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Since January 1997, the UK has imposed sanctions on employers found to be employing irregular workers. Coercing employers into conducting immigration status checks makes it increasingly difficult for irregular migrants to secure employment opportunities, thus restricting their ability to sustain a tolerable life in the UK. The deputisation of employers, as well as other private entities, such as landlords, has become a pivotal element of what is commonly known as the ‘hostile environment’, an attempt to make UK life unbearable for irregular migrants. This chapter uses the social science critique of ethnocentrism to explore different forms of bias and discrimination embedded in the deputisation of employers. Dehumanisation and exclusion are the two manifestations of ethnocentrism focussed on: examples of these recurring issues are drawn from the justifications for implementation, and effects of the employer sanctions regime.

The purpose of this paper is to provide investment advisers, broker dealers, individual investors and other securities firms with a current and detailed summary of the reporting regime under Sections 13 and 16 of the Securities Exchange Act of 1934 (the “Exchange Act”) and guidance on how to comply with the disclosure requirements of the U.S. Securities and Exchange Commission (the “SEC”) on Schedule 13D, Schedule 13G, Form 13F, Form 13H and Forms 3, 4 and 5.

The approach of this paper discusses the transactions or beneficial ownership interests in securities that trigger a reporting requirement under Section 13 and/or Section 16 of the Exchange Act, identifies the person or persons that have the obligation to file reports with the SEC, details the information required to be disclosed in the publicly available reports, and explains certain trading restrictions imposed on reporting persons as well as the potential adverse consequences of filing late or failing to make the requisite disclosures to the SEC.

The SEC continues to provide updated guidance on the disclosure requirements under Sections 13 and 16 of the Exchange Act, which individual investors and securities firms – largely insiders – must take into account when filing any new or amended reports on Schedule 13D, Schedule 13G, Form 13F, Form 13H and Forms 3, 4 and 5.

This article provides expert analysis and guidance from experienced securities lawyers.

At present there is little comparative information available regarding campus and municipal police agencies and their personnel. Therefore, the purpose of the present study is to examine the similarities and differences between municipal and campus police agencies with respect to various human resource characteristics and policies. The following research question guided the analysis: how do municipal and campus police agencies compare regarding the following human resource characteristics and policies: the proportion of sworn personnel, gender and race of sworn officers, salaries and benefits, educational requirements, levels of training required, drug testing policies and the extent of collective bargaining/unionization. The database is nationwide in scope. The findings of this study support the general notion that city and campus police departments are similar at least with respect to the human resource characteristics identified. Many campus departments have advanced well beyond the watchman era of campus policing. In a number of human resource areas such as use of civilians, education and training requirements, the campus police have progressed very well based on the comparisons made.

The purpose of this paper is to provide an empirical examination of the characteristics of Indian reservation police agencies at the start of the twenty‐first century.

The paper uses national data on tribal police agencies from the 2000 Census of State and Local Law Enforcement Agencies and from the 2002 Census of Tribal Justice Agencies (both conducted by the Bureau of Justice Statistics).

The analysis presented documents both common and distinctive trends in Indian Country policing, and compares tribal police agencies on reservations with non‐Indian police organizations generally.

The paper provides an empirical reference point for assessing future changes and developments in this mostly undocumented form of US policing.

The purpose of this paper is to present an alternate view regarding enforcement of currency control laws to the real estate market.

Historical research and comparison of similar although not parallel systems.

Based on historical data, present approaches are not working.

Suggests new approach by incentivizing those to the potential crime.

The paper will be of value to law‐enforcement policy makers.

This is targeted at the “soft dollar” industry. It explores to difficult “dos” and “don'ts” of compliance policies and procedures. It is a practical “Q&A” discussion of the many gray areas of legal compliance.