Investigation Delayed Is Justice Denied: Proposals for Expediting Forensic Examinations of Digital Evidence*

Abstract: There is an urgent need to reduce the growing backlog of forensic examinations in Digital Forensics Laboratories (DFLs). Currently, DFLs routinely create forensic duplicates and perform in‐depth forensic examinations of all submitted media. This approach is rapidly becoming untenable as more cases involve increasing quantities of digital evidence. A more efficient and effective three‐tiered strategy for performing forensic examinations will enable DFLs to produce useful results in a timely manner at different phases of an investigation, and will reduce unnecessary expenditure of resources on less serious matters. The three levels of forensic examination are described along with practical examples and suitable tools. Realizing that this is not simply a technical problem, we address the need to update training and establish thresholds in DFLs. Threshold considerations include the likelihood of missing exculpatory evidence and seriousness of the offense. We conclude with the implications of scaling forensic examinations to the investigation.     

Validation of a microchip electrophoresis system as a DNA amplification control

As part of the normal procedure in a forensic DNA laboratory, a quality control step of the amplified DNA is often implemented to ensure the correct amplification of the sample before it is analysed in downstream applications. A validation study was undertaken to investigate a new microchip electrophoresis system (MultiNa, Shimadzu Corporation) claiming high resolution and sensitivity compared to routine polyacrylamide gel electrophoresis (PAGE). An array of STR multiplexes (AmpFISTR™ SGM+, GenePrint^® FFFL, PowerPlex™ 16, PowerPlex™ Y, an in-house Y-STR multiplex and AmpFISTR™ Profiler) was tested under both standard and low copy number PCR parameters to evaluate the accuracy, reproducibility and sensitivity of this technique. These tests showed that the microchip system did not have improved sensitivity compared to PAGE though had increased resolution and high reproducibility between samples.     

Le style de gestion des hommes et des femmes: convergence ou divergence?

Sommaire: Bien que le modele masculin de la gestion soit encore la norme, il cons-titue un obstacle au leadership efficace. En effet, l'adaptation aux changements structurels que connaissent les organisations exige un changement de leur culture, misant davantage sur l'ecoute d'autrui, l'intuition, l'empathie, la flexibility, qualites qui sont traditionnellement pratiquees par les femmes. La reorientation des modeles de gestion et l'augmentation du nombre des femmes dans les postes de direction donnent-ils l'occasion aux femmes d'exercer leurs fonctions sans avoir a se deguiser psychologiquement en hommes? Ces conditions leur ont-elles permis de changer la culture organisationnelle en y introduisant des facons de faire qui tiennent mieux compte des facteurs humains? Les hommes ont-ils et eux-memes influences en ce sens? Pour repondre a ces questions, un questionnaire mesurant les styles de gestion et les caracteristiques manageriales a ete complete par 398 gestionnaires de la fonc-tion publique quebecoise (230 hommes et 168 femmes). Les resultats montrent que comparativement a leurs collegues masculins, les femmes utilisent davantage des styles de gestion faisant appel aux ressources humaines, a la cohesion et a la vulnerability, conformement aux hypotheses. Mais, contrairement aux hypotheses, elles recourent davantage au pouvoir et aux normes. Elles utilisent done plus que les hommes des styles de gestion masculins et feminins. De plus, elles s'attribuent plus de caracteristiques manageriales masculines et feminines que leurs collegues masculins. Par ailleurs, les gestionnaires des deux sexes s'attribuent davantage de caracteristiques manageriales feminines que masculines, ce qui suggere que des changements se produisent dans la culture organisationnelle. Abstract: Although the traditional masculine model of management is still the norm, it is criticized as impairing effective leadership. Adaptation to structural changes actually taking place in organizations requires a significant shift in their culture towards valuing and using talents such as intuition, empathy, flexibility and caring that women have been socialized to develop. In view of this reorientation of management skills and of the increase in the number of women holding managerial positions, are women now allowed to perform their functions as women, without having to imitate men? Do women have the opportunity to contribute to organizational change by developing practices more sensitive to humane factors? Finally, have men been influenced by women's ways of managing? These issues were addressed in a survey conducted with 398 respondents from the Quebec public service (230 men and 168 women). A questionnaire measured preferred managerial styles and self-attributed psychological characteristics. Results revealed that, as predicted, women's managerial style emphasized human resources, cohesion and vulnerability. However, contrary to predictions, women used power, norms and procedures to a greater extent than men did. Their managerial style thus combines feminine and masculine features. Moreover, women reported having more feminine and masculine psychological characteristics than did men. But, overall, feminine characteristics were self-attributed by both males and females, suggesting emerging changes in organizational culture.     

