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Giles v. California, 554 U.S. 353 (2008), was a case decided by the Supreme Court of the United States that held that for testimonial statements to be admissible under the forfeiture exception to hearsay, the defendant must have intended to make the witness unavailable for trial.
Under the Federal Rules of Evidence, Rule 804(b)(3) provides: "A statement that: (A) a reasonable person in the declarant's position would have made only if the person believed it to be true because, when made, it was so contrary to the declarant's proprietary or pecuniary interest or had so great a tendency to invalidate the declarant's claim against someone else or to expose the declarant to ...
"Hearsay is a statement, other than one made by the declarant while testifying at the trial or hearing, offered in evidence to prove the truth of the matter asserted." [1] Per Federal Rule of Evidence 801(d)(2)(a), a statement made by a defendant is admissible as evidence only if it is inculpatory; exculpatory statements made to an investigator are hearsay and therefore may not be admitted as ...
Crawford v. Washington, 541 U.S. 36 (2004), is a landmark United States Supreme Court decision that reformulated the standard for determining when the admission of hearsay statements in criminal cases is permitted under the Confrontation Clause of the Sixth Amendment.
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A former California prison guard who pleaded no contest to solicitation of murder after hiring a hit man to kill his lover’s husband was sentenced Wednesday in Fresno County to six years in prison.
The defendant has a right to insist on witnesses who are capable to give testimony that is relevant, material, and favorable to the defense. This decision required the courts to acknowledge the right of the accused to present a defense. [5] The Clause was next examined by the Ninth Circuit in United States v. Mendez-Rodriguez (9th Cir. 1971). [6]
[75] The organizers also demanded that Activision Blizzard end forced arbitration, implement new hiring and promotion guidelines across the company to address discrimination against women, publish all salary and promotion data across all demographic classes, and have the current diversity, equity, and inclusion task force hire a third-party ...