September 10, 2024 • 14 mins
In this episode of the Justice Team Podcast, host Bob Simon interviews Jamie Wright, an expert in employee rights, covering disability discrimination, workplace harassment, and employment law. Jamie shares practical advice for lawyers and employees, including handling wage and hour cases, advocating for accommodations, and navigating the California Civil Rights Division. They also discuss the importance of community support, mental health, and mentorship for young lawyers. Tune in to learn from Jamie's extensive experience and get actionable tips for dealing with workplace issues.
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Episode Transcript
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(00:02):
Welcome to this episode of the JusticeTeam Podcast on the Justice Team
Network, where we give practicaladvice to lawyers out there.
And I'm your host Bob Simon.
I'm honored to have the Ms.
Jamie Wright on today.
How are you, Ms.
Wright?
I'm doing incredible sitting next to theone and only extraordinary Bob Simon.
Well, you had me atextraordinary, what can I say?
Um, for those of you that don't knowJamie, she is an employee rights
(00:25):
extraordinaire from the disabilitycases to the workplace discrimination.
Has had some eight figure verdicts andhas helped a whole lot of people out.
Thank you.
First of all, where do people find you?
Oh, I'm easy to find socialmedia is my like kind of go to.
So Instagram, Jamie Wright, ESQ,my website is Jamie Wright, ESQ.
If you Google me, Jamie E.
(00:47):
Wright, ESQ, it all kindof links to the same
place.
And do you practice all over California?
What's everywhere?
Literally from like counties you'venever heard of that I've only recently
heard of like Hollister County.
to San Diego County andeverywhere in between.
Um, so what are some of theareas like your bread and butter,
the stuff that you'd like to dothat you're passionate about?
(01:07):
Yeah,
I'm really passionate aboutdisability discrimination cases,
um, sexual harassment, hostile workenvironment, race discrimination,
though they're harder to prove.
But, um, sometimes in California,you get these, um, employers who.
act insane, and I call them insane,for calling people the N word,
telling, um, my Brown brothers to goback to Mexico, you know, harassing
them and those kinds of things.
(01:28):
And also some wage and hour cases.
Yeah, so what is a wage and hour case?
You're not being paid overtime, uh,you're not getting your meal arrest
breaks, and sometimes with those, if youmake a complaint and you get retaliated
against or you're fired or your hoursare reduced, those are good cases too.
Wow.
Yeah, so what's a typical factpattern for, um, a disability case,
(01:50):
the stuff that you've been doingvery well on and helping folks.
What are some examples?
Yeah, so I've gotten a lot of likenurses that are like during the COVID,
like when the surge was happening, ifthey had like an illness or they had a
medical condition and they asked for anaccommodation and the employer didn't want
to accommodate them and they fired them.
Um, or if someone is like neurodivergent,um, they have like ADHD or anxiety not
(02:12):
getting an accommodation or if they needa buildout, cause you have back problems.
I have back problems, um, sometimes andthe employer won't build out the chair
or the desk or something like that.
And
you know, do you ever have hybrid cases?
Cause a lot of our personal injurycases, we have a lot of people that
aren't being, I think about it,I probably think of a few that.
(02:33):
You don't have injuries or they'renot accommodated with it, work.
So if you had to talk to us, personalinjury lawyers or people out there that
are representing the injured folks, whatare some things that we should be telling
our clients to do other than just call youand stuff that they have to do to, kind
of check those boxes with the employer.
What are some things they need to doif they're being discriminated against?
Put
it in writing.
(02:54):
Put it in writing and cc yourselfbecause you'd be surprised how
many emails disappear from theemployer's, um, email service.
So cc yourself.
Cc your personal email.
Oh
yeah, cc your personal email whenyou're writing these emails if
you're doing it from the employer.
Or bcc
so they don't know.
Or bcc.
That's a, that's a key tip.
Um, and then you can always make acomplaint, um, besides their HR department
(03:14):
to the Department of Fair Employmentand Housing if you think it's happening.
