The Issue Of Gun Control - 1199 Words

One main issue in the Americas is the problem of gun control and if guns should be allowed. Many Americans will argue that since it is allowed in the Second Amendment there should be no argument that the people should be allowed to own guns. Others will say there should be gun control because many crimes committed are with guns. On the other hand it could be seen as criminals still finding some way of getting guns albeit through smuggling or some other way of obtaining guns which would lead to more issues because Americans wouldn t be able to defend themselves. The issue of gun control has been a very controversial topic and has been going on for many years. Several Supreme Court cases spoke about gun control during the late 1800s and†¦show more content†¦There is a reported 61% of all gun-related deaths in the U.S. are suicides so thus suicides and other crimes are higher with gun availability. Although many people own guns for self-protection, studies have repeatedly shown that a gun in the home increases the risk of firearm-related death or injury to a household member. According to those studies, a gun kept in the home is more likely to be involved in an accidental shooting, criminal assault or suicide attempt than to be used to injure or kill an intruder in self-defense. A proponent of gun control is Sarah Brady, anti-gun lobbyist and wife of James Brady, who was severely injured by a bullet during the Reagan assassination. She helped to establish the Brady law which required law enforcement to conduct background on gun purchasers. The Brady bill has prevented more than 200,000 gun purchases by people who had been in mental institutions, those who are dishonorably discharged from military service or has a history of domestic abuse. Another proponent is Michael Bloomberg, former mayor of New York City and is perhaps the most powerful gun control advocate in the country. Bloomberg has spent millions of dollars to support pro-gun control candidates of both parties. He and his supporters can play a big role in primaries if gun control supporters feel that they can counter-act the NRA s influence. A main argument that is made is that if guns really

Chapter 16. Serial Killers Are Not A New Development. They

Chapter 16 Serial killers are not a new development. They have been among us since the beginning of time. Evidence of this can be seen by reviewing some of the world’s most high-profile crimes; some of which remain unsolved. Serial killers are difficult to detect. They are able to move through society, masquerading as normal, healthy individuals. A serial sexual sadistic killer is a specific type of predator. Their crimes suggest that they are void of any feelings or emotion. However, theories suggest that their sadistic behavior is motivated by torturing their victims. There e three categories in which multiple murders are classified. The act of murdering a number of people in an isolated event is referred to as a mass murder. An example†¦show more content†¦In these cases, murders are a result of either an accident during the course of the rape, an attempt to get rid of evidence or they are committed for the thrill of it. Petherick shares the five situations of these killings Dietz described by using incidents, listing Psychopathic serial sadist, crime spree killers, functionaries of organized criminal operations, custodial prisoners and asphyxiators and supposed psychotics. Petherick moves forward to explain that many other theorists have tried to categorized serial killer’s motives in order to understand their logic. Petherick explains that Fox and Levin identified five motives, ranging from power, revenge, loyalty, profit and terror. In addition to studying their motivation, other researchers have studied methods of operation (MO). Some serial killers will operate within their city while other travel abroad. Their techniques may range from a casual approach to an ambush attack. Whichever tactic serial killer chooses, they tend to maintain the same MO throughout their careers. Despite all of these theories, the most prominent distinction can be made in regards to serial killers who are organized, versus those who are unorganized. The differences between the two are polar. The organized killer is one who appears normal and functions successfully in society. They are intelligent and calculating. Disorganized serial killers are social outcasts who are of low intelligence and commit theirShow MoreRelatedCriminal Profiling And The Law Enforcement2100 Words   |  9 PagesCriminal profiling is the investigative profession that is used to help the law enforcement and the government agencies to pursue unknown perpetrators. It objectively seeks to identify the major personality and the behavioral characteristics of the serial offenders based on a thorough analysis of the crimes committed. It includes the combination of the analysis of the physical and the behavioral evidence. 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Does Religious Discrimination Really Exist in Today’s America Free Essays

string(144) " to the employee about her religion causing a stressful work environment for her could have caused the courts to rule in favor of the employee\." GB541-Unit 6 Research Paper Does Religious Discrimination Really Exist in Today’s America? Kaplan University Profession Steven Cates Introduction There is so much controversy when discussing different religious beliefs. Everyone has a different belief system, and who is to say which is right or wrong. Accepting these differences and avoiding judgment against those with different beliefs is the end result we are looking to achieve as Americans. We will write a custom essay sample on Does Religious Discrimination Really Exist in Today’s America? or any similar topic only for you Order Now Unfortunately there are a lot of opinions on what religious beliefs are acceptable and what religious beliefs are unacceptable. The ultimate goal is for everyone to accept that their religious beliefs are not right for everybody. Discrimination is a bias or prejudice resulting