Gift Cards And Basketball Tix

Disbarment but not permament disbarment should be imposed on an attorney, according to a recent report and recommndation of a Louisiana Hearing Committee.

The problems began with her employer

In January of 2013, ODC received a complaint filed by your former employer, Steven Mr. Chouest. The matter was assigned investigative file number 0030221 and is summarized as follows: Mr. Chouest states your legal work was not up to par and he terminated your employment with his firm. When Mr. Chouest decided it was time to let you go, you informed him of a serious personal problem related to your husband you had been battling for years. Mr. Chouest believed these problems were the likely cause of the poor performance at work. Mr. Chouest noted that your husband had been to his office previously and would threaten other office members while coming to the office to retrieve your jewelry to pawn. Mr. Chouest delayed discharging you, but after learning you intentionally misled him concerning other matters, the decision was made to let you go.

Then

Since this time, you have intentionally interfered with Mr. Chouest’s attorney/client relationship by attempting to have the clients discharge Mr. Chouest by offering them gift cards and basketball tickets to persuade the clients to allow you to handle their case. Also, your husband has left several angry voice mail messages for the clients attempting to have them retain your services.

The hearing committee found misconduct in a host of matters but concluded that permanent disbarment was too harsh

permanent disbarment should be reserved only for the most extreme, outrageous and deplorable cases. Respondent’s misconduct, in our view, does not rise to that level. Instead, this committee finds that the baseline sanction of disbarment is appropriate and warranted.

One of the lawyer members felt that permanent disbarment was the appropriate sanction. (Mike Frisch)