In the case where Cheri Crawford, the property manager of Imaginary Apartments terminates Able Joseph for lying about his application raises the question whether an employee should disclose a disability to a potential employer and risk being denied the job opportunity. Further, the case raises the question whether the employer had a right to dismiss the employee after finding out that he suffered from non-epileptic seizures. The facts for the case were; indefinite dismissal for failure to disclose
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14. The Defendant appealed to the Supreme Court of Canada where the issue was whether the lower courts erred in not granting standing to bring a s.8 challenge and in holding that Marakah had no reasonable expectation of privacy in the messages sent to Winchester (8). a. Majority Decision of the Supreme Court 15. The majority of the Supreme Court agreed with the lower courts in deciding that Marakah had a direct interest and a subjective expectation of privacy in the text messages he sent to Winchester
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RE: Why is John L. Long charged with a Misdemeanor instead of a Felony for his Charge of Theft By Deception stealing the $1,500.00 down payment from Japheth Abraham, Jr. for Patio renovation he signed a contract on July 14, 2017 but didn't show up to do the work. Dear Honorable Solicitor General Loggins, I appreciate your telephone call today, Friday April 13, 2018, to explain why my case or the court's case against John L. Long is only a Misdemeanor and not a Felony
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The trial court agreed with the nursing home that the proceedings could not be brought in court because of the arbitration agreement. Hayes appealed this decision, on the grounds that the agreement was unethical. The case went to the court of appeals where they reversed the decision of the trial, holding that the arbitration agreement was unconscionable due to the resident's age and because it required the resident to waive various rights. The case then proceeded to the Ohio Supreme Court where
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Facts: The Salazar v. Diversified Paratransit Inc. case was reviewed by the California court the verdict was unexpected, the employer was not liable for the sexual harassment committed by their client against one of the employees. Diversified Paratransit is a company that transport developmentally disabled children and adults from their homes to various day-care centers. The plaintiff worked as a driver for the Diversified company, she sued her employer after she had been sexually assaulted by a
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BURGER KING CORPORATION v HUNGRY JACK’S PTY LIMITED (S175/2002) Court appealed from: Supreme Court of New South Wales (Court of Appeal) Date of Judgment: 20 November 2001 Date of grant of special leave: 19 April 2002 The appellant was the franchisor of the second largest food chain in the world. The respondent was the largest franchisee in Australia and for many years had been the sole franchisee. The respondent used its own name Hungry Jack’s for its franchised stores rather
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Court 108,908 cases disposed equaling 59% 500 cases appealed equaling .44% 104 cases reversed equaling .09% Court Cases Common Court 24% Municipal Court 59% Domestic Court 17% Distribution of Total Cases Disposed by Court The probability of appeal by judge for each court is as follows: A. Common Pleas Court Judge Fred Cartolano Thomas Crush Patrick Dinkelacker Timothy Hogan Robert Kraft William Mathews William Morrissey Norbert Nadel Arthur Ney Jr. Richard Niehaus Thomas Nurre John O'Connor
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Cir. 1975) Defendant-Appellant, United States Court of Appeals, First Circuit Court, was argued in May 5, 1975 and decided in June 30, 1975. Dube’s appeal lasted a short 30 days, significantly shorter than cases today. The case of United States vs. Roland William Dube, Jr., 520 F.2d 250 (1st Cir. 1975) Defendant-Appellant, United States Court of Appeals, First Circuit Court, was argued in May 5, 1975 and decided in June 30, 1975. Dube’s appeal lasted a short 30 days, significantly shorter time than
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Employee Discipline and Appeals Process 1. Purpose and scope The organization’s aim is to encourage improvement in individual conduct or performance. This procedure sets out the action that will be taken when disciplinary rules are breached. 2. Principles a) The procedure is designed to establish the facts quickly and to deal consistently with disciplinary issues. No disciplinary action will be taken until the matter has been fully investigated. b) At every stage, employees will have the
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I. ASSUMPTION OF RISK A. Current Status The Restatement (Second) of Torts §343 provides that a possessor of land is subject to liability for physician harm caused to his invitees by a condition on the land, if but only if, he: a. knows or by the exercise of reasonable care would discover the condition, and should realize that it involves an unreasonable risk of harm to such invitees, and b. should expect that they will not discover or realize the danger, or will fail to protect themselves
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