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The petitioner’s original bond was revoked after evidence that he was intimidating the witness and after the petitioner screamed and shouted racial slurs at the magistrate judge as well as spit on his face. This behavior furthered supported that Charles Sell was suffering from a delusional disorder. The district court concluded that the decision to involuntarily medicate Charles Sell to restore his health and competence is constitutional. The courts also concluded that the drugs administered must not have any negative effects. They also stated that drugs used were medically appropriate for Charles Sell and it gave him the right to due process and protected his fifth and sixth amendment right to a fair trial.
June 12th 4:30 p.m. CSW Anderson arrived at the residence and met with Wayne Lowes (father), Joann Lowes (mother) and child, Wayne Lowes ( goes by Eddie) CSW Anderson advised the Lowes of the report received and Mr. Lowes permitted CSW Anderson to interview Eddie independently. Eddie stated two nights ago he was prolonging to wash the dishes and his father got mad at him; Eddie stated he has a smart mouth; Eddie stated his does not do things immediately because his father is demanding; Eddie stated he would get mouthy with his father; Eddie stated his father came into the kitchen pulled him by his hair; Eddie stated the two struggled and his father slapped him on his face three times; Eddie stated his father choked him for about 2 to 3 minutes; Eddie stated it was difficult for him to breathe; Eddie stated his mother interfered and the struggle ceased. Eddie stated he does not get along with his father; Eddie stated they often get into physical; Eddie stated he is not upset at his father; Eddie said he was not harmed from the struggle; Eddie stated he feel safe living with mother and
A. BWO will likely be able to prove that Chigurh was terminated for a legitimate business reason either because he held a management position or for the financial factors associated with fulfilling the agreement with Wells. An employer may terminate an employee for good cause under the WDEA. § 39-2-904(b). Good cause is defined as “reasonable job-related grounds for dismissal based on a failure to satisfactorily perform job duties, disruption of the employer’s operation, or other legitimate business reason.” § 39-2-903(5).
Luigi Vittatoe Dr. George Ackerman ELA2603 Administrative and Personnel Law December 2, 2015 Week 6 Case Study: R. Williams Construction Co. v. OSHRC 1. What were the legal issues in this case? What did the court decide? R. Williams Construction Company petitions for review of a final order of the OSHRC for violations of the OSHA Act.
Tennessee Volunteers Southeastern Conference (SEC) Eastern Division (2014 record: 7-6) Head Coach: Butch Jones Offense: The fact the defense played well in 2014 was offset by the fact the offense just never seemed to be able to get things going. They only averages 28.9 PPG to go with 370.5 YPG of offense. The reasons for this lethargic display of offense would have to be turnovers (22), inexperience and a general lack of explosiveness on the part of the skilled players.
Unit 2 Case Study: Union Racketeering The four unions that were identified by a congressional committee in 1983 as being completely dominated by men affiliated with organized crime was the Laborers International Union of North America, Hotel Employees and Restaurant Employees International Union, International Longshoremen’s Association, and the International Brotherhood of Teamsters. The Laborers International Union of North America was headed by Ernest Kumerov, who was married to the daughter of the late Outfit boss Tony Accordo. This union was formed in 1903, and was used to control laborers over many construction sites. Many top leaders of this union were eventually arrested and charged with many crimes from gambling to murder.
When it comes to making claims it is hard unless there is enough information that can prove that the complainant was actually discriminated against because they were a man or woman. Mary can bring a claim for gender discrimination against her company because she has determined that because she is a woman that she makes thousands of dollars less than her male counterparts. There has been no reason given to why Mary makes that much less than her male counterparts. The issue with this scenario is that we don’t know if the organization that Mary works for uses the seniority, merit, or other pay systems. Most of the male counterparts could have received merit pay based off of their performance and evaluations throughout the last five years.
The corportation has a duty to be accountable for their actions and how they affect their customers. Under the stakeholders approach they should have evalutated their decisions not to fix the axle problem and the effects it woud have it left unfixed. Since they knew the axle was a problem the negliget their customers. Furthermore, under the corportate citizen approach the corportation should have used their wealth and power to benefit society, not harm it. The least they could do after causing damages would be to compensate for
A proposed class action against Dick’s Sporting Goods, Inc. has been filed in California federal court. Accusations that the sporting goods retailer violated the Telephone Consumer Protection Act (TCPA) allege that the company sent text messages to consumers after they had opted out of the subscription based alert advertising program. Plaintiff, Phillip Ngiehm, states that he originally agreed to participate in the marketing program, but that he opted out in December 2015 by texting the word “stop” as instructed. According to the terms of the program, this would result in a halt of messages from the program to the subscriber – effectively removing him from the subscriber list. Dick’s acknowledged that they received the termination of his
A Lone Pine order is basically a controlled burn, or it accomplishes the same objective at least. In theory, it is a “fire” used to prevent the growth or blaze of meritless litigation. Don’t want a nasty, complex lawsuit to grow or blaze out of control? Hit it with a Lone Pine order early on in hopes of killing that volatile vegetation. Is it fair?
1. What is the problem? What were the underlying causes of this problem? The problem was happened because of the new knowledge management application, which was designed to copy information across network automatically, which also led to the main switch and consequently to the system collapse.
The adopted Constitution in 1787, and later amendments, carried a guarantee of human rights, including the equality for all citizens of the United States. Nonetheless, at the beginning of 20th century, this was only on paper, not in practice: women were not allowed to vote, and black people’s rights were not on equal terms with their white counterparts. However, one of the most complex subjects was economic inequality between the capitalists and workers. Labourers formed first labour unions already at the beginning of the US history, although these had little effect and were dissolved soon. In the 1890s, the coal industry offered a large-scale employment and was controlled by a few major railroad companies.
The contaminated water supply then resulted in the death of little children, and parents had to bury their own children. Therefore, there is no reason not to have prosecuted the two corporations as all the elements of negligence are displayed here. Consequently, both corporations whether it was intentional or accidental, committed an act of negligence. Although nothing can be done to undo the losses, both companies must have apologized and compensated the damages
One is the commercial provider of services and the operator of flight MH370, the other is the country’s government and origin for this national carrier. One should be the foucs point for all communications and engagement with key stakeholders, the other is a stakeholder. However this lines has not been clearly define, maintained, clear or preserved throughout the crisis with each entity communicating over the top of each other or their views and comments causing issue for the other. The result is that both parties have suffered due to a lack of clear ownership of the issue and defined authority on who does what and
1) Identify aspects of Jim Quintero’s management style according to the four main management theories (Classical, Behavioral, Systems, and Contingency). While most organizations can more than likely identify at least some aspects from each of the four management theories, Quintero’s steel company identifies most with the Behavioral Approach with aspects of the Systems and Contingency Approach blending together in my opinion. Not having much detail on Cool Steel Company’s (CSC) organizational structural it is difficult to determine how much management falls under the Classical Approach, but seeing there are managers (not first-level supervisors) and reviewing Henri Fayol’s general principals, one can assume a structure of sorts. There are several examples of the Behavioral Approach (e.g., trusting, respect, responsibility…) that will be covered in more detail in response to question number two. It is clear that CSC’s success would be in line with the practices described in the cooperative system outlined in the Systems Approach and by virtue of employees being given the ability or responsibility to make decisions; the Contingency Approach can be applied.
