International Criminal Justice

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A​‌‍‍‍‌‍‍‌‍‌‌‍‍‍‌‍‌‌‌‍​. What are the implications of the procedural laws when mitigating domestic and international criminal activity? How do the requirements related to the steps in processing a case impact the United States’ ability to combat criminal activity? B. What rights and responsibilities do citizens have according to these laws? C. Explain how procedural law applies to people who are not legal U.S. citizens and how these laws are enforced. D. According to the United States’ justice system, what are the rights of people who are not legal citizens? II. Violation For the following, review the elements of the case regarding the violation of the crime. A. Determine the criminal’s citizenship status and how this impacted the United States’ ability to adhere to procedural due process. 1. Was the criminal a U.S. citizen? 2. Did the criminal have dual citizenship? B. How does this information affect the United States’ ability to apprehend and charge the criminal? C. Determine how the criminal’s location impacted the United States’ ability to adhere to procedural due process. 1. At the time of the crime(s) committed, where did the criminal reside? 2. How did this interfere with the investigation and apprehension of this criminal? D. Explain which laws were violated domestically and internationally and the consequences associated with the violations. 1. What crimes was the criminal charged with in the United States? 2. What were the associated consequences of violating these laws?​‌‍‍‍‌‍‍‌‍‌‌‍‍‍‌‍‌‌‌‍​International Agencies and Law For the following, review the elements of the case regarding the agencies that were involved in the investigation. A. Analyze the laws regarding the case-specific violations in the country where the person of interest was or is currently residing. How did these laws aid in the investigation or apprehension of the criminal? B. Analyze the political factors that played a role in facilitating or mitigating the crime. Did the law enforcement agencies involved enforce the regulations or legislation that the United States has regarding these crimes? C. Determine the ability level of the law enforcement agency to effectively mitigate these types of crimes. What evidence do you have to support your claims? D. Which international law enforcement organizations assisted in this investigation? How did the organization aid in the investigation and what were the limitations to their support? E. Illustrate the extent of reciprocity between related law enforcement agencies. 1. Was U.S. law facilitated in all agencies related to this case? 2. Does the United States reciprocate their laws? 3. Was there a cooperative relationship between the United States and international law enforcement agencies, and is this cooperation still ongoing? F. Explain how the United States cooperates with these organizations. What does the United States do to aid in apprehending and enforcing justice for foreign organizations? G. Why is it necessary to coordinate and cooperate with ​‌‍‍‍‌‍‍‌‍‌‌‍‍‍‌‍‌‌‌‍​these agencies?

Sample Solution

International Criminal Justice

Procedural law comprises of rules by which a court hears and determines what happens in civil, lawsuit, criminal or administrative proceedings. These procedural laws apply to people who are not legal U.S. citizens and these laws are enforced giving the non-citizen a right to the same procedural rights as a U.S. citizen. This includes a right to counsel, right to a jury trial, and the 5th amendment protection right against self-incrimination. The implications of the procedural laws when mitigating domestic and international activity includes both domestic and international laws which are based on a lot of the same traditions, including common law, civil law, adversarial systems, and inquisitorial systems. Defendants are read their rights when arrested and before questioning, are given an opportunity to contact their countries consulate for counsel, as well as given a fair trial, which is a combination of the Adversarial Anglo-American system, and the Inquisitorial European Civil Law tradition.

Finally, the HRM is responsible in managing implementation of change. Change may be in terms of process, organizational structure, systems and culture among others. Changes are the inevitable twists that affect the normal and known paths through which an organization operates. Some of the aforementioned twists arise internally from the organization’s need to achieve new status. Others are externally experienced due to the shifts in the business environment. The issues aforementioned under the discussion are achieved through the functions of the HRM office.

Functions of HRM

Generally, HRM management can be subdivided into three interlinked phases. The practice functions include recruiting qualified human resources, managing the employees in the working environment as well as preparing and enforcing exit of the employees from the organization. The process of recruiting employees arises from the organization’s need to properly position itself in the economy. Ideally, recruitment should follow an order closest to; vacancy advertisement, selection of potential candidates, interviewing and contracting the successful candidate(s). Once in the organization, new employees are inducted and trained. It is during work performance that issues such as motivation, compensation development, disciplinary actions, performance appraisals, career planning / development, counseling, talent management, safety management and staff communication are conducted (Gold & Bratton, 2001).

The employees continuously offer their service to the organization under the existing HRM measures until they exit. Exit may result from retrenchment, obsolescence, retiring, resignation or termination of employment. The HRM at this phase has a responsibility to counsel and prepare the exiting employee for the challenges and opportunities awaiting the employee in the future. The office should ethically hand over all the legal documents and benefits to the exiting employee for positive development of the organization’s goodwill/reputation in the corporate world. If need be, the HRM should have a succession plan for implementation at this phase. Motivation as a HRM activity can completely change the perception of employees while in the work environment. Different people in the w

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