This document analyzes differences in antagonism levels between public safety employees (police and fire) and general employees in Texas cities that have and have not adopted Chapter 143 of the Local Government Code. The author conducted a survey of public safety and general employees in 6 Texas cities to examine how factors like city policies, employee type, gender, and ethnicity affect antagonism levels. The document includes a literature review on civil service systems, methodology used in the study, data collected from the survey, and conclusions drawn from analyzing the data.
Ren-Form is an integrated print and digital communication company that provides clients with a complete range of print, technology, marketing and communication solutions and services. They began as a computer forms supplier in 1989 but have since expanded their capabilities. Ren-Form believes in using print to effectively communicate targeted messages and believes digital cannot replace the physical and enduring impact of print. They strive to attract and retain talented professionals to serve clients in a professional and ethical manner. Ren-Form is committed to continuous innovation and improvement to provide high quality solutions and exceptional customer service.
The document describes the daily activities that Jackson engages in as part of the LSU program, including literacy lessons, cooking on Fridays, brain gym exercises, walking around the oval with a classmate, using iPads with educational apps, doing a morning routine with theraputty, and going swimming on Mondays. It also mentions that next term the LSU will start a garden club and that Jackson has settled into the routine of the LSU.
This document outlines the objectives and agenda for a team kickoff meeting. The meeting aims to realign legacies and ambitions, discuss what each function hopes to accomplish before June 2015 and their focus and ambitions for 2015-2016, and identify what needs to be bridged between current and future teams to help achieve shared ambitions. The meeting also includes discussing the future direction of the entity and sharing a collective dream or vision.
The document outlines McDif Enterprises' plan to implement a learning management system (LMS) called Canvas. It describes the key functionalities of the LMS including pages for announcements, calendar, collaborations, grades, and more. It then details the management plan, including infrastructure requirements and processes for account maintenance, user support, course setup, and ongoing training. Finally, it proposes a launch plan with steps for developing courses, uploading content, testing, and training users on the new LMS.
Zenith Potential is a consulting firm established in 2005 dedicated to developing learning and coaching initiatives for individuals, teams, and organizations. Their purpose is to enable full potential realization. They design customized solutions to build capabilities and achieve maximum performance, results, and satisfaction. Their services include leadership development programs, interpersonal skills workshops, customer service and sales training, business facilitation, and individual/group coaching. Their team of consultants and coaches have expertise in these areas and collaborate with a professional network to meet client needs.
Ren-Form is an integrated print and digital communication company that provides clients with a complete range of print, technology, marketing and communication solutions and services. They began as a computer forms supplier in 1989 but have since expanded their capabilities. Ren-Form believes in using print to effectively communicate targeted messages and believes digital cannot replace the physical and enduring impact of print. They strive to attract and retain talented professionals to serve clients in a professional and ethical manner. Ren-Form is committed to continuous innovation and improvement to provide high quality solutions and exceptional customer service.
The document describes the daily activities that Jackson engages in as part of the LSU program, including literacy lessons, cooking on Fridays, brain gym exercises, walking around the oval with a classmate, using iPads with educational apps, doing a morning routine with theraputty, and going swimming on Mondays. It also mentions that next term the LSU will start a garden club and that Jackson has settled into the routine of the LSU.
This document outlines the objectives and agenda for a team kickoff meeting. The meeting aims to realign legacies and ambitions, discuss what each function hopes to accomplish before June 2015 and their focus and ambitions for 2015-2016, and identify what needs to be bridged between current and future teams to help achieve shared ambitions. The meeting also includes discussing the future direction of the entity and sharing a collective dream or vision.
The document outlines McDif Enterprises' plan to implement a learning management system (LMS) called Canvas. It describes the key functionalities of the LMS including pages for announcements, calendar, collaborations, grades, and more. It then details the management plan, including infrastructure requirements and processes for account maintenance, user support, course setup, and ongoing training. Finally, it proposes a launch plan with steps for developing courses, uploading content, testing, and training users on the new LMS.
Zenith Potential is a consulting firm established in 2005 dedicated to developing learning and coaching initiatives for individuals, teams, and organizations. Their purpose is to enable full potential realization. They design customized solutions to build capabilities and achieve maximum performance, results, and satisfaction. Their services include leadership development programs, interpersonal skills workshops, customer service and sales training, business facilitation, and individual/group coaching. Their team of consultants and coaches have expertise in these areas and collaborate with a professional network to meet client needs.
Competitiveness: the ability to successfully channel a competitive spirit into winning business tactics; thrives when challenged to succeed; avoids backing away from potential failure at all costs; competes with self as readily as against others
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
This document provides an overview of marketing, public relations, and digital marketing roles within AIESEC. It discusses communicating the value of brands to customers, branding products, and marketing products through digital channels. The main key performance indicator for these roles is conversion rate, achieved through attracting people to submit applications and interviews. Suggested activities include info booths, info sessions, presentations, and customer engagement on digital marketing. Potential challenges are mentioned such as timelines not being followed, lack of human resources, poor understanding of the market, and lack of planning. The document encourages innovative promotional tools, marketing, content, and public relations to manage information and increase brand awareness.
I have a coupon for that! With the new discount and marketing features built into Version 9, you now have the power to unlock Miva Merchant price groups. Here you will learn how these new features work and how to use them to your advantage within your online store. Miva Merchant 9 gives you an enterprise-level discount engine right at your fingertips.
Dina Patel MA Thesis Economic Diversification Abstract and IntroductionDina Patel
This document summarizes a research paper that argues economic diversification can help reduce state fragility in developing countries, especially resource-rich ones. It claims that diversifying a country's economy increases the number of "veto players" from different industries, which changes decision-making processes and raises the opportunity cost of conflict. Economic diversification also enables the growth of a middle class, which has a vested interest in stability and democratic tendencies. Together, more veto players and a larger middle class create conditions for a more peaceful democratization process. The paper uses statistical analysis and case studies of Nigeria and Chad to demonstrate an inverse relationship between economic diversification and state fragility.
Local Government Authority to Enact Inclusionary Zoning in North CarolinaGordon Smith
This document summarizes the legal authority of local governments in North Carolina to enact inclusionary zoning ordinances. It finds that while access to housing is not a constitutional right, states and municipalities have sought ways to promote affordable housing. North Carolina statutes give cities and counties broad police powers to enact zoning laws to protect public health, safety and welfare. However, the authority of municipalities is derived from the state, and the state legislature could overturn local inclusionary zoning ordinances. Prior court rulings on municipalities' authority have been inconsistent, so courts could rule either way on the validity of such ordinances.
This document discusses the implications of different legal approaches to prostitution for law enforcement in Canada. It reviews studies on how police currently regulate prostitution and the impacts of criminalization versus legalization/decriminalization approaches in Canada and other countries. The document considers issues related to prostitution such as violence, choice, and measuring its scale. It outlines the current legal situation in Canada and different legal options for controlling prostitution, analyzing the potential positive and negative effects of each approach on both sex workers and the role of police.
Order Code RL34309How Crime in the United States Is Measur.docxvannagoforth
Order Code RL34309
How Crime in the United States Is Measured
January 3, 2008
Nathan James
Analyst in Crime Policy
Domestic Social Policy Division
Logan Rishard Council
Intern
Domestic Social Policy Division
http://www.fas.org/sgp/crs/misc/index.html
How Crime in the United States Is Measured
Summary
Crime data collected through the Uniform Crime Reports (UCR), the National
Incident-Based Reporting System (NIBRS), and the National Crime Victimization
Survey (NCVS) are used by Congress to inform policy decisions and allocate federal
criminal justice funding to states. As such, it is important to understand how each
program collects and reports crime data, and the limitations associated with the data.
This report reviews (1) the history of the UCR, the NIBRS, and the NCVS; (2)
the methods each program uses to collect crime data; and (3) the limitations of the
data collected by each program. The report then compares the similarities and
differences of UCR and NCVS data. It concludes by reviewing issues related to the
NIBRS and the NCVS.
The UCR represents the first effort to create a national, standardized measure
of the incidence of crime. It was conceived as a way to measure the effectiveness of
local law enforcement and to provide law enforcement with data that could be used
to help fight crime. UCR data are now used extensively by researchers, government
officials, and the media for research, policy, and planning purposes. The UCR also
provides some of the most commonly cited crime statistics in the United States. The
UCR reports offense and arrest data for 8 different Part I offenses and arrest data for
21 different Part II offenses.
The NIBRS was developed by the Federal Bureau of Investigation to respond
to the law enforcement community’s belief that the UCR needed to be updated to
provide more in-depth data to meet the needs of law enforcement into the 21st
century. The NIBRS collects data, including data on offense(s), offender(s),
victim(s), arrestee(s), and any property involved in an offense, for 46 different Group
A offenses and 11 different Group B offenses. Despite the more detailed crime data
that the NIBRS can provide, nationwide implementation of the program has been
slow, for a variety of reasons, including cost considerations.
The NCVS is the primary source of information on the characteristics of
criminal victimization, and on the number and types of crime not reported to law
enforcement. The NCVS has four major objectives: (1) to develop detailed
information about the victims and consequences of crime, (2) to estimate the number
and types of crimes not reported to police, (3) to provide uniform measures of
selected types of crimes, and (4) to permit comparisons over time and population
type (e.g., urban, suburban, and rural). The NCVS asks respondents whether they
have been the victim of rape and sexual assault, robbery, simple and aggravated
assault, purse snatching/pickpocketing, burglary, thef ...
SUGGESTED TOPICS FOR TRAINING POLICE DEPARTMENTS IN .docxdeanmtaylor1545
SUGGESTED TOPICS FOR
TRAINING POLICE DEPARTMENTS IN
SECTION 1983 LIABILITY
PRESENTED AT THE
TEXAS CITY ATTORNEY’S ASSOCIATION
SEMI-ANNUAL MEETING
JUNE 13 – 15, 2007
PRESENTED BY:
WARREN SPENCER
ASSISTANT CITY ATTORNEY III
PLANO CITY ATTORNEY’S OFFICE
PO Box 860358
Plano, Texas 75086-0358
972-941-7558 (voice)
972-424-0099 (fax)
[email protected]
2
INTRODUCTION
“To protect people from drowning we can put up fences around our pools, put locks on
the gates into the pool and install pool monitor alarms….but perhaps the best protection
against drowning is to teach people to swim.” Anonymous.
This paper is not about litigating section 1983 lawsuits (at least not in the classic
sense), nor is it about case law updates regarding section 1983 actions. Rather, it is
about the prevention of section 1983 cases. It is about training peace officers in section
1983 issues. Police departments are faced with liability issues everyday – it simply
comes with the territory. As attorneys, we tend focus on how to litigate the issues once
the underlying conduct has occurred. We also train ourselves in skill sets for handling
those lawsuits. This presentation will focus on a different skill set, that of training law
enforcement officers in liability issues. I realize that some attorneys are already involved
in training police officers. Hopefully this presentation will encourage others to become
involved in that training. I have trained police officers in legal topics for about 12 years.
During that time I have discussed training and policy issues with many chiefs of police.
Each one recognizes the need for training officers in legal topics, such as civil liability.
Each one also tells me it is difficult to find attorneys to handle the training. I am a firm
believer in the adage “an ounce of prevention is worth a pound of cure.”
Comprehensive, up-to-date policy/procedure manuals coupled with quality training of
officers are two excellent preventative measures.
This paper will focus on what I suggest should be the minimum points of
discussion for training officers about liability for police actions primarily in the federal
realm. It is intended as a refresher on liability issues for experienced police officers and
police trainers and as an introduction to those issues for persons new to the police
training world. The excerpt from the Texas Law Enforcement Handbook (Holtz &
Spencer, LexisNexis Gould Publications, 2006 Ed.) (“Handbook”) which follows this
general discussion contains case law illustrations of the points discussed in this paper.
The Handbook also contains much information about arrest, search and seizure issues –
which lend themselves well to liability concerns. Another good discussion of the basic
principles of police civil liability can be found in Critical Issues in Police Civil Liability
(Kappeler, Waveland Press, 4th ed.
The report provides background information on the village of South Orange and analyzes crime data. Some key points:
- South Orange has a population of around 16,200 people, including Seton Hall University students and staff.
