Choice Counsel Application

7/31/2019 Choice Counsel Application

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Application for Employment

NAME _______________________________________________ SOC.SEC.NO. _____/_____/_____ Last First Middle

CURRENT ADDRESS ______________________________________________________________ No. & Street City State Zip Telephone

email address ________________________ alternative phone _________________

PERMANENT ADDRESS ____________________________________________________________ No. & Street City State Zip Telephone

In case of EMERGENCY notify _______________________________________________________ Name Telephone Number/s

I HAVE USED THE FOLLOWING ALIASES/NICKNAMES __________________________________________

I AM EITHER A UNITED S TATES CITIZEN OR AN ALIEN WHO HAS THE LEGAL RIGHT TO WORK IN THE JOB FOR WHICH I AM APPLYING ? Yes___ No___

I HAVE BEEN CONVICTED OF THE FOLLOWING CRIMES (DO NOT LIST MINOR TRAFFIC VIOLATIONS):

NATURE OF CONVICTION LOCATION DATE

NOTE: A conviction will not necessarily disqualify an applicant. We will consider other factors,including the nature, time, and seriousness of the offense, the job for which you are applying, andevidence of your rehabilitation.

CHOICE COUNSEL, INC. (CCI) is an equal opportunity employer. We hire and take all other personnel actionswithout regard to race, color, sex, religion, national origin, citizenship, age, disability, military service connection,or any other unlawful basis. We provide reasonable accommodation to the known limitations of disabledapplicants and employees, and accommodate the religious beliefs and practices of employees, provided that suchaccommodations do not work undue hardship upon CCI.

NOTE: Pursuant to the Immigration Reform and Control Act of 1986, each applicant, upon being made an offer of employment, must produce documents, which are specified by the federal government, establishing the applicant'sidentity and authorization for employment in the United States. These documents must be produced not later than 72hours after commencement of employment. An applicant must also complete and sign Form I-9 (issued by the federalgovernment) verifying under oath the applicant's identity and employment authorization.


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Please list your most recent employer first (please include military service, if applicable).

May we contact your current and past employers? ___Yes ___No

Employer _________________________________________ Telephone _____________________

Address ________________________________________ Supervisor's name _________________________________

Employment dates: From __________/__________ to __________/__________ month year month year

Starting salary _______________ Ending Salary ______________ Position held __________________________

Basic duties ______________________________________________________________________________________

_________________________________________________________________________________________________

_________________________________________________________________________________________________

Reason for leaving _________________________________________________________________________________





Basic duties ______________________________________________________________________________________

_________________________________________________________________________________________________

_________________________________________________________________________________________________






Basic duties ______________________________________________________________________________________

_________________________________________________________________________________________________

_________________________________________________________________________________________________


If you need to include additional employers, please use a separate piece of paper.


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I HAVE ATTENDED THE FOLLOWING SCHOOLS:

SCHOOL NAME LOCATIONDATES

ATTENDEDDEGREE

RECEIVEDNUMBER OF

YEARSCOMPLETED

CLASS RANK

The minimum salary or wage I can accept is ____________________________________________

I was previously employed through CCI (or its predecessor) From __________ to __________ with

__________________________________

I am available to start on ____________________________________________________________

Postion/s in which I am interested:

_____Attorney _____Law Clerk _____Paralegal _____Other __________________________

Status I prefer or would consider:

_____Temporary _____Temporary-to-Hire _____Full Time

Time you are available: Length of time you are available:

_____Full Time (40 hours/week) _____A few weeks _____Overtime (over 40 hours/week) _____A few months _____Part Time (less than 40 hours/week) _____Over 6 months _____Evenings and Weekends _____I prefer to work in ____________

Admitted to Practice: Able to Travel _____Yes _____NoState: Date Admitted: If yes, only out of state _____________

_______ ____________

_______ ____________ _______ ____________

Please list any foreign language proficiencies and check READ, WRITE, and/or SPEAK

