Application for Employment

CHOICE COUNSEL, INC. (CCI) is an equal opportunity employer. We hire and take all other personnel actions without 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 disabled applicants and employees, and accommodate the religious beliefs and practices of employees, provided that such accommodations do not work undue hardship upon CCI.

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 I HAVE USED THE FOLLOWING ALIASES/NICKNAMES Telephone Number/s

__________________________________________
Yes___ No___

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

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's identity and authorization for employment in the United States. These documents must be produced not later than 72 hours after commencement of employment. An applicant must also complete and sign Form I-9 (issued by the federal government) verifying under oath the applicant's identity and employment authorization. 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, and evidence of your rehabilitation.
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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 _________________________________________________________________________________

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 _________________________________________________________________________________

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 _________________________________________________________________________________ If you need to include additional employers, please use a separate piece of paper. Page 2 of 20

I HAVE ATTENDED THE FOLLOWING SCHOOLS:

SCHOOL NAME LOCATION DATES ATTENDED DEGREE RECEIVED NUMBER OF YEARS COMPLETED 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 Length of time you are available: _____A few weeks _____A few months _____Over 6 months _____I prefer to work in ____________ Able to Travel _____Yes _____No If yes, only out of state _____________

Time you are available: _____Full Time (40 hours/week) _____Overtime (over 40 hours/week) _____Part Time (less than 40 hours/week) _____Evenings and Weekends Admitted to Practice: State: Date Admitted: _______ ____________ _______ ____________ _______ ____________

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

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PROFESSIONAL REFERENCES NAME ____________________________________________TELEPHONE ___________________ TITLE______________________ COMPANY/FIRM_______________________________________

NAME ____________________________________________TELEPHONE ___________________ TITLE______________________ COMPANY/FIRM_______________________________________

NAME ____________________________________________TELEPHONE ___________________ TITLE______________________ COMPANY/FIRM_______________________________________

IMPORTANT! PLEASE READ AND SIGN I understand, represent, and voluntarily agree that: (1) all of the information I have furnished in connection with this application is complete, true, and correct; (2) any misrepresentation or omission is grounds for denial of employment or immediate termination of employment regardless of when or how discovered; (3) CCI may contact my present and former employers, schools, law enforcement authorities, and any references to obtain additional job-related information about me; (4) I hereby release from liability CCI and its representatives for seeking such information and all others who furnish such information; (5) if hired, I agree to abide by all CCI's rules and regulations, and understand that if employed, my employment may be terminated with or without cause, and with or without notice, at any time, at the option of either CCI or me; (7) I understand that no representation, whether oral or written by any representative or agent of CCI, at any time, can constitute a contract of employment; (8) I understand that CCI shall have the maximum discretion permitted by law to administer, interpret, modify, discontinue, enhance, or otherwise change all policies, procedures, benefits, or other terms or conditions of employment; (9) if hired, I agree to supply CCI with documents that verify my identity and employment eligibility in accordance with the Immigration Reform & Control Act of1986; (10) I have read and understand the above statements and hereby grant permission to confirm the information supplied on this application by me; (11) I will settle any and all previously unasserted claims, disputes or controversies arising out of or relating to my application or candidacy for employment or my employment exclusively by final and binding arbitration before a neutral arbitrator in an arbitration proceeding conducted under the National Rules for the Resolution of Employment Disputes of the American Arbitration Association.