And you're not quite yetready to talk to a lawyer.
Yeah, so what are the steps somebodyhas to go through in order to even
file, uh, disability discrimination?
Is there an administrative process?
Yeah, what's that like?
The, um, California Civil RightsDivision, which used to be called the
Department of Fair Employment and Housing.
So you have to make a complaint to themfirst, you gotta get a right to sue.
(03:37):
Some people want to go to EEOCdo not go to EEOC in my opinion
You have a shorter window of timeto file your lawsuit 90 days.
What's the new the new thing called
California Civil Rights Division?
You know what?
That's much better than the one beforebecause every time people would tell me is
like what does that have to do with like?
work
It was just trailing the law becausethe law is called the Fair Employment
(03:58):
Housing Act So Department of FairEmployment Housing, but California
Civil Rights is definitely a better
So they have to file and dothey Do they have an attorney?
Do they hire you to do thator do they do it on their own?
They can do it themselves.
I have some clients that do it themselvesand sometimes they ask the department to
do an investigation and then, you know,sometimes the department offers mediation
or you can have your lawyer do it.
(04:18):
I prefer to do it.
Yeah, so those are kind of what aresome other examples for people that are
listening or watching if they or a lovedone or if they have a client that's being
discriminated against, what are someof the common ways you do other than we
talked about the neurodivergent And, uh,the nurses that you've been representing.
Oh, yeah.
So, um, if someone can't drive a longdistance, like I had one lady who, um,
(04:40):
fell at her house and she couldn't drivea long distance, um, someone who has
a vision problem, a hearing problem,I do have a guy who had hearing loss,
um, I had one lady who was losing hairfrom her scalp, um, due to stress.
So there's a whole broad range of them.
And I assume that, um, What'sthe intake like for you?
Because I would assume you get a
(05:00):
lot of calls.
I do.
I have an intake person now.
One of my paralegals.
They typically, like, clickon the thing on my website.
There's like a button and theysend us a message and I forward
them to my intake person.
He has a really detailedquestionnaire he goes through.
Um, wanting all the background.
He goes through a timeline, sohe creates the initial timeline.
I look at it.
(05:21):
I say, okay, call them back andask some additional questions.
Or I just get on zoom and I talk to them.
If they are not preparedto come to me, always catch
me one way.
I mean, you have to sift through a lotof referrals cause I mean, how, how many
do you think calls you get per week oractual cases that you end up taking?
I probably get 15 to 20 hitsto my website plus calls.
Wow.
(05:41):
Um,
probably one to two causeit's just, I can't, okay.
help everybody at once.
And the other thing is I oftentimesdon't take cases from other lawyers.
Like if they've had another lawyerfor an extended period of time
and they want to send it to me.
It just gets a little tricky,
but you could refer it a lot of work.
Yeah, I do.
I do refer you cases Yeah, and Itake I take them if it's referred out
(06:04):
right, but like say you had litigatedthe file for six months I may not
Well, I wouldn't touch a file thatDisrespect be all you like in these cases.
I think that's the beauty of you know,what you do with mentorship Yeah.
With Justice HQ and stuff like that.
As people know you as the go to forthese types of cases and questions.
And I
appreciate that.
Justice HQ has been incredible just as a,like a resource and just as a network of
(06:26):
friends and like creating like a family.
And that's awesome whenyou feel like you're alone.
Are you
a true, I mean, you're the only
attorney at your firm.
Yeah.
I'm the only one.
And then I co counsel a lot now.
Yeah.
I think you have to.
I mean, we still, Istill co counsel a lot.
Cause.
I mean, your client deserves it, one, andtwo, it just makes it more fun and easier.
It does.
It does.
Because sometimes when you're underthe gun and you're dealing with a
(06:46):
justice system that is not so blind.
You have to have that support.
Yeah, so tell us about theother types of, um, the cases.
We got the disabilitydiscriminations, what that you do,
and the workplace discrimination.
Yeah.
