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Arthropods Animals that don't have a backbone or spinal cord. Examples are insects with hard shells and spiders.
Asbestos Abatement Procedures to control fiber release from asbestos-containing materials in a building or to remove them entirely, including removal, encapsulation, repair, enclosure, encasement, and operations and maintenance programs.
Ammunition Ammunition or cartridge cases, primers, bullets, or propellent powder designed for use in any firearm other than an antique firearm. The term shall not include (a) any shotgun shot or pellet not designed for use as the single, complete projectile load for one shotgun hull or casing, nor (b) any unloaded, non-metallic shotgun hull or casing not having a primer.
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Position:
Attorney
Law Firm Name:
John E. Stillpass
Areas of practice:

Family Law

Paternity

Child Support

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Biography:
ADMITTED: 1994, Ohio; 1998, Illinois; 2005, United States District Court, Southern District of Ohio; United States Sixth Circuit Court of Appeals LAW-SCHOOL: Capital University Law School, Columbus, Ohio (J.D. 1994) COLLEGE: University of Cincinnati (B.A. 1990) EMPLOYMENT: Staff Attorney, Court of Common Pleas of Hamilton County, Ohio 1994 – 1996 Assistant Prosecuting Attorney, Hamilton County Prosecutor’s Office 1996-1998 In-house Litigation Counsel, Warrior Insurance Group, Chicago, Illinois
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Position:
Associate
Law Firm Name:
Donnellon, Donnellon & Miller A Legal Professional Association
Areas of practice:
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Biography:
Meghan Donnellon is an Associate with Donnellon, Donnellon & Miller. She has been with the firm since 2006. Meghan’s areas of practice include Estate Planning, Probate, Traffic & Criminal, Collections, Evictions and Domestic Relations & Family Law. Meghan has been the Prosecutor for the City of Montgomery since 2006. In addition to practicing law, Meghan has been volunteering as a volleyball coach at All Saints School in Kenwood for over 12 years. Admitted to Practice: Ohio, 2006 Education: B.A
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Position:
Law Firm Name:
Law Office of Korol & Velen
Areas of practice:
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Diana R. Passadori is an Associate Attorney in the Law Offices of Korol and Velen.  She was admitted to practice law before all Courts of the State of California in June of 2007.  She began practicing family law exclusively in September of 2007. She earned her J.D. from Santa Clara University, School of Law in December of 2006. She earned a Bachelor's Degree in Politial Science in 2003 from Santa Clara University. She is presently a member of the Beverly Hills Bar Association. Prior to her empl
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Position:
Member
Law Firm Name:
Law Offices of Donald P. Schweitzer
Areas of practice:
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Nitasha Khanna is a Family Law Associate Attorney at the Law Offices of Donald P. Schweitzer. Ms. Khanna handles child custody and visitation, child support, spousal support, property division, settlement negotiations, dissolution of marriage, legal separation, paternity and legal discovery. She completed her legal studies at Southwestern University School of Law, where she was recognized asSecond Place Writer and Finalist Oralist in the 2008 Intramural Moot Court Competition. Her performance i
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Position:
Of Counsel
Law Firm Name:
Phillips Jessner LLP
Areas of practice:
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Education: Claremont McKenna College, B.A., summa cum laude, 1998, University of California Los Angeles School of Law, J.D., 2002 Membership: State Bar of California; Los Angeles County and American Bar Associations. Admissions: 2002, California Biography:   Kristin Kellet is of counsel at Phillips Jessner LLP. Her practice covers a broad range of family-law areas, including dissolution proceedings, domestic-violence proceedings, child custody, child support, spousal support, modification of su
As a general rule, the information obtained and requested through the pre-employment process should be limited to those essential for determining if a person is qualified for the job; whereas, information regarding race, sex, national origin, age, and religion are irrelevant in such determinations. Employers are explicitly prohibited from making pre-employment inquiries about disability.
Equal Employment Opportunity Commission
Although state and federal equal opportunity laws do not clearly forbid employers from making pre-employment inquiries that relate to, or disproportionately screen out members based on race, color, sex, national origin, religion, or age, such inquiries may be used as evidence of an employer's intent to discriminate unless the questions asked can be justified by some business purpose. Therefore, inquiries about organizations, clubs, societies, and lodges of which an applicant may be a member or any other questions, which may indicate the applicant's race, sex, national origin, disability status, age, religion, color or ancestry if answered, should generally be avoided.
Equal Employment Opportunity Commission
Employers should not ask for a photograph of an applicant. If needed for identification purposes, a photograph may be obtained after an offer of employment is made and accepted.
Equal Employment Opportunity Commission
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