Vinya wa Aka: an expanded microcredit model for community development

Microcredit is often seen as a simple solution to poverty reduction. However, its sustainability for longer-term community development is debated. This qualitative study describes a unique community-based model of microcredit in Kenya, which includes investment, emergency loans, and social support components. In-depth interviews with group members highlighted how this model fostered longer-term economic development, financial security, and stability. However, additional social and psychological benefits were valued higher than economic gains, although both were closely intertwined as economic security reduced psychological stress. This expanded model of microcredit has the potential to contribute to sustained community development amongst poorer households.

Vinya wa Aka : Un modèle de microcrédit élargi pour le développement communautaire

Le microcrédit est souvent perçu comme une solution simple pour la réduction de la pauvreté. Cependant, sa durabilité pour le développement communautaire à long terme fait l'objet de débats. Cette étude qualitative décrit un modèle communautaire kényan de microcrédit sans pareil, qui englobe des éléments d'investissement, de prêts d'urgence et de soutien social. Des entretiens approfondis menés avec des membres du groupe ont souligné la manière dont ce modèle favorisait le développement économique, la sécurité financière et la stabilité à long terme. Cependant, les avantages sociaux et psychologiques supplémentaires étaient plus appréciés que les gains économiques, bien que les uns et les autres fussent étroitement liés puisque la sécurité économique réduit le stress psychologique. Ce modèle élargi de microcrédit a le potentiel de contribuer au développement communautaire soutenu parmi les ménages les plus pauvres.

Vinya wa Aka: un modelo expandido de microcrédito para el desarrollo comunitario

A menudo el microcrédito es considerado como una solución sencilla para reducir la pobreza. Sin embargo, existen debates en torno a su sostenibilidad para propiciar el desarrollo comunitario de largo plazo. El presente estudio cualitativo examina un singular modelo de microcrédito comunitario llevado a cabo en Kenia, el cual incluye componentes de inversión, de préstamos de emergencia y de apoyo social. Las detalladas entrevistas realizadas con integrantes de los grupos destacaron cómo este modelo fomentó el desarrollo económico a más largo plazo, la seguridad económica y la estabilidad. Si bien se encuentran íntimamente ligados, los beneficios sociales y psicológicos adicionales fueron más valorados que los avances económicos, ya que la seguridad económica disminuyó el estrés psicológico. Este modelo de microcrédito expandido tiene el potencial de contribuir al desarrollo comunitario sostenible de los hogares más pobres.

Vinya wa Aka: Um modelo de microcrédito expandido para desenvolvimento da comunidade

O microcrédito é frequentemente visto como uma solução simples para a redução da pobreza. Porém, sua sustentabilidade para o desenvolvimento da comunidade no longo prazo é debatida. Este estudo qualitativo descreve um modelo único de microcrédito baseado na comunidade do Quênia, que inclui investimento, empréstimos emergenciais e componentes de apoio social. Entrevistas minuciosas com membros de grupo destacaram como este modelo promoveu o desenvolvimento econômico de mais longo prazo, a segurança financeira e estabilidade. Porém, benefícios sociais e psicológicos adicionais foram mais valorizados do que os ganhos econômicos, embora ambos estejam intimamente interligados uma vez que a segurança econômica reduziu o estresse psicológico. Este modelo expandido de microcrédito possui potencial para contribuir com o desenvolvimento sustentável da comunidade entre as famílias mais pobres.     

HELP IS ON THE WAY (OUT): PROHIBITING THE USE OF NONCOMPETITION AGREEMENTS IN THE MENTAL HEALTH PROFESSION

The use of noncompetition agreements in the mental health profession has created unfortunate consequences for patients and families seeking and receiving care within their respective communities. In addition to exacerbating issues in access and the availability of care in the mental health delivery system, noncompetition agreements (1) undermine the goals of therapy and injure the public's welfare; (2) potentially conflict with professional ethics and standards of practice guiding the mental health profession; and (3) conflict with promising proposals to reform mental health care delivery. This Note advocates that states adopt a statute prohibiting mental health practitioners from entering into noncompetition agreements with their employers as against public policy.