So what's the workplacediscrimination bucket look like?
What types of cases?
Sex
harassment, hostile work environmentbased on gender, um, cases where a
supervisor is making a pass, quid proquo, um, or just like sexual comments.
(07:10):
Images in the workplace, um, textmessages that are inappropriate,
sending porn in a text message.
I mean, social media is crazy with whatit's done in terms of everything is
safe to everything's out there.
Literally, you can't get away from it.
Like if you're going to send amessage on Instagram, I could
imagine you see some good stufflike people, their DMS, even
Snapchats, all this crazy stuff.
DMS
(07:31):
are wild.
Why would you ever as a supervisorDM the employee at one o'clock in the
morning and saying what you're doing?
Oh man.
Really?
People do these things?
Yeah, and they proceed tosend, um, your private parts.
And it's always the guys.
Always the guys.
Man.
Always the guys.
Although I, I, no discrimination.
(07:52):
It just tends to be the biggestpercentage of the sex harassment case.
I mean, and it's so like, it's somuch more prominent where the other
people, well, it's probably not.
It's probably always been there,it's just people are talking
about it now more, right?
They're more
comfortable, yeah.
And sometimes they're not, andI've had some that have come
to me and they've been scared.
Like, you know, especiallyif they're still employed.
(08:13):
Like, I'm gonna be retaliated against, Imay lose my job, they're gonna harass me.
I have one who's still employed,and they did just that.
They've been harassing her, you know.
Suspensions,
random drug tests.
But so what, so what happens in thissituation where it's like a forced
termination or a constructive one wherethey're keeping their making so hostile
that like They're making you leave.
(08:34):
Like, what advice do you give your clientsthere knowing that they're not going to be
able to make rent if they leave the job?
Yeah, that's the hard part.
I mean, often times you cango file unemployment, right?
Um, I've seen some employers bekind of like awful and challenge
that, but I always tell them unlessit's gross misconduct, you're still
entitled to it, the unemployment.
(08:54):
And then, you know, there'sdisability, there's options.
Yeah,
so you do a lot of those types of cases.
What are the ones you are passionate aboutthese days in the world of Jamie Wright?
The sex harassment cases, the disability.
I'm passionate about all my clients.
I don't really discriminate as longas they're honest with me and um,
up front about all the bad facts.
(09:14):
And are you um, You'd have to with theseabout have been taking calls that you get.
I mean, do you have a system?
Everything goes into likeyour backend systems gal.
We've talked about this.
So why don't you tell ourviewers and listeners about it?
I have my case of which allows theclients to get updates, which is
great because they're not feeling likethey're not being communicated with.
Cause they can always log in.
I mean, of course my staff'savailable to ask their questions.
(09:36):
You can log in yourself and youget a text message that tells
you upcoming Unfortunately, I geta lot of questions about that.
Why do I have to appear?
I'm like, no, you don'thave to appear for the CMC.
You're just getting itfor information purposes.
But the system we haveis great and we love it.
Yes.
And we, we integrated aprocess service as well.
So we pay for everything at once.
Oh, I love it.
Yeah.
Well, it's a good thing wheneveryou have a case management software
(09:58):
that integrates with all your stuff.
So it just makes it easier.
Yeah.
We're actually building out theintegration with my case and case peer.
Are you an attorney?
Sure.
Yeah.
God.
So it'll be one click off.
The other one know Cleo does it now.
File File Vine Lead Docket.
Great.
I think Solidify does allSalesforce and Oh, good.
My case and Case.
Case bureau.
So people can just sendyou a lot more cases.
Yes.
Sometimes
where we can sift through them
(10:19):
Yeah.
You just get these attorney sharepings all the day, but then you
have to have your network ofpeople to refer to underneath you.
Yeah.
Yeah.
Well, I'm happy to, I mean, if Iget, like, if I get a really great
brain injury case, I'm like Bob side.
Yeah, I'll take it.
It's fine with me.
