such entitlement hubris.
The employee can take his/her break later. Suggest: Employees should take the break in the office break room, away from the desk. If you are at your desk I will assume you are working.
What do you suppose the various equations looks like where X = experience and Y = value to the firm, and the equations represent the associate, paralegal, and legal assistant? Where do the streams actually cross, if they do?
Guess y’all don’t like math. If a paralegal has 5 years, are they more valuable than an associate with 1? Experience says absolutely. An associate with 3 vs paralegal with 6? A legal assistant who has 10 years of experience with the same partner and thus knows exactly how the partner operates versus a 5th year?
You can’t assume experience is the only variable. We have two paralegals of similar experience.
One understands litigation strategy and I trust them to anticipate my needs and manage huge parts of the case with minimal supervision.
The other can be trusted to carry out tasks when explicitly described, but they need constant micromanagement to make sure no deadlines get blown and everything gets filed correctly.
And replace them with whom? Unless you are offering to pay new (to you) assistants handsomely on the come, the pool of candidates is atrocious right now.
OK. A few questions here, and I think greater context is probably necessary. You mention that you are an associate. Does this individua also work for a partner and does she have a longstanding relationship with that person such that she belives herself to be Teflon and she can talk to you peons however she wants? How long have you worked with her, and is this normal behavior or was she just having a bad day? If you say something to an office manager or a more senior person are they likely to back you up or to undermine you? How are her relations with others in the office? Believe me when I tell you that I have worked with all sorts of staff people over the years, and you would not belive what is out there. I could tell you some stories. Sometimes when you are in a relatively powerless position in terms of hiring and firing, you just have to try and figure out what makes the person tick and learn how to adapt to it. That’s just the way it goes in some firms.
From my experience, you can edit if the site’s cookies still recognize your IP OR if you are logged in. So there is some amount of time where you can edit immediately afterwards.
ETA: it’s the little settings button on the bottom right of the post. If it’s there, you can fix your typos.
One thing you learn when you have employees (not that she is your employee, but here is some wisdom none the less) is that no matter how good you are to them, most will not be loyal to you.
I pay my staff above market. They can take off whenever they want as long as the work gets done. I have an employee that I have been particularly nice to, allowed her to take as much time as she wanted when she had a baby and held her job for her, allow her to bring her child in whenever her babysitter failed her, the office frequently buys lunch for everyone, honestly, I basically don’t say no to anything she asks for. And like I said, I am paying her too much for someone in her position.
Still, I just discovered that she is started to do the same kind of transactional work that we do (LLCs, recording deeds, etc) off the clock for herself. Literally, stealing our business after everything we have done for her.
I have been around the block a few times, so I was not surprised, because I learned long ago that no matter how well you treat employees, they are not committed to you or your business. Easy to forget this sometimes and be surprised when someone screws you, but its the truth. No matter what, and no matter who.
10:11 here, haven’t done anything yet. She is valuable to me, so I am going to have an office meeting and lay out and reaffirm some office policies (which I need to do anyway) and make it 100% clear without singling anyone out that moonlighting like this is a fireable offense. Then if she doesn’t stop, I will fire her. I hope she does as she is valuable to me, but I can’t have that going on. Not only is it crappy behavior on her part, but it could blow up on me if she messes something up.
No matter what you say or do, this employee will think you are being “unfair”. Time to part ways.
Regarding the off the books work: First, it is UPL.
Second: You are open for a malpractice claim if any of the work implies that it is coming from your office. Like using your office email, letterhead, or if the person receiving the work product thinks that it is from your office.
Guest
Anonymous
June 11, 2025 3:17 pm
DC was served with subpoenas re judges calendars and dockets! Some judges showing up one day a week. Out of control over there!!
What is lead time right now on getting a summons back? I thought it used to be under 24 hours. Filed last Friday and waiting on it. Sorry if I missed prior discussion on it.
