United States Reports: Cases Adjudged in the Supreme Court, Volume 452U.S. Government Printing Office, 1983 |
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Page xxiii
... Standard Oil Co .; Monroe v . 549 State . See name of State . State Attorney for Hillsborough County ; Lundy v .. 965 State Attorney , Fourth Judicial Circuit of Fla . v . Roberts . 914 State Bar of Arizona ; Prenzler v ...... 911 State ...
... Standard Oil Co .; Monroe v . 549 State . See name of State . State Attorney for Hillsborough County ; Lundy v .. 965 State Attorney , Fourth Judicial Circuit of Fla . v . Roberts . 914 State Bar of Arizona ; Prenzler v ...... 911 State ...
Page 29
... standards for termination are not complicated . In fact , the respondent reports , the North Carolina Departments of ... standard , nor did she have counsel at the hearing in which William was taken from her custody . Both the respondent ...
... standards for termination are not complicated . In fact , the respondent reports , the North Carolina Departments of ... standard , nor did she have counsel at the hearing in which William was taken from her custody . Both the respondent ...
Page 34
... Standard Juvenile Court Act § 19 ( 1959 ) . Most significantly , 33 States and the District of Columbia provide statutorily for the appointment of counsel in termination cases . The Court's opinion today in no way implies that the standards ...
... Standard Juvenile Court Act § 19 ( 1959 ) . Most significantly , 33 States and the District of Columbia provide statutorily for the appointment of counsel in termination cases . The Court's opinion today in no way implies that the standards ...
Page 44
... standard against which the defendant parent is judged . As demonstrated here , that standard commonly adds another dimension to the complexity of the termination proceeding . Rather than focusing on the facts of isolated acts or omis ...
... standard against which the defendant parent is judged . As demonstrated here , that standard commonly adds another dimension to the complexity of the termination proceeding . Rather than focusing on the facts of isolated acts or omis ...
Page 45
... standard is imprecise and open to the subjective values of the judge.13 A parent seek- ing to prevail against the State must be prepared to adduce evidence about his or her personal abilities and lack of fault , as well as proof of ...
... standard is imprecise and open to the subjective values of the judge.13 A parent seek- ing to prevail against the State must be prepared to adduce evidence about his or her personal abilities and lack of fault , as well as proof of ...
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affirmed amici curiae appellees applied ARC CENTERED argued the cause Attorney authority bargaining Bennett Amendment BLACKMUN Board BRENNAN brief C. A. 5th Cir Certiorari denied claims Clause commerce Commerce Clause concurring Cong Congress constitutional Corp counsel County Court of Appeals creditor criminal curiae decision Decree discrimination dissenting 452 U.S. District Court double celling due process employees employment Equal Pay Act feet filed Fourteenth Amendment Fourth Amendment Georgia H. R. Rep industry inmates ISKCON issue judgment jurisdiction JUSTICE Labor legislative history limited ment Mount Ephraim National NLRB operations Opinion OSHA petitioner prime farmland prison protection provides reasonable regulation REHNQUIST remanded Reported res judicata respondents Rule Secretary Section security interest Senate Sess SOCF standard Stat State's statute statutory STRAIGHT LINE Supp supra Surface Mining TILA tion Title VII trial Twenty-first Amendment U. S. App union United violation wages
Popular passages
Page 675 - Representatives designated or selected for the purposes of collective bargaining by the majority of the employees in a unit appropriate for such purposes, shall be the exclusive representatives of all the employees in such unit for the purposes of collective bargaining in respect to rates of pay, wages, hours of employment, or other conditions of employment...
Page 622 - labor organization" means any organization of any kind, or any agency or employee representation committee or plan, in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.
Page 510 - ... if the benefits to whomsoever they may accrue are in excess of the estimated costs, and if the lives and social security of people are otherwise adversely affected.
Page 626 - ... (2) to cause or attempt to cause an employer to discriminate against an employee in violation of subsection (a) (3) or to discriminate against an employee with respect to whom membership in such organization has been denied or terminated on some ground other than his failure to tender the periodic dues and the initiation fees uniformly required as a condition of acquiring or retaining membership...
Page 675 - For the purposes of this section, to bargain collectively is the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment...
Page 696 - It is quite plain that the Fourth Amendment governs "seizures" of the person which do not eventuate in a trip to the station house and prosecution for crime — "arrests" in traditional terminology. It must be recognized that whenever a police officer accosts an individual and restrains his freedom to walk away, he has "seized
Page 178 - It shall be an unlawful employment practice for an employer (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin...
Page 276 - This power, like all others vested in congress, is complete in itself, may be exercised to its utmost extent, and acknowledges no limitations other than are prescribed in the constitution.
Page 199 - Notwithstanding any other provision of this title, it shall not be an unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system, or a system which measures earnings by quantity or quality of production or to employees who work In different locations, provided that such differences are not the result of an intention to discriminate because of race, color, religion,...
Page 222 - It is a familiar rule, that a thing may be within the letter of the statute and yet not within the statute, because not within its spirit, nor within the intention of its makers.