LANGUAGE READ WRITE SPEAK


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WHEREAS, The Undersigned desires to gain employment with or through CCI in a temporaryor permanent position for which CCI is entitled to be paid a fee by the Client with whom theUndersigned is placed; and

WHEREAS, in addition, by working with CCI the Undersigned may have access to confidentialinformation and/or proprietary information of either CCI and/or CCI's Clients, customers, vendors, or others with whom CCI has a business relationship and

WHEREAS, the Undersigned recognizes (i) CCI's right to collect a placement fee from theClient which the Undersigned is placed; and (ii) that all confidential information and/or proprietaryinformation as it may exist from time to time is a highly valuable, special and unique asset of theCCI's business and that any misuse or disclosure by the Undersigned of any confidential informationand/or proprietary information of CCI in any unauthorized manner would cause permanent andirreparable injury and damage to CCI; and

WHEREAS, as a pre-condition to working with CCI, CCI has required assurance by theUndersigned that (i) the Undersigned will not accept employment from the Client which theUndersigned is placed unless the Client which the Undersigned is placed pays CCI a fee in anamount determined by CCI; and (ii) confidential and proprietary business information and tradesecrets will be fully protected as hereinafter provided and that both during and after the term of employment, the Undersigned will not solicit, directly or indirectly, the customers of CCI, except ashereinafter permitted; and

WHEREAS, the Undersigned recognizes that a breach of this Agreement by the Undersignedwould cause permanent and irreparable injury and damage to CCI; and

WHEREAS, the Undersigned is desirous of working with CCI in an effort to gain employmentand the substantial benefits to the Undersigned flowing therefrom, and as a condition thereof, theUndersigned is willing and has agreed to abide by and faithfully observe the obligations of theUndersigned as set forth herein.

NOW, THEREFORE, in consideration of the mutual promises, covenants and undertakingscontained herein and intending to be legally bound hereby, the parties hereto agree as follows:

1. Preambles. The foregoing preambles are incorporated herein by reference.

2. Acknowledgements of the Undersigned. The Undersigned acknowledges that allbenefits and potential benefits to the Undersigned from working with CCI in an effort to gainemployment are conferred upon the Undersigned only because and on condition of the Undersigned'swillingness to commit the Undersigned's best efforts and loyalty to CCI, including abiding by therestrictive covenants and confidentiality provisions hereof. The Undersigned acknowledges that, inthe event of any violation of this Agreement by the Undersigned, monetary damages alone will beinadequate to compensate CCI, and CCI shall be entitled to injunctive relief against the Undersigned

in addition to any other remedies provided by law or in equity.3. Restrictive Covenants.

a. Temporary Placement. In the case of a temporary placement, including thoseplacements that were represented as possible temporary-to-hire positions, the Undersigned shall notaccept employment from any other staffing or placement company or present the Undersigned to beemployed by the Client where the Undersigned is temporarily placed, for a period beginning with thedate that CCI first contacts such Client regarding the Undersigned and concluding one (1) year following the completion of the temporary position, unless the Client agrees to pay CCI a fee in anamount determined by CCI.


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b. Permanent Placement. In the case of permanent placement the Undersigned shallnot accept a position which has been offered to the Undersigned as a result of a referral by CCIdirectly from the Client for the period of one (1) year, beginning on the date that CCI first contactssuch Client regarding the Undersigned. It is understood and agreed to by the Undersigned that CCI isentitled to a placement fee to be paid by the Client as consideration for CCI's efforts on behalf of theUndersigned and the Client.

c. Non-Solicitation. The Undersigned shall not enter into or engage in, either directly or

indirectly, the temporary legal placement business or any branch thereof, either as (i) an individual for his or her own account, (ii) a partner, (iii) a joint venturer, (iv) an agent, (v) a salesperson for anyperson or company, (vi) an officer, director, or shareholder of a corporation, or otherwise, nor shallthe Undersigned solicit or induce any of CCI's employees, past or present, to participate in such aventure for a period of twelve (12) months following completion of any assignment.