SIGNATURE OF APPLICANT ____________________________________ DATE________________

CHOICE COUNSEL CONFIDENTIALITY AND RESTRICTIVE COVENANT AGREEMENT This Confidentiality and Restrictive Covenant Agreement is entered into and made by and between CHOICE COUNSEL, INC., a Pennsylvania corporation (hereinafter referred to as CCI) and the undersigned employee or prospective employee (hereinafter referred to as the Undersigned). WITNESSETH WHEREAS, CCI provides law firms corporate legal departments, governmental agencies and other entities (hereinafter referred to as The Client) with temporary and permanent attorneys, paralegals, law clerks and other legal support personnel; and
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WHEREAS, The Undersigned desires to gain employment with or through CCI in a temporary or permanent position for which CCI is entitled to be paid a fee by the Client with whom the Undersigned is placed; and WHEREAS, in addition, by working with CCI the Undersigned may have access to confidential information 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 the Client which the Undersigned is placed; and (ii) that all confidential information and/or proprietary information as it may exist from time to time is a highly valuable, special and unique asset of the CCI's business and that any misuse or disclosure by the Undersigned of any confidential information and/or proprietary information of CCI in any unauthorized manner would cause permanent and irreparable injury and damage to CCI; and WHEREAS, as a pre-condition to working with CCI, CCI has required assurance by the Undersigned that (i) the Undersigned will not accept employment from the Client which the Undersigned is placed unless the Client which the Undersigned is placed pays CCI a fee in an amount determined by CCI; and (ii) confidential and proprietary business information and trade secrets 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 as hereinafter permitted; and WHEREAS, the Undersigned recognizes that a breach of this Agreement by the Undersigned would cause permanent and irreparable injury and damage to CCI; and WHEREAS, the Undersigned is desirous of working with CCI in an effort to gain employment and the substantial benefits to the Undersigned flowing therefrom, and as a condition thereof, the Undersigned is willing and has agreed to abide by and faithfully observe the obligations of the Undersigned as set forth herein. NOW, THEREFORE, in consideration of the mutual promises, covenants and undertakings contained 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 all benefits and potential benefits to the Undersigned from working with CCI in an effort to gain employment are conferred upon the Undersigned only because and on condition of the Undersigned's willingness to commit the Undersigned's best efforts and loyalty to CCI, including abiding by the restrictive covenants and confidentiality provisions hereof. The Undersigned acknowledges that, in the event of any violation of this Agreement by the Undersigned, monetary damages alone will be inadequate 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 those placements that were represented as possible temporary-to-hire positions, the Undersigned shall not accept employment from any other staffing or placement company or present the Undersigned to be employed by the Client where the Undersigned is temporarily placed, for a period beginning with the date 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 an amount determined by CCI.
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b. Permanent Placement. In the case of permanent placement the Undersigned shall not accept a position which has been offered to the Undersigned as a result of a referral by CCI directly from the Client for the period of one (1) year, beginning on the date that CCI first contacts such Client regarding the Undersigned. It is understood and agreed to by the Undersigned that CCI is entitled to a placement fee to be paid by the Client as consideration for CCI's efforts on behalf of the Undersigned 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 any person or company, (vi) an officer, director, or shareholder of a corporation, or otherwise, nor shall the Undersigned solicit or induce any of CCI's employees, past or present, to participate in such a venture 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's placement, including pay rates, with either the Client where the Undersigned is placed or any employee or other representative of such Client, including temporary and permanent employees, any other CCI employee, or with any other employment agency or its representatives, without the express prior written consent of CCI. e. Confidentiality. The Undersigned agrees that the Undersigned's position with CCI is one of confidence and trust, given the Undersigned's potential access to confidential and proprietary business 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, the Undersigned 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 proprietary information, including but not limited to, hourly rates and client lists, whether or not the information is acquired, learned, attained, or developed by the Undersigned alone or in conjunction with others. The Undersigned acknowledges that CCI expects the Undersigned to respect any trade secrets and confidential information of any of the Undersigned's former or present employers, business associates, or any others. The Undersigned agrees to respect CCI's client's direction to the Undersigned not to disclose to CCI, its officers, or any employees any such information so long as it remains 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 products manufactured, used, or developed by you in conjunction with others during your employment shall be the property of CCI. Upon your termination of employment or at any other time at CCI's request, you agree to deliver aforementioned documents or information to CCI. 4. Reformation. The Undersigned expressly agrees that the foregoing agreements and covenants 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 are unenforceable, in whole or in part, then such court is authorized to modify such agreements and covenants in such respects as such court determines to be required in order that they shall, as so modified, be enforceable. 5. Equitable Remedies. The Undersigned expressly acknowledges and agrees that (i) The Undersigned's covenants herein are of a unique and special nature, (ii) any breach or violation of the Undersigned's covenants herein will result in irreparable harm to CCI for which there is no adequate remedy at law, (iii) in addition to all other remedies, CCI shall be entitled as a matter of right to injunctive 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 an adequate remedy at law, and (v) CCI shall not be required to post a bond or other security in connection with a request for injunctive or other equitable relief. 6. Reimbursement for Costs and Expenses. CCI shall be entitled to demand and collect from 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 legal expenses, 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 be deemed 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 and agree that the purpose of this Agreement is to protect the legitimate business interests of CCI and that this Agreement shall not be construed or enforced as an employment contract or give the Undersigned any right or guarantee to be employee for any specific time or to limit the right of CCI to terminate the Undersigned's employment at any time, with or without cause. 9. Severability. If any provision of this Agreement is declared void or unenforceable by any judicial or administrative authority, the remaining provisions of this Agreement will not be nullified but 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 and shall 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 executed by 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 date written below. Print Name Signature Date Choice Counsel, Inc. By 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 any applicant 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 veteran or 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, but also because such conduct is inconsistent with our interest in attracting, retaining, and promoting the most talented and dedicated employees. CCI requires that all applicants for employment and employees be treated as individuals, on the basis of 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 occupational qualification. CCI strives to employ the best abled and most qualified applicants and employees and is committed to taking affirmative action to recruit applicants, hire candidates, and advance employees without any prohibited discrimination and to prevent and eliminate impediments to equal opportunity. 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 nondisruptive 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, as well 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 otherwise believe that this Policy may have been violated, you should report the problem at once in accordance with the Complaint/Report Procedure described later in this Policy. REASONABLE ACCOMMODATION FOR DISABILITIES AND RELIGIOUS BELIEFS IS REQUIRED CCI makes reasonable accommodations for the known disabilities and religious beliefs of qualified applicants and employees, absent undue hardship. Applicants and employees who cannot perform essential job functions with or without reasonable accommodation and without posing a direct threat to the safety or health of themselves or others are not "qualified." It is a violation of this Policy to discriminate against qualified job applicants or employees because they need a reasonable accommodation (i.e., an accommodation which is not an undue hardship) for a disability or religious beliefs.

