Evolution of Military Law in the United States

While in service I visited the United States as a guest of the US Air Force. As I was sometimes a presiding officer of Court Martial in India (being legally qualified), I was interested how the US military law functions. One significant difference is that in the US, there is at the moment one Unified Military Code which is applicable to all the 4 service arms namely the army, airforce, navy and coast guard, while in India we have a separate military code for each service.

The Unified Military code is a comparatively recent occurrence and was signed into law by President Truman only in 1951. Prior to this the code was amorphous and had very fewer checks and balances. The US military law took almost 175 years to evolve to the present Unified Military Code.

The US was a colony of England till 1776, till a war of Independence by the settlers against the English army led to the creation of the American state.As the American state emerged, a set of laws to regulate the army were considered essential. to start with the new state adopted the British codes for the US armed force. The US army now adopted what is known as the Articles of War 1775. These were derived from the British law and consisted of 69 sections. the American military code is credited to John Adams, who was a lawyer at that time. Later he became the President of the United States. The Articles of War found wide acceptance and at the Conference of the Continental Army, they were ratified.

The Articles of War were an exact copy of the British law, underwent a change and some amendments were incorporated in 1806. A team of military experts and lawyers studied codes of many nations including the French and raised the sections from 69 to 101. The code provided for summary execution and in some cases the Commanding Officer of Unit at the time of battle if convinced, could order execution of a combatant. There was no appeal. The code was effective and it instilled discipline in the US army. it was widely used in the US civil war from 1861-65.

The beauty of this code was that it continued for almost 150 years, without any questions being raised. The first time the code was questioned was in the period of the First World War when 13 black soldiers were summarily hanged for " mutiny". Later it came to notice that the punishment was excessive and as there was no appeal the sentence was carried out immediately. It was also mentioned that the bigger crime of the soldiers was that they were black.

To avoid a dip in morale the Secretary of defense Newton D Barker intervened. He ordered that henceforth no executions could be carried out without referring the matter to Washington. Thus a major change was effected in the military code.

After the end of the Second World War, the three Chiefs of Staff appointed a committee to streamline US military law. The committee came up with the Unified Military Code which became law from 1951. One significant change was that a series of checks and balances was introduced and the code made more humane. Death was made an exception and not a rule. This code is now in vogue in the USA. In India also experts are working on a Unified code for all 3 services.

Limits of Human Laws

The evolution of man necessitates that he form communities where he can live in relation with his neighbors. And since human beings are of varied in nature, it became pertinent that each community must organize itself to take care of both the weak and strong, and therefore a legal system gradually evolved in each society based on the spiritual maturity of the people. But the more mankind fell from grace, the more removed the laws became from natural laws that govern all creation. Thus it is that these laws became so different from one community to the other, that what is unlawful in one country may be accepted in the next country.

This was possible because man, in his evolution, succumbed to the Lucifer principle of letting himself go, where they try to accommodate their weakness in their mundane laws. But in actual sense, there ought to be one law in existence, the law of nature, which, if all people chose to follow it, could manifest differently in different parts of the world based on the spiritual maturity of the people involved. But the intellect insists on discrepancy in the legal system, where arbitrariness rules. For example, the natural laws insist that whatever a man sows, that shall he reap. This the legal system ought to have followed up in their administration of justice, but it is not so. This is partly their fault and partly not their fault.

Take an example. A man commits murder. He is arrested and brought to court. Every evidence, real and circumstantial, points to his guilt. The judge has no option than to find him guilty and sentence him to death. But in actual sense, the Judge does not have all the facts. For one, the murderer is only an executor and not the originator. All over the world, far away from the seat of justice, people who have experienced similar issues like the ones that provoked the murderer may have wished their victims murdered silently. All these wishes rises up as thoughts to a power center where they are intensified. The murderer happens to be the person who was just in a position to execute his own action. So he drew strength from the power center and physically carried out the deed.Every other person involved in the thought are also guilty. But because we believe that thoughts are free, they cannot be tried. But in the eyes of Natural laws-some would say eyes of the Creator, it is one and the same-they are guilty and must reap what they have sown according to the Law of sowing and reaping.