d. Non-Disclosure. The Undersigned shall not disclose the terms of the Undersigned'splacement, including pay rates, with either the Client where the Undersigned is placed or anyemployee or other representative of such Client, including temporary and permanent employees, anyother CCI employee, or with any other employment agency or its representatives, without the expressprior written consent of CCI.

e. Confidentiality. The Undersigned agrees that the Undersigned's position with CCI isone of confidence and trust, given the Undersigned's potential access to confidential and proprietarybusiness information and trade secrets. The Undersigned agrees to protect such information of either CCI or CCI's clients. The Undersigned agrees that during or after employment with CCI, theUndersigned will not use or disclose for the Undersigned's own benefit or the benefit of nay other person or Client, either directly or indirectly, any of CCI's trade secrets or confidential or proprietaryinformation, including but not limited to, hourly rates and client lists, whether or not the information isacquired, learned, attained, or developed by the Undersigned alone or in conjunction with others. TheUndersigned acknowledges that CCI expects the Undersigned to respect any trade secrets andconfidential information of any of the Undersigned's former or present employers, businessassociates, or any others. The Undersigned agrees to respect CCI's client's direction to theUndersigned not to disclose to CCI, its officers, or any employees any such information so long as itremains confidential. The Undersigned agrees that all records, memoranda, notes, drawings, or other documents, or computerized information, regardless of the form in which the information is stored or contained, that are compiled or made by you or which you have access to while working with CCI,concerning any method of doing business, any process or procedure, invention, or productsmanufactured, used, or developed by you in conjunction with others during your employment shall bethe property of CCI. Upon your termination of employment or at any other time at CCI's request, youagree to deliver aforementioned documents or information to CCI.

4. Reformation. The Undersigned expressly agrees that the foregoing agreements andcovenants are reasonable required by CCI to protect the legitimate business interests of CCI and that

should a court of competent jurisdiction determine that the foregoing agreements and covenants areunenforceable, in whole or in part, then such court is authorized to modify such agreements andcovenants in such respects as such court determines to be required in order that they shall, as somodified, be enforceable.

5. Equitable Remedies. The Undersigned expressly acknowledges and agrees that (i) TheUndersigned's covenants herein are of a unique and special nature, (ii) any breach or violation of theUndersigned's covenants herein will result in irreparable harm to CCI for which there is no adequateremedy at law, (iii) in addition to all other remedies, CCI shall be entitled as a matter of right toinjunctive relief in any court of competent jurisdiction, (iv) the Undersigned shall not assert as a


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defense to any petition or request for injunctive or other equitable relief the claim that CCI has anadequate remedy at law, and (v) CCI shall not be required to post a bond or other security inconnection with a request for injunctive or other equitable relief.

6. Reimbursement for Costs and Expenses. CCI shall be entitled to demand and collectfrom the Undersigned, and the Undersigned agrees to pay and save CCI harmless from liability for the payment of, all reasonable costs and expenses, including reasonable attorneys' fees and legalexpenses, incurred by CCI in connection with enforcing the performance of any of the Undersigned's

agreements, covenants or obligations under this Agreement, whether or not suit is instituted.7. No Waiver. The failure of either CCI or the Undersigned to object to any conduct or

violation of any of the agreements or covenants made by the other under this Agreement will not bedeemed a waiver of any rights or remedies. No waiver of any right or remedy arising under this

Agreement will be valid unless set forth in an appropriate writing signed by the party to be charged.

8. No Employment Contract. The Undersigned and CCI expressly acknowledge andagree that the purpose of this Agreement is to protect the legitimate business interests of CCI andthat this Agreement shall not be construed or enforced as an employment contract or give theUndersigned any right or guarantee to be employee for any specific time or to limit the right of CCI toterminate the Undersigned's employment at any time, with or without cause.

