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Attorney Highlight

Jennifer Schaller

Where did you got to school/obtain your degree?
I attended UCLA for undergrad and Santa Clara University for law school.

What is your primary focus(es) in the practice of law?
My primary focuses are trusts and estates, specifically estate planning and trust administration, as well as family law, including mediation and preparation of premarital agreements and postnuptial agreements.

What has been your most fulfilling or rewarding experience in the practice of law?
In my practice of family law mediations, I find it most fulfilling or rewarding to guide my clients through a difficult and emotional time in their lives and giving them the opportunity to amicably - and often creatively - resolve their issues outside of court. In trusts and estates, it is rewarding to work with clients in the careful and strategic planning of their estate and maintaining my relationship with clients over time as their needs change.

Where are you originally from and which MOBO Law office are you based out of?
I was born and raised in Sacramento, California. I work primarily out of the Crystal Bay/Incline Village office, but I also spend some time each week in both of the Truckee offices. 

Why did you undertake the practice of law?
As corny as it sounds, the draw for me was helping to guide people through a difficult time in their lives (as with divorce and other family law matters). Later on, end-of-life planning became an important issue for many at the end of divorce cases which caused me to shift part of my practice to estate planning.

What made you choose MOBO Law?
I chose MOBO Law because of the people and culture, the collaborative environment, and the firm’s dedication to community involvement.

What is the best part of your job?
The best part of my job is working out creative solutions with my clients and collaborating with my colleagues.

Employers Prohibited from Review of Prospective Employee’s Pay History for New Salary


Effective October 1, 2021, SB-293 prohibits Nevada employers or employment agencies from engaging in specific practices related to a potential employee’s pay history. Specifically, this bill prohibits an employer or employment agency from requesting that a potential employee provide wage or salary history, as well as refusing to interview, hire, or promote an applicant based on the applicant’s refusal to provide wage or salary history. Further, if employers or employment agencies are provided an applicant’s wage or salary history, they are prohibited from relying on such history to determine whether to extend an offer of employment or to determine a pay rate for an applicant.
In addition to these prohibited practices, SB-293 requires employers or employment agencies to provide applicants who have completed an interview with the wage or salary range related to the position for which the applicant has interviewed or the wage or salary range for a promotion or transfer related to a new position based upon satisfaction of certain conditions. Employers or employment agencies are, however, able to ask an applicant about his or her wage or salary expectation related to the position for which they are applying.
For further information about employer requirements and prohibitions regarding an applicant’s wage or salary history, please contact MOBO or visit the website here

Required Translation of Contracts and Other Business Documents

Nevada AB-359, effective October 1, 2021, relates to the translation of certain business documents. According to AB-359, a business and an agent or employee of a business that advertises and negotiates transactions in a language other than English are required to provide a translation of contracts or agreements resulting from such advertising and negotiations in the language used in the advertisement and negotiation to the individuals that are parties to the contract or agreement. It is considered a deceptive trade practice to not provide a translation of specific business contracts, agreements, or disclosures in a language other than English in these situations.
It is further required that such translated contracts or agreements include all terms and conditions outlined in the original contract or agreement and that said translated documents be provided prior to execution of the same. Pursuant to AB-359, any person aggrieved by a party failing to comply with these provisions is authorized to rescind the contract or agreement.
For further information regarding required translations of business contracts and/or agreements, please contact MOBO or visit the following website here.

If you have questions regarding disputes related to business contracts and/or agreements or required employment practices, please contact MOBO LAW, LLP.
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