in denial of opportunity, or unfair treatment regarding selection, promotion, or transfer. Religious discrimination involves treating a person (an individual or employee) negatively because of that person’s spiritual views. The Civil Rights Act of 1866 regulates the actions of all individuals or entities when entering into a contract to employ someone else. Title VI of this act prohibits discrimination based on race, color, religion, gender, or national origin. Does Religious Discrimination Really Exist in Today’s America? Yes, religious discrimination still does exist today in America. The United States of America has always been proud of the fact that we are a free country. Free to practice whatever religious beliefs or not practice any religious beliefs that we want. This freedom has not only allowed citizens to openly practice their beliefs, it allows them to do so without judgment from others. One example we can look at is a major tragedy in America such as the terrorist attack of 9/11. After this horrific tragedy, there was an adverse reaction to Muslims. Americans who were of the same ancestry were treated differently because of the aftershock of that day’s events. In this case, the primary reason for the unfair treatment was mainly due to fear and lack of knowledge about the culture and Muslim religion. There are people who have religious beliefs, and there are those who do not believe in religion. Approximately 78% of Americans are affiliated with Christianity as their religion. Christianity is the most popular of all religions listed in the article, â€Å"Religious Diversity and Discrimination in the United States†. About 16% of Americans are uncertain as to what if any religious affiliation they belong to. Religion is very controversial to begin with in different countries, let alone bringing them all together in the same state, city, or neighborhood†¦ Personal opinions can lead to some form of religious discrimination. The number of religious discrimination charges filed with the EEOC has more than doubled from 1992 to 2007. Between the years of 1997 and 2000, religious based charges filed with the EEOC represents only about three percent of all filings. Between the years of 2001 and 2005 that percentage of charges filed increased to four percent, and increased to five percent between the years of 2006 to 2009. Although it is important for the employer to accommodate their employee’s religious beliefs, a company cannot subject other employee’s to unsafe conditions. If the amount of clothing worn in a manufacturing environment could get caught in machinery, it would be detrimental to the company to allow their employee to wear clothing that is unsafe. It is the employer’s responsibility to provide a safe work environment for all employees, which should be their first priority then they can accommodate their employee’s religious beliefs. Ultimately a company is not required to accommodate religious beliefs if it will cause undue hardship on the business. An example of an employee dress code that would cause undue hardship on the employer would be the case of McCarter v. Harris County; a female employee was hired and informed of the dress code of navy blue pants and button down shirt. After the female employee converted to the Pentecostal church, she approached her employer about her inability to wear men’s clothing due to her new faith and her supervisor agreed to accommodate her request to wear a tapered skirt instead. The supervisor then assigned tasks like climbing a ladder to other employees who were dressed more suitably for the task. As time went on the supervisor retired and a new supervisor was not as accommodating to the female employee’s religious beliefs, so the female employee was instructed to return to the required dress code, and that they would no longer reassign tasks due to her attire. The female employee did not return to the pant dress code and later tripped and fell from the ladder. The supervisor gave the female a written notice that she was to return to the pant dress code, or she could contact Human Resources to see about a transfer to a different position that did not require the pant dress code. The female employee did not return to work due to her inability to accommodate the dress code requirements that conflicted with her faith and her lack of experience for other positions offered at the time of the incident; the female was terminated for refusing to come back to work. In this case the employer produced sufficient proof that they did make reasonable accommodations to support the employee’s religious requirements, but the employee’s attire was causing undue hardship on the company. The court found in favor of the employer, stating that the employer made every attempt to accommodate the employee, but their dress code would in fact cause undue hardship on the company and other employees who had to pick up the responsibilities that the female could not accomplish due to her apparel. Had the employer acted differently in this scenario, the employee could have won the lawsuit. For instance if the employer had not given the employee an opportunity to apply for different positions within the company, or not made attempts to accommodate the employees religious beliefs and made rude comments to the employee about her religion causing a stressful work environment for her could have caused the courts to rule in favor of the employee. You read "Does Religious Discrimination Really Exist in Today’s America?" in category "Essay examples" In this scenario, the employer made attempts to accommodate the employee’s beliefs, but her attire not only put a heavier workload on her co-workers, it also caused her to have an accident within the workplace. This is considered an undue hardship on the employer by accommodating their employee’s religious beliefs. Abercrombie Fitch has had a few experiences with discrimination claims. One woman claimed that she was discriminated against because she could not wear her hijab, and Abercrombie stated it was against their look policy because the woman would not be wearing clothing