9. Severability. If any provision of this Agreement is declared void or unenforceable byany judicial or administrative authority, the remaining provisions of this Agreement will not be nullifiedbut will remain in full force and effect.

10. Governing Law. This agreement has been executed in the Commonwealth of Pennsylvania, shall be construed in accordance with the internal laws of said Commonwealth andshall be enforceable in the state and federal courts of the Commonwealth of Pennsylvania.

11. Miscellaneous. This Agreement (i) contains the entire understanding and agreement of the parties and may not be modified or amended except by a subsequent written agreement executedby the parties hereto, and (ii) shall be binding upon the Undersigned and the Undersigned's heirs,executors, and personal representatives, and upon CCI and its successors and assigns

IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the datewritten below.

Print Name Choice Counsel, Inc.

Signature By

Date Title


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EQUAL EMPLOYMENT OPPORTUNITY - NO DISCRIMINATION/NO HARASSMENT/NO RETALIATION POLICY AND REPORTING PROCEDURES

Choice Counsel, Inc. (CCI) is an equal opportunity employer and does not discriminate against anyapplicant for employment or any employee because of that person's race, color, gender, pregnancy,sexual orientation, religion, national origin, citizenship, ancestry, non-disqualifying medical condition,status as a Vietnam-era veteran, a qualified post-Vietnam-era veteran, as a special disabled veteranor as a qualified individual with a disability, age (40 and over) or other protected status or protected

activity, except where any such status is a bona fide occupational qualification. Illegal discrimination,harassment and retaliation are strictly prohibited, not only because such actions violate the law, butalso because such conduct is inconsistent with our interest in attracting, retaining, and promoting themost talented and dedicated employees.

CCI requires that all applicants for employment and employees be treated as individuals, on the basisof their own qualifications, skills, abilities, conduct, performance, and other work-related attributes,and without regard to protected status, except where any such status is a bona fide occupationalqualification. CCI strives to employ the best abled and most qualified applicants and employees andis committed to taking affirmative action to recruit applicants, hire candidates, and advanceemployees without any prohibited discrimination and to prevent and eliminate impediments to equalopportunity.

All CCI employees are required to read and comply with all provisions of this policy.

DISCRIMINATION AND RETALIATION ARE PROHIBITED

Illegal discrimination on account of any protected status is prohibited.

CCI also forbids discrimination or retaliation against employees because they have exercised their legal rights, such as the right to file a complaint with a government agency, or to oppose, in a non-disruptive manner, any unlawful action.

This Policy applies to all terms and conditions of employment and to all employment practices,

including recruitment hiring, training, evaluation, promotion, transfer, discipline, and termination, aswell as to all forms of compensation and benefits.

If you violate this Policy or any equal opportunity law, you will be subject to disciplinary action, up to and including discharge, without other warning.

If you believe that you have been discriminated against or retaliated against or otherwisebelieve that this Policy may have been violated, you should report the problem at once inaccordance with the Complaint/Report Procedure described later in this Policy.

REASONABLE ACCOMMODATIONFOR DISABILITIES AND RELIGIOUS BELIEFS IS REQUIRED

CCI makes reasonable accommodations for the known disabilities and religious beliefs of qualifiedapplicants and employees, absent undue hardship. Applicants and employees who cannot performessential job functions with or without reasonable accommodation and without posing a direct threatto the safety or health of themselves or others are not "qualified." It is a violation of this Policy todiscriminate against qualified job applicants or employees because they need a reasonableaccommodation (i.e., an accommodation which is not an undue hardship) for a disability or religiousbeliefs.


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If, because of your religion or disability, you need job accommodations, contact Cynthia Scott.Normally, verification of the need for accommodation and nature of the accommodation needed willbe required.

Denying reasonable accommodation to qualified applicants or employees, absent undue hardship,and harassing or discriminating against any qualified applicant or employee because they needreasonable accommodations(s) are strictly prohibited.

