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Aggravated assault, for example, is usually differentiated from simple assault by the offender's intent (e.g., to murder or to rape), the extent of injury to the victim, or the use of a deadly weapon. An aggravating circumstance is a kind of attendant circumstance and the opposite of an extenuating or mitigating circumstance, which decreases guilt.
Employment discrimination against persons with criminal records in the United States has been illegal since enactment of the Civil Rights Act of 1964. [citation needed] Employers retain the right to lawfully consider an applicant's or employee's criminal conviction(s) for employment purposes e.g., hiring, retention, promotion, benefits, and delegated duties.
Harsher penalties, under a separate guideline, apply to aggravated assault (i.e. a felonious assault that involved (A) a dangerous weapon with intent to cause bodily injury (i.e., not merely to frighten) with that weapon; (B) serious bodily injury; or (C) an intent to commit another felony.) [4] [5] A threat of force will satisfy the statute. [6]
Prior to the hearing, the employee must be given a Loudermill letter–i.e. specific written notice of the charges and an explanation of the employer's evidence so that the employee can provide a meaningful response and an opportunity to correct factual mistakes in the investigation and to address the type of discipline being considered.
During the controversy over full enforcement of immigration laws in the United States in June 2018, the activist Web site WikiLeaks published the identities of over 9,000 alleged current and former employees of U.S. Immigration and Customs Enforcement gleaned from the LinkedIn Web site, with their places of employment and contact information. [76]
Just over 100 law enforcement officials endorsed Vice President Harris on Friday, ahead of former President Trump’s address to the Fraternal Order of Police (FOP). In a letter signed by 101 law ...
Letters to the Editor: Ban private school vouchers. Trump's mug shot says so much.
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