National MPs, pro-life groups, say abortion law too ill-defined

first_imgRadio NZ News 29 July 2020Family First Comment: Justice Minister Andrew Little said there was “no such thing as full-term abortion, people who say that are idiots.”… Family First founder, Bob McCoskrie said Little was wrong and needed to check the law itself. “Andrew Little has admitted that late term abortions up to birth could happen under the new law and make no mistake, the law has been drafted in such a way that it can legally be obtained up to birth. That is the legal outcome of the law change. He can argue all he wants, he can call us all the names he wants to but we will go on the facts… The terms physical health, mental health and wellbeing are not defined. So given that one of the intents of the law was to make abortion more accessible, it is difficult to imagine many instances in which an abortion can now be refused.”Here’s the full facts: www.LoveThemBoth.nzPro-life groups and some National MPs believe the new abortion law is so ill-defined it allows women to end pregnancies right up to birth.The emotive subject is back in the spotlight after National MP Harete Hipango published a Facebook post accusing the prime minister of supporting abortion up to full-term.The abortion reform legislation, which takes it out of the Crimes Act, was passed by a conscience vote in Parliament in March.National list party MP Agnes Loheni who was on the select committee for the abortion legislation said the criteria to have an abortion after 20 weeks is ill-defined.“What is written in our our legislation definitely supports that you could have an abortion post 20 weeks up to birth. If you look at the words yourself – there are no hoops to jump through because it is so broad and ill-defined. In my view the unborn child now is the equivalent of having an appendix removed,” she said.But, Justice Minister Andrew Little said there was “no such thing as full-term abortion, people who say that are idiots.”The law requires one health practitioner to consult with another and agree an abortion is the right decision for a women who is more than 20 weeks pregnant and must consider: legal, professional, and ethical standards; the pregnant person’s physical health, mental health and overall well-being; and the gestational age of the foetus.Data from Statistics New Zealand showed abortions beyond 20 weeks are rare.In 2019, there were 12,948 abortions and 70 of them were over 20 weeks.Little said abortions after 20 weeks were unlikely to happen, but if they were it would be because the mother’s health or life was at risk. If you are not more than 20 weeks pregnant, a qualified health practitioner may provide abortion services.Loheni said despite only a small number of woman likely to need an abortion after 20 weeks, the law still allowed it to happen within the criteria.Family First founder, Bob McCoskrie said Little was wrong and needed to check the law itself.“Andrew Little has admitted that late term abortions up to birth could happen under the new law and make no mistake, the law has been drafted in such a way that it can legally be obtained up to birth. That is the legal outcome of the law change. He can argue all he wants, he can call us all the names he wants to but we will go on the facts,” he said.McCoskrie believed the terms around abortions over 20 weeks were unclear.“The terms physical health, mental health and wellbeing are not defined. So given that one of the intents of the law was to make abortion more accessible, it is difficult to imagine many instances in which an abortion can now be refused.”READ MORE: https://www.rnz.co.nz/news/political/422239/national-mps-pro-life-groups-say-abortion-law-too-ill-definedLISTEN TO AUDIOhttps://podcast.radionz.co.nz/mnr/mnr-20200729-0723-national_party_throws_abortion_back_into_spotlight-128.mp3https://www.rnz.co.nz/national/programmes/morningreport/audio/2018756997/national-party-throws-abortion-back-into-spotlightlast_img read more

Tina Marie Shields

first_imgTina Marie Shields, 48 of Holton passed away at her home on Wednesday February 24, 2016. Tina was born April 10, 1967 in Cincinnati the daughter of Robert and Judith Mead. She was married to Gilbert Shields who survives. She is also survived by sons Shane Mead of Dayton, and Rollan Mead of Harrison, daughters Amy McNutt of Milan, Joneatha Boggs of Campsville, Ky; stepdaughter Janet Shields of Miamitown, Ohio, brother Scott Mead of Colorado, 12 Grandchildren. She loved rock and roll and watching football.A memorial service for Tina will be held at 4PM Thursday March 3, at the Milan Christian Church, 631 E. Carr St, Milan with Pastor Matt Miller officiating. Memorials may be given to the funeral home to help defray expenses. Laws-Carr-Moore Funeral Home, Milan handling arrangements, PO Box 243, Milan, In. 47031, (812)654-2141. You may go to www.lawscarrmoore.com to leave an online condolence message.last_img read more