If you violate this policy, you will be subject to disciplinary action, up to and including discharge, without other warning.

HARASSMENT IS PROHIBITED

Additionally, this Policy prohibits harassment, both in the workplace and in other work-relatedactivities, such as business trips and business-related meetings and social events. CCI will nottolerate harassment by its own employees or by other persons who conduct business with CCI andtakes reports and complaints of harassment and other prohibited conduct seriously. We will promptlyinvestigate reports and complaints of harassment and prohibited conduct and take action to stop anyharassment or prohibited conduct. If it is determined that inappropriate conduct has occurred, we willtake such corrective action as we deem appropriate to the situation whether the inappropriate

conduct is illegal or not.If you engage in conduct prohibited by this Policy, you will be subject to disciplinary action,up to and including discharge, without other warning.

If you believe that you are being harassed or otherwise believe that this Policy has beenviolated, you should report the problem immediately using our Complaint/Report Procedure,described later in this Policy.

SEXUAL HARASSMENT AND OTHER INAPPROPRIATE CONDUCT ARE PROHIBITED

Sexual harassment in the workplace or in other work-related settings is illegal and is prohibited by this

Policy. Sexual harassment is typically defined as unwelcome sexual advances, unwelcome requestsfor sexual favors, and other unwelcome verbal or physical conduct of a sexual nature, when:

submission to that conduct is made explicitly or implicitly a term or condition of employment; or

submission to or rejection of that conduct is used as a basis for employment decisions; or

the conduct has the effect of unreasonably interfering with an individual's work performanceor of creating an intimidating, hostile or offensive work environment.

For the purposes of this Policy, "unwelcome" means "unwanted." You should never assume that anysuch conduct is welcome.

Sexual harassment includes a direct or implied request for sexual favors in exchange for favorable job action (such as a job, a favorable evaluation, a salary increase or promotion or better jobconditions) or in exchange for avoiding unfavorable job action (such as a demotion or discharge).

Any such request is strictly prohibited, and will result in disciplinary action or discharge,without other warning.


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If a supervisor, manager, or any other individual makes any such direct or implied request toyou, report it at once using the Complaint and Reporting Procedure. We will take any and allactions we determine to be appropriate to protect you from retaliation.

The legal definition of sexual harassment includes other types of conduct. Sexual advances, remarks,gestures, or communications may also constitute unlawful sexual harassment if the conduct is: (i)unwelcome; and (ii) sufficiently severe or pervasive as to alter the conditions of employment andcreate a hostile, intimidating or abusive working environment, considering all of the circumstances,

including the frequency of the conduct; its severity, whether it is physically threatening or humiliatingor just an offensive statement and whether it unreasonably interferes with work performance. Isolatedteasing, comments, and other isolated incidents (unless extremely serious) do not constitute unlawfulharassment.

Whether such conduct constitutes sexual harassment or not, CCI prohibits unwelcome and offensiveconduct of the following types by any man or woman toward anyone (including someone of the samegender):

Sexual advances and propositions, with or without physical contact;

Threatening reprisal for a negative response to sexual advances;

Sexual epithets and jokes, and written or oral remarks about your own or someone else'ssex life, body, sexual activities or experiences, sexual orientation, sexual deficiencies or prowess;

Displaying or circulating obscene or sexually-suggestive objects, pictures, cartoons, jokes,email, or internet materials or computer screen savers;

Assaults, stalking, pinching, hugging, kissing, or touching of an offensive or sexual natureor rubbing up against somebody or impeding or blocking movement;

Leering, wolf whistles, sexual catcalls, sexual gestures, or sexually suggestive or sexually

insulting comments or inquiries; Sexually-suggestive or obscene letters, notes, email, or invitations;

Requests by a supervisor or manager to a subordinate for a date or to have a sexualrelationship; or

Repeated flirtation, requests for dates and the like by anyone to someone who hasindicated that such attentions are not welcome.

These are just some examples of prohibited conduct.