consistent with their brands. Abercrombie and Fitch was sued in 2004 by the EEOC for allegedly violating Title VII of the Civil Rights Act of 1964, because their hiring and recruiting practices excluded minorities and women by assuming a restrictive marketing image, and other policies that limited minority and female employment. An employer like Abercrombie and Fitch are required to accommodate religious practices unless it causes undue hardship on the employer. In the article â€Å"Religious Diversity and Discrimination in the United States†, they list 20 different categories of religious affiliations within a survey. There were 4,151 religious discrimination complaints filed in 2011. If an individual experiences religious discrimination in the workplace, they are advised to file a formal complaint to the EEOC, they will then be advised to consult an attorney to determine the legal steps to take for compensation from their aggressor. If the courts find the company guilty of religious discrimination they will require corrective action to be taken to ensure that this does not happen again and the company will be ordered to pay restitution to the employee’s involved in the lawsuit. The website www. franczek. com discussed a couple cases pertaining to religious discrimination against police officers. Should an officer be required to cut his hair if it is against his religion? In this particular case the question is not if the officer should cut his hair or not, but was the officer treated unfair by his employer? In this case, the police department is in the wrong for making derogatory comments about the officer, and they forced the officer to participate in a psychiatric evaluation. In the second case, the officer felt that the department’s personal grooming policy was against his religious beliefs and the department granted him temporary permission to follow his religious beliefs of keeping a trimmed beard and to wear a yarmulke when inside. The officer did agree to shave his beard, but continued to wear his yarmulke indoors. The officer filed a motion against the department and was partially found in his favor since the city grants approval to medical reasons for facial hair. If the department will accept facial hair for medical reasons, they must also make the same accommodations for religious reasons. An employee cannot be fired just for requesting that their employer accommodate their religious beliefs. In North Carolina a female front desk clerk was fired for asking if the hotel would switch her schedule to accommodate her observance of Sabbath. The front desk clerk’s religion was Seventh Day Adventist, and her schedule conflicted with her ability to observe Sabbath, which was observed from sundown on Friday to sundown on Saturday. The EEOC found that the hotel was in violation of Title VII. In this instance the employee could have been granted an alternative schedule to accommodate her religious beliefs unless the accommodations cause undue hardship on the hotel. The courts did not find that any undue hardships would have been qualified the hotels actions; therefore the hotel would be required to settle with the employee for wrongful termination under the grounds of religious discrimination. If an employee is terminated due to their eligious beliefs they can file a formal complaint with the EEOC, and seek legal counsel to discuss the steps necessary to gain compensation for the damages caused by this discrimination. If the employer did not make attempts to accommodate the individual’s religious beliefs in the workplace they are guilty of religious discrimination. If the individual is subjected to a hostile work environment due to slander towards their religion, jokes about religious beliefs, or rude com ments about an individual because of their faith; the company is guilty of religious discrimination. An employer cannot claim what is and is not a valid faith. There is no stipulation on when an employee adopts their religious beliefs, they could have worked for a company for fifteen years and convert from Christianity to Buddhism, and there is nothing that their employer can do about it. The employer also cannot determine what legitimate religious practices are acceptable and what practices are unacceptable. An employer has to prove that they have made attempts to accommodate religious beliefs in the workplace but the accommodations caused undue hardships to the company in order for the employer to take actions towards an employee who is claiming religious discrimination. These undue hardships would have to prove that the employer had made attempts to accommodate the employee, but the company was suffering and could not maintain the steps taken to support their employee’s faith. Sometime these undue hardships could be safety hazards, which could put the employee or other employee’s in danger of injury. Unsafe working conditions would be grounds for the employer to claim undue hardship, and then the company would not need to accommodate the employee’s faith practices. There are a few courses of action that can be taken to limit religious discrimination. One of the weaker courses of action is exercising tolerance of other people’s religious beliefs and allowing them to express their beliefs without forcing the beliefs of any individual’s religious faith. This course of action is not always acceptable in many situations. Another course of action is to remind Americans that we accept all people, no matter what religion they practice. We need to express a no tolerance policy for discrimination for everyone. Habitual offenders of religious discrimination will require more stringent penalties than most. This course of action would have to be handled in court and possibly with fines and action plans mandated by the court system. These courses of action are necessary to create a boundary that is set to define right and wrong ways to handle religious beliefs and discrimination. Avoiding religious discrimination going forward will be complicated for all parties. The best way to avoid religious discrimination is to educate. Educating citizens about the