Law

Hearsay Exception

Hearsay Exception

Review the following situations and evidence. In a 2-page paper, explain how you would respond to the situation or evidence. In your paper, list the hearsay exception(s) and any case law that supports your answer to the following situations or evidence.

  1. The victim makes statements within a hospital after having been shot and is in serious condition.
  2. A defendant in a bar brags that you “mess with me and you will get it like that bitch got it in Temple.”
  3. A witness hears another person say “this rope should be long enough to let me get from the ceiling to the floor of the bank.” (The person making the statement is incompetent and cannot go to trial but the person on trial is charged with conspiracy to commit bank robbery)
  4. A victim tells a police officer “Jimmy beat me” while covered in blood and then lapses into a coma and later dies.
  5. The cell phone records of a defendant to show his phone was in proximity to a murder scene.

“Reading”

Hearsay is “second-hand” information. It occurs when a witness testifies NOT about something they personally saw or heard, but testifies about something someone else told them or said they saw. Hearsay usually involves an attempt to get some crucial fact entered into evidence that cannot be entered into evidence by any other means.

The constitutional due process danger that this represents is that it deprives the other side of an opportunity to confront and cross-examine the “real” witness who originally saw or heard something. The confrontation clause of the Sixth Amendment has never been interpreted so literally as to preclude hearsay evidence. Care must be taken to avoid hearsay from consisting of rumor, gossip, or scuttlebutt.

There are times when hearsay evidence is perhaps the right thing to do — as in cases where a young child has been molested — and there are times when hearsay evidence is the only thing to do — as in cases where the original witness has died or is unavailable.

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Discussion Week 5

Discussion Week 5

Discussion Week 5 Read More »

Employees screening and background checks (BC)

Employees screening and background checks (BC)

Mostnewemployees are veryapprehensive about screening and backgroundchecks (BC) prior to issuingofficialletter of appointment. BC is established by law and humanresourcesunit (HR) hasbeenadded to yourdepartment. What standardwillyouinclude i

Prologue

Private and public organization and higher education enterprise is required to established policies and procedures delineating standards for logical and physical access to facility and infrastructure, relative to key demographic factors such as conducting criminal background checks, as permitted by law, as part of pre-employment screening practices for current and future employees.

Scenario

  • Most new employees are very apprehensive about screening and background checks (BC) prior to issuing official letter of appointment. BC is established by law and human resources unit (HR) has been added to your department.
  • What standard will you include in the current policy and procedures to alleviate new employees’ apprehension relative to background checks?

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address a different family issue and a policy or set of policies that attempt to address that issue

address a different family issue and a policy or set of policies that attempt to address that issue

At least 2 pages plus APA reference page. 12 font, times new roman, 1 in margins, double space, section headings. Topic can be postpartum, gun laws, self esteem, dating violence, see something say something, university mental health

I uploaded all the requirements and a previous paper to show my writing style (which is obviously not great) and my second paper so if you could find a happy medium that would be great!

address a different family issue and a policy or set of policies that attempt to address that issue Read More »

I need help with an essay

I need help with an essay

Hello, so all the instructions are on the Word document attached. I only need Case 2 to be worked on in regards to the assignment.

EEO Case #2

The Texas Department of Public Safety requires uniformed troopers to cover their tattoos and branding with long-sleeved shirts or skin-toned patches while they are on duty.  The Austin Police Department allows tattoos except on an officer’s face and head and additionally requires that offensive tattoos be covered by the officer’s uniform or patches.  Additionally, a federal court ruled that the Fort Worth Police Department could require a heavily tattooed officer to cover his body while on duty.

In Hillsborough County, FL, the policy for the Sheriff’s Office’s states that patrol deputies, detention deputies, and community service officers cannot get new tattoos that would be visible when they wear their uniforms.  Those that already have tattoos must cover them with long-sleeved shirts and pants, even in the summer, if the supervisor deems the tattoos racist, sexist, offensive, obscene or excessive.  Tattoos that promote or support gang activity or that cover more than half of an extremity also must be covered.  Tattoos on the face, neck or head are banned.  Uniformed personnel with acceptable tattoos in visible locations, such as the hand, will be grandfathered in.  Applicants to the department who have tattoos that cannot be easily covered up will not be hired.  The department’s appearance policy also forbids male deputies from wearing earrings or any visible body piercing.  Female deputies can have earrings in only the lower lobes, not the upper cartilage and not on the nose or lip.

The City of Tampa, FL and the Pinellas County Sheriff’s Office have similar policies on visible tattoos.

The City of Petersburg and the Pasco County Sheriff’s Office do NOT have a policy on tattoos.

 

Questions:

  1. Is the refusal to hire an applicant with visible tattoos a type of employment discrimination?
  2. Does a public safety employer have a right to institute personnel policies in regard to standards for appearances?Should law enforcement be different than other occupations?  Explain your answer.
  3. What are some issues that employers should consider when developing standards for appearance?

 

Sources:  Colavecchio-Van Sickler, 2005; Susswein (2006)

Pynes, Joan. (2009). Human resources management for public and nonprofit organizations : a strategic approach. San Francisco, CA :Jossey-Bass

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