Answer:
The Miller Test is the primary legal test for determining whether expression constitutes obscenity. It is named after the U.S. Supreme Court’s decision in Miller v. California (1973). The Miller test faced its greatest challenge with online obscenity cases. In Ashcroft v. ACLU (2002), a case challenging the constitutionality of the Child Online Protection Act, several justices questioned the constitutionality of applying the local community standards of Miller to speech on the Internet. In this photo, Associate Legal Director of the ACLU Ann Beeson gestures during a news conference outside the Supreme Court on Tuesday, March 2, 2004 in Washington. The ACLU claimed COPA violated the First Amendment guarantee of free speech. They challenged the law on behalf of online bookstores, artists and others, including operators of Web sites that offer explicit how-to sex advice or health information. The Supreme Court agreed with the lower court’s ruling that COPA did not pass the strict scrutiny test used to judge obscenity cases. (AP Photo/Evan Vucci, used with permission from the Associated Press)
Explanation:
d
I think the answer is C. Hope this helps!
Answer:
false
Explanation:
Accidents and illnesses are part of the injuries mostly covered in the employee compensation claims as result of the exposure of the individual to the work related activities, materials or equipment. The injured employee, in most cases, are required to quickly file for the claims within a stipulated number of days as stated in their employment acts.
However, when the employee gets injured within the premises while he or she engages in other unsafe acts or from another fellow employee, such are not usually covered in the compensation benefits claims.
Answer:
No, Hooters is not required to hire Jason for a server position
Explanation:
Employment discrimination law, particularly the Civil Rights Act of 1964, prohibit discrimination based on certain characteristics or protected categories such as age, sex, religion, disability, pregnancy, national origin, etc. Federal and state laws prohibit discrimination in a number of areas, including recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action.
Employment discrimination or harassment in the private sector is not unconstitutional because Federal and most State Constitutions do not expressly give their respective government the power to enact civil rights laws that apply to the private sector.
