Peter Inge Case Summary

When a person takes steps toward the commission of a crime and has a specific intent to commit the crime, but for unforeseen reasons is unable to complete the crime the person has committed the crime of Attempt (Jirard, 2009). In the case of the State of Indiana versus Donald J. Haines, emergency personnel including two police officers [Dennis and Hayworth] along with emergency medical technicians [Garvey and Robinson] responded to Mr. Haines’s apartment for a report of a possible suicide that just occurred. When officers Dennis and Hayworth arrived at Haines’s apartment they discovered him lying face down in a pool of blood. Officer Dennis noticed that both of Haines’s wrists were cut and were bleeding. When Haines heard the paramedics he stood up, and began screaming at Dennis that he has AIDS and that he should be left to die. Dennis advised Haines that he was there to help him, and Haines told Dennis that he wanted to fuck him so that he could give him AIDS. Haines than told Dennis that he was going to utilize his wounds to spray blood on him, and began to jerk back and forth causing his infected blood to get into Dennis’ mouth and eyes. Haines told Dennis that he could not deal with having AIDS, but that he was going to make him deal with it.

“A boy was accused of stealing a backpack. The courts took the next three years of his life.” Stated Jennifer Gonnerman in her article Before the Law.

Penny Ann Beernsten, a thirty-six year old small business co-owner and physical fitness instructor, went through a traumatic experience on the afternoon of July 29, 1985. She jogged at a stretch of Lake Michigan shoreline in Wisconsin. She was planning on meeting with her father at the beach at 4:00 PM and she started the jog at 3:50 PM, but was grabbed and taken to the woods where she was raped and deprived her of oxygen by suffocation until she passed out. When she woke up, she walked out of the woods, where couples comforted her until she found her husband and finally the police. (Possley).

It is often recommended for (HCO)’s to have a corporate compliance plan to be more efficient, reduce errors, and not have small errors turn into large errors. As (OIG) it’s a necessary and fundamental need to incorporate a corporate compliance plan to have for staff and management to stay organized and lessen the chance of fraud, waste, and abuse in the company. Stated by, (Cleverly, Song, & Cleverly, 2011), it is effective only if it includes management support, effective communication, continuous monitoring, and individual accountability. All these aspects are a continual monitoring requirement as long the corporate compliance is in place for the duration.

Company X is committed to providing education for each employee to report unethical behavior and resolve conflicts without fear of retaliation. One such example would be the need to report employee theft. Employee theft is not only unethical but could also be criminal in nature. Regardless of employee status (entry level or upper management), each employee should feel it their responsibility to report any unethical behavior they observe. Employee theft can range from theft of money, time, office supplies or merchandise to providing proprietary information to unauthorized entities. These activities can result in a negative public image of Company X and should be reported as quickly as possible. Prior to reporting such offenses, each employee should ensure the accuracy of the evidence they will be reporting. There are various methods to report such abuses including but not limited to an anonymous toll free hot line number, verbal or electronic reporting to the local Human Resources office and the open door policy which encourages employees to approach members of management without the fear of

The underlying issues in both cases are racial discrimination. For Cheryl Boulden in the affirmative action case the issue is being “an African American woman among the good ol’ boys in Indiana.” She was recruited because of race and her permanent handicap was seen as an asset for a diversity program lacking any. Yet these qualities made her a target of racism. Susan Finn’s ethnic discrimination presents a dilemma of how to deal with a contract physician’s abusive behavior “toward Hispanics and female staff as well as patients” (Reeves, 2006, p. 79). While the issues of racial and gender discrimination is not unusual, the failure of these agencies to address multiple complaints is.

Two-way communication facilitates effective staff member compliance. Employees must feel that supervisors and managers will receive concerns with neutrality. To support this environment, compliance personnel implement formal procedures for voicing concerns. The procedure allows employees to anonymously report issues if desired. While larger enterprises may provide a toll-free hotline for this purpose, smaller firms might implement an open door policy.

Edwin J. Delattre describes in “Some Reflections on Success and failure in Competitive Athletics” that competitive athletics require a touchstone relationship of competitors’ i.e. that competitors have a moral and logical obligation to not engage in cheating. Competitive sports leagues and organizations have taken several measures to achieve competitive balance or fairness in regards to the spirit of competition. Competitive leagues have implemented the draft process to ensure that teams with the worst records are able to acquire top draft pick players to help improve losing teams, and salary caps to prevent a select few teams from acquiring all of the talented players and depriving the rest of the league from being able

Broncos club can in any case charge Tilson for their misfortunes and harms as Tilson consented to not utilize with any expert hockey club specifically or in a roundabout way and coming up short of this he additionally consented to pay for the misfortunes brought about by the club for the departure of a talented hockey proficient, his preparation and communicate rights.

If Saks’ did not have a complaint procedure, the supervisors would be able to regulate their departments, but very few could keep the supervisors in check. The complaint procedures allows every employee to regulate each other, resulting in conformity by all to the policy.

Jackson and Raftos (1997) referred to whistle blowing as an avenue of last resort. Employees find themselves in these situations when the authorities at their organisations have failed to take actions on reported issues affecting that organisation. Wimot (2000) likened whistleblowing to a spectrum. At one end of this spectrum whistleblowing would only cause minimal pain and scars on the stakeholders and organisation while on the other end is the worst scenario where the whistleblowing effects are turbulent and often experienced to be negative to all those involved (ibid).

Fraudulent, erroneous, and illegal acts committed by a public company, usually at a managerial or executive level, have been a very serious problem for many years and have prompted development of strict and updated regulations, such as the Sarbanes-Oxley Act, in an attempt to prevent these occurrences. Unfortunately, these new or updated regulations are not enough to prevent these acts from happening, thus not alleviating the auditors of their responsibility to detect fraud. Some methods that management and auditors can employ to prevent and detect fraud, errors, and illegal acts are: improving knowledge, improving skills,

Employee must make the disclosure to their employer or someone acting on behalf of the employer such as the home manager. It could also be a legal adviser or groverment minister. The disclosure is in the first instance to raise his/her concers. Making sure you make a written report to keep in the files.

(1)Keep going along with Eddie and fooling those investors. (2) Refuse to cooperate anymore and consider resigning from CFO’s position. (3) Successfully persuading Eddie to stop committing fraud and to restate prior year statements. (4)Eddie refuses to stop the series of fraud, so Sam fully discloses the information to public.

According to Managing Director, the organization handles the whistleblowing very seriously. He explained: “We are extremely cautious of the responsibilities that lie when we are faced with a whistleblowing situation”. There is an adequate investigation of the case and confidentiality is well respected. (Managing Director; IT Auditor) Managing Director added: “Both at Codan and RSA, we are firm that professionally protects the whistleblower.” (Managing