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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 will be required. Denying reasonable accommodation to qualified applicants or employees, absent undue hardship, and harassing or discriminating against any qualified applicant or employee because they need reasonable 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-related activities, such as business trips and business-related meetings and social events. CCI will not tolerate harassment by its own employees or by other persons who conduct business with CCI and takes reports and complaints of harassment and other prohibited conduct seriously. We will promptly investigate reports and complaints of harassment and prohibited conduct and take action to stop any harassment or prohibited conduct. If it is determined that inappropriate conduct has occurred, we will take 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 been violated, 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 requests for 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 performance or of creating an intimidating, hostile or offensive work environment.

For the purposes of this Policy, "unwelcome" means "unwanted." You should never assume that any such 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 job conditions) 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 to you, report it at once using the Complaint and Reporting Procedure. We will take any and all actions 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 and create 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 humiliating or just an offensive statement and whether it unreasonably interferes with work performance. Isolated teasing, comments, and other isolated incidents (unless extremely serious) do not constitute unlawful harassment. Whether such conduct constitutes sexual harassment or not, CCI prohibits unwelcome and offensive conduct of the following types by any man or woman toward anyone (including someone of the same gender): 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's sex 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 nature or 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 sexual relationship; or Repeated flirtation, requests for dates and the like by anyone to someone who has indicated 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 person because 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 disabled veteran 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 the circumstances discussed in the prior section of this Policy. Whether any such conduct is deemed to be illegal or not, CCI prohibits unwelcome and offensive conduct of the following types by any man or woman toward anyone (including a person having the same protected status): Epithets, name calling, slurs, ridicule, insults, or threatening, intimidating or hostile communications 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 protected class; Verbal or physical assaults and intimidating statements, actions, or gestures directed a someone 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 violation of any part of this Policy has occurred, you must report the problem as quickly as possible. To report a violation of this Policy, you should disregard and ignore the general chain of command, and report the 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 any employee who has made a report in good faith pursuant to this Policy is prohibited. Reprisal, on the basis 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 personnel who 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 misleading statements 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 any employee, 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 due to 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 any physical or mental condition.