Yeah, so what other, so as we'llswitch over to you as a human being
and the stuff that you're doing, youknow, being a true solo, you know,
(10:39):
I'm sure there's, I mean, being a solowhen I started too, it's hard, right?
So what are some things that you aredoing or advice that you can give
people out there that are young lawyersthat may need help or mentorship?
You know, having a villageis really important.
And when I mean a village family andfriends that are honest with you,
sincere, and they care about you.
(11:00):
I was opposing MSJ and also taking upa writ on one of the judges this week.
And one of my friends in myvillage was also a lawyer
said, can I bring you dinner?
And I didn't even ask.
And I thought that was really sweet.
I didn't need it becausemy mama lives close by.
So I just got the dinner from her,but just having a village of people
that love you and can support you.
And, you know, if you havea family, because you have a
family and I have a small kid.
(11:21):
having that childcare and like thevillage that can help you with that.
So the village is important.
And then like taking care of yourmental and physical health is really
important because who cares if you gotall the money and you're unhealthy.
Yeah.
And a lot of people end up withtoxic behavior, but the reason they
do is usually because their circlesare also doing toxic behavior.
Yeah.
And I don't, I don't standfor that in my circle.
(11:42):
I keep out as much toxicity
as possible.
I agree 100 percent with I'm actuallygetting texts from my wife right now
because our, one of our children.
Got in trouble at school today because shewas, she lied for a friend who tried to
bring something inappropriate into school.
No, yours did too.
Mine was hitting somebody atthe school, so that's why.
Just day two.
My wife, she's like day two,like day two of school today.
Mine was hitting somebody and hewas practicing his karate moves.
(12:04):
That was the explanationhe gave me in the car.
So there's, there's six.
He's four.
He's
big.
Yeah.
He's a big kid.
You know, we're not thelittlest people in the world.
Me or the dad.
So I'm like, it's not likewe're tiny, but he was hitting.
So
yeah, that's all right.
And I remember the first time Iactually personally met you was at
Lottie girl a couple of years ago.
And the first thing you said, youknow, it was, you were looking for
mentorship and I said, well, let meput you in a circle of, of women.
(12:27):
Yeah.
And I was like, well, here's people thatare great employment lawyers that I know.
And, you know,
And the huge verdict I wason was because of that.
Oh yeah, that's
right.
But this is what the best thingabout this is, like, within
seconds, they're responding.
Like, these are the busiest femaletrial lawyers in the space, and
they respond right away, andthen, then it was off from there.
You know, you met a lot of people.
Yes.
And that's, I think it's important.
(12:48):
People just don't realize thathow open to help everybody is.
That are good people, right?
So.
Literally.
And you didn't have to do that.
And, you know, most people mighteven be shy, but I was like,
I think that's Bob Simon.
I'm gonna go roll up on himand have this conversation.
Oh man.
I remember we were coming outof the um, that was at La Costa.
Yeah.
The Omni La Costa.
(13:09):
Those rooms were so hard to find.
Yeah they were.
And
like your very pregnant wife whowas so cute with her belly out.
I was like oh my god she's so cute.
She had hot pink belly out.
We gotta find
that photo for this episodebecause it was epic.
I try to hide most of my pregnancyphotos because I was 55 before.
pounds over my weight now.
I was like, I still don'tknow where that weight went.
I was like BJ, this is why you so big.
Oh yeah, it's 55 pounds.
(13:29):
I was 135.
I was 185 at the end of my pregnancy.
God bless you.
I can,
I can never do that tolerance.
And if anybody discriminates somebodyagainst somebody cause they're pregnant
or tries to terminate, you know,to call, you know, to talk to Ms.
Jamie, right?
Well, Jamie, I want to thank you forcoming on this episode of the justice
team podcast on the justice team network.
They can ping the show.
(13:50):
They want to get ahold of us or questions.
Um, Jamie, right?
Law or S E S Q.
Is that
your name?
Jamie,
J A M I E W R I G H T E S Q.
is the Instagram handle, andyou can slide into her DMs.