- In 2010, South Orange's violent crime rate was 358 per 100,000 and property crime rate was 2,556 per 100,000, both higher than the state averages but lower than national averages.
Vision Zero is a strategy to eliminate all traffic fatalities and serious injuries, while increasing safe, healthy, equitable mobility for all. At the time of this report, more than 40 communities across the United States have committed to Vision Zero. We led workshops with Texas, Florida and Colorado agencies to foster and build relationships and strengthen zero deaths efforts. We also describe work toward equity and the Safe System Approach to transportation planning.
The report provides an overview of blight enforcement in the town of Stonington. It finds that 53% of blight complaints do not meet the town's definition of blight, resulting in frustration. Enforcement of the town's blight ordinance has faced challenges due to unclear processes, insurance requirements in the ordinance, and definitions that do not align with public perception. The report evaluates options for moving forward, including doing nothing, modifying regulations such as updating or repealing the existing ordinance, or creating additional enforcement tools.
.Module 5.2 NewWhat additional questions do you have r.docxhoney725342
This document provides an overview of topics to cover when training police departments on Section 1983 liability, including:
- An introduction to Section 1983 liability and the costs of civil lawsuits
- Key issues like acting under color of law, violating federally protected rights, and individual vs. official capacity lawsuits
- Details on establishing municipality liability for unconstitutional policies/customs
- Suggested minimum points of discussion like state statutes, federal statutes, qualified immunity, and municipal liability
The document is intended to help create comprehensive training for officers on preventing Section 1983 liability issues.
Present Law and recent global developments related to cross-border taxationQuentin Van Gansberghe
This document summarizes present U.S. law related to the taxation of cross-border income and examines selected policy issues. It discusses international principles of taxation, including the concepts of territoriality and nationality as bases for taxing jurisdiction. It provides an overview of the U.S. hybrid system, which taxes worldwide income of U.S. persons but generally only taxes U.S.-source income of foreign persons. Key concepts like transfer pricing rules, entity classification rules, source rules, and determining whether a corporation is foreign or domestic are also discussed. The document examines policy issues around competitiveness, economic distortions from deferral, shifting of income and operations, locating deductions in the U.S., and inversions. It
The Legal Services Corporation launched a private fundraising campaign in 2013 to support new projects and programs beyond what is provided by congressional funding. This includes expanding access to justice through technology, rural legal corps, pro bono programs for lawyers and law students, and leadership training for legal aid programs. The Board of Directors approved a framework to raise funds for LSC's 40th anniversary in 2014, and two law firms pledged lead gifts to support the campaign.
This document summarizes a study on violence and HIV exposure among sex workers in Phnom Penh, Cambodia. The study found:
1) Both freelance and brothel-based sex workers face high levels of violence from police, gangsters, and clients which increases their risk of HIV.
2) Freelance sex workers reported being raped, beaten, and robbed regularly by gangsters and police. Many felt they had no choice but to have sex without condoms due to threats of violence.
3) Brothel-based sex workers also experienced violence from gangsters, police, and clients both inside and outside the brothels. Many had long-term partners or "sweethearts" that also exposed them
Chapter Eighteen The Law of Administrative AgenciesIntroduction to.docxbissacr
Chapter Eighteen The Law of Administrative AgenciesIntroduction to Administrative Law and Administrative AgenciesAdministrative Law
For the purposes of this text, administrative law is defined broadly as any rule (statute or regulation) that affects, directly or indirectly, an administrative agency. These rules may be procedural or substantive, and they may come from the legislative, executive, or judicial branch of government or from the agencies themselves. Such rules may be promulgated at the federal, state, or local levels. A procedural rule generally has an impact on the internal processes by which the agencies function or prescribes methods of enforcing rights. For example, under the Administrative Procedure Act (APA), a federal administrative agency must give adequate notice to all parties involved in an agency hearing. A substantive rule defines the rights of parties. An example is an act of Congress that forbids the FTC from applying the antitrust laws to all the Coca-Cola bottlers in the United States. In this instance, the rights and regulations of both the FTC and the Coca-Cola bottlers were defined by Congress.
administrative law
Any rule (statute or regulation) that directly or indirectly affects an administrative agency.
procedural rule
A rule that governs the internal processes of an administrative agency.
substantive rule
A rule that creates, defines, or regulates the legal rights of administrative agencies and the parties they regulate.Critical Thinking About The Law
As a future business leader, you will certainly encounter many governmental regulations. Congress created administrative agencies, in part, because it could not hope to address the enormous variety and number of concerns that are now covered by administrative agencies. Although you will not learn about every administrative agency in this chapter, you can jump-start your thinking about administrative agencies by answering these critical thinking questions.
1. Your roommate states that people do not have to follow the regulations passed by administrative agencies because these regulations are not laws. She argues that only Congress can make laws. Which critical thinking question could be applied to settle this disagreement?
Clue: Do you and your roommate agree on the meaning of the words she is using?
2. Some individuals may argue that the creation of regulations by administrative agencies promotes unfair restrictions on business. What ethical norm seems to be behind this thought?
Clue: If you want fewer restrictions from the government, what ethical norm is influencing your thought? What ethical norm seems to conflict with the wish for fewer governmental regulations?
3. Congress assumes that the administrative agencies will address problems effectively in their respective areas. For example, the EPA ensures compliance with environmental laws. If Matt makes the assumption that environmental problems are so complex and widespread that the EPA could not hope to ma.
Competitiveness: the ability to successfully channel a competitive spirit into winning business tactics; thrives when challenged to succeed; avoids backing away from potential failure at all costs; competes with self as readily as against others
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
This document provides an overview of marketing, public relations, and digital marketing roles within AIESEC. It discusses communicating the value of brands to customers, branding products, and marketing products through digital channels. The main key performance indicator for these roles is conversion rate, achieved through attracting people to submit applications and interviews. Suggested activities include info booths, info sessions, presentations, and customer engagement on digital marketing. Potential challenges are mentioned such as timelines not being followed, lack of human resources, poor understanding of the market, and lack of planning. The document encourages innovative promotional tools, marketing, content, and public relations to manage information and increase brand awareness.
I have a coupon for that! With the new discount and marketing features built into Version 9, you now have the power to unlock Miva Merchant price groups. Here you will learn how these new features work and how to use them to your advantage within your online store. Miva Merchant 9 gives you an enterprise-level discount engine right at your fingertips.
Dina Patel MA Thesis Economic Diversification Abstract and IntroductionDina Patel
This document summarizes a research paper that argues economic diversification can help reduce state fragility in developing countries, especially resource-rich ones. It claims that diversifying a country's economy increases the number of "veto players" from different industries, which changes decision-making processes and raises the opportunity cost of conflict. Economic diversification also enables the growth of a middle class, which has a vested interest in stability and democratic tendencies. Together, more veto players and a larger middle class create conditions for a more peaceful democratization process. The paper uses statistical analysis and case studies of Nigeria and Chad to demonstrate an inverse relationship between economic diversification and state fragility.
Local Government Authority to Enact Inclusionary Zoning in North CarolinaGordon Smith
This document summarizes the legal authority of local governments in North Carolina to enact inclusionary zoning ordinances. It finds that while access to housing is not a constitutional right, states and municipalities have sought ways to promote affordable housing. North Carolina statutes give cities and counties broad police powers to enact zoning laws to protect public health, safety and welfare. However, the authority of municipalities is derived from the state, and the state legislature could overturn local inclusionary zoning ordinances. Prior court rulings on municipalities' authority have been inconsistent, so courts could rule either way on the validity of such ordinances.
This document discusses the implications of different legal approaches to prostitution for law enforcement in Canada. It reviews studies on how police currently regulate prostitution and the impacts of criminalization versus legalization/decriminalization approaches in Canada and other countries. The document considers issues related to prostitution such as violence, choice, and measuring its scale. It outlines the current legal situation in Canada and different legal options for controlling prostitution, analyzing the potential positive and negative effects of each approach on both sex workers and the role of police.
Order Code RL34309How Crime in the United States Is Measur.docxvannagoforth
Order Code RL34309
How Crime in the United States Is Measured
January 3, 2008
Nathan James
Analyst in Crime Policy
Domestic Social Policy Division
Logan Rishard Council
Intern
Domestic Social Policy Division
http://www.fas.org/sgp/crs/misc/index.html
How Crime in the United States Is Measured
Summary
Crime data collected through the Uniform Crime Reports (UCR), the National
Incident-Based Reporting System (NIBRS), and the National Crime Victimization
Survey (NCVS) are used by Congress to inform policy decisions and allocate federal
criminal justice funding to states. As such, it is important to understand how each
program collects and reports crime data, and the limitations associated with the data.
This report reviews (1) the history of the UCR, the NIBRS, and the NCVS; (2)
the methods each program uses to collect crime data; and (3) the limitations of the
data collected by each program. The report then compares the similarities and
differences of UCR and NCVS data. It concludes by reviewing issues related to the
NIBRS and the NCVS.
The UCR represents the first effort to create a national, standardized measure
of the incidence of crime. It was conceived as a way to measure the effectiveness of
local law enforcement and to provide law enforcement with data that could be used
to help fight crime. UCR data are now used extensively by researchers, government
officials, and the media for research, policy, and planning purposes. The UCR also
provides some of the most commonly cited crime statistics in the United States. The
UCR reports offense and arrest data for 8 different Part I offenses and arrest data for
21 different Part II offenses.
The NIBRS was developed by the Federal Bureau of Investigation to respond
to the law enforcement community’s belief that the UCR needed to be updated to
provide more in-depth data to meet the needs of law enforcement into the 21st
century. The NIBRS collects data, including data on offense(s), offender(s),
victim(s), arrestee(s), and any property involved in an offense, for 46 different Group
A offenses and 11 different Group B offenses. Despite the more detailed crime data
that the NIBRS can provide, nationwide implementation of the program has been
slow, for a variety of reasons, including cost considerations.
The NCVS is the primary source of information on the characteristics of
criminal victimization, and on the number and types of crime not reported to law
enforcement. The NCVS has four major objectives: (1) to develop detailed
information about the victims and consequences of crime, (2) to estimate the number
and types of crimes not reported to police, (3) to provide uniform measures of
selected types of crimes, and (4) to permit comparisons over time and population
type (e.g., urban, suburban, and rural). The NCVS asks respondents whether they
have been the victim of rape and sexual assault, robbery, simple and aggravated
assault, purse snatching/pickpocketing, burglary, thef ...
SUGGESTED TOPICS FOR TRAINING POLICE DEPARTMENTS IN .docxdeanmtaylor1545
SUGGESTED TOPICS FOR
TRAINING POLICE DEPARTMENTS IN
SECTION 1983 LIABILITY
PRESENTED AT THE
TEXAS CITY ATTORNEY’S ASSOCIATION
SEMI-ANNUAL MEETING
JUNE 13 – 15, 2007
PRESENTED BY:
WARREN SPENCER
ASSISTANT CITY ATTORNEY III
PLANO CITY ATTORNEY’S OFFICE
PO Box 860358
Plano, Texas 75086-0358
972-941-7558 (voice)
972-424-0099 (fax)
[email protected]
2
INTRODUCTION
“To protect people from drowning we can put up fences around our pools, put locks on
the gates into the pool and install pool monitor alarms….but perhaps the best protection
against drowning is to teach people to swim.” Anonymous.
This paper is not about litigating section 1983 lawsuits (at least not in the classic
sense), nor is it about case law updates regarding section 1983 actions. Rather, it is
about the prevention of section 1983 cases. It is about training peace officers in section
1983 issues. Police departments are faced with liability issues everyday – it simply
comes with the territory. As attorneys, we tend focus on how to litigate the issues once
the underlying conduct has occurred. We also train ourselves in skill sets for handling
those lawsuits. This presentation will focus on a different skill set, that of training law
enforcement officers in liability issues. I realize that some attorneys are already involved
in training police officers. Hopefully this presentation will encourage others to become
involved in that training. I have trained police officers in legal topics for about 12 years.
During that time I have discussed training and policy issues with many chiefs of police.
Each one recognizes the need for training officers in legal topics, such as civil liability.
Each one also tells me it is difficult to find attorneys to handle the training. I am a firm
believer in the adage “an ounce of prevention is worth a pound of cure.”