Do not engage in such conduct. If you do, you will risk losing your job.

If anyone says or does these things to you or in your presence or hearing, and it bothers you,you must report the situation immediately as provided in the Complaint/Report Procedure.

OTHER TYPES OF HARASSMENT AND INAPPROPRIATE CONDUCT ARE PROHIBITED

Not all harassment is sexual. This Policy also prohibits verbal or physical harassment of any personbecause of his or her race, color, ancestry, religion, gender, sexual orientation, protected age,national origin, citizenship, status as a Vietnam-Era or other qualified Veteran, special disabledveteran or qualified individual with a disability, age (over 40) or other protected status, where such


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conduct is: (i) unwelcome; and (ii) sufficiently severe or pervasive as to alter the conditions of employment and create an intimidating, hostile or offensive work environment, considering all of thecircumstances discussed in the prior section of this Policy.

Whether any such conduct is deemed to be illegal or not, CCI prohibits unwelcome and offensiveconduct of the following types by any man or woman toward anyone (including a person having thesame protected status):

Epithets, name calling, slurs, ridicule, insults, or threatening, intimidating or hostilecommunications or acts made or directed to or about someone because of his or her protected status;

Jokes, stereotyping comments, cartoons, pictures, emails, internet materials or objects(such as swastikas and KKK paraphernalia) that denigrate or insult members of a protectedclass;

Verbal or physical assaults and intimidating statements, actions, or gestures directed asomeone because of his or her protected class status.

These are just some examples of prohibited conduct.

Do not engage in such conduct. If you do, you will risk losing your job.

If anyone says or does these things to you or in your presence or hearing, and it bothers you,you must report the situation immediately as provided in the Complaint/Report Procedure.

COMPLAINT/REPORT PROCEDURE

CCI encourages reporting of all incidents of unlawful discrimination, retaliation or harassment and of any other violation of this Policy, regardless of who the offender may be. If you believe that a violationof any part of this Policy has occurred, you must report the problem as quickly as possible. To reporta violation of this Policy, you should disregard and ignore the general chain of command, and reportthe situation--either orally or in writing--to the following individual at CCI: Cynthia Scott.

NO REPRISAL

Reprisal in the form of any adverse tangible job action, on the basis of such report, against anyemployee who has made a report in good faith pursuant to this Policy is prohibited. Reprisal, on thebasis of such participation, against any employee who participates in good faith in the investigation of a report made pursuant to this Policy is also prohibited. This "no reprisal" policy applies to personnelwho make statements in good faith, even if they misperceived or misunderstood a statement or event,but it does not protect personnel who abuse this Policy by knowingly making false or misleadingstatements in a report, in response to a report or otherwise in the course of investigation.

RESPONSIBILITES OF SUPERVISORS AND MANAGERS

Each CCI supervisor and manager is required to report, immediately and in full detail:

Every report or complaint of any violation of this Policy made orally or in writing by anyemployee, whether the employee expressed a desire to make a "formal" complaint or not;

Any situation which may be a violation of this Policy or of any employment law;


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Any employee's statement that he or she needs an adjustment in hours or work duties dueto any physical or mental condition or because of his or her religious beliefs or practices,and

Any employee's statement that he or she is having difficulty doing the job because of anyphysical or mental condition.

Management personnel must report such matters to Cynthia Scott and to no one else, exceptas expressly authorized by Cynthia Scott.

All CCI employees must comply with and enforce all aspects of this Policy and must fully cooperate inthe preventive, investigative, remedial, and corrective actions undertaken by CCI. Supervisors mustnot interfere or attempt to interfere with or to prevent any employee's effort to make a complaint or report under this policy.

Failure by any supervisor to comply with these responsibilities is a violation of this Policy and will result in disciplinary action, up to and including discharge, without other warnings.

EMPLOYEE RESPONSIBILITIES

All employees must comply with this Policy and report any violation of this Policy. All employees arerequired to cooperate full in our investigative, preventative, corrective, and remedial actions.