Management personnel must report such matters to Cynthia Scott and to no one else, except as expressly authorized by Cynthia Scott. All CCI employees must comply with and enforce all aspects of this Policy and must fully cooperate in the preventive, investigative, remedial, and corrective actions undertaken by CCI. Supervisors must not 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 are required 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 promptly investigated in conjunction with the supervisor of the assignment. Such investigations are to be conducted under the direction of CCI. CCI may engage the services of third party professionals to assist in such investigations, if and, as it deems appropriate. All such investigations will be conducted in 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 the person(s) who made the report, with any witnesses and with the person(s) alleged to have violated this 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 the investigation. We may also inform other appropriate persons, such as those involved in taking corrective or remedial action. STATE AND FEDERAL AGENCIES State and federal law prohibits unlawful discrimination, harassment, and retaliation. If you believe that you have been a victim of unlawful discrimination, harassment, or retaliation, and you are dissatisfied with the response by CCI to your complaint, or if you otherwise wish to do so, you may contact the United States Equal Employment Opportunity Commission (EEOC) or the Pennsylvania Human Relations Commission (PHRC). Written EEOC charges must be filed with 300 days of the allegedly illegal act. Written PHRC complaints must be filed within 180 days 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 PRINT NAME OF APPLICANT

DATE

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SKILLS SET Please check all that apply to you:

PRACTICE AREA 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 BANKRUPTCY Bankruptcy Filings Chapter 11 Chapter 13 Chapter 7 Litigation/Adverse Proceedings COMPUTER SKILLS Access Excel Internet Research Lotus 123 Lotus Notes Other Presentations Power Point Summation Word Word Perfect CORPORATE Agreements - Draft Banking/S&L/CU Blue Sky Contracts - Commercial Contracts - Negotiation Corporate Governance Draft Incorporation Documents Due Diligence Franchising IPOs Joint Ventures

< 1 yr.

2-4 yrs.

5-7 yrs.

7-10 yrs.

10+ yrs.

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PRACTICE AREA CORPORATE - Continued Loans Mergers & Acquisitions Minutes Preparation Non-profit Organizations SEC Filings Securities Start-Up Co. Financing Stock Certificates Transactions UCC Filings Unfair Trade Practices ENVIRONMENTAL CERCLA FIFRA Hazardous Waste Oil & Gas RCRA Water FINANCE Accounting Asset Backed Loans Commercial Finance Mutual Funds /1940 Act Project Finance Securitization Structured Finance HIGH TECHNOLOGY Biotechnology Computers/Internet Contracts/Communications E-Commerce Software Licensing Telecommunications INTELLECTUAL PROPERTY Copyright Filings Copyright Litigation Other Intellectual Property Law Patent Litigation Patent Prosecution Trademark Filings Trademark Litigation Arbitration/Mediations

< 1 yr.

2-4 yrs

5-7 yrs.

7-10 yrs.

10+ yrs.