Comprehensive, up-to-date policy/procedure manuals coupled with quality training of
officers are two excellent preventative measures.
This paper will focus on what I suggest should be the minimum points of
discussion for training officers about liability for police actions primarily in the federal
realm. It is intended as a refresher on liability issues for experienced police officers and
police trainers and as an introduction to those issues for persons new to the police
training world. The excerpt from the Texas Law Enforcement Handbook (Holtz &
Spencer, LexisNexis Gould Publications, 2006 Ed.) (“Handbook”) which follows this
general discussion contains case law illustrations of the points discussed in this paper.
The Handbook also contains much information about arrest, search and seizure issues –
which lend themselves well to liability concerns. Another good discussion of the basic
principles of police civil liability can be found in Critical Issues in Police Civil Liability
(Kappeler, Waveland Press, 4th ed.
The report provides background information on the village of South Orange and analyzes crime data. Some key points:
- South Orange has a population of around 16,200 people, including Seton Hall University students and staff.
- In 2010, South Orange's violent crime rate was 358 per 100,000 and property crime rate was 2,556 per 100,000, both higher than the state averages but lower than national averages.
Vision Zero is a strategy to eliminate all traffic fatalities and serious injuries, while increasing safe, healthy, equitable mobility for all. At the time of this report, more than 40 communities across the United States have committed to Vision Zero. We led workshops with Texas, Florida and Colorado agencies to foster and build relationships and strengthen zero deaths efforts. We also describe work toward equity and the Safe System Approach to transportation planning.
The report provides an overview of blight enforcement in the town of Stonington. It finds that 53% of blight complaints do not meet the town's definition of blight, resulting in frustration. Enforcement of the town's blight ordinance has faced challenges due to unclear processes, insurance requirements in the ordinance, and definitions that do not align with public perception. The report evaluates options for moving forward, including doing nothing, modifying regulations such as updating or repealing the existing ordinance, or creating additional enforcement tools.
.Module 5.2 NewWhat additional questions do you have r.docxhoney725342
This document provides an overview of topics to cover when training police departments on Section 1983 liability, including:
- An introduction to Section 1983 liability and the costs of civil lawsuits
- Key issues like acting under color of law, violating federally protected rights, and individual vs. official capacity lawsuits
- Details on establishing municipality liability for unconstitutional policies/customs
- Suggested minimum points of discussion like state statutes, federal statutes, qualified immunity, and municipal liability
The document is intended to help create comprehensive training for officers on preventing Section 1983 liability issues.
Present Law and recent global developments related to cross-border taxationQuentin Van Gansberghe
This document summarizes present U.S. law related to the taxation of cross-border income and examines selected policy issues. It discusses international principles of taxation, including the concepts of territoriality and nationality as bases for taxing jurisdiction. It provides an overview of the U.S. hybrid system, which taxes worldwide income of U.S. persons but generally only taxes U.S.-source income of foreign persons. Key concepts like transfer pricing rules, entity classification rules, source rules, and determining whether a corporation is foreign or domestic are also discussed. The document examines policy issues around competitiveness, economic distortions from deferral, shifting of income and operations, locating deductions in the U.S., and inversions. It
The Legal Services Corporation launched a private fundraising campaign in 2013 to support new projects and programs beyond what is provided by congressional funding. This includes expanding access to justice through technology, rural legal corps, pro bono programs for lawyers and law students, and leadership training for legal aid programs. The Board of Directors approved a framework to raise funds for LSC's 40th anniversary in 2014, and two law firms pledged lead gifts to support the campaign.
This document summarizes a study on violence and HIV exposure among sex workers in Phnom Penh, Cambodia. The study found:
1) Both freelance and brothel-based sex workers face high levels of violence from police, gangsters, and clients which increases their risk of HIV.
2) Freelance sex workers reported being raped, beaten, and robbed regularly by gangsters and police. Many felt they had no choice but to have sex without condoms due to threats of violence.
3) Brothel-based sex workers also experienced violence from gangsters, police, and clients both inside and outside the brothels. Many had long-term partners or "sweethearts" that also exposed them
Chapter Eighteen The Law of Administrative AgenciesIntroduction to.docxbissacr
Chapter Eighteen The Law of Administrative AgenciesIntroduction to Administrative Law and Administrative AgenciesAdministrative Law
For the purposes of this text, administrative law is defined broadly as any rule (statute or regulation) that affects, directly or indirectly, an administrative agency. These rules may be procedural or substantive, and they may come from the legislative, executive, or judicial branch of government or from the agencies themselves. Such rules may be promulgated at the federal, state, or local levels. A procedural rule generally has an impact on the internal processes by which the agencies function or prescribes methods of enforcing rights. For example, under the Administrative Procedure Act (APA), a federal administrative agency must give adequate notice to all parties involved in an agency hearing. A substantive rule defines the rights of parties. An example is an act of Congress that forbids the FTC from applying the antitrust laws to all the Coca-Cola bottlers in the United States. In this instance, the rights and regulations of both the FTC and the Coca-Cola bottlers were defined by Congress.
administrative law
Any rule (statute or regulation) that directly or indirectly affects an administrative agency.
procedural rule
A rule that governs the internal processes of an administrative agency.
substantive rule
A rule that creates, defines, or regulates the legal rights of administrative agencies and the parties they regulate.Critical Thinking About The Law
As a future business leader, you will certainly encounter many governmental regulations. Congress created administrative agencies, in part, because it could not hope to address the enormous variety and number of concerns that are now covered by administrative agencies. Although you will not learn about every administrative agency in this chapter, you can jump-start your thinking about administrative agencies by answering these critical thinking questions.
1. Your roommate states that people do not have to follow the regulations passed by administrative agencies because these regulations are not laws. She argues that only Congress can make laws. Which critical thinking question could be applied to settle this disagreement?
Clue: Do you and your roommate agree on the meaning of the words she is using?
2. Some individuals may argue that the creation of regulations by administrative agencies promotes unfair restrictions on business. What ethical norm seems to be behind this thought?
Clue: If you want fewer restrictions from the government, what ethical norm is influencing your thought? What ethical norm seems to conflict with the wish for fewer governmental regulations?
3. Congress assumes that the administrative agencies will address problems effectively in their respective areas. For example, the EPA ensures compliance with environmental laws. If Matt makes the assumption that environmental problems are so complex and widespread that the EPA could not hope to ma.
Chapter Eighteen The Law of Administrative AgenciesIntroduction to.docxmccormicknadine86
Chapter Eighteen The Law of Administrative AgenciesIntroduction to Administrative Law and Administrative AgenciesAdministrative Law
For the purposes of this text, administrative law is defined broadly as any rule (statute or regulation) that affects, directly or indirectly, an administrative agency. These rules may be procedural or substantive, and they may come from the legislative, executive, or judicial branch of government or from the agencies themselves. Such rules may be promulgated at the federal, state, or local levels. A procedural rule generally has an impact on the internal processes by which the agencies function or prescribes methods of enforcing rights. For example, under the Administrative Procedure Act (APA), a federal administrative agency must give adequate notice to all parties involved in an agency hearing. A substantive rule defines the rights of parties. An example is an act of Congress that forbids the FTC from applying the antitrust laws to all the Coca-Cola bottlers in the United States. In this instance, the rights and regulations of both the FTC and the Coca-Cola bottlers were defined by Congress.
administrative law
Any rule (statute or regulation) that directly or indirectly affects an administrative agency.
procedural rule
A rule that governs the internal processes of an administrative agency.
substantive rule
A rule that creates, defines, or regulates the legal rights of administrative agencies and the parties they regulate.Critical Thinking About The Law
As a future business leader, you will certainly encounter many governmental regulations. Congress created administrative agencies, in part, because it could not hope to address the enormous variety and number of concerns that are now covered by administrative agencies. Although you will not learn about every administrative agency in this chapter, you can jump-start your thinking about administrative agencies by answering these critical thinking questions.
1. Your roommate states that people do not have to follow the regulations passed by administrative agencies because these regulations are not laws. She argues that only Congress can make laws. Which critical thinking question could be applied to settle this disagreement?
Clue: Do you and your roommate agree on the meaning of the words she is using?
2. Some individuals may argue that the creation of regulations by administrative agencies promotes unfair restrictions on business. What ethical norm seems to be behind this thought?
Clue: If you want fewer restrictions from the government, what ethical norm is influencing your thought? What ethical norm seems to conflict with the wish for fewer governmental regulations?
3. Congress assumes that the administrative agencies will address problems effectively in their respective areas. For example, the EPA ensures compliance with environmental laws. If Matt makes the assumption that environmental problems are so complex and widespread that the EPA could not hope to ma ...
UC Davis Journal of International Law & Policy (Vol. 24.1)Cecilia Polizzi
This Article expounds the legal dilemma of minors involved in terrorist acts and related offences in the Islamic State ranks. By acknowledging the international discourse on terrorism as encompassed by legal concerns on the legitimacy of unlawful killings, military tribunals and absence of due process, the Article provides a detailed analysis of the consistency and inconsistency between the rule of law provisions related to minors in combat and counter-terrorism practices. Departing from a classification of the conflict in Syria and in consideration of its implications on the scope of application of international law to it, the Article examines the existing legislative gaps to the extent to what such fractures expose minors to a system of human rights abuses. The lack of monitor on counter-terrorism activities, in conjunction with an excessive deference to the executive in Syria and the United States, supports the emergence of a climate of impunity for actions committed by state officials in counter-terrorism operations. The security imperative to combat terrorism ultimately causes derogation from the very rule of law and influences the performance of the criminal justice system. The Article illustrates how the failure to address terrorism and terrorism-related offences at the international level provides for nation states to issue anti-terrorism treaties which disrupt principles of juvenile justice as they orient on the infliction of punishment and do not envisage rehabilitation and reintegration.
This report examines challenges local governments in Washington State face in complying with the state's Public Records Act. It surveyed and interviewed 46 public records officers from cities with populations between 10,000 and 100,000. The study found the main challenges were limited resources to handle increasing workloads, changing technology requirements, misuse of public records requests, and unclear guidance from state laws and support. However, respondents believed in transparency and helping citizens access information. The report recommends state officials continue collaborating with local governments and provide additional funding and resources to support transparency efforts.
Critical HR Recordkeeping. From hiring to termination.Sage HR
Employee record retention is a daunting task for employers because there are so many different requirements based on a variety of criteria.
For example, virtually every federal employment law, ranging from the Americans with Disabilities Act (ADA) to Title VII of the Civil Rights Act, stipulates certain record-retention rules for all private sector employers. In addition, many state and local jurisdictions impose additional requirements.
Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
The best way to ensure that your records are in good order is to establish and publish a record-retention policy.
It’s wise to consult with legal counsel, and you may want to engage the services of record-retention specialists who can help you customize your record-retention policies and practices to fit your specific situation.
Recordkeeping also assists in managing human resources by providing hard data on the effectiveness of policies and procedures. For example, records of accidents in the workplace help identify why accidents are occurring and how to prevent them. Records also help prove compliance with government regulations. For example, documentation of equal employment opportunity practices can help show that an employer is in compliance with Title VII of the Civil Rights Act. Records provide documentation to defend—and even drive—employment decisions. They can help when defending against a lawsuit brought by an employee or employees under one of the employment laws.
Responsible recordkeeping practices begin long before a job candidate walks through the door and extend long after an employee leaves an employer, according to Allen Kato of Fenwick and West, LLP and Charles “Trey” Wichmann of Winston and Strawn, LLP. Their years of experience practicing employment law provide valuable insight on organizing your records legally and effectively.
In this special report, BLR® will outline their approach to recordkeeping to keep you out of court.
FOR MORE VISIT HR BLOG -> cake.hr/blog
Chapter Twenty Three Rules Governing the Issuance and Trading of STawnaDelatorrejs
Chapter Twenty Three Rules Governing the Issuance and Trading of Securities
In Chapter 17, we said that the corporation was the dominant form of business organization in the United States—and the most regulated. Two of the most strongly regulated aspects of corporate business are the issuance and trading of securities. Corporate securities—stocks and bonds—are used to raise capital for the corporation. They are also used by individuals and institutional investors to accumulate wealth. In the case of individuals, this wealth is often passed on to heirs, who use it to accumulate more wealth. Thus, securities provide a means for one generation in a family to “do better” than the preceding generation. Securities also provide a means for financing pension funds and insurance plans through institutional investment.
