[GET] Nassau County Police Exam 2021 Results
George Blatti on five counts of Murder Second Degree begins a historic chapter in the ability to directly connect his pill pushing to the deaths of five people. These indictments should send a clear message to all doctors that they will be directly...
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The grand jury charged that patients, who were addicted to opioids, went to Blatti with their requests for controlled medications and the defendant allegedly prescribed drugs with no medical history review or exam. He billed insurance and accepted cash. Those charges include 22 counts of criminal sale of a prescription for a controlled substance a C felony , six counts of forgery in the second degree a D felony , two counts of reckless endangerment in the first degree a D felony , 22 counts of criminal diversion of prescription medications and prescriptions in the fourth degree an A misdemeanor and two counts of reckless endangerment in the second degree an A misdemeanor.
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For details on the October indictment see the press release here. Investigators learned that Dr. Blatti had many reasons to know and appreciate the deadly danger in which his actions placed his patients, and that he was aware through his own inquiries that several had died. As a result, NCDA presented the case to a grand jury, which returned a true bill indicting the defendant for five counts of murder in the second degree. Geraldine Sabatasso According to the superseding indictment, Geraldine Sabatasso began seeing Blatti in for acute pain following an earlier neck surgery. According to records, Blatti was aware that his patient smoked and suffered from chronic obstructive pulmonary disease COPD dating back to Beginning in , the defendant allegedly prescribed Sabatasso opioids and continued to prescribe opioids until her death.
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In February , the victim fell and complained of dizziness and had difficulty walking a straight line, and on March 15, , she complained of shortness of breath and feeling weak-- clear signs of opioid addiction. Despite presenting these serious symptoms, Blatti prescribed more clonazepam and oxycodone and tragically, Ms. Sabatasso died seven days later at the age of 50 of acute oxycodone intoxication on March 22, It is well established that this combination of opioids and benzodiazepines can have potentially fatal consequences for people with decreased breathing capacity.
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The fee requirement is waived for current employees of the New York State Unified Court System and for those who fall into specific categories provided on the exam announcement. Exam Announcement and Filing Period The issuance of an exam announcement and the opening of the filing period usually occur about three to six months prior to the scheduled exam date. The filing period is typically four weeks long. To take an exam, you must submit an application during the filing period. The application must be submitted during the filing period. An email address and credit or debit card are required for successful submission. Separate applications must be submitted for each exam if an applicant is applying to more than one exam. For example, if you are applying to take both the Court Clerk and Senior Court Clerk Exams you must file two applications.
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Questions Questions regarding the exam schedule and application process should be directed to: ExamUnit nycourts. Please add UnifiedCourtSystemExam nycourts. List Information or Changes to Contact Information Once the list is established and initial results are emailed, Appointments and Systems Management is responsible for the list. Candidates may direct inquiries regarding rank number, score, or add