John Terry Joins Aston Villa

first_imgAston Villa has signed former Chelsea and England captain John Terry.The 36-year-old defender, whose contract at Stamford Bridge expired on 30 June, has signed a one-year deal with the Championship club.Terry said he turned down offers to carry on playing in the Premier League for more money because he did not want to play against Chelsea.He won 78 caps for England, played 717 games for the Blues and won his fifth Premier League title in May.Villa finished 13th in the Championship last season but Steve Bruce’s side are among the favourites to win automatic promotion to the top flight in 2017-18.Birmingham City manager Harry Redknapp said in June that his club had made an offer to Terry, who announced in April that he would be leaving Chelsea.Terry has played for only two other English clubs – Chelsea and Nottingham Forest, with whom he had a short loan spell in 2000. Terry, who made his debut as a late substitute in a League Cup tie against Villa in 1998, said he had lots of offers to play abroad as well as remain in the top flight.But he said: “The mental side of playing against Chelsea was too much to get over for me. I was there for 22 years at the football club. I am very proud of that but this is a new chapter in my life and career.“My thoughts are 100 per cent here and the ambition is to get us back to the Premier League. It’s a huge club. Villa Park is one of the finest stadiums in the country and there’s a good group of players here.“I can’t wait to get started now and look to help the squad achieve something special this season. It’s a club that deserves to be in the Premier League and I still want to continue playing.“I am hungry to still play with a team and manager that has the same ambition as me to get promoted.”Share this:FacebookRedditTwitterPrintPinterestEmailWhatsAppSkypeLinkedInTumblrPocketTelegramlast_img read more

Public defender opens probe into deputies arrest contest

first_imgThe competition coming under investigation was outlined in an internal Los Angeles County Sheriff’s Department e-mail and called “Operation Any Booking.” The object was to see who could arrest the most people in a 24-hour period. Contests were also held to see who could impound the most cars and who could question the most gang members. According to a Los Angeles Times review of records, Operation Any Booking did not result in an increase in arrests on the day of the contest, but records showed a spike in vehicle seizures. Sheriff Lee Baca said Wednesday the competitions were a well-meaning but poorly conceived idea that promoted “the wrong values.” “I don’t think it will occur again,” Baca said. By The Associated Press The Los Angeles County Public Defender’s Office has opened an investigation into arrests made by sheriff’s deputies as part of an organized competition to see who could book the most suspects in a day. Public Defender Michael P. Judge said Thursday his office will examine all arrests made on Aug. 15, the day of one of the contests that leaders said were meant to boost morale and motivate deputies. “Our contention is that the activities of the deputies may not have been prompted by what they saw but rather by the pressure of producing greater arrest numbers for the competition,” Judge said. A spokesman for the department said Thursday that the sheriff was not concerned about the public defender’s investigation. “These are good, solid arrests,” Steve Whitmore said. “The sheriff has never been shy about having anybody review anything.”160Want local news?Sign up for the Localist and stay informed Something went wrong. Please try again.subscribeCongratulations! You’re all set!last_img read more