Securities holders are powerful determinants of trends in business: If an individual company, industry, or segment of the economy is not growing and paying a good rate of return, investors will switch their funds to another company, industry, or segment in expectation of better returns. Securities holders (or their proxies) elect the board of directors of a corporation, who, in turn, select the officers who manage the daily operations of a corporation. Finally, securities holders’ ability to bring lawsuits helps keep officers and directors honest in their use of investors’ funds.
Because of their importance to the operation of our free enterprise society and because of the ease with which they can be manipulated, securities have been regulated by governments for nearly a century. This chapter chiefly examines the role of the federal government in regulating securities. We introduce the subject with a brief history of securities regulation that contains a summary of the most important federal legislation. We then turn to the creation, function, and structure of the Securities and Exchange Commission (SEC). In a survey of major and representative securities legislation, we examine the provisions of the Dodd-Frank Act of 2010 and the Sarbanes-Oxley Act of 2002. Both the Securities Act of 1933, which governs the issuance of securities and outlines the registration requirements for both securities and transactions (and the allowable exemptions from those requirements), and the Securities Exchange Act of 1934, which governs trading in securities, are discussed. We then examine the state securities laws and online securities disclosure and fraud regulations. We end with a discussion of the global dimensions of the 1933 and 1934 securities acts; the Foreign Corrupt Practices Act, as amended in 1988; and the Convention on Combating Bribery of Foreign Public Officials in International Business Transactions.Critical Thinking About The Law
Because issuers can manipulate securities easily, federal and state governments have strongly regulated the issuance and trading of securities. Studying the following case example and answering some critical think ...
The Oakland City Council tentatively chose one redistricting plan, Map #26, to reshape the city's voting districts, pending further public hearings and a final vote. Map #26 was a compromise that kept intact several neighborhoods and incorporated elements of other proposed maps. It combined the Maxwell Park neighborhood into one district and switched the Cleveland Heights neighborhood into the same district as its adjacent areas. The chief changes were aimed at keeping distinct neighborhoods unified rather than divided between multiple districts. Two more public hearings will be held on the proposed new district boundaries before a final council vote is expected in December.
1. AN ANALYSIS OF THE DIFFERENCE IN ANTAGONISM LEVELS
BETWEEN THREE TEXAS CITIES THAT HAVE ADOPTED
CHAPTER 143 OF THE LOCAL GOVERNMENT CODE AND
THREE CITIES WHICH HAVE NOT ADOPTED CHAPTER 143
By Dindy Robinson
April 29, 2003
2. Table of Contents
Acknowledgements................................................................................................................1
Research Problem.................................................................................................................2
Chapter 143 Background........................................................................................................2
Literature Review...................................................................................................................4
Methodology..........................................................................................................................5
Data Overview....................................................................................................................12
Conclusion .........................................................................................................................29
Appendix 1Pearson’s Correlation Coefficient Matrix ..............................................................31
Appendix 2 Analysis of Variance for Chapter 143 Cities vs. Non-Chapter 143 Cities and Level of
Antagonism ..................................................................................................................34
Appendix 3 Analysis of Variance Report for Difference inTreatment Between Chapter 143 Cities
and Non-143 Cities.......................................................................................................35
Appendix 4 Analysis of Variance Between Difference ofTreatment and Level of Antagonism ..36
Appendix 5 Analysis of Variance Between General and Public Safety Employees and Level of
Antagonism ..................................................................................................................37
Appendix 6 Analysis of Variance Between Employee Type and Difference in Treatment..........38
Appendix 7 Analysis of Variance Between Males and Females and Levels of Antagonism.......39
Appendix 8 Analysis of Variance Between Males and Females and Difference of Treatment....40
Appendix 9 Analysis of Variance of Antagonism Level Among Ethnic Groups .........................41
Appendix 10 Analysis of Variance Between Ethnic Groups and Difference of Treatment..........42
Appendix 11 Cross Tabulations Between Experimental Factors.............................................43
Bibliography.......................................................................................................................59
3. List of Tables
Table 1 Return by City.........................................................................................................13
Table 2 Return by Ethnic Group...........................................................................................14
List of Charts
Chart 1 Return by City.........................................................................................................14
Chart 2 Return by Ethnic Group...........................................................................................15
Chart 3 Perception of difference in treatment by city status....................................................18
Chart 4 Responses to Question 5 by city status ....................................................................19
Chart 5 Responses to Question 6 by city status ....................................................................19
Chart 6 Responses to Question 7 by city status ....................................................................20
Chart 7 Responses to Question 8 by city status ....................................................................20
Chart 8 Responses to Question 9 by city status....................................................................21
Chart 9 Perception of difference in treatment by employee type.............................................23
Chart 10 Reponses to Question 5 by employee type.............................................................24
Chart 11 Responses to Question 6 by employee type ...........................................................25
Chart 12 Responses to Question 7 by employee type ...........................................................25
Chart 13 Responses to Question 8 by employee type ...........................................................26
Chart 14 Responses to Question 9 by employee type ...........................................................26
4. ROBINSON 1
Acknowledgements
I would like to thank Janet Goad, Dave Foreman, Libby Lanzara, Jeanette
Blankenship, Mary Ann Fulgium, Jose Moreno, Wynona Gulley, Cam eron Gulley,
Shelly Garcia, Carol Eicher, Kathy Malone, Bonnie Hodges, Sally McCoy, Lois
Chandler and Dr. Guisette Salazar for their assistance in conducting this survey.
5. ROBINSON 2
Research Problem
The purpose of this study was to examine attitudes of Public Safety
employees (Police & Fire) with those of General employees in Chapter 143 cities
as compared with those attitudes in non-Chapter 143 cities in Texas in order to
test the hypothesis that the relationship between General Employees and Police
Officers and Firefighters is more adversarial in Chapter 143 cities than in non-
143 cities. The survey also analyzed other factors such as gender, tenure, and
age to see if those have an effect on the degree of antagonism between the
employee groups.
Chapter 143 Background
Chapter 143 is the section of the Local Government Code for the state of
Texas that establishes policies and procedures for a Civil Service System for
police departments or fire departments. These policies and procedures apply to
cities that have adopted the Civil Service System by a vote of the majority in a
municipal election. The purpose of the Local Code is to ―secure efficient fire and
police departments composed of capable personnel who are free from political
influence and who have permanent employment tenure as public servants.‖
1
The
Local Code is a set of laws regarding salary, raises, hiring procedures, grievance
procedures; leave time and other employment issues. In the Metroplex area, the
1
―2000 Edition of Texas Local Government Code‖, West’s Texas Statues and Codes, 224.
6. ROBINSON 3
following cities are governed under the provisions of Chapter 143: Carrollton,
Fort Worth, Garland, Grand Prairie, Irving, Mesquite and Plano. In addition, the
following cities have created a self-regulated commission to govern Police & Fire
practices: Arlington, Dallas and Richardson.
Chapter 143 sets rules for the selection, promotion, discipline, leave
policies and compensation for Police Officers and Firefighters. Cities may choose
to adopt Chapter 143 for the regulation of police departments, fire departments,
or both. This can create a two-tiered compensation system where the employees
who are governed under Chapter 143 receive different leave benefits or have a
different compensation system than the general employees who are not covered
under Chapter 143.
For example, in the City of Fort Worth, there are several differences in
compensation procedures between police and firefighters and other city
employees. One of the biggest differences in the way the Police and Firefighters
are compensated in Fort Worth compared to other city employees has to do with
the way raises are granted. Police and firefighters’ raises are based on tenure
while other employees’ raises are based on performance. Occasional market
adjustment raises are given to both groups.
Under Chapter 143, firefighters and police officers accumulate 15 days of
sick leave each year. The leave is rolled over each year and, upon leaving the
city, the police officer or firefighter may take up to 90 days of sick leave as a lump
sum payment. Chapter 143 also sets a minimum of 15 days of vacation leave
each year for police officers and firefighters. This leave does not roll over.
7. ROBINSON 4
Personnel policies involving police and firefighters are largely determined
according to the guidelines set by Chapter 143 while personnel policies involving
other city employees are determined by the City Council. This means that the two
sets of employees are governed by rules that differ, sometimes to a minor,
sometimes to a major extent. For example, in Fort Worth, general employees
receive 15 days of vacation leave each year, but only three days of sick leave.
Literature Review
While there is some information available about the history of Civil Service
in Texas, most notably The Texas Municipal Civil Service, written by R. Weldon
Cooper in 1936, there has been little or no analysis of the problems caused by
the disparity between Civil Service Employees and General Employees. In 1977,
Christine Darnell Wicker researched equal employment differences between civil
service and non-civil service systems in Dallas, but only made cursory reference
to the fact that in Civil Service systems, employment was determined by civil
service procedures or merit as opposed to selection by interview or other
standard hiring procedures.2
In 1976, Arthur Young & Company conducted a comprehensive
managementsurvey of the Fort Worth Police Department. In this survey it was
noted that the Police Department would be better served if the Police Chief had
2
Wicker, Christine Darnell. Comparison of Differential Progress Toward Equal Employment in
Civil Service and Non-Civil Service Employment Systems: A Case Study in the City of Dallas.
(Arlington,Texas: University of Texas at Arlington, 1977.)
8. ROBINSON 5
more control over hiring than allowed by the strictures of Chapter 143.3
Under
Civil Service rules, police and firefighters operate under the purview of the Civil
Service Commission. The commission defines the job categories, establishes
position classifications, and creates a list of candidates from which the Police
Chiefmust make all appointments or promotions. Police executives have very
limited authority in the selection of employees and promotion of employees.
To date, however, there has been little or no research regarding the
problems caused in the relationships between General Employees and Civil
Service Employees by Chapter 143 rules and regulations.
Methodology
Two surveys were created, one for Police Officers and Firefighters (Public
Safety) and one for General Employees. Survey questions were designed to
ascertain the perception the individual employee has as to the difference of
treatment between the two employee groups, the level of antagonism between
the two groups, and demographic information.
Surveys were hand delivered to twenty Public Safety and twenty General
Employees within six selected cities. Three of the cities, Carrollton, Fort Worth,
and Mesquite are Chapter 143 cities; and three of the cities, Rowlett,
Weatherford and Cleburne are not. A self addressed stamped envelope was
stapled to each survey to enable employees to return the surveys anonymously
3
Arthur Young & Company. Executive Summary of a Comprehensive Management Survey for
the Fort Worth Police Department. (Fort Worth, Texas: Arthur Young & Company, 1976.)
9. ROBINSON 6
via first class mail. The cities did not track the surveys once they were delivered
to the employees.
Each returned survey received two different scores. The firstscore
was for ―Difference of Treatment‖ and was based on the answers to the first four
questions. If the respondent indicated any difference in treatment between the
two groups, no matter which group was favored by the difference, a value of 5
(five) points was given for the question. If the respondent indicated no difference
in treatment between the two groups, a value of 0 (zero) points was assigned. All
of the values for the first four questions were totaled to achieve the ―Difference of
Treatment Score.‖ (A copy of each of the surveys with the scoring method
marked in red is on the following pages.)
The second score was for ―Level of Antagonism‖ and was based on the
answers to the last 5 questions. If a response was judged to be positive for
antagonism, it received a positive score. For instance, Question #5 on the
―Survey for Police & Firefighters‖ states, ―The relationship between police officers
and general employees is very good.‖ If the respondent strongly disagreed with
this statement, a value of positive 5 was assigned. If the respondent slightly
disagreed, a value of positive 3 was assigned. If the respondent was neutral, a
value of 0 was assigned. If the respondent slightly agreed, this was considered to
be a negative antagonism value and a value of –3 was assigned. If the
respondentstrongly agreed, a value of –5 was assigned.
For questions 5, 6 and 9 on both surveys, only a response of ―neutral‖
received a score of 0. For questions 7 and 8 on both surveys, ―strongly disagree‖
10. ROBINSON 7
―slightly disagree‖ and ―neutral‖ were all assigned values of 0. These two
statements claimed that one of the employee groups tries to get additional
compensation at the expense of the other employee group. A value of 0 rather
than a –3 or –5 was assigned to the expressions of disagreement to these
questions because it was felt that just because an individual disagreed with one
of these statements, it did not necessarily indicate a lack of antagonism.