Please, no dick pics.
No dick pics.
Nope.
Not at 2am, either.
(14:12):
Especially if you're not working with her.
One of these creeps.
Creeps and croops.
Well, thank you for coming on.
This was nice.
I
appreciate
it.
Welcome to this episode of the JusticeTeam Podcast on the Justice Team
Network, where we give practicaladvice to lawyers out there.
And I'm your host Bob Simon.
I'm honored to have the Ms.
Jamie Wright on today.
How are you, Ms.
Wright?
I'm doing incredible sitting next to theone and only extraordinary Bob Simon.
Well, you had me atextraordinary, what can I say?
Um, for those of you that don't knowJamie, she is an employee rights
(00:25):
extraordinaire from the disabilitycases to the workplace discrimination.
Has had some eight figure verdicts andhas helped a whole lot of people out.
Thank you.
First of all, where do people find you?
Oh, I'm easy to find socialmedia is my like kind of go to.
So Instagram, Jamie Wright, ESQ,my website is Jamie Wright, ESQ.
If you Google me, Jamie E.
(00:47):
Wright, ESQ, it all kindof links to the same
place.
And do you practice all over California?
What's everywhere?
Literally from like counties you'venever heard of that I've only recently
heard of like Hollister County.
to San Diego County andeverywhere in between.
Um, so what are some of theareas like your bread and butter,
the stuff that you'd like to dothat you're passionate about?
(01:07):
Yeah,
I'm really passionate aboutdisability discrimination cases,
um, sexual harassment, hostile workenvironment, race discrimination,
though they're harder to prove.
But, um, sometimes in California,you get these, um, employers who.
act insane, and I call them insane,for calling people the N word,
telling, um, my Brown brothers to goback to Mexico, you know, harassing
them and those kinds of things.
(01:28):
And also some wage and hour cases.
Yeah, so what is a wage and hour case?
You're not being paid overtime, uh,you're not getting your meal arrest
breaks, and sometimes with those, if youmake a complaint and you get retaliated
against or you're fired or your hoursare reduced, those are good cases too.
Wow.
Yeah, so what's a typical factpattern for, um, a disability case,
(01:50):
the stuff that you've been doingvery well on and helping folks.
What are some examples?
Yeah, so I've gotten a lot of likenurses that are like during the COVID,
like when the surge was happening, ifthey had like an illness or they had a
medical condition and they asked for anaccommodation and the employer didn't want
to accommodate them and they fired them.
Um, or if someone is like neurodivergent,um, they have like ADHD or anxiety not
(02:12):
getting an accommodation or if they needa buildout, cause you have back problems.
I have back problems, um, sometimes andthe employer won't build out the chair
or the desk or something like that.
And
you know, do you ever have hybrid cases?
Cause a lot of our personal injurycases, we have a lot of people that
aren't being, I think about it,I probably think of a few that.
(02:33):
You don't have injuries or they'renot accommodated with it, work.
So if you had to talk to us, personalinjury lawyers or people out there that
are representing the injured folks, whatare some things that we should be telling
our clients to do other than just call youand stuff that they have to do to, kind
of check those boxes with the employer.
What are some things they need to doif they're being discriminated against?
Put
it in writing.
(02:54):
Put it in writing and cc yourselfbecause you'd be surprised how
many emails disappear from theemployer's, um, email service.
So cc yourself.
Cc your personal email.
Oh
yeah, cc your personal email whenyou're writing these emails if
you're doing it from the employer.
Or bcc
so they don't know.
Or bcc.
That's a, that's a key tip.
Um, and then you can always make acomplaint, um, besides their HR department
(03:14):
to the Department of Fair Employmentand Housing if you think it's happening.
And you're not quite yetready to talk to a lawyer.
Yeah, so what are the steps somebodyhas to go through in order to even
file, uh, disability discrimination?
Is there an administrative process?
Yeah, what's that like?
The, um, California Civil RightsDivision, which used to be called the
Department of Fair Employment and Housing.