The Hidden Employee Costs Of FCPA Scrutiny And Enforcement

first_img Free 90 Minute 2017 FCPA Year In Review Video A summary of every corporate enforcement action; notable statistics and issues to consider; compliance take-away points; and enforcement agency and related developments. Click below to view the engaging video tutorial. As highlighted in the article “FCPA Ripples,” settlement amounts in an actual Foreign Corrupt Practices Act enforcement action are often only a relatively minor component of the overall financial consequences that can result from FCPA scrutiny or enforcement. Other ripples include, most prominently, pre-enforcement action professional fees and expenses, post-enforcement action professional fees and expenses as well as a host of other negative business consequences.As long as there has been FCPA enforcement, it has been known that culpable employees have been terminated or disciplined in connection with FCPA investigations and enforcement actions.Yet, as highlighted in this post, in certain recent FCPA enforcement actions (but not all – the SQM and Las Vegas Sands enforcement actions were silent on this topic) the DOJ has quantified the number of employees terminated or disciplined. According to DOJ resolution documents, in six recent enforcement actions approximately 160 employees have been terminated or disciplined. (This figure is in addition to numerous third parties terminated by companies resolving FCPA enforcement actions).These employee figures represent yet another “ripple” of FCPA scrutiny and enforcement. The aggregate costs of this ripple are surely meaningful when one considers certain inevitable wrongful termination or separation costs, lost productivity, and the time and expense of recruiting and hiring replacements.The November 2016 DOJ NPA used in connection with the JPMorgan enforcement action appears to be the first instance of the DOJ providing specific number on this topic.As highlighted in this prior post, the NPA stated in pertinent part:“the Company and JPMC engaged in extensive remedial measures, including: (1) causing five employees who participated in the misconduct described in the Statement of Facts to separate from the Company—one employee resigned after being placed on leave, one employee received a notice of separation while on leave, and three employees resigned or retired after receiving a notice of separation; (2) causing one employee who failed to identify issues with referral hiring and failed to take appropriate steps to mitigate risks to separate from the Company; (3) disciplining an additional twenty-three employees who failed to detect the misconduct, failed to supervise effectively those who were engaged in the misconduct, failed to take appropriate steps to mitigate corruption and compliance risks, and/or who were lower-level employees engaged in the misconduct at the direction of supervisors; (4) imposing more than $18.3 million in financial sanctions on former or current employees in connection with the remediation efforts.”Thereafter, as highlighted in this December 2016 post, the Odebrecht plea agreement stated in pertinent part:“the company engaged in extensive remedial measures, including: (i) terminating the employment of 51 individuals who participated in the misconduct; (ii) disciplining an additional 26 individuals who were engaged in the misconduct, including suspensions of up to a year and a half, significant financial penalties, and demotion to non-managerial, non-supervisory, non-decision making roles, for each of the 26 individuals.”Similarly, as highlighted in this December 2016 post, the Teva plea agreement stated in pertinent part:“the Company and the Defendant engaged in remediation measures, including: (1) causing at least 15 employees who were involved in the misconduct described in the Statement of the Facts to be removed from the Company, because their employment was terminated, they resigned after being asked to leave, or they voluntarily left once the Company’s internal investigation began.”Likewise, as highlighted in this December 2016 post, the General Cable NPA stated in pertinent part:“the Company has enhanced and has committed to the Fraud Section to continue to enhance its compliance program and internal controls, including ensuring that its compliance program satisfies the minimum elements set forth in Attachment B to [the NPA], the Company has engaged in extensive remedial measures, specifically by: (1) terminating the employment or accelerating the previously-planned departures and resignations of 13 employees who participated in the misconduct, (2) causing the resignation of 2 employees and accelerating the previously-planned departure of an additional employee who failed to supervise effectively others who were engaged in the misconduct described in the Statement of Facts, (3) causing the resignation of an additional employee who failed to take appropriate steps in response to identifying the misconduct; (4) terminating the business relationships with 47 third-party agents and distributors who participated in the misconduct described in the Statement of Facts;”This trend continued into 2017 as this prior post highlighted how the Zimmer DPA stated in pertinent part:“the Company has engaged in remedial measures, including: (1) terminating or causing the resignation of five employees who participated in the misconduct described in the Statement of Facts; (2) terminating one employee who failed to identify issues with the use of a prohibited distributor in Brazil and failed to take appropriate steps to mitigate risks; (3) disciplining two employees who failed to detect the misconduct, failed to supervise effectively those who were engaged in the misconduct, and failed to take appropriate steps to mitigate corruption and compliance risks, including by placing an official letter of reprimand in their employment files, reducing their bonuses, and requiring them to take additional anticorruption training;”Finally, as highlighted in this post, in the DOJ’s most recent corporate FCPA enforcement against Rolls-Royce the DPA stated in pertinent part:“the Company engaged in significant remedial measures, including: (i) terminating 6 employees and accepting resignations from 11 other employees who were the subject of internal disciplinary investigations, where all 17 employees were implicated in the corrupt schemes described [in the DPA] or in other conduct that the Company disclosed to the [DOJ] prior to signing the [DPA]; (ii) terminating the Company’s business relationships with all third-party intermediaries involved in the corrupt schemes …” Viewlast_img read more