The scores for questions 5 – 9 were totaled to achieve the survey’s ―Level
of Antagonism‖ score. Each individual response was also noted for analysis.
Demographic information for age, tenure, gender, ethnicity and employee
type (general or public safety) was also noted for each survey, as were the
respondent’s Chapter 143 status and the size of the respondent’s city.
Survey responses were keyed into an Excel database and transferred to
NCSS. Correlation studies including Pearson’s Correlation Coefficient, Analyses
of Variance, Regression Correlation, and Chi-Square Analyses were conducted
to determine relationships and causal factors.
(Please see the surveys with scoring marked in red on the next 4 pages.)
11. ROBINSON 8
Dear Employee,
I am a graduate student in Public Administration at the University of Texas at Arlington. I am
working on a research project comparing the attitudes of General Employees with those of Police
and Fire in different cities. You do not need to put your name on the survey. All responses will be
kept strictly confidential. I am not interested in individual responses but in the overall responses I
receive from employee groups. When complete, please mail the survey in the enclosed SASE
to Dindy Robinson, 1907 Green Apple Lane, Arlington, TX 76014.
Questionnaire for General Employees
Name of City
Part 1: For each question, please put an ―X‖ beside the statement with which you agree the most.
1. PAY
______General employees in this city are paid fairly compared to pay for police officers and
firefighters. (Score = 0)
______General employees in this city are paid less than police officers and firefighters. (Score =
5)
______General employees in this city are paid better than police officers and firefighters. (Score
= 5)
2. Leave Benefits
______General employees in this city have better leave benefits than police officers and
firefighters. (Score = 5)
______General employees in this city have worse leave benefits than police officers and
firefighters. (Score = 5)
______General employees in this city have the same leave benefits as police officers and
firefighters. (Score = 0)
3. Benefits
______General employees in this city have the same benefits package as police officers and
firefighters. (Score = 0)
______General employees in this city have a better benefits package than police officers and
firefighters. (Score = 5)
______General employees in this city have a worse benefits package than police officers and
firefighters. (Score = 5)
4. Discipline
______General employees in this city are treated the same as police officers and firefighters
when it comes to discipline. (Score = 0)
______General employees in this city are treated better than police officers and firefighters when
it comes to discipline. (Score = 5)
______General employees in this city are treated worse than police officers and firefighters when
it comes to discipline. (Score = 5)
(over)
12. ROBINSON 9
Part 2: For each statement below, please circle the phrase that best indicates your feelings. If
you are completing this survey electronically, please underline the phrase that best indicates your
feelings.
5. The relationship between police officers, firefighters and general employees is very good.
5 points 3 points 0 points -3 points -5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
6. Police officers, firefighters and general employees in this city work well together when
compensation issues are being determined.
5 points 3 points 0 points - 3 points -5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
7. Police officers and firefighters in this city often try to get additional compensation at the
expense of the general employees.
0 points 0 points 0 points 3 points 5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
8. General employees in this city often try to get additional compensation at the expense of the
police officers and firefighters.
0 points 0 points 0 points 3 points 5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
9. There is an adversarial relationship between police officers, firefighters and general
employees in this city.
-5 points -3 points 0 points 3 points 5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
Part 3: Demographic Information. Please fill in the blanks.
10. How many years have you served with the City?
11. What is your gender?
12. How old are you?
13. What is your ethnicity?
Thank you for participating in this survey!
13. ROBINSON 10
Dear Employee,
I am a graduate student in Public Administration at the University of Texas at Arlington. I am
working on a research project comparing the attitudes of General Employees with those of Police
and Fire in different cities. You do not need to put your name on the survey. All responses will be
kept strictly confidential. I am not interested in individual responses but in the overall responses I
receive from employee groups. When complete, please mail the survey in the enclosed SASE
to Dindy Robinson, 1907 Green Apple Lane, Arlington, TX 76014.
Questionnaire for Police Officers and Firefighters
Name of City
Part 1: For each question, please put an ―X‖ beside the statement with which you agree the most.
1. PAY
______Police officers and firefighters in this city are paid fairly compared to pay for general
employees. (Score = 0)
______Police officers and firefighters in this city are paid less than general employees. (Score =
5)
______Police officers and firefighters in this city are paid better than general employees. (Score
= 5)
2. Leave Benefits
______Police officers and firefighters in this city have better leave benefits than general
employees. (Score = 5)
______Police officers and firefighters in this city have worse leave benefits than general
employees. (Score = 5)
______Police officers and firefighters in this city have the same leave benefits as general
employees. (Score = 0)
3. Benefits
______Police officers and firefighters in this city have the same benefits package as general
employees. (Score = 0)
______Police officers and firefighters in this city have a better benefits package than general
employees. (Score = 5)
______Police officers and firefighters in this city have a worse benefits package than general
employees. (Score = 5)
4. Discipline
______Police officers and firefighters in this city are treated the same as general employees
when it comes to discipline. (Score = 0)
______Police officers and firefighters in this city are treated better than general employees when
it comes to discipline. (Score = 5)
______Police officers and firefighters in this city are treated worse than general employees when
it comes to discipline. (Score = 5)
(over)
14. ROBINSON 11
Part 2: For each statement below, please circle the phrase that best indicates your feelings. If
you are completing this survey electronically, please underline the phrase that best indicates your
feelings.
5. The relationship between police officers, firefighters and general employees is very good.
5 points 3 points 0 points -3 points -5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
6. Police officers, firefighters and general employees in this city work well together when
compensation issues are being determined.
5 points 3 points 0 points -3 points -5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
7. Police officers and firefighters in this city often try to get additional compensation at the
expense of the general employees.
0 points 0 points 0 points 3 points 5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
8. General employees in this city often try to get additional compensation at the expense of the
police officers and firefighters.
0 points 0 points 0 points 3 points 5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
9. There is an adversarial relationship between police officers, firefighters and general
employees in this city.
-5 points -3 points 0 points 3 points 5 points
Strongly disagree slightly disagree neutral slightly agree strongly agree
Part 3: Demographic Information. Please fill in the blanks.
1. How many years have you served with the City?
2. What is your gender?
3. How old are you?
4. What is your ethnicity?
Thank you for participating in this survey!
15. ROBINSON 12
Data Overview
Thirteen cities were asked to participate in the survey. Six declined to
participate. One city responded that the general employees already felt that
public safety employees received favorable treatment and that the survey would
create more hard feelings. Another city was getting ready to start Collective
Bargaining and felt that the Police and Firefighters would see participation in the
survey as an attempt to subvert the process. One city responded that the subject
matter was too controversial. Three cities declined to participate with no
explanation. One city agreed to participate, but then after the surveys were sent
for distribution, failed to follow through with participation and failed to respond to
any follow up requests.
Six cities agreed to participate and surveys were sent to those cities. A
total number of 96 surveys were returned from Chapter 143 cities for a return
rate of 80% and 93 from non-Chapter 143 cities for a total of 77.5%. Eighty-
seven (87) surveys, or 72.5%, returned were from Police Officers and
Firefighters. One hundred two (102) were from General employees for a return
rate of 85%. Seventy-eight (78) surveys, or 41.3% were from women; 93
surveys, or 49.2%, were from men. A total of 189 surveys were returned for a
return rate of 78.8%.
16. ROBINSON 13
The return rate for each city is shown in Table 1 and Chart 1.
City Chapter
143
Police/Fire % General % Total %
Carrollton Yes 5 25% 12 60% 17 42.5%
Fort Worth Yes 15 75% 33 165% 48 120%
Mesquite Yes 9 45% 22 110% 31 77.5%
Rowlett No 19 95% 15 75% 34 85%
W4
No 31 155% 13 65% 44 110%
Cleburne No 8 40% 7 35% 15 37.5%
Table 1: Return rate of surveys by city
4
One participating City asked to be identified only by its initial.
17. ROBINSON 14
Surveys Returned
5
15
9
19
31
8
12
33
22
15
13
7
0
10
20
30
40
50
60
Carrollton Fort Worth Mesquite Rowlett W[1] Cleburne
city
number
General
Police/Fire
Chart 1: Return rate of surveys by city.
The age of persons taking the survey ranged from 20 to 77. The length of
employee tenure ranged from 0 to 33 years. The ethnicity of the participants is
detailed in Table 2 and Chart 2.
Ethnicity # Respondents Percentage
Caucasian 139 73.5%
Hispanic 25 13.2%
African American 6 3.2%
Asian/Pacific Islander 6 3.2%
Native American 2 1.1%
Table 2: Ethnicity of respondents
18. ROBINSON 15
# Respondents
79%
14%
3%
3% 1%
Caucasian
Hispanic
African American
Asian/Pacific Islander
Native American
Chart 2: Ethnicity of respondents
The main research question was whether or not the relationship between
Police Officers, Firefighters (Public Safety) and General Employees is more
adversarial in Chapter 143 cities than in non-chapter 143 cities. Data was
analyzed to determine if other factors, such as gender, ethnicity, length of tenure,
age, population of the city and type of employee had an effect on the type of
relationship.
A Pearson’s Correlation Coefficient Matrix was developed for all the
factors. The resulting matrix is shown in Appendix 1. According to the matrix,
respondents from Chapter 143 cities were more likely to indicate a difference in
the level of treatment between Public Safety Employees and General
19. ROBINSON 16
Employees. The correlation coefficient between Chapter 143 status and
―Difference of Treatment‖ was 0.54. Respondents from Chapter 143 cities were
also more likely to indicate that there was a difference in the leave policies for
General and Public Safety Employees, with a correlation coefficient of 0.51. In
addition, there was a correlation between the city’s Chapter 143 status and the
perception of the type of benefits received by the two employee groups. The
correlation coefficient for this relationship was 0.40.
Also according to the matrix, there is a correlation between a city’s
Chapter 143 status and the level of antagonism between the two employee
groups. The correlation coefficient between Chapter 143 status and antagonism
level was 0.42.
The level of antagonism also showed a correlation with the ―Difference in
Treatment‖ score, with a correlation coefficient of 0.45. The level of antagonism
also showed a correlation with the size of population, but no significance can be
derived since the three largest cities surveyed were all Chapter 143 cities.
Whether or not the respondent was a general employee or a public safety
employee was shown to have a correlation with the perception of difference in
level of pay. General employees were more likely to say that the two groups were
paid at different levels. The correlation coefficient for this relationship was 0.44.
Chapter 143 vs. Non-143
An Analysis of Variance was performed to test the hypothesis that the
Level of Antagonism was greater in Chapter 143 cities vs. that of non-Chapter
20. ROBINSON 17
143 cities. The Analysis of Variance Report is shown in Appendix 2. With an F-
ratio of 33.60, the null hypothesis, that the level of antagonism was the same in
the two types of cities, was rejected. The level of antagonism is likely to be
greater in Chapter 143 cities than in non-Chapter 143 cities.
A second Analysis of Variance was performed to test the hypothesis that
employees in Chapter 143 cities were more likely to respond that there was a
difference in the way the two employee groups are treated. This report is shown
as Appendix 3. With an F-ratio of 64.80, the null hypothesis, that there would be
no difference in responses between the two types of cities, was rejected.
Employees in Chapter 143 cities are more likely to respond that there is a
difference in the way the two employee groups are treated.
A third Analysis of Variance Report was performed to test the hypothesis
that the Level of Antagonism would increase as the Perception of Difference in
Treatment increased. The results are shown in Appendix 4. With an F-ratio of
71.51, the null hypothesis, that there is no difference in the level of antagonism
between the different in treatment Scores, was rejected. The level of antagonism
is likely to be greater among employees who perceive a difference in treatment
between the two employee groups.
A Chi-Square analysis was performed to test the relationship between
Chapter 143 status and the experimental variables. The analysis showed that
the standard deviation for level of antagonism between Chapter 143 cities and
non-143 cities was outside the value predicted by chance. The results of all the
Chi-Square Analyses are shown in Appendix 11.
21. ROBINSON 18
Further analysis showed that the results for perception of difference in
treatment between Public Safety and General Employees was outside the value
predicted by chance. In other words, in Chapter 143 cities, employees were more
likely to feel that Public Safety employees were treated differently than General
Employees (Chart 3).
