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  2. Forcing a safeguard - Wikipedia

    en.wikipedia.org/wiki/Forcing_a_safeguard

    Forcing a safeguard is a war crime of violating a safeguard, which is an order to protect a property, locations or persons obtained from the enemy or neutral parties, or a guard or guard detachment to enforce this protection. In the United States, forcing a safeguard is punishable by death per Uniform Code of Military Justice (UCMJ). [1]

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  4. Stewart and Stewart - Wikipedia

    en.wikipedia.org/wiki/Stewart_and_Stewart

    Representing the petitioners, the firm won the only successful case filed under the China-specific safeguard mechanism to result in relief to the domestic industry. [11] In 2009 the firm filed a petition for relief from imports of passenger car and light truck tires from China, which were causing job losses and closures in the domestic industry ...

  5. Young Americans for Freedom - Wikipedia

    en.wikipedia.org/wiki/Young_Americans_for_Freedom

    In 2007, the YAF chapter at Michigan State University organized protests against legislation enacting anti-discrimination protection for transgender individuals. [ 27 ] [ 28 ] Ten years later, Grant Strobl, YAF's national chairman, said the Michigan State chapter was not chartered and had associated itself with YAF without authorization.

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  7. Uninsured motorist clause - Wikipedia

    en.wikipedia.org/wiki/Uninsured_motorist_clause

    A person who has been injured by a stolen vehicle may qualify for an uninsured claim. A few states require physical contact for uninsured claims. If contact is required, it can be any kind of contact, such as that between two cars, but can also consist of a vehicle contacting the leg of a motorcyclist or a motorcycle tire.

  8. Ledbetter v. Goodyear Tire & Rubber Co. - Wikipedia

    en.wikipedia.org/wiki/Ledbetter_v._Goodyear_Tire...

    Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), is an employment discrimination decision of the Supreme Court of the United States. [1] The result was that employers could not be sued under Title VII of the Civil Rights Act of 1964 over race or gender pay discrimination if the claims were based on decisions made by the employer 180 days or more before the claim.

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