Chief Davis Vs Mangan Case Study

To: Junior Associate From: Supervising Attorney Re: DC v. Blake Mr. Jonathan Blake, a new client of the firm, recently requested our legal services in a criminal matter. Mr. Blake was recently arrested for possession of a controlled substance by the Metropolitan Police Department. According to Mr. Blake, the facts are as follows: Jessie Smith and his wife are the co-owners of a residence at 3630 16th St. NW, Washington DC, 20015.

In R v. Frieson, Judge Ouellette referred to 5 cases and 2 statutes outlined in the Canadian Charter of Rights and Freedoms, 2 statutes from the Constitution Act, and 12 statues from the Criminal Code. The issue with this particular case laid in the fact that Frieson believed the imposition of a three-year mandatory minimum sentence for this offence constituted as cruel and unusual punishment; the defendant was not aware of Mr. Froese’s depression when he sold him both firearms. Despite only having a license to sell non-prohibited firearm ammunition at the time, Friesen cooperated with investigators and was honest about continuing to sell firearms from his store despite not having a license, even after Mr. Froese’s death. Judge Oulette was

In the aftermath of the bombing of Pearl Harbor in December 1941, President Franklin D. Roosevelt issued Executive Order 9066 on February 19, 1942. The order was a “protection against espionage and against sabotage to national defense material, national defense premises, and national defense utilities.” The order also allowed for military commanders to define military areas at their discretion. Congress also passed a law in conjunction with the order to penalize anyone who violated the imposed restrictions.

During the 2014 evaluation cycle Det. Thomas developed a strained relationship with some patrol officers, as he included irrelevant material in reports, in a manner to shine light on other officer’s deficiencies. He was instructed not to utilize narratives in that manner but document in memo form and advise. I was also provided information from the prosecutor’s office that they did not like Thomas’s approach with them in reference to warrants, or prosecution of cases, and the feeling as though he was trying to tell them how to do their job. It was then requested that all requests come from me in the communication process as they did not feel as though they would receive cooperation from Thomas.

State Patrol During the last few weeks, I have been with the Missouri State Patrol and have seen some of the pros and cons of the agency. There are always cons with the job that people do not like the pay or some of the work that is required for them to do. From what has been seen the abuse of power or believing they are above the law and can do what they want.

The Effective Military Leader Warrant Officer Romero, Philip T. SPC: Captain Dearth, 1st Platoon The book “Black Hearts One Platoons Descent into Madness in Iraq’s Triangle of Death” by Jim Frederick is a true story about multiple leadership failures and six United States Soldiers from 1st Platoon, Bravo Company, 1st Battalion, 502nd Infantry Regiment, 101st Airborne Division who were convicted for their involvement in horrible crimes while deployed to Iraq. The horrific acts including rape as well as murder committed by the soldiers of 1st platoon were a direct result of poor military leadership. Bad leadership will corrupt any military unit.

A. O’Connor v. Donaldson 1975: In this precedent, the supreme court decided that the presence of mental illness alone is not enough to warrant involuntary confinement. If the patient is no longer found dangerous to him/herself or others, there is no justification to continue confinement. Commitment needs to be justified on the basis of mental disease and dangerousness. This precedent is applicable to the case of Mr. Y, because the statement above states dangerousness and mental illness as a basis for justifying continual commitment for Mr. Y. If the preponderance of evidence shows that Mr. Y is dangerous due to his mental disease, then deciding to civilly commit him would meet the requirement of this precedent case.

With the aid of overdoing his socialization along with his patrol Sgt. Gresham had misplaced the voice of command on his friends and no one among the friends took him seriously. The important drawback Sgt. Gresham is facing is the predicament to alter his supervisory methods and alter from being the “cop of law enforcement officials” to “the hated cop” however as a reword he would be able to revive his command popularity or, to disregard the complaints and continue his approach of supervising.

“I was now a platoon sergeant, a cadet master sergeant, and the youngest s minor noncommissioned officer in the entire corps” (Moore 115). Wes decides to join the army as a paratrooper. He later gets promoted to regimental commander, which is the highest position in the group of seven hundred. Wes completely turns his life around by making good

From the lesson of training, I also realized the weight that officers hold when it comes to building trust, motivating, and pushing their soldiers. They are going to expect the utmost level of skill as well as professionalism that you must provide as an officer. In return, it is your right to expect the same level of excellence from your soldiers, being there to push them above the standard and holding them to being experts and professionals. This is a trait that no matter how skilled you or your soldiers may be, there will always be room for constant improvement and

For a certain period of time, we without a Training Officers, only an assistant to the Trainer. He was fairly young when he joined the Fire Department and took over assistant trainer a few years after with minimum experience. It is realistic to say that it was not well received by our senior staff. Young staff well educated through the Fire School Academy, motivated to do more for the Department. He did not get the result he was expecting.

Returning to the 4th Armored Brigade Combat Team (ABCT) to assume command as the brigade commander brings me much joy to be reunited with great Non-Commission Officers and Officers that I have previously served with. Unfortunately, this brigade is no longer the brigade I remember when I commanded a battalion within the 4th ABCT not so long ago. In the last 30 days, I have had the opportunity to observe the ABCT and review a multitude of historical documents to assess the state of the brigade. During my observation, I believe the critical leadership problem in the 4th ABCT’s is the lack of vision for the brigade. Therefore, this critical problem has led to other challenging issues within the brigade.

When a squad leader listens and shows interest in soldiers’ performance, they are likely to appreciate and put effort in their work. Accountability saves time and finances. When soldiers in an organization are answerable and responsible for their actions, utilization of time and funds is adequately spent in among others, identifying solutions towards a challenge as opposed to trying to determine the problem. In this situation, accountability means that every soldier conducts their roles competently, and if a problem occurs, they raise it up instead of keeping quiet and letting it eventually create a bigger consequence. In conclusion, the building of accountability in an organization is crucial.

This is evidenced when Murphy writes,”Mayor Clarkson, meanwhile, faced mounting problems. The mayor showed up to city hall every day to learn what new crisis had developed, meet visitors, and considered options. But there was little he could do. Every day more and more city officials failed to show up at work”(Murphy 37). Being almost by himself with the amount of problems, and the amount of responsibilities he had, it would've been hard to keep on going and trying to make things better in Philadelphia.

He/she has the responsibility of the daily processions of hi/her base; His fitness and his/her troop’s fitness level; a command climate where practices of integrity can be adhered to even when he/she is not present. He is responsible for the training of his/her company and to the organization for creating a culture based around the practices and policies in the ethos of the