Treatment
6
17
23
30
20
23
41
20
8
1
0
5
10
15
20
25
30
35
40
45
0 5 10 15 20
Degree of difference
#ofresponses
Chapter 143
Non Chapter 143
Chart 3: Perception of level of difference by city status
Chi-Square analyses of the survey questions showed that in Chapter 143
cities, employees were less likely to believe that the relationship between the two
employee groups was good (Chart 4) and that the two employee groups work
well together when compensation issues are being determined (Chart 5). They
were more likely to believe that Public Safety Employees try to get additional
compensation at the expense of General Employees (Chart 6) and were more
likely to say that the relationship between the two employee groups is adversarial
(Chart 8).
22. ROBINSON 19
The relationship between police officers, firefighters and general employees is very good.
10
16
19
34
17
4
10
6
31
41
0
5
10
15
20
25
30
35
40
45
strongly disagree disagree neutral agree strongly agree
Chapter 143
Non Chapter 143
Chart 4: Responses to Question 5 by city status.
General Employees in this city often try to get additional compensation at the expense of
the police officers and firefighters.
50
24
17
2
3
31
18
30
9
5
0
10
20
30
40
50
60
strongly disagree disagree neutral agree strongly agree
Chapter 143
Non Chapter 143
Chart 5: Responses to Question 6 by city status
23. ROBINSON 20
Police Officers and Firefighters in this city often try to get additional
compensation at the expense of the general employees.
22
9
11
28
26
47
17
23
3 3
0
5
10
15
20
25
30
35
40
45
50
strongly disagree disagree neutral agree strongly agree
Chapter 143
Non Chapter 143
Chart 6: Responses to Question 7 b y city status
General employees in this city often try to get additional compensation at the expense of the police officers and
firefighters.
50
24
17
2
3
31
18
30
9
5
0
10
20
30
40
50
60
strongly disagree disagree neutral agree strongly agree
Chapter 143
Non Chapter 143
Chart 7: Responses to Question 8 by city status
24. ROBINSON 21
There is an adversarial relationship between police officers, firefighters and general employees in
this city.
19
16
24
29
8
38
14
26
14
0
0
5
10
15
20
25
30
35
40
strongly disagree disagree neutral agree strongly agree
Chapter 143
Non Chapter 143
Chart 8: Responses to Question 9 by city status.
25. ROBINSON 22
General vs. Public Safety
An Analysis of Variance was conducted to test the hypothes is that the
level of antagonism differed between General Employees and Public Safety
Employees. The results are shown in Appendix 5. With an F-ratio of 18.93, the
null hypothesis, that there is no difference in level of antagonism between the two
employee groups, is rejected. The level of antagonism is likely to be higher
among General Employees than among Public Safety Employees.
Another Analysis of Variance was conducted to test the hypothesis that
perception in the difference of treatment differs between the two employee
groups. The results are shown in Appendix 6. With an F-ratio of 13.48, the null
hypothesis, that there is no difference in the perception of difference of treatment,
between the two employee groups is rejected. General Employees are more
likely to perceive a difference in the way the two employee groups are treated
than Public Safety employees (Chart 9).
A Chi-Square analysis showed that there was no significant difference
between General Employees and Public Safety employees as to whether the two
groups had a good relationship (Chart 10). Neither was there any difference in
the way the two groups responded to the question about how well the groups
work together when determining compensation issues (Chart 11). General
employees were much more likely to say that Public Safety employees often try
to get additional compensation at the expense of the General employees (Chart
12). General employees were slightly more likely to say that the relationship
between the two groups was antagonistic (Chart 14).
26. ROBINSON 23
Perception of Difference in Treatment by General and Police/Fire Employees
7
31
23
24
16
22
27
20
14
5
0
5
10
15
20
25
30
35
0 5 10 15 20
Difference in treatment
Number
General
Police/Fire
Chart 9: Perception of Difference in Treatment by employee type
27. ROBINSON 24
The relationship between police officers, firefighters and general employees is very good.
10
16 16
30
29
5
10
9
35
29
0
5
10
15
20
25
30
35
40
strongly disagree disagree neutral agree strongly agree
General
Police/Fire
Chart 10: Responses to Question 5 by employee type
28. ROBINSON 25
Police officers, firefighters and general employees in this city work well together when compensation
issues are being determined.
21
22
33
14
8
9
16
31
25
6
0
5
10
15
20
25
30
35
strongly disagree disagree neutral agree strongly agree
General
Police/Fire
Chart 11: Responses to Question 6 by employee type
Police officers and firefighters in this city often try to get additional compensation at the expense of the general
employees.
20
9
19
25
28
49
17
15
6
0
10
20
30
40
50
60
strongly disagree disagree neutral agree strongly agree
General
Police/Fire
Chart 12: Responses to Question 7 by employee type
29. ROBINSON 26
General employees in this city often try to get additional compensation at the expense of the police
officers and firefighters.
52
25
17
5
2
29
17
30
6 6
0
10
20
30
40
50
60
strongly disagree disagree neutral agree strongly agree
General
Police/Fire
Chart 13: Responses to Question 8 by employee type
There is an adversarial relationship between police officers, firefighters and general
employees in this city.
24
11
28
29
8
33
19
22
14
0
0
5
10
15
20
25
30
35
strongly disagree disagree neutral agree strongly agree
General
Police/Fire
Chart 14: Responses to Question 9 by employee type
Gender
An Analysis of Variance showed no significant correlation between gender
and the level of antagonism perceived between the two groups. See Appendix 7
30. ROBINSON 27
for this report. With an F-ratio of 2.77, there is a failure to reject the null
hypothesis that the level of antagonism is the same for males and females.
An Analysis of Variance, Appendix 8, showed no significant correlation
between gender and the difference in treatment. With an F-ratio of 3.63, there is
a failure to reject the null hypothesis that the perception in difference of treatment
is the same for males and females.
A Chi-Square analysis showed no significant difference between males
and females as to whether they thought Public Safety employees received
different treatment from General Employees. There was also no significant
difference, according to the Chi-Square analysis, between males and females as
to how they viewed the relationship between Public Safety and General
employees. Nor was there any difference in the way the two groups responded to
the question about how well the groups work together when determining
compensation issues. Females were slightly more likely than males to say that
Public Safety Employees try to get additional compensation at the expense of the
General Employees—although that could be accounted for by the fact that only
11% of the Public Safety employees who responded were female. Males and
females were equally likely to say that the relationship between the two groups is
antagonistic.
Ethnicity
Seventy-eight percent of the respondents were Caucasian, which means it
is difficult to draw any firm conclusions about the effect of ethnicity on the survey
31. ROBINSON 28
results. However, an Analysis of Variance, Appendix 9, showed no significant
correlation between ethnicity and the level of antagonism perceived between
Public Safety and General Employees. With an F-ratio of 0.47, there is a failure
to reject the null hypothesis that the level of antagonism is the same among the
different ethnic groups.
An Analysis of Variance, Appendix 10, on the perception of difference in
treatment among the ethnic groups also showed no significant correlation
between ethnicity and the difference of treatment. With an F-ratio of 1.08, there is
a failure to reject the null hypothesis that different ethnic groups are likely to have
the same perception of treatment levels.
Likewise, a Chi-Square analysis showed no difference among ethnic
groups in the perception of treatment of the two employee groups. There was no
significant difference among ethnic groups as to how they viewed the relationship
between Public Safety and General employees. Nor was there any difference in
the way the different ethnic groups responded to the question about how well the
groups work together when determining compensation issues. Respondents of
all ethnic groups were equally likely to say that Public Safety employees try to get
additional compensation at the expense of General Employees and vice versa,
and they were equally likely to say that the relationship between the two groups
is antagonistic.
32. ROBINSON 29
Tenure
The Pearson’s Correlation Matrix showed no significant correlation
between length of tenure and degree of antagonism between the two employee
groups.
Age
The Pearson’s Correlation Matrix showed no significant correlation
between employee age and degree of antagonism between the two employee
groups. The Chi-Square analysis showed no relationship between age and any
of the survey responses.
Conclusion
A city’s 143 status has a direct correlation to an adversarial relationship
between police officers and firefighters and general employees. Indications are
that one reason for this antagonism is the perceived disparity of treatment
between the two groups. There is a slight correlation between the type of
employee and the level of antagonism: General Employees are slightly more
likely than Public Safety Employees to report antagonism between the two
groups. Survey results showed that gender, age, tenure and ethnicity had no
significant relationship to the level of antagonism between the two groups.
As public administrators are making decisions affecting general
employees and public safety employees, they need to keep in mind that a
difference in treatment between the two groups can lead to a higher degree of
33. ROBINSON 30
antagonism, which can affect working relationships. However, an adversarial
relationship between the two groups can be advantageous for public
administrators when making compensation decisions. If the general employees in
Texas are also brought into the Civil Service system, as they are in other states,
it could facilitate a more cooperative relationship between the two groups and
result in them joining together against management when compensation issues
are being made.