I have had one returned in 2 hours. I had one that took 10 days
Guest
Anonymous
June 12, 2025 12:29 pm
I won’t bore you with the details but there’s a protracted bitter divorce case that got personal between counsel. We finally won a decisive ruling and there is a hearing for a couple details. Every fiber of me wants to go gloat but I just decided I’m sending another to work out the details and I’m not going. I mention it because maybe I’m maturing as a lawyer. I don’t feel the need to rub it in. In fact, even though the opposing client and counsel are first-class asses, I almost feel bad for them. I guess I’m just venting to say that in this life-sucking work of divorces and law maybe I can grow to be more humane. Not looking to virtue signal but I must recognize growth if I’m to achieve it. Anyway, I feel better and thanks for letting me talk anonymously.
I guess it was a bit too hot yesterday in LV for more than 14 people to show up to protest? https://news3lv.com/news/local/las-vegas-protest-calls-for-an-end-to-ice-raids-advocates-for-immigrant-rights
Those of us who work law office jobs are planning on being at the No Kings protest 6/14.
No we are not. Stop lying.
Please, no violence.
What are protesting? Who are these kings? Like King Charles?
Don’t we have better things to do with our time?
Obviously wannabe king Trump, but you knew that
Mad King Donnie
The guy sending thugs into schools to snatch children.
Patently false.
I’ve seen discussion about a protest tonight at 7 in front of the federal justice tower, and on Saturday. The one yesterday wasn’t announced widely.
It is to fucking hot to go outside, much less go to a protest.
Things got a little spicy tonight. Hold on your hats for this weekend…
https://www.reviewjournal.com/local/local-las-vegas/downtown/hundreds-protest-against-ice-in-downtown-las-vegas-3384067/?utm_campaign=widget&utm_medium=topnews&utm_source=homepage&utm_term=Police%20deploy%20tear%20gas%2C%20shoot%20projectiles%20at%20ICE%20protesters%20in%20downtown%20Las%20Vegas
So what was the unlawful act that was the pretext for police declaring an unlawful assembly?
NRS 203.060 Unlawful assembly. If two or more persons shall assemble together to do an unlawful act, and separate without doing or advancing toward it, such persons commit an unlawful assembly, and are guilty of a misdemeanor.
isn’t jawywalking an unlawful act? Pretty easy to trigger for cops that want to trigger it
Tear gas and projectiles for jaywalking. Welcome to the Police State, Amerikkka.
LVMPD’s X post said they were throwing things at the police, etc.
I suspect the evidence will come out that there were not hundreds of people throwing things, that the allegation will be that once one person threw something that the unlawful assembly was imposed and just rounded up the wheat with the chaff.
FJF
FJF!
What or who is JF and why are we f ing him/her/it.
Owner of the A’s.
Where is the motion and opposition referenced in the Article regarding Justin Jones? I would love to see how a confidential survey was released and got included. It would guide future completions of such State Bar Surveys.
NV Supreme Court website, Case No. 90654, Volume I of the ‘Record on Appeal’
Question for the group – I made a typo in the caption of a filed case, can I just update it moving forward or do I need to file a motion to amend the caption?
The typo is “XYZ Trust dated 2022” and should be “XYZ Trust dated 2002”
File a quick motion to amend. The opposing party will not likely oppose it, and the court will likely grant it.
Could you do Stipulation and Order to Amend?
This would be my solution – if they’ve already answered. If they haven’t, then an amended complaint before they do.
File an amended complaint before they answer.
This feels like a personal beef/insecurity that Hooge has with Bare. Attacking Rob Bare as unethical? That’s like attacking the Pope for not being Catholic.
Rookie move from Hooge, never attack counsel – especially a guy like Rob Bare. I get it, you don’t like Justin Jones (you are not alone), but keep the lawyer and his advocacy out of it. Loser argument.
Attacking counsel is improper and itself potentially unethical.
DH has no shame. He hides his internal insecurities with a Wyatt Earp shell. He honestly believes he does good. The worst kind of hypocrite.
