Privacy and the Growing Plight of the Homeless: Reconsidering the Values Underlying the Fourth Amendment

This Comment will discuss the issue that the Supreme Court of Connecticut declined to decide in Mooney: the Fourth Amendment\u27s inadequate protection of homeless individuals\u27 privacy in their living spaces or homes. Part II will trace the evolution of Fourth Amendment doctrine from its beginnings in 1886 with Boyd v. United States, when privacy was intimately intertwined with private property, through the Warren Court\u27s 1967 decisions in Katz v. United States and Warden, Maryland Penitentiary v. Hayden, which declared that the principal object of the Fourth Amendment is the protection of privacy rather than property, and [we] have increasingly discarded fictional and procedural barriers rested on property concepts. Part III will explore how the subsequent Burger and Rehnquist Courts have dismantled the Warren Court\u27s privacy analysis, quickly returning us to the pre-Katz era and once again placing the emphasis of the Fourth Amendment on property. Specifically, this section will address how the present Court has returned us to property concepts through their skewed application of Harlan\u27s two-prong reasonable expectation test, and will then focus on the present Court\u27s narrow interpretation of the word house in the text of the Constitution. Finally, Part IV will discuss a Fourth Amendment test that is based on privacy instead of property. Additionally, this section will discuss Hegel\u27s personality theory of property and its present uses and manifestations in American law

Shining the Bright Light on Police Interrogation in America

Book review of "Police Interrogation and American Justice" by Richard A. Le

Succession Planning for Woodland Owners (2009)

"The United States is blessed with a diverse portfolio of natural resources. Not least among them is our vast timberland. Every region of the country has its own unique forest type, suited for its individual geographic and climatic conditions. These ecosystems produce native timber varieties that endow this country and its citizens with a wide variety of benefits. Unfortunately, these benefits are often taken for granted."--First page.By David Watson, CLU, ChFC, RHU, REBC (Financial Advisor and Missouri Tree Farmer), and Larry Godsey (Economist, University of Missouri Center for Agroforestry

Managing your timber sale tax (2005)

An important part of managing your timber is managing your timber sale tax. The question is not whether the sale of your standing timber is taxable, but rather will the Internal Revenue Service (IRS) view the sale as ordinary income, or will you be able to report the income as a long-term capital gain? There are several good reasons to make sure that the sale of your timber qualifies as a capital gain. First, the income from your sale will be taxed at a lower rate. Second, there is no limit on using your capital losses to offset your capital gains. However, capital losses can only be used to offset $3,000 of ordinary income per year. Lastly, if you treat growing your timber as a business, then the capital gain from selling the timber is exempt from the 15.3 percent self-employment tax.New 10/05/5M

Growing and Marketing Elderberries in Missouri (2012)

The American elderberry (Sambucus canadensis, also known as Sambucus nigra subsp. canadensis) is native to much of eastern and midwestern North America. The plant is a medium to large multiple-stemmed shrub, bush or small tree. Elderberry is commonly found growing in a range of habitats throughout Missouri, but it prefers moist, well-drained, sunny sites and is often found along roadside ditches and streams.By Patrick L. Byers, Andrew L. Thomas, Mihaela M. Cernusca, Larry D. Godsey and Michael A. Gold (University of Missouri)Includes bibliographical reference

Let Safety be Your Guide: A Risk Management Perspective on Challenge Course Programming and Instructor Training

The introduction of challenge courses to the public and private education sectors ushered in a new focus on construction and safety standards. The Association for Challenge Course Technologies (ACCT) currently pro.vides a series of standards related to challenge course construction techniques and appropriate materials and is paving the way for national standardization of challenge course practices and instructor training programs. While challenge course safety has improved significantly in the past forty years, there are still antagonists who have claimed these programs lack safety and quality control , (p.65), resulting in a number of potential and actual accidents (Leemon & Erickson, 2000)

The Effects of an Organizational Shift to Pay Transparency on Employees’ Justified Under-Met Pay Standing Expectations and Turnover Intentions

Pay transparency is becoming more commonplace within U.S. organizations, due to the enactment of state pay transparency laws attempting to reduce the gender wage gap and broader calls for greater transparency in organizations. While transparency may be ideal, its effects on employee attitudes and behaviors are unclear. This study explored a potential unintended outcome of pay transparency, employee turnover, by examining how fairness perceptions mediate the justified under-met pay standing expectations and employees’ turnover intentions relationship, while investigating gender and justice sensitivity as moderators. A sample of 426 participants experienced an organizational shift from pay secrecy to pay transparency and then were randomly assigned to one of three conditions: a scenario with unjustified under-met pay standing expectations, a scenario with justified under-met pay standing expectations, or a scenario with justified under-met pay standing expectations on a male-dominant team. Results indicate that providing an organizational rationale justifying pay differences increases perceptions of fairness, which subsequently mediates the relationship between justified under-met pay standing expectations and reduced turnover intentions. However, neither justice sensitivity nor gender moderated this indirect effect. Gender also did not moderate the justified under-met pay standing expectations–perceptions of fairness relationship, even when participants were members of a male-dominant team. Qualitative analysis of participants’ evaluations of the pay standing factors provided insights into how employees form perceptions of whether their pay standing is justified. The implications of this research extend beyond theoretical contributions, offering organizations practical strategies for implementing pay transparency while minimizing the unintended negative consequence of employee turnover