37. ROBINSON 34
Appendix 2
Analysis of Variance for Chapter 143 Cities vs. Non-Chapter 143 Cities and
Level of Antagonism
Analysis of Variance Report
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Response Antagonism
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: Chapter_143 1 Yes S S+sA
S 187 No S
Note: Expected Mean Squares are for the balanced cell-frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: Chapter_143 1 2251.328 2251.328 33.60 0.000000* 0.999929
S 187 12530.97 67.01052
Total (Adjusted) 188 14782.3
Total 189
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 189 -0.7407407 -0.7955309
A: Chapter_143
0 93 -4.247312 0.8488482 -3.451781
1 96 2.65625 0.8354797 3.451781
Plots Section
-15.00
-6.25
2.50
11.25
20.00
0 1
Means of Antagonism
Chapter_143
Antagonism
38. ROBINSON 35
Appendix 3
Analysis of Variance Report for Difference in Treatment Between Chapter
143 Cities and Non-143 Cities
Analysis of Variance Report
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Database C:My DocumentsURPA Applied ResearchProject19.S0
Response Treatment
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: Chapter_143 1 Yes S S+sA
S 187 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: Chapter_143 1 1860.149 1860.149 64.80 0.000000* 1.000000
S 187 5368.422 28.70814
Total (Adjusted) 188 7228.571
Total 189
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 189 9.047619 8.997816
A: Chapter_143
0 93 5.860215 0.5555985 -3.137601
1 96 12.13542 0.5468484 3.137601
Plots Section
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Chapter_143
Treatment
39. ROBINSON 36
Appendix 4
Analysis of Variance Between Difference of Treatment and Level of
Antagonism
Analysis of Variance Report
Page/Date/Time 1 4/28/2003 5:38:47 PM
Database C:My DocumentsURPA Applied ResearchProject19.S0
Response Antagonism
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: Treatment 4 Yes S S+sA
S 1552 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: Treatment 4 2314.747 578.6868 71.51 0.000000* 1.000000
S 1552 12558.66 8.091923
Total (Adjusted) 1556 14873.41
Total 1557
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 1557 -0.0899165 1.019333
A: Treatment
0 1397 -0.1009306 7.610754E-02 -1.120263
5 58 -3.827586 0.3735183 -4.846919
10 43 -1.162791 0.4338021 -2.182123
15 38 3.473684 0.46146 2.454352
20 21 6.714286 0.6207493 5.694953
Plots Section
-15.00
-6.25
2.50
11.25
20.00
0 5 10 15 20
Means of Antagonism
Treatment
Antagonism
40. ROBINSON 37
Appendix 5
Analysis of Variance Between General and Public Safety Employees and
Level of Antagonism
Analysis of Variance Report
Page/Date/Time 1 4/28/2003 5:46:16 PM
Database C:My DocumentsURPA Applied ResearchProject19.S0
Response Antagonism
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: General 1 Yes S S+sA
S 187 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: General 1 1359.136 1359.136 18.93 0.000022* 0.991081
S 187 13423.16 71.78161
Total (Adjusted) 188 14782.3
Total 189
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 189 -0.7407407 -0.9256301
A: General
0 88 -3.613636 0.9031612 -2.688006
1 101 1.762376 0.8430356 2.688006
Plots Section
-15.00
-6.25
2.50
11.25
20.00
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Means of Antagonism
General
Antagonism
41. ROBINSON 38
Appendix 6
Analysis of Variance Between Employee Type and Difference in Treatment
Analysis of Variance Report
Page/Date/Time 1 4/28/2003 6:16:18 PM
Database C:My DocumentsURPA Applied ResearchProject19.S0
Response Treatment
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: General 1 Yes S S+sA
S 187 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: General 1 486.0787 486.0787 13.48 0.000314* 0.954752
S 187 6742.493 36.05611
Total (Adjusted) 188 7228.571
Total 189
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 189 9.047619 8.93705
A: General
0 88 7.329545 0.6401004 -1.607504
1 101 10.54455 0.5974874 1.607504
Plots Section
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General
Treatment
42. ROBINSON 39
Appendix 7
Analysis of Variance Between Males and Females and Levels of
Antagonism
Analysis of Variance Report
Page/Date/Time 1 4/28/2003 7:35:11 PM
Database C:My DocumentsURPA Applied ResearchProject28.S0
Response Antagonism
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: Gender 1 Yes S S+sA
S 183 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: Gender 1 217.3273 217.3273 2.77 0.097635 0.380807
S 183 14347.13 78.3996
Total (Adjusted) 184 14564.45
Total 185
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 185 -0.8432432 -0.7432225
A: Gender
0 101 -1.831683 0.8810412 -1.088461
1 84 0.3452381 0.9660893 1.088461
Plots Section
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-6.25
2.50
11.25
20.00
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Means of Antagonism
Gender
Antagonism
43. ROBINSON 40
Appendix 8
Analysis of Variance Between Males and Females and Difference of
Treatment
Analysis of Variance Report
Page/Date/Time 1 4/28/2003 7:41:12 PM
Database C:My DocumentsURPA Applied ResearchProject28.S0
Response Treatment
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: Gender 1 Yes S S+sA
S 183 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: Gender 1 136.0897 136.0897 3.63 0.058191 0.474635
S 183 6853.91 37.45306
Total (Adjusted) 184 6990
Total 185
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 185 9 9.079149
A: Gender
0 101 8.217822 0.6089519 -0.8613272
1 84 9.940476 0.6677348 0.8613272
Plots Section
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Gender
Treatment
44. ROBINSON 41
Appendix 9
Analysis of Variance of Antagonism Level Among Ethnic Groups
Analysis of Variance Report
Page/Date/Time 1 4/28/2003 7:47:01 PM
Database C:My DocumentsURPA Applied ResearchProject28.S0
Response Antagonism
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: Ethnicity 4 Yes S S+sA
S 175 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: Ethnicity 4 153.5158 38.37894 0.47 0.757907 0.159605
S 175 14298.48 81.70563
Total (Adjusted) 179 14452
Total 180
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 180 -0.6666667 -2.353933
A: Ethnicity
Caucasian (0) 141 -0.6312057 0.7612309 1.722728
Hispanic (1) 26 -3.846154E-02 1.772717 2.315472
African American (2) 5 -0.6 4.042416 1.753933
Asian (3) 6 -1.5 3.690204 0.8539335
Native American (4) 2 -9 6.391621 -6.646067
Plots Section
-15.00
-6.25
2.50
11.25
20.00
0 1 2 3 4
Means of Antagonism
Ethnicity
Antagonism
45. ROBINSON 42
Appendix 10
Analysis of Variance Between Ethnic Groups and Difference of Treatment
Analysis of Variance Report
Page/Date/Time 1 4/28/2003 7:53:29 PM
Database C:My DocumentsURPA Applied ResearchProject28.S0
Response Treatment
Expected Mean Squares Section
Source Term Denominator Expected
Term DF Fixed? Term Mean Square
A: Ethnicity 4 Yes S S+sA
S 175 No S
Note: Expected Mean Squares are for the balanced cell -frequency case.
Analysis of Variance Table
Source Sum of Mean Prob Power
Term DF Squares Square F-Ratio Level
(Alpha=0.05)
A: Ethnicity 4 165.3801 41.34502 1.08 0.365935 0.336975
S 175 6674.064 38.13751
Total (Adjusted) 179 6839.444
Total 180
* Term significant at alpha = 0.05
Means and Effects Section
Standard
Term Count Mean Error Effect
All 180 9.055555 8.96323
A: Ethnicity
0 141 8.687943 0.5200757 -0.2752864
1 26 10.96154 1.211126 1.998309
2 5 11 2.761793 2.03677
3 6 9.166667 2.521161 0.203437
4 2 5 4.366778 -3.96323
Plots Section
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20.00
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Means of Treatment
Ethnicity
Treatment
46. ROBINSON 43
Appendix 11
Cross Tabulations Between Experimental Factors
Cross Tabulation Report
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Database C:My DocumentsURPA Applied ResearchProject19.S0
Counts Section
Chapter_143
Treatment 0 1 Total
0 23 6 29
5 41 17 58
10 20 23 43
15 8 30 38
20 1 20 21
Total 93 96 189
The number of rows with at least one missing value is 3645
Chi-Square Statistics Section
Chi-Square 49.998150
Degrees of Freedom 4
Probability Level 0.000000 Reject Ho
WARNING: At least one cell had a value less than 5.
Counts Section
Chapter_143
Question_5 0 1 Total
1 5 10 15
2 10 16 26
3 6 19 25
4 31 34 65
5 41 17 58
Total 93 96 189
The number of rows with at least one missing value is 3645
Chi-Square Statistics Section
Chi-Square 19.838157
Degrees of Freedom 4
Probability Level 0.000538 Reject Ho
47. ROBINSON 44
Counts Section
Chapter_143
Question_6 0 1 Total
1 9 21 30
2 9 29 38
3 43 21 64
4 20 19 39
5 9 5 14
Total 90 95 185
The number of rows with at least one missing value is 3649
Chi-Square Statistics Section
Chi-Square 23.939666
Degrees of Freedom 4
Probability Level 0.000082 Reject Ho
Counts Section
Chapter_143
Question_7 0 1 Total
1 47 22 69
2 17 9 26
3 23 11 34
4 3 28 31
5 3 26 29
Total 93 96 189
The number of rows with at least one missing value is 3645
Chi-Square Statistics Section
Chi-Square 54.123491
Degrees of Freedom 4
Probability Level 0.000000 Reject Ho
WARNING: At least one cell had a value less than 5.
Counts Section
Chapter_143
Question_8 0 1 Total
1 31 50 81
2 18 24 42
3 30 17 47
4 9 2 11
5 5 3 8
Total 93 96 189
The number of rows with at least one missing value is 3645
48. ROBINSON 45
Chi-Square Statistics Section
Chi-Square 13.820086
Degrees of Freedom 4
Probability Level 0.007892 Reject Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Chapter_143
Question_9 0 1 Total
1 38 19 57
2 14 16 30
3 26 24 50
4 14 29 43
5 0 8 8
Total 92 96 188
The number of rows with at least one missing value is 3646
Chi-Square Statistics Section
Chi-Square 19.703038
Degrees of Freedom 4
Probability Level 0.000572 Reject Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Chapter_143
Antagonism 0 1 Total
-15 6 1 7
-13 6 3 9
-11 3 1 4
-10 12 7 19
-9 2 2 4
-8 10 2 12
-7 3 1 4
-6 3 5 8
-5 5 4 9
-4 0 1 1
-3 11 8 19
-2 3 1 4
-1 1 1 2
0 12 4 16
2 1 1 2
3 1 7 8
4 1 1 2
5 3 4 7
6 2 9 11
7 1 1 2
8 0 1 1
9 2 7 9
10 0 6 6
11 1 1 2
12 0 4 4
49. ROBINSON 46
13 2 2 4
14 1 4 5
16 1 0 1
18 0 4 4
20 0 3 3
Total 93 96 189
The number of rows with at least one missing value is 3645
Chi-Square Statistics Section
Chi-Square 52.946248
Degrees of Freedom 29
Probability Level 0.004268 Reject Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
General
Treatment 0 1 Total
0 22 7 29
5 27 31 58
10 20 23 43
15 14 24 38
20 5 16 21
Total 88 101 189
The number of rows with at least one missing value is 3645
Chi-Square Statistics Section
Chi-Square 15.817925
Degrees of Freedom 4
Probability Level 0.003273 Reject Ho
Counts Section
General
Question_5 0 1 Total
1 5 10 15
2 10 16 26
3 9 16 25
4 35 30 65
5 29 29 58
Total 88 101 189
The number of rows with at least one missing value is 3645
50. ROBINSON 47
Chi-Square Statistics Section
Chi-Square 4.523117
Degrees of Freedom 4
Probability Level 0.339815 Accept Ho
Counts Section
General
Question_6 0 1 Total
1 9 21 30
2 16 22 38
3 31 33 64
4 25 14 39
5 6 8 14
Total 87 98 185
The number of rows with at least one missing value is 3649
Chi-Square Statistics Section
Chi-Square 8.574407
Degrees of Freedom 4
Probability Level 0.072664 Accept Ho
Counts Section
General
Question_7 0 1 Total
1 49 20 69
2 17 9 26
3 15 19 34
4 6 25 31
5 1 28 29
Total 88 101 189
The number of rows with at least one missing value is 3645
Chi-Square Statistics Section
Chi-Square 51.251923
Degrees of Freedom 4
Probability Level 0.000000 Reject Ho
WARNING: At least one cell had a value less than 5.
