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Graham v. Connor, 490 U.S. 386 (1989), was a United States Supreme Court case in which the Court determined that an objective reasonableness standard should apply to a civilian's claim that law enforcement officials used excessive force in the course of making an arrest, investigatory stop, or other "seizure" of his or her person.
O'Connor v. Ortega, 480 U.S. 709 (1987), is a United States Supreme Court decision on the Fourth Amendment rights of government employees with regard to administrative searches in the workplace, during investigations by supervisors for violations of employee policy rather than by law enforcement for criminal offenses.
Ashcroft v. Iqbal, 556 U.S. 662 (2009), was a United States Supreme Court case which held that plaintiffs must present a "plausible" cause of action. Alongside Bell Atlantic Corp. v. Twombly (and together known as Twiqbal), Iqbal raised the threshold which plaintiffs needed to meet.
Since the federal government began calculating the economic impact of the RFA in 1998, the law is estimated to have saved small entities (and the US economy as a whole) more than $200 billion [1] without undermining the broad purposes of the regulations it affects. More than 40 US states, as well as a number of other nations, have adopted ...
The immediate effects of the ruling on the Brady Bill were negligible. The vast majority of local and state law enforcement officials supported the interim provisions and were happy to comply with the background checks. [citation needed] The issue ended with the completion of the federal background check database. However, Printz v.
In a unanimous decision, the court also held that Douglas failed to fit within the class of persons to whom a special duty was owed and affirmed the trial court's dismissal of her complaint. The case was reheard by an en banc panel of the District of Columbia Court of Appeals, and the defendant (District of Columbia) prevailed.
United Steelworkers of America v. Weber, 443 U.S. 193 (1979), was a case regarding affirmative action in which the United States Supreme Court held that Title VII of the Civil Rights Act of 1964, [1] which prohibits racial discrimination by private employers, does not condemn all private, voluntary, race-conscious affirmative action plans. [2]
Ricci v. DeStefano, 557 U.S. 557 (2009), is a United States labor law case of the United States Supreme Court on unlawful discrimination through disparate impact under the Civil Rights Act of 1964.