Top 5 Solutions for Dealing With HMRC Winding-Up Petitions

I've previously written an article explaining how to get winding up petitions dismissed and withdrawn and another, five months later, revealing how HM Revenue and Customs (HMRC) was responsible for issuing the vast majority of winding up petitions in Britain.

Sadly, very little has changed over the past three years and today, HMRC issues approximately 80 per cent of the winding up petitions received by the High Court in London - around 800 every month.

HMRC issues approximately 80 per cent of the winding up petitions received by the High Court in London - around 800 every month.

If you are behind on your VAT or PAYE tax returns; HMRC has imposed penalty charges on you; or moved your records from a local office to their collections department, chances are you have probably already been issued with a winding up petition, or soon will be.

In order to consider their options comprehensively, the director(s) must acknowledge the company is insolvent and unable to pay bills as and when they are due.

Nevertheless, a winding up petition from HMRC does not necessarily mean the company will face a compulsory liquidation.

The second article (posted in November 2010), notes how a director who receives a winding up petition from HMRC avoided closing down his business by entering into a Company Voluntary Arrangement (CVA).

In addition to a CVA, there are several available options:

1) The quickest and simplest solution is to pay the petition in full before the hearing date.

2) The director(s) may attempt to save the company by allowing it to go into liquidation, especially if there is nothing worth saving and the company has no value. They can incorporate a new company and continue trading, usually with the assets from the previous company.

3) Another viable option is a pre-pack administration, whereby the company enters into administration so it can be protected from creditors. Then, all the assets are bought back from the administrator and trade starts again, but without the barrier of having to deal with old creditors.

4) Make representation to HMRC and ask for an adjournment of the first hearing date. Providing they receive a substantial payment, usually 50 per cent of the amount owed, the court should agree.

5) Usually, petitions are preceded by a lengthy period of warnings, reminders and notices of proceedings. If you have not done so already, make representation to HMRC for an adjournment to get more time to pay the bill.

Employment law

Are you paying attention to employment law requirements? If you aren't, you should be. Not only are you required to follow specific regulations concerning employment law, but you are also required to notify your employees of their employment law rights by placing an employment law poster in a conspicuous place in your business where your employees will be likely to see it, such as an employee break room. There are eight basic Federal employment laws that you should be aware of and understand.

The first of these is Title VII of the Civil Rights Act of 1964. This employment law prohibits discrimination on the basis of race, color, religion, national origin and sex. In addition, sex discrimination on the basis of pregnancy and sexual harassment is also prohibited under this employment law.

Next, there is the Civil Rights Act of 1966. This employment law prohibits discrimination based on race or ethnic origin.

The Equal Pay Act of 1963 prohibits employers from paying different wages to men and women that perform essentially the same work under similar working conditions.

Most employers have heard of the Americans with Disabilities Act, but do not understand how this employment law can impact them. This law prohibits discrimination against persons with disabilities.

The Immigration Reform and Control Act of 1986 prohibits discrimination on the basis of national origin or citizenship of persons who are authorized to work in the United States.

The Age Discrimination in Employment Act, also known as ADEA, prohibits discrimination against individuals who are age 40 or above.

The Equal Employment Opportunity Act prohibits discrimination against minorities based on poor credit ratings.The Bankruptcy Act prohibits discrimination against anyone who has declared bankruptcy.

AIn addition to these employment laws, you are also subject to the following employment laws.

The Occupational Safety and Health Act provides specific regulations regarding the safety and health conditions of employers and employees in all 50 states as well as the District of Columbia, Puerto Rico and other U.S. territories

FMLA, the Family Medical Leave Act, allows employees to take unpaid leave from their jobs under specific conditions.

Under the Employee Polygraph Protection Act Labor Law, private employers are not allowed to use lie detector tests for either pre-employment screenings or during the course of employment.

FLSA, the Fair Labor Standards Act, provides for minimum wage and overtime pay standards as well as recordkeeping and child labor standards in private as well as public employment.

Beyond the major Federal employment laws, you will also need to make sure that you are in compliance with state employment law as well. Each state may provide for employment laws in addition to the federal employment laws mentioned above. For example, California employment law covers several areas such as unemployment labor law insurance, temporary services or leasing labor law and state disability labor law.