importance of religious freedoms and differences in cultures is necessary to avoid discrimination going forward. I firmly believe that educating people is the best way to handle eliminating religious discrimination. People tend to resist what they do not understand, which tends to stimulate discrimination. This is why I feel that education of what we do not understand is important, so that we can rise above discrimination. Conclusion Religious discrimination is still very much a problem in the United States. America is known for freedom of religion, and many other freedoms. With these freedoms, there tends to be controversy within the different religious groups. The ability to accept each religious affiliation is next to impossible, but with education it will become less frequent than it has been. Educating Americans of the importance of religion in different cultures and why they came to the United States. There will be tragic events such as the 9/11 attacks, the Oklahoma City Bombing, Hurricane Katrina, Tsunami’s, and more; these events will bring out religious beliefs for those who are affected directly with these tragedies. We can choose to accept the differences or we can pass judgment; I choose to accept the differences. References: Bennett-Alexander, D Hartman, L (2009) Employment Law for Business sixth edition Fuller, Jon George (2012) Religious Diversity and Discrimination in the United States, retrieved September 2012, www. equaljusticeandlaw. wordpress. com Ginn, Janel (2007) Do Religious Groups in America Experience Discrimination? , New Religion and Spirituality Books for Youth, Pp 68 Booklist Marcum, T. Perry, S. 2010) Dressed for Success: Can a Claim if Religious Discrimination be Successful, Labor Law Journal Pp 184 Unknown Author, (2012) Discrimination, retrieved September 18, 2012, www. businessdictionary. com Unknown Author, (2012) Religious Discrimination, retrieved September 17, 2012 www. eeoc. gov Unknown Author, (2012) Religious Discrimination at work, retrieved September 25, 2012, www. employment. findlaw. com Unknown Author, (2008) Two Federal District Courts Decide Religious Discri mination Cases Involving Police Officers, retrieved September 25, 2012, www. franczek. com How to cite Does Religious Discrimination Really Exist in Today’s America?, Essay examples

Film Review Glory Essay Example For Students

Film Review: Glory Essay On December 14, 1989, the movie Civil War based movie, Glory, was released to across-the-board rave reviews. Starring Andre Braugher as Private Thomas Searles and Denzel Washington as Private Silas Trip, the film gave audiences the chance to witness the close relationship between these two very different men. Starting out as men from different classes and beliefs who disliked one another, they supported each other and ended up developing a brotherly bond through the hard trials of war. Together they put away their differences and together used their passion to fight bravely side by side in the war. Thomas and Trip were character foils in Glory. Thomas had grown up educated, a free man as was my father ?. While Trip wasnt as fortunate, having run away at 12 to try escape from the harsh and cruel life as a slave. I aint never looked back ?. Trip constantly mocked Thomas for being different compared to the normal uneducated black man. The only logical reason Trip would keep making snide, rude comments towards Thomas, was because he was jealous. Trip was surprised that Thomas talked as good as a white folk ?. Any man born into slavery would have dreamed to have the life that Thomas had, however some men could react negatively towards people like Thomas. These men would be enraged that they couldnt live the life that Thomas lived, even questioning why they were born into slavery. Trip was under this category, trying to make Thomas feel miserable so he could release some of his own misery. He knew that Thomas had grown up being friends with Robert Shaw; yet he still forced his crude words on how Robert will always see as Thomas an ugly ass chimp  ¦ in a blue suit ?; This was the first scene that Thomas fights back. Their relationship takes a drastic turn on the battle field; Trip is about to be killed when Thomas bravely jumps in to saves him. There were no words said between them at that moment however you could see the look in their eyes changed. Thomas had immediately gained Trips respect. Then the night before they go off for their big battle the troop bonds by sharing their prayers even the regiment pressures trip into sharing his feelings. This is where he comes out and says yalls the onliest family I got ? and Thomas nods his head. Nodding ones head is a common gesture of agreement. Thomas had accepted Trip as a brother and even forgiven him for all the awful things he had put him through. Going into their last battle, Thomas is standing in position and stumbles backwards. This is where you can see the biggest development between these two happen. Trip puts his hand on Thomas shoulder as a sign of support. This is a big contrast from the beginning. During the beginning of training Thomas was hit by sergeant major Mulcahy, Trip could not help to joke nigga forgot to duck ?. This line mocks poor Thomas who has already been shamed by the sergeant. Thomas and Trip are also one of the biggest examples of how actions speak louder than words. They fought a lot but in the end of the movie they died being friends that respected each other. They did not have to speak to show these words. It was evident through their actions and the moral support the characters gave each other. Their relationship shows that there are even prejudice between people of the same race. Its ironic how Trip and Thomas are both fighting for freedom and equality. They both yearn for a world where there isnt segregation or a superior race. Yet they treat each other so disrespectfully because of how different they are. But they took the time to get to know each other; understand each other and through this they realized they are both just people, they learnt that anyone can become friends no matter what race or class they are.