The State Bar paid Expert Fees to state employee Benjamin P. Edwards of $ 9,100! That seems like a great use of funds.
Does anyone else find ARM to be insufferable? The mediators are great and have nothing to do with my gripe. The neverending emails changing payment allocation and threating to cancel mediations if documents are not executed or payment not received are a bit much. I was involved in a multi-party case and it was infuriating. The Case Administration Fee (fee per party) ended up being much more than the mediator was paid. I reached the point where I will not use ARM unless there are 3 parties or less.
Never had a bad experience with ARM.
ARM is usually easy to deal with. JAMS on the other hand . . .
Great mediators at both ARM and JAMS, but the administrative bureaucracy is too much. With that said, do you guys think there is a market for more independent mediators who could take on smaller to mid-sized cases on short notice (2-4 weeks lead time) and for a more reasonable fee? Like 1500 or so per separately represented party. Some of the old-timers who used to do that have retired, and I don’t know who else is out there.
The administration is numbing for ARM. And the fees have gotten outrageous, but that Napoli Pizza has be paid for somehow. And ARM has cornered the market in many practice areas right now.
Agree ARM administration is a PITA. Mediators are very good and no complaints in that regard.
ARM > JAMS
I long for the days when I could hire a mediator by calling. These mediation corporations are a rip off. And the mediators themselves share a big porttion of the fee.
Joe Bongiovi, Bert Mitchell, Jim Armstrong, Aubrey Goldberg, Pat Murphy, Mitch Cobeaga. I’m sure I’ve left out a few. Those are the ones where you could always just call the secretary, get on a schedule fairly quickly, and not have to pay an arm and a leg (sometimes maybe an arm or a leg, but not both). No bureaucracy and you aren’t paying for fancy rooms and snacks. Gene Porter is about the only one who is sort of in that category and is still around and working, but he is pushing 70.
Joe Bongiovi is back and doing mediations.
OK good. Had not heard.
Some on the defense would suggest Porter may give somewhat plaintiff friendly awards in arbitration, but i really like using them for mediations, although i will suggest that Judge Porter (in my opinion) does a lot better if the folks are there in person.
I do not think age has affected Porter’s effectiveness as a mediator. I am a defense attorney and think he is very good. Also, Greg Hafen is a good alternative to ARM and JAMS.
Didn’t mean to suggest at all that Porter is not on top of his game, or anything like that, only that he is sort of the last of that generation.
Is Hafen still doing mediations? I thought he rolled off into the sunset.
Mediated with Hafen recently. He still has it.
Porter is excellent
I am an associate with a firm. Today i saw my legal assistant sitting at her desk. It was not noon or after 5 pm. I asked her a question about one of our cases and she said, “I am on my break right now, I will deal with that when I am off my break.” Breaks? Do your employees talk to you like that?
Just my two cents, but if she is talking to you like that, perhaps you need to foster a better relationship with her.
There is probably a lot more going on here than that.
If she is talking you like that she is 1) a union employee, or 2) a government employee, or 3) needs to be fired.
In private practice, all employees need to be responsive to the work load.
You should probably know that, legally, the assistant is permitted more than just a meal break throughout the day. I would also inform you that I was on a break if you tried to interrupt my free time.
People like you are the reason why my assistant had to buy an, “on break,” sign for her desk. You can avoid this by simply asking if your assistant if she has a second to chat about a case. If she says she is on a break, tell her to stop by your office when she is back on the clock.
I have never told a client or a co worker that I can’t talk because I am on a “break.” Just plain rude and unprofessional.
Salary and hourly are very different.
Im not seeing the difference under NRS 608.019.
You are not your client or co-worker’s employee. This analogy makes zero sense.
I bet you are the assistant.
I am speculating that you are “young.” IMHO the staff has the ability with the partners to sway which attorneys stay and which attorneys go. Being kind is free. Respecting boundaries, free. I too wonder what events occurred between your assistant and you that would lead to the assistant to be so abrupt. And just because I say to myself or out loud I’m doing it for the best interest of the client, at the end of the day it is about me and my preference about how I like things to go at the office. Realizing that the office does not and will not revolve around me, even when I was the boss has helped me build stronger relationships in the office. I truly care how my actions and words affect my co-workers. There is certainly more than one way to deliver excellent competent legal service to a client.
