Just War Theory was created centuries ago to create moral guidelines for nation-states and leaders to determine when the use of war is justified in pursuit of a nation’s interests. Recently, the U.S. pursued a preemptive war in Iraq based on the alleged Iraqi acquisition of Weapons of Mass Destruction. For this paper you will examine the traditional justifications for war with modern justifications for war, and address the following:

· Analyze how Just War theory has been applied to U.S. military campaigns from 1945-1994.

· Discuss ;

any wars conducted by the U.S. during the Cold War period that were not justified by Just War theory, the justifications for the U.S. invasion of Iraq in 2003.

how the justifications for the U.S. invasion of Iraq hold up under Just War theory. Be sure to explain whether or not these justifications violate any of the tenets of Just War theory.

· Compare traditional justifications for war with modern justifications for war. Be sure to address what has changed and what remains the same when examining the U.S.’s moral justification for war.

The paper must be two to three pages in length (excluding the title and reference pages) and formatted according to APA style. You must use at least one scholarly source other than the textbook to support your claims and sub claims. Cite your sources in text and on the reference page. For information regarding APA samples and tutorials,

The purpose of this assignment is to determine the types of safety or  security measures that must be considered for large events. And to  evaluate the benefits and drawbacks of hiring independent security  management contractors for the event.

For this assignment, use a the super bowl as event in Tampa Bay 2021.  Evaluate the facility. And the event for potential safety. And security  issues and explore possible situations that could occur during the  event.

In 500-750 words, suggest two “what if” scenarios that  would impact the safety. Or security of participants or spectators and  address the following:

1. What are the consequences of each “what if” situation and who is affected?
2. Describe how each of the suggested “what if” challenges could be overcome.
3. From a legal perspective, describe the pros. And cons of hiring an independent contractor to manage security at the event.

You are required to reference at least two academic resources for this assignment.

1. In its recent decision in Nat’l Fedn. of Indep. Bus. v. Sebelius, 567 U.S. ___, 2012 U.S. LEXIS 4876 (June 28, 2012), the Supreme Court upheld the constitutionality of the Patient Protection and Affordable Care Act a/k/a “ObamaCare”. In its decision, the Court, at various points, cites to its 1937 decision in NLRB v. Jones & Laughlin Steel Corp., 301 U.S. 1, as useful precedent. Please explain what Jones & Laughlin Steel has to do with the ObamaCare decision.

2. Answer the PROBLEMS FOR DISCUSSION (#1 only) on page 281 of Labor Law.

3.

4. Answer the PROBLEM FOR DISCUSSION on pages 715 of Labor Law.

CO4: Apply legal concepts to business scenarios

CO9: Evaluate employment laws affecting business.

CO10: Define the ethical environment that is applicable to the business world.

Title I of the Americans With Disabilities Act, 42 U.S.C. §§ 12112(a). Requires employers to provide reasonable accommodation to otherwise qualified persons with a disability to enable them to work.   The federal government has a similar requirement under Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. § 794.  What is a “reasonable” accommodation? This is a determination to be made on the facts by the employer on a case-by-case basis.  Ultimately, the decision  an employer makes may be reviewed by the Equal Employment Opportunity Commission (EEOC)  (or an equivalent state agency) or a court if challenged by an applicant or employee.

PROMPT:  CASE STUDY

Adele, a fully qualified specialized registered nurse,  is deaf. She relies upon an American Sign Language (ASL) interpreter to communicate with hearing individuals in the workplace.  Adele applied for a job with Marigold Mercy Receiving and Trauma Center (“MMRTC”), a large medical center that, with all its hubs and subsidiaries, grossed $1.3 billion annually. Adele received a job offer, conditioned upon a health screening and clearance by MMRTC’s occupational health department. She is in fact cleared, but she notified MMRTC that she needed an ASL interpreter as an accommodation for her hearing impairment.  The annual salary, including benefits, for her position was approximately $75,000.

Upon investigation, MMRTC calculated that the annual cost to MMRTC for the ASL interpreter accommodation would be $120,000; there was the need for a full time interpreter for Adele, plus several situations where two ASL interpreters would be required.  In considering Adele’s request for accommodation, the department’s hiring supervisor wrote in an email that the department’s annual  HR budget allocation of $3 million could not  absorb the “excessive cost of the additional personnel” of ASL qualified interpreters “for this one nurse.”  MMRTC determined the additional salary and personnel would be an “undue hardship,” making the accommodation unreasonable.  Therefore, MMRTC did not hire Adele.   Did MMRTC violate ADA?

DISCUSS: Was MMRTC within its rights to refuse the accommodation and thus not hire Adele?  In considering this case, you should review:  1) what is considered a “reasonable” accommodation under ADA; (2) sample accommodations listed by ADA (42 U.S.C. § 12111(9) (2018)) and the EEOC (www.eeoc.gov); and (3)  the definition and standard for “undue hardship”  (42 U.S.C. § 12111(10)(a) (2018)).  Please support your thoughts and conclusion with reasoned analysis.