So you have to make a complaint to themfirst, you gotta get a right to sue.
(03:37):
Some people want to go to EEOCdo not go to EEOC in my opinion
You have a shorter window of timeto file your lawsuit 90 days.
What's the new the new thing called
California Civil Rights Division?
You know what?
That's much better than the one beforebecause every time people would tell me is
like what does that have to do with like?
work
It was just trailing the law becausethe law is called the Fair Employment
(03:58):
Housing Act So Department of FairEmployment Housing, but California
Civil Rights is definitely a better
So they have to file and dothey Do they have an attorney?
Do they hire you to do thator do they do it on their own?
They can do it themselves.
I have some clients that do it themselvesand sometimes they ask the department to
do an investigation and then, you know,sometimes the department offers mediation
or you can have your lawyer do it.
(04:18):
I prefer to do it.
Yeah, so those are kind of what aresome other examples for people that are
listening or watching if they or a lovedone or if they have a client that's being
discriminated against, what are someof the common ways you do other than we
talked about the neurodivergent And, uh,the nurses that you've been representing.
Oh, yeah.
So, um, if someone can't drive a longdistance, like I had one lady who, um,
(04:40):
fell at her house and she couldn't drivea long distance, um, someone who has
a vision problem, a hearing problem,I do have a guy who had hearing loss,
um, I had one lady who was losing hairfrom her scalp, um, due to stress.
So there's a whole broad range of them.
And I assume that, um, What'sthe intake like for you?
Because I would assume you get a
(05:00):
lot of calls.
I do.
I have an intake person now.
One of my paralegals.
They typically, like, clickon the thing on my website.
There's like a button and theysend us a message and I forward
them to my intake person.
He has a really detailedquestionnaire he goes through.
Um, wanting all the background.
He goes through a timeline, sohe creates the initial timeline.
I look at it.
(05:21):
I say, okay, call them back andask some additional questions.
Or I just get on zoom and I talk to them.
If they are not preparedto come to me, always catch
me one way.
I mean, you have to sift through a lotof referrals cause I mean, how, how many
do you think calls you get per week oractual cases that you end up taking?
I probably get 15 to 20 hitsto my website plus calls.
Wow.
(05:41):
Um,
probably one to two causeit's just, I can't, okay.
help everybody at once.
And the other thing is I oftentimesdon't take cases from other lawyers.
Like if they've had another lawyerfor an extended period of time
and they want to send it to me.
It just gets a little tricky,
but you could refer it a lot of work.
Yeah, I do.
I do refer you cases Yeah, and Itake I take them if it's referred out
(06:04):
right, but like say you had litigatedthe file for six months I may not
Well, I wouldn't touch a file thatDisrespect be all you like in these cases.
I think that's the beauty of you know,what you do with mentorship Yeah.
With Justice HQ and stuff like that.
As people know you as the go to forthese types of cases and questions.
And I
appreciate that.
Justice HQ has been incredible just as a,like a resource and just as a network of
(06:26):
friends and like creating like a family.
And that's awesome whenyou feel like you're alone.
Are you
a true, I mean, you're the only
attorney at your firm.
Yeah.
I'm the only one.
And then I co counsel a lot now.
Yeah.
I think you have to.
I mean, we still, Istill co counsel a lot.
Cause.
I mean, your client deserves it, one, andtwo, it just makes it more fun and easier.
It does.
It does.
Because sometimes when you're underthe gun and you're dealing with a
(06:46):
justice system that is not so blind.
You have to have that support.
Yeah, so tell us about theother types of, um, the cases.
We got the disabilitydiscriminations, what that you do,
and the workplace discrimination.
Yeah.
So what's the workplacediscrimination bucket look like?
What types of cases?
Sex
harassment, hostile work environmentbased on gender, um, cases where a
supervisor is making a pass, quid proquo, um, or just like sexual comments.
(07:10):
Images in the workplace, um, textmessages that are inappropriate,
sending porn in a text message.