This isn’t even respecting boundaries. It’s respecting employment law. If you are forcing employees to work on their break, it’s not a break.
How about just being professional and listening to the person and perhaps, maybe, delaying your break for five frigging minutes. Or maybe saying something such as “I’ll get to that right after my break” instead of being rude and nasty. When I worked in a larger firm, I was generally aware of when my assistant or paralegal took breaks, and I tried to be respectful of that. But there are times when you need an answer to a question or something (e.g. client is on the phone right now), and that has to take precedence. This isn’t an assembly line factory floor with a union contract and a shop steward. Everyone should be respectful and working toward a common goal; no one *on either side of the conversation* should need to be rude, abrupt, or unreasonably demanding.
I’m confused, isn’t that exactly what the assistant said? “I’m on a break. I will deal with that when I’m off my break.” So… what is the problem.
You are not entitled to anyone’s free time. She was already on her break. She is not required to stop her break to deal with your emergency. You are not entitled to her free time. Show some basic human decency.
There should never be a situation in practice where the assistant knows something that you don’t. That means, if the client needs something “right now” and your assistant is on a break, you put on your big boy pants and figure out the answer yourself.
The assistant is a living, breathing, human being: wtf is wrong with you?
Such entitlement hubris.
The employee can take his/her break later. Suggest: Employees should take the break in the office break room, away from the desk. If you are at your desk I will assume you are working.
Oh, how magnanimus of you! Employees may now take a break, but only where you deem appropriate, and not where the employee chooses!
How about this, birdbrain: you ask if the employee has a moment before immediately dumping your workload on them?
How have you made it through life with zero social skills?
Better yet, tell us who you are, so the employers can make an informed decision about who we may want to think twice about hiring.
Office break room? We are a 7 lawyer firm and we dont have a “break room.” We make them go sit in the bathroom if they want a break.
I am also an associate at a firm, and, thus, I do not have “employees.” I have coworkers.
You won’t be an employee of the firm if you get the firm sued for wage theft.
Fire her before it gets worse.
The associate is not going to fire the assistant. Depending on the year of the associate, the assistant is probably more valuable.
What do you suppose the various equations looks like where X = experience and Y = value to the firm, and the equations represent the associate, paralegal, and legal assistant? Where do the streams actually cross, if they do?
Guess y’all don’t like math. If a paralegal has 5 years, are they more valuable than an associate with 1? Experience says absolutely. An associate with 3 vs paralegal with 6? A legal assistant who has 10 years of experience with the same partner and thus knows exactly how the partner operates versus a 5th year?
You can’t assume experience is the only variable. We have two paralegals of similar experience.
One understands litigation strategy and I trust them to anticipate my needs and manage huge parts of the case with minimal supervision.
The other can be trusted to carry out tasks when explicitly described, but they need constant micromanagement to make sure no deadlines get blown and everything gets filed correctly.
Might be time to fire “the other”
And replace them with whom? Unless you are offering to pay new (to you) assistants handsomely on the come, the pool of candidates is atrocious right now.
OK. A few questions here, and I think greater context is probably necessary. You mention that you are an associate. Does this individua also work for a partner and does she have a longstanding relationship with that person such that she belives herself to be Teflon and she can talk to you peons however she wants? How long have you worked with her, and is this normal behavior or was she just having a bad day? If you say something to an office manager or a more senior person are they likely to back you up or to undermine you? How are her relations with others in the office? Believe me when I tell you that I have worked with all sorts of staff people over the years, and you would not belive what is out there. I could tell you some stories. Sometimes when you are in a relatively powerless position in terms of hiring and firing, you just have to try and figure out what makes the person tick and learn how to adapt to it. That’s just the way it goes in some firms.