Failure to fulfill these responsibilities is a violation of this Policy and will result in disciplinary action, up to and including discharge, without further warning.

INVESTIGATION OF REPORTS AND COMPLAINTS

All reports of harassment, discrimination, and retaliation made pursuant to this policy will be promptlyinvestigated in conjunction with the supervisor of the assignment. Such investigations are to beconducted under the direction of CCI. CCI may engage the services of third party professionals toassist in such investigations, if and, as it deems appropriate. All such investigations will be conductedin as confidential a manner as is consistent with a proper investigation and effective remedial action,and to the extent practical under the circumstances. Our investigation may include interviewS with theperson(s) who made the report, with any witnesses and with the person(s) alleged to have violatedthis Policy.

When the investigation has been completed, we will, to the extent appropriate, inform the person(s)who made the report and the person(s) alleged to have violated this Policy of the results of theinvestigation. We may also inform other appropriate persons, such as those involved in takingcorrective or remedial action.

STATE AND FEDERAL AGENCIES

State and federal law prohibits unlawful discrimination, harassment, and retaliation. If youbelieve that you have been a victim of unlawful discrimination, harassment, or retaliation, andyou are dissatisfied with the response by CCI to your complaint, or if you otherwise wish to doso, you may contact the United States Equal Employment Opportunity Commission (EEOC) or the Pennsylvania Human Relations Commission (PHRC). Written EEOC charges must be filedwith 300 days of the allegedly illegal act. Written PHRC complaints must be filed within 180days of the allegedly unlawful act.


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QUESTIONS?

Any questions concerning this Policy should be directed to Cynthia Scott. This policy does not alter our employment-at-will policy.

SIGNATURE OF APPLICANT DATE

PRINT NAME OF APPLICANT


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SKILLS SETPlease check all that apply to you:

PRACTICE AREA < 1 yr. 2-4 yrs. 5-7 yrs. 7-10 yrs. 10+ yrs.ANTITRUST

Antitrust CID Antitrust Client Interviews Antitrust Doc Pulls Antitrust Document Review Antitrust Hart-Scott-Rodino Antitrust Privilege Log Antitrust Privilege Review Antitrust Second Requests Antitrust Unfair Competition

BANKRUPTCYBankruptcy FilingsChapter 11Chapter 13Chapter 7Litigation/Adverse Proceedings

COMPUTER SKILLS AccessExcelInternet Research

Lotus 123Lotus NotesOther PresentationsPower PointSummationWordWord Perfect

CORPORATE Agreements - DraftBanking/S&L/CUBlue SkyContracts - CommercialContracts - NegotiationCorporate GovernanceDraft Incorporation DocumentsDue DiligenceFranchisingIPOsJoint Ventures


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PRACTICE AREA < 1 yr. 2-4 yrs 5-7 yrs. 7-10 yrs. 10+ yrs.CORPORATE - ContinuedLoansMergers & AcquisitionsMinutes PreparationNon-profit OrganizationsSEC FilingsSecuritiesStart-Up Co. FinancingStock CertificatesTransactionsUCC FilingsUnfair Trade Practices

ENVIRONMENTALCERCLAFIFRA

Hazardous WasteOil & GasRCRAWater

FINANCE Accounting Asset Backed LoansCommercial FinanceMutual Funds /1940 ActProject Finance

SecuritizationStructured Finance

HIGH TECHNOLOGYBiotechnologyComputers/InternetContracts/CommunicationsE-CommerceSoftware LicensingTelecommunications

INTELLECTUAL PROPERTYCopyright FilingsCopyright LitigationOther Intellectual Property LawPatent LitigationPatent ProsecutionTrademark FilingsTrademark Litigation

Arbitration/Mediations


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BenefitsEmployee RepresentationEmployment ContractsERISAHIPAAManagement RepresentationNLRBUnemployment CompensationUnion RepresentationWorkers Compensation