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Benefits Employee Representation Employment Contracts ERISA HIPAA Management Representation NLRB Unemployment Compensation Union Representation Workers Compensation LEGISLATIVE Analyzing Documents Attending Hearings Compiling Histories Research Bills & Regulations Retrieval of Federal/State Bills LITIGATION Answer Interrogatories Assist at Trial Bates Labeling Chronologizing Civil Litigation Coding Commercial Court - Federal Appearances Court - Filings Court - Local & State Appearances Deposition Conducting Deposition Digesting Deposition Prep Deposition Summaries Discovery Document Production Document Review Docket Calendar Draft Interrogatories Exhibit Preparation Filing & Service of Process Indexing Page checking Privilege Log

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PRACTICE AREA LITIGATION - Continued Privilege Review Requests for Admissions Subpoenas - Draft & Respond Subpoenas - Prepare & File Trial Preparation Witness File Preparation MISCELLANEOUS Alternative Dispute Resolution Appellate Arbitration Asbestos Asylum Business Immigration Class Actions Collections Criminal Energy/Power/Utilities Family Law First Party FOIA Government Contracts Health Law Human Law Human Resources Immigration Insurance Insurance Coverage Insurance Defense International International Trade/CVD/Antidump Legal Secretary Mass Torts Medical Malpractice Medical Records Municipal Bonds Notary Public Personal Injury Phone Bank Products Liability Professional Malpractice Insurance Sports/Entertainment Law Tax Third Party Transportation White Collar Crime

< 1 yr.

2-4 yrs.

5-7 yrs.

7-10 yrs.

10+ yrs.

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PRACTICE AREA REAL ESTATE Closings Commercial Construction Contracts Draft/Review Leases Easements Foreclosure Land Use/Permitting Landlord/Tenant Lease Abstractions Purchase & Sale Agreements Residential Titles & Surveys RESEARCH & WRITING Blacklining Blue Booking Cite Checking Draft Briefs Draft Memoranda Draft Motions Draft Pleadings Expert Search/Research Factual Memoranda Lexis-Nexis Library Research Obtaining Court Documents Proofreading & Editing Redlining Research at Government Agencies Research Case Law Research Regulations/CFR Research Statues/Codes SEC Library Research Shepardizing Westlaw TRUSTS & ESTATES Estate Administration Prepare Probate Documents Prepare Wills Stock Transfers Tax Forms Data Entry

< 1 yr.

2-4 yrs.

5-7 yrs.

7-10 yrs.

10+ yrs.

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CHOICE COUNSEL PARALEGAL TEST 1. What is the pre-trial procedure by which one party gains information held by the other party? a. Pleadings b. Discovery c. Subpoenas d. None of the above 2. What is the statement attached to any formal papers which state to whom and when the papers were received? a. Certificate of service b. Affidavit c. Writ d. None of the above 3. The party who appeals a decision is the: a. Appellee b. Appellant c. Defendant d. Plaintiff 4. A written argument concentrating upon legal points and authorities used by the lawyer to convey to the court essential facts of his clients case is a: a. Writ b. Affidavit c. Brief d. Deposition 5. Privileged documents that are not open to discovery include a. Deposition transcripts b. Affidavits c. Medical reports d. Attorney-work product 6. A litigant is the: a. Plaintiff b. Witness c. Defendant d. Both A & C e. All of the above 7. Complaints, answers and cross-claims are examples of: a. Affidavits b. Pleadings c. Interrogatories d. Briefs

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8. The discovery tool in which written questions about the case are submitted by one party to the other party or witness who must supply written answers under oath is: a. Depositions b. Request for admission c. Interrogatories d. None of the above e. Both A & C 9. The principal pleading on the part of the defendant in response to plaintiffs complaint: a. Writ b. Answer c. Complaint d. Motion 10. A written, ex parte statement made or taken under oath before an officer of the court or a notary public or other duly authorized person: a. Affidavit b. Subpoena c. 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 claim b. Cross-claim c. Third party complaint d. Answer

12. Documents that are kept separate from others in a litigation and are usually in locked files: a. Slip- Opinions b. Interrogatories c. Deposition d. Privileged Documents 13. A(n) ________ is issued by the court to compel the appearance of a witness at a judicial proceeding a. Affidavit b. Subpoena c. Certificate of Service d. Motion 14, Discovery devices in which transcripts are made of testimony of a witness taken not before a judge are: a. Requests for admissions b. Interrogatories c. Answers d. Depositions under oath

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