Sorry about the typos. Did we used to have an edit button, or am I imagining that?
From my experience, you can edit if the site’s cookies still recognize your IP OR if you are logged in. So there is some amount of time where you can edit immediately afterwards.
ETA: it’s the little settings button on the bottom right of the post. If it’s there, you can fix your typos.
It really feels like this commenter thought they were going to get a groundswell of support.
Yes. The power dynamic between veteran staff and baby attorneys is often misread by the latter. Tale as old as time.
Ratio comes to mind.
One thing you learn when you have employees (not that she is your employee, but here is some wisdom none the less) is that no matter how good you are to them, most will not be loyal to you.
I pay my staff above market. They can take off whenever they want as long as the work gets done. I have an employee that I have been particularly nice to, allowed her to take as much time as she wanted when she had a baby and held her job for her, allow her to bring her child in whenever her babysitter failed her, the office frequently buys lunch for everyone, honestly, I basically don’t say no to anything she asks for. And like I said, I am paying her too much for someone in her position.
Still, I just discovered that she is started to do the same kind of transactional work that we do (LLCs, recording deeds, etc) off the clock for herself. Literally, stealing our business after everything we have done for her.
I have been around the block a few times, so I was not surprised, because I learned long ago that no matter how well you treat employees, they are not committed to you or your business. Easy to forget this sometimes and be surprised when someone screws you, but its the truth. No matter what, and no matter who.
No good deed goes unpunished.
So what did you do with the moonlighting employee? Termination? Did she try to deny stealing business?
10:11 here, haven’t done anything yet. She is valuable to me, so I am going to have an office meeting and lay out and reaffirm some office policies (which I need to do anyway) and make it 100% clear without singling anyone out that moonlighting like this is a fireable offense. Then if she doesn’t stop, I will fire her. I hope she does as she is valuable to me, but I can’t have that going on. Not only is it crappy behavior on her part, but it could blow up on me if she messes something up.
Like UPL
Sounds like UPL. File bar complaint.
No matter what you say or do, this employee will think you are being “unfair”. Time to part ways.
Regarding the off the books work: First, it is UPL.
Second: You are open for a malpractice claim if any of the work implies that it is coming from your office. Like using your office email, letterhead, or if the person receiving the work product thinks that it is from your office.
DC was served with subpoenas re judges calendars and dockets! Some judges showing up one day a week. Out of control over there!!
Served on behalf of whom?
What is lead time right now on getting a summons back? I thought it used to be under 24 hours. Filed last Friday and waiting on it. Sorry if I missed prior discussion on it.
Did you file it correctly? Electronically issued.
They’ve been slow, but not that slow. Like a few days max.
Not the original poster, but I’ve also noticed a delay. And yes, we filed it correctly. It has been four days now….
I am original poster, and it took 4 days.
I have had one returned in 2 hours. I had one that took 10 days
I won’t bore you with the details but there’s a protracted bitter divorce case that got personal between counsel. We finally won a decisive ruling and there is a hearing for a couple details. Every fiber of me wants to go gloat but I just decided I’m sending another to work out the details and I’m not going. I mention it because maybe I’m maturing as a lawyer. I don’t feel the need to rub it in. In fact, even though the opposing client and counsel are first-class asses, I almost feel bad for them. I guess I’m just venting to say that in this life-sucking work of divorces and law maybe I can grow to be more humane. Not looking to virtue signal but I must recognize growth if I’m to achieve it. Anyway, I feel better and thanks for letting me talk anonymously.
Best and worst departments? Bring receipts.
Best: numbers
Worst: letters
Next topic: who do you have a crush on?
BK Hottie
Maggie McLetchie. Her 1st A work is ON FLEAK!
Barf
Okay zoomer. You’re not the only one that can use hip words from a year ago.
cringy; and it’s *fleek 🙂
No post for June 12? I just have to say it…
Blog is dead.
maybe webmaster is at state bar conference in DC
..on our dime?