LEGISLATIVE Analyzing Documents Attending HearingsCompiling HistoriesResearch Bills & RegulationsRetrieval of Federal/State Bills

LITIGATION Answer Interrogatories Assist at TrialBates LabelingChronologizingCivil LitigationCodingCommercialCourt - Federal AppearancesCourt - FilingsCourt - Local & State Appearances

Deposition ConductingDeposition DigestingDeposition PrepDeposition SummariesDiscoveryDocument ProductionDocument ReviewDocket Calendar Draft InterrogatoriesExhibit PreparationFiling & Service of ProcessIndexingPage checkingPrivilege Log


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MISCELLANEOUS Alternative Dispute Resolution Appellate Arbitration Asbestos AsylumBusiness ImmigrationClass ActionsCollections

CriminalEnergy/Power/UtilitiesFamily LawFirst PartyFOIAGovernment ContractsHealth LawHuman LawHuman ResourcesImmigrationInsuranceInsurance CoverageInsurance DefenseInternationalInternational Trade/CVD/AntidumpLegal SecretaryMass TortsMedical MalpracticeMedical RecordsMunicipal BondsNotary Public

Personal InjuryPhone BankProducts LiabilityProfessional MalpracticeInsuranceSports/Entertainment LawTaxThird PartyTransportationWhite Collar Crime

PRACTICE AREA < 1 yr. 2-4 yrs. 5-7 yrs. 7-10 yrs. 10+ yrs.LITIGATION - ContinuedPrivilege ReviewRequests for AdmissionsSubpoenas - Draft & RespondSubpoenas - Prepare & FileTrial Preparation

Witness File Preparation


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CHOICE COUNSELPARALEGAL TEST

1. What is the pre-trial procedure by which one party gains information held by the other party?a. Pleadingsb. Discoveryc. Subpoenasd. None of the above

2. What is the statement attached to any formal papers which state to whom and when thepapers were received?

a. Certificate of serviceb. Affidavitc. Writd. None of the above

3. The party who appeals a decision is the:

a. Appelleeb. Appellantc. Defendantd. Plaintiff

4. A written argument concentrating upon legal points and authorities used by the lawyer toconvey to the court essential facts of his clients case is a:

a. Writb. Affidavitc. Brief d. Deposition

5. Privileged documents that are not open to discovery includea. Deposition transcriptsb. Affidavitsc. Medical reportsd. Attorney-work product

6. A litigant is the:a. Plaintiff b. Witnessc. Defendant

d. Both A & Ce. All of the above

7. Complaints, answers and cross-claims are examples of:a. Affidavitsb. Pleadingsc. Interrogatoriesd. Briefs


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8. The discovery tool in which written questions about the case are submitted by one party to theother party or witness who must supply written answers under oath is:

a. Depositionsb. Request for admissionc. Interrogatoriesd. None of the abovee. Both A & C

9. The principal pleading on the part of the defendant in response to plaintiffs complaint:a. Writb. Answer c. Complaintd. Motion

10. A written, ex parte statement made or taken under oath before an officer of the court or anotary public or other duly authorized person:

a. Affidavitb. Subpoenac. Brief

d. Certificate of Service

11. A cause of action presented by a defendant in opposition to the action of the plaintiff is a :a. Counter claimb. Cross-claimc. Third party complaintd. Answer

12. Documents that are kept separate from others in a litigation and are usually in locked files:a. Slip- Opinionsb. Interrogatories

c. Depositiond. Privileged Documents

13. A(n) ________ is issued by the court to compel the appearance of a witness at a judicialproceeding

a. Affidavitb. Subpoenac. Certificate of Serviced. Motion

14, Discovery devices in which transcripts are made of testimony of a witness taken under oath

not before a judge are:a. Requests for admissionsb. Interrogatoriesc. Answersd. Depositions

Choice Counsel Application

Documents

Transcript of Choice Counsel Application