Matching
1. Attorney-client privilege a. U.S. v. Martinez
2. Clergy-communicant privilege b. Totten v. United States
3. Dangerous patient exception c. Trammel v. United States
4. Marital communications privilege d. Jaffee v. Redmond
5. Military privilege e. Wolfe v. United States
6. Police-informant privilege f. United States v. Glass
7. Psychotherapist-patient privilege g. Roviaro v. United States
8. Media-source privilege h. United States v. Reynolds
9. Work-product doctrine i. Branzburg v. Hayes
10. Spousal testimonial doctrine j. Hickman v. Taylor
1. *c
2. *b
3. *f
4. *e
5. *h
6. *g
7. *d
8. *i
9. *j
10. *a
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Column 1 Column 2 1. Informal Interview a. This interview should be conducted privately, with ample time, and in one or more separate interviews to allow for complete ventilation by the employee. Unless they are held in an objective, constructive atmosphere, the employee may forever be lost to the agency as a productive, happy officer. Instead, he may become a disgruntled, marginal producer and may try to contaminate others who listen. 2. Employment Interview b. This type of interview is often done in two settings. First, during the investigation. And then after the findings, conclusions, recommendations, and penalty (if any) stemming from the investigation when the matter has been finally resolved. 3. Progress Interview c. It is one of the most productive sources of information that can be done during office visits, inspections, briefing sessions, in the locker room, or even the field. The supervisor mostly listens to what is meant rather than what is said because people often convey messages by subtle implication. 4. Grievance Interview d. This is often called a consultation or chaplain interview. Its function might be likened to that performed by a military chaplain or a police counselor. The supervisor must approach such a meeting with a decision to allow the troubled subordinate to air his problem. 5. Problem-Solving Interview e. This interview can be used effectively to inform the employee of his development, to review his past performance, and to give constructive guidance concerning improvement. 6. Disciplinary Interview f. This interview should be conducted whether the reason being is from voluntary or forced resignation, termination for cause, or retirement. The techniques of using this interview should be included in supervisory training to acquaint those in supervisory positions with the need for improvement in questionable practices that might cause unnecessary and costly employment turnover. 7. Separation Interview g. The primary objective of this interview is the appraisal of an applicant's qualifications, and the fitness or unfitness for the position. It provides an excellent opportunity for observing personal characteristics, behavior and judgment under varying contrived situations and may be used as a tool for obtaining subjective information such as beliefs, opinions, and attitudes.
______ sees capitalism and patriarchy as creating inequality and crime.
a. Radical feminism b. Critical feminist c. Liberal feminism d. Socialist feminism
How is technology being used in the world of corrections?
What will be an ideal response?
The case of Graham v. Connor created the standard of ________ for use of force, stating that it was necessary to consider the totality of circumstances in a given case
Fill in the blank(s) with correct word