I mean, social media is crazy with whatit's done in terms of everything is
safe to everything's out there.
Literally, you can't get away from it.
Like if you're going to send amessage on Instagram, I could
imagine you see some good stufflike people, their DMS, even
Snapchats, all this crazy stuff.
DMS
(07:31):
are wild.
Why would you ever as a supervisorDM the employee at one o'clock in the
morning and saying what you're doing?
Oh man.
Really?
People do these things?
Yeah, and they proceed tosend, um, your private parts.
And it's always the guys.
Always the guys.
Man.
Always the guys.
Although I, I, no discrimination.
(07:52):
It just tends to be the biggestpercentage of the sex harassment case.
I mean, and it's so like, it's somuch more prominent where the other
people, well, it's probably not.
It's probably always been there,it's just people are talking
about it now more, right?
They're more
comfortable, yeah.
And sometimes they're not, andI've had some that have come
to me and they've been scared.
Like, you know, especiallyif they're still employed.
(08:13):
Like, I'm gonna be retaliated against, Imay lose my job, they're gonna harass me.
I have one who's still employed,and they did just that.
They've been harassing her, you know.
Suspensions,
random drug tests.
But so what, so what happens in thissituation where it's like a forced
termination or a constructive one wherethey're keeping their making so hostile
that like They're making you leave.
(08:34):
Like, what advice do you give your clientsthere knowing that they're not going to be
able to make rent if they leave the job?
Yeah, that's the hard part.
I mean, often times you cango file unemployment, right?
Um, I've seen some employers bekind of like awful and challenge
that, but I always tell them unlessit's gross misconduct, you're still
entitled to it, the unemployment.
(08:54):
And then, you know, there'sdisability, there's options.
Yeah,
so you do a lot of those types of cases.
What are the ones you are passionate aboutthese days in the world of Jamie Wright?
The sex harassment cases, the disability.
I'm passionate about all my clients.
I don't really discriminate as longas they're honest with me and um,
up front about all the bad facts.
(09:14):
And are you um, You'd have to with theseabout have been taking calls that you get.
I mean, do you have a system?
Everything goes into likeyour backend systems gal.
We've talked about this.
So why don't you tell ourviewers and listeners about it?
I have my case of which allows theclients to get updates, which is
great because they're not feeling likethey're not being communicated with.
Cause they can always log in.
I mean, of course my staff'savailable to ask their questions.
(09:36):
You can log in yourself and youget a text message that tells
you upcoming Unfortunately, I geta lot of questions about that.
Why do I have to appear?
I'm like, no, you don'thave to appear for the CMC.
You're just getting itfor information purposes.
But the system we haveis great and we love it.
Yes.
And we, we integrated aprocess service as well.
So we pay for everything at once.
Oh, I love it.
Yeah.
Well, it's a good thing wheneveryou have a case management software
(09:58):
that integrates with all your stuff.
So it just makes it easier.
Yeah.
We're actually building out theintegration with my case and case peer.
Are you an attorney?
Sure.
Yeah.
God.
So it'll be one click off.
The other one know Cleo does it now.
File File Vine Lead Docket.
Great.
I think Solidify does allSalesforce and Oh, good.
My case and Case.
Case bureau.
So people can just sendyou a lot more cases.
Yes.
Sometimes
where we can sift through them
(10:19):
Yeah.
You just get these attorney sharepings all the day, but then you
have to have your network ofpeople to refer to underneath you.
Yeah.
Yeah.
Well, I'm happy to, I mean, if Iget, like, if I get a really great
brain injury case, I'm like Bob side.
Yeah, I'll take it.
It's fine with me.
Yeah, so what other, so as we'llswitch over to you as a human being
and the stuff that you're doing, youknow, being a true solo, you know,
(10:39):
I'm sure there's, I mean, being a solowhen I started too, it's hard, right?
So what are some things that you aredoing or advice that you can give
people out there that are young lawyersthat may need help or mentorship?