Counts Section
General
Question_8 0 1 Total
1 29 52 81
2 17 25 42
3 30 17 47
4 6 5 11
5 6 2 8
Total 88 101 189
The number of rows with at least one missing value is 3645
51. ROBINSON 48
Chi-Square Statistics Section
Chi-Square 12.908218
Degrees of Freedom 4
Probability Level 0.011733 Reject Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
General
Question_9 0 1 Total
1 33 24 57
2 19 11 30
3 22 28 50
4 14 29 43
5 0 8 8
Total 88 100 188
The number of rows with at least one missing value is 3646
Chi-Square Statistics Section
Chi-Square 16.809473
Degrees of Freedom 4
Probability Level 0.002105 Reject Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
General
Antagonism 0 1 Total
-15 4 3 7
-13 6 3 9
-11 4 0 4
-10 7 12 19
-9 4 0 4
-8 10 2 12
-7 3 1 4
-6 4 4 8
-5 4 5 9
-4 0 1 1
-3 12 7 19
-2 1 3 4
-1 1 1 2
0 6 10 16
2 1 1 2
3 4 4 8
4 0 2 2
5 5 2 7
6 2 9 11
7 1 1 2
8 0 1 1
9 4 5 9
10 0 6 6
11 2 0 2
12 1 3 4
13 2 2 4
14 0 5 5
52. ROBINSON 49
16 0 1 1
18 0 4 4
20 0 3 3
Total 88 101 189
The number of rows with at least one missing value is 3645
Chi-Square Statistics Section
Chi-Square 51.419342
Degrees of Freedom 29
Probability Level 0.006323 Reject Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Years
Treatment Up To 0 0 To 7 7 To 14 14 To 21 21 To 28 28 To 35
0 0 13 8 5 1 1
5 0 33 9 10 4 2
10 1 21 11 8 2 0
15 1 22 9 5 0 0
20 0 8 5 5 2 0
Total 2 97 42 33 9 3
The number of rows with at least one missing value is 3648
Chi-Square Statistics Section
Chi-Square 14.116346
Degrees of Freedom 20
Probability Level 0.824548 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Years
Question_5 Up To 0 0 To 5 5 To 10 10 To 15 15 To 20 20 To 25
1 1 3 4 2 4 1
2 1 11 7 3 2 1
3 0 9 8 4 2 0
4 0 32 9 11 7 1
5 0 23 14 9 8 2
Total 2 78 42 29 23 5
The number of rows with at least one missing value is 3648
Years
Question_5 25 To 30 30 To 35 Total
1 0 0 15
2 1 0 26
3 1 0 24
4 2 2 64
5 0 1 57
Total 4 3 186
The number of rows with at least one missing value is 3648
Chi-Square Statistics Section
Chi-Square 24.984606
Degrees of Freedom 28
Probability Level 0.628673 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Years
Question_6 Up To 0 0 To 4 4 To 8 8 To 12 12 To 16 16 To 19
1 0 7 7 6 4 2
53. ROBINSON 50
2 1 5 12 5 3 6
3 1 23 16 9 8 3
4 0 9 11 2 8 1
5 0 5 2 3 1 2
Total 2 49 48 25 24 14
The number of rows with at least one missing value is 3652
Years
Question_6 19 To 23 23 To 27 27 To 31 31 To 35 Total
1 2 2 0 0 30
2 2 2 0 0 36
3 3 0 1 0 64
4 4 1 1 1 38
5 1 0 0 0 14
Total 12 5 2 1 182
The number of rows with at least one missing value is 3652
Chi-Square Statistics Section
Chi-Square 33.207665
Degrees of Freedom 36
Probability Level 0.602108 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Years
Question_7 Up To 0 0 To 3 3 To 6 6 To 10 10 To 13 13 To 16
1 1 17 17 6 4 9
2 1 5 6 4 3 4
3 0 9 10 6 2 2
4 0 8 6 3 4 1
5 0 5 5 6 3 4
Total 2 44 44 25 16 20
The number of rows with at least one missing value is 3648
Years
Question_7 16 To 19 19 To 22 22 To 25 25 To 29 29 To 32 32 To 35
1 7 4 1 1 1 0
2 0 1 1 1 0 0
3 2 2 0 0 0 1
4 4 1 0 1 1 0
5 1 3 1 1 0 0
Total 14 11 3 4 2 1
The number of rows with at least one missing value is 3648
Chi-Square Statistics Section
Chi-Square 31.130928
Degrees of Freedom 44
Probability Level 0.928041 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Years
Question_8 Up To 0 0 To 3 3 To 5 5 To 8 8 To 11 11 To 13
1 1 21 16 11 8 5
2 1 3 9 7 5 2
3 0 5 15 5 3 4
4 0 2 5 2 1 0
5 0 0 2 1 0 1
Total 2 31 47 26 17 12
The number of rows with at least one missing value is 3648
Years
Question_8 13 To 16 16 To 19 19 To 22 22 To 24 24 To 27 27 To 30
1 5 3 5 2 2 0
2 5 2 2 1 1 2
54. ROBINSON 51
3 8 2 3 0 0 0
4 0 0 0 1 0 0
5 2 1 1 0 0 0
Total 20 8 11 4 3 2
The number of rows with at least one missing value is 3648
Years
Question_8 30 To 32 32 To 35 Total
1 1 0 80
2 0 0 40
3 1 1 47
4 0 0 11
5 0 0 8
Total 2 1 186
The number of rows with at least one missing value is 3648
Chi-Square Statistics Section
Chi-Square 44.003094
Degrees of Freedom 52
Probability Level 0.776998 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Years
Question_9 Up To 0 0 To 2 2 To 5 5 To 7 7 To 9 9 To 12
1 1 12 10 8 3 3
2 0 2 8 5 3 0
3 0 8 12 12 4 4
4 1 5 8 6 3 5
5 0 1 0 0 2 0
Total 2 28 38 31 15 12
The number of rows with at least one missing value is 3649
Years
Question_9 12 To 14 14 To 16 16 To 19 19 To 21 21 To 23 23 To 26
1 3 8 4 4 1 0
2 0 3 2 2 2 1
3 2 3 0 2 0 0
4 9 0 0 2 0 0
5 0 0 2 1 1 0
Total 14 14 8 11 4 1
The number of rows with at least one missing value is 3649
Years
Question_9 26 To 28 30 To 33 33 To 35 Total
1 0 0 0 57
2 0 1 0 29
3 1 0 1 49
4 2 1 0 42
5 1 0 0 8
Total 4 2 1 185
The number of rows with at least one missing value is 3649
Chi-Square Statistics Section
Chi-Square 83.607146
Degrees of Freedom 56
Probability Level 0.009820 Reject Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Years
Antagonism Up To 0 0 To 2 2 To 4 4 To 6 6 To 8 8 To 10
-15 0 2 1 1 0 1
-13 0 2 1 1 1 0
-11 0 0 1 0 1 0
-10 1 5 1 2 2 1
56. ROBINSON 53
Counts Section
Years
Antagonism 23 To 25 25 To 27 27 To 29 31 To 33 33 To 35 Total
-15 0 0 0 0 0 7
-13 0 0 0 0 0 9
-11 0 0 0 0 0 4
-10 0 0 0 0 0 19
-9 0 0 0 1 0 4
-8 0 0 0 0 1 12
-7 0 0 0 0 0 4
-6 1 0 0 0 0 8
-5 0 0 0 0 0 9
-4 0 0 0 0 0 1
-3 0 1 0 0 0 18
-2 0 0 0 0 0 3
-1 0 0 0 0 0 2
0 0 0 0 0 0 16
2 0 0 0 0 0 2
3 0 1 0 1 0 8
4 0 0 0 0 0 2
5 0 0 1 0 0 7
6 0 0 1 0 0 10
7 0 0 0 0 0 2
8 0 0 0 0 0 1
9 0 0 0 0 0 9
10 0 0 0 0 0 6
11 0 0 0 0 0 2
12 0 0 0 0 0 4
13 0 0 0 0 0 4
14 0 0 0 0 0 5
16 0 0 0 0 0 1
18 1 1 0 0 0 4
20 0 0 0 0 0 3
Total 2 3 2 2 1 186
The number of rows with at least one missing value is 3648
Chi-Square Statistics Section
Chi-Square 405.631530
Degrees of Freedom 464
Probability Level 0.976189 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Age
Treatment Up To 20 20 To 32 32 To 44 44 To 56 56 To 68 68 To 80
0 0 8 11 8 1 0
5 1 9 23 18 5 0
10 0 12 17 12 0 1
15 0 10 15 8 4 0
20 0 2 7 10 0 0
Total 1 41 73 56 10 1
The number of rows with at least one missing value is 3652
57. ROBINSON 54
Chi-Square Statistics Section
Chi-Square 20.120318
Degrees of Freedom 20
Probability Level 0.450426 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Age
Question_5 Up To 20 20 To 29 29 To 37 37 To 46 46 To 54 54 To 63
1 0 1 3 5 5 1
2 0 2 11 5 7 0
3 0 0 7 7 5 2
4 1 9 19 15 15 4
5 0 5 16 18 11 5
Total 1 17 56 50 43 12
The number of rows with at least one missing value is 3652
Age
Question_5 63 To 71 71 To 80 Total
1 0 0 15
2 0 1 26
3 1 0 22
4 0 0 63
5 1 0 56
Total 2 1 182
The number of rows with at least one missing value is 3652
Chi-Square Statistics Section
Chi-Square 22.576622
Degrees of Freedom 28
Probability Level 0.753924 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Age
Question_6 Up To 20 20 To 27 27 To 33 33 To 40 40 To 47 47 To 53
1 0 0 5 9 4 6
2 0 2 6 12 6 6
3 1 6 16 15 7 11
4 0 1 6 8 12 6
5 0 0 0 5 5 3
Total 1 9 33 49 34 32
The number of rows with at least one missing value is 3656
Age
Question_6 53 To 60 60 To 67 73 To 80 Total
1 4 1 1 30
2 4 0 0 36
3 5 1 0 62
4 3 0 0 36
5 1 0 0 14
Total 17 2 1 178
The number of rows with at least one missing value is 3656
58. ROBINSON 55
Chi-Square Statistics Section
Chi-Square 29.970679
Degrees of Freedom 32
Probability Level 0.569591 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Age
Question_7 Up To 20 20 To 25 25 To 31 31 To 36 36 To 42 42 To 47
1 0 4 12 11 16 13
2 1 0 5 5 4 5
3 0 3 3 5 8 4
4 0 0 3 5 6 4
5 0 0 1 3 3 7
Total 1 7 24 29 37 33
The number of rows with at least one missing value is 3652
Age
Question_7 47 To 53 53 To 58 58 To 64 64 To 69 75 To 80 Total
1 7 3 0 1 0 67
2 4 2 0 0 0 26
3 5 2 2 0 0 32
4 6 2 2 0 1 29
5 8 3 2 1 0 28
Total 30 12 6 2 1 182
The number of rows with at least one missing value is 3652
Chi-Square Statistics Section
Chi-Square 41.314738
Degrees of Freedom 40
Probability Level 0.413000 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Age
Question_8 Up To 20 20 To 25 25 To 29 29 To 34 34 To 38 38 To 43
1 0 0 8 10 16 14
2 0 0 4 4 7 5
3 1 2 3 7 10 6
4 0 0 4 1 2 1
5 0 1 0 0 1 3
Total 1 3 19 22 36 29
The number of rows with at least one missing value is 3652
Age
Question_8 43 To 48 48 To 52 52 To 57 57 To 62 62 To 66 75 To 80
1 10 13 3 2 2 1
2 6 9 3 2 0 0
3 5 5 2 4 0 0
4 0 1 2 0 0 0
5 0 2 0 0 0 0
Total 21 30 10 8 2 1
The number of rows with at least one missing value is 3652
59. ROBINSON 56
Chi-Square Statistics Section
Chi-Square 45.677623
Degrees of Freedom 44
Probability Level 0.402248 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Age
Question_9 Up To 20 20 To 24 24 To 28 28 To 32 32 To 36 36 To 40
1 0 0 4 8 6 12
2 0 0 1 3 0 6
3 1 2 8 6 8 5
4 0 1 1 7 5 10
5 0 0 0 0 0 0
Total 1 3 14 24 19 33
The number of rows with at least one missing value is 3653
Age
Question_9 40 To 44 44 To 48 48 To 52 52 To 56 56 To 60 64 To 68
1 8 6 7 3 1 1
2 5 5 4 3 2 0
3 5 4 5 1 2 0
4 3 5 5 1 2 1
5 0 4 1 1 1 0
Total 21 24 22 9 8 2
The number of rows with at least one missing value is 3653
Age
Question_9 76 To 80 Total
1 0 56
2 0 29
3 0 47
4 1 42
5 0 7
Total 1 181
The number of rows with at least one missing value is 3653
Chi-Square Statistics Section
Chi-Square 52.379113
Degrees of Freedom 48
Probability Level 0.307961 Accept Ho
WARNING: At least one cell had an expected value less than 5.
Counts Section
Age
Antagonism Up To 20 20 To 24 24 To 27 27 To 31 31 To 34 34 To 38
-15 0 0 0 0 0 1
-13 0 0 1 1 0 3
-11 0 0 0 0 0 0
-10 0 0 0 2 3 1
-9 0 0 1 2 0 0
-8 0 0 0 2 2 2
-7 0 0 1 0 0 1
-6 0 0 0 0 1 0
-5 0 1 1 2 2 0
-4 0 0 0 0 0 0
-3 1 0 3 1 0 3
-2 0 0 1 0 2 0
-1 0 0 0 0 0 0
0 0 0 0 3 3 2
2 0 0 0 0 1 0
3 0 0 0 2 1 1
4 0 0 0 0 0 0
5 0 0 1 0 0 1
6 0 0 0 3 1 0
7 0 0 0 1 0 1
8 0 0 0 0 0 0
9 0 0 1 0 0 3
61. ROBINSON 58
6 1 0 0 10
7 0 0 0 2
8 0 0 0 1
9 0 0 0 8
10 0 0 0 6
11 0 0 0 2
12 0 0 0 4
13 0 1 0 4
14 0 0 1 5
16 0 0 0 1
18 1 0 0 4
20 0 0 0 3
Total 6 2 1 182
The number of rows with at least one missing value is 3652
Chi-Square Statistics Section
Chi-Square 421.183822
Degrees of Freedom 406
Probability Level 0.291272 Accept Ho
WARNING: At least one cell had an expected value less than 5.
62. ROBINSON 59
BIBLIOGRAPHY
―2000 Edition of Texas Local Government Code‖, West’s Texas Statues and
Codes, 224.
Arthur Young & Company. Executive Summary of a Comprehensive
Management Survey for the Fort Worth Police Department. (Fort Worth,
Texas: Arthur Young & Company, 1976.)
Cooper, Robert Weldon. The Texas Municipal Civil Service. (Austin, Texas: The
University of Texas, 1936.)
Wicker, Christine Darnell. Comparison of Differential Progress Toward Equal
Employment in Civil Service and Non-Civil Service Employment Systems: A
Case Study in the City of Dallas. (Arlington, Texas: University of Texas at
Arlington, 1977.)