You know, having a villageis really important.
And when I mean a village family andfriends that are honest with you,
sincere, and they care about you.
(11:00):
I was opposing MSJ and also taking upa writ on one of the judges this week.
And one of my friends in myvillage was also a lawyer
said, can I bring you dinner?
And I didn't even ask.
And I thought that was really sweet.
I didn't need it becausemy mama lives close by.
So I just got the dinner from her,but just having a village of people
that love you and can support you.
And, you know, if you havea family, because you have a
family and I have a small kid.
(11:21):
having that childcare and like thevillage that can help you with that.
So the village is important.
And then like taking care of yourmental and physical health is really
important because who cares if you gotall the money and you're unhealthy.
Yeah.
And a lot of people end up withtoxic behavior, but the reason they
do is usually because their circlesare also doing toxic behavior.
Yeah.
And I don't, I don't standfor that in my circle.
(11:42):
I keep out as much toxicity
as possible.
I agree 100 percent with I'm actuallygetting texts from my wife right now
because our, one of our children.
Got in trouble at school today because shewas, she lied for a friend who tried to
bring something inappropriate into school.
No, yours did too.
Mine was hitting somebody atthe school, so that's why.
Just day two.
My wife, she's like day two,like day two of school today.
Mine was hitting somebody and hewas practicing his karate moves.
(12:04):
That was the explanationhe gave me in the car.
So there's, there's six.
He's four.
He's
big.
Yeah.
He's a big kid.
You know, we're not thelittlest people in the world.
Me or the dad.
So I'm like, it's not likewe're tiny, but he was hitting.
So
yeah, that's all right.
And I remember the first time Iactually personally met you was at
Lottie girl a couple of years ago.
And the first thing you said, youknow, it was, you were looking for
mentorship and I said, well, let meput you in a circle of, of women.
(12:27):
Yeah.
And I was like, well, here's people thatare great employment lawyers that I know.
And, you know,
And the huge verdict I wason was because of that.
Oh yeah, that's
right.
But this is what the best thingabout this is, like, within
seconds, they're responding.
Like, these are the busiest femaletrial lawyers in the space, and
they respond right away, andthen, then it was off from there.
You know, you met a lot of people.
Yes.
And that's, I think it's important.
(12:48):
People just don't realize thathow open to help everybody is.
That are good people, right?
So.
Literally.
And you didn't have to do that.
And, you know, most people mighteven be shy, but I was like,
I think that's Bob Simon.
I'm gonna go roll up on himand have this conversation.
Oh man.
I remember we were coming outof the um, that was at La Costa.
Yeah.
The Omni La Costa.
(13:09):
Those rooms were so hard to find.
Yeah they were.
And
like your very pregnant wife whowas so cute with her belly out.
I was like oh my god she's so cute.
She had hot pink belly out.
We gotta find
that photo for this episodebecause it was epic.
I try to hide most of my pregnancyphotos because I was 55 before.
pounds over my weight now.
I was like, I still don'tknow where that weight went.
I was like BJ, this is why you so big.
Oh yeah, it's 55 pounds.
(13:29):
I was 135.
I was 185 at the end of my pregnancy.
God bless you.
I can,
I can never do that tolerance.
And if anybody discriminates somebodyagainst somebody cause they're pregnant
or tries to terminate, you know,to call, you know, to talk to Ms.
Jamie, right?
Well, Jamie, I want to thank you forcoming on this episode of the justice
team podcast on the justice team network.
They can ping the show.
(13:50):
They want to get ahold of us or questions.
Um, Jamie, right?
Law or S E S Q.
Is that
your name?
Jamie,
J A M I E W R I G H T E S Q.
is the Instagram handle, andyou can slide into her DMs.
Please, no dick pics.
No dick pics.
Nope.
Not at 2am, either.
(14:12):
Especially if you're not working with her.
One of these creeps.
Creeps and croops.
Well, thank you for coming on.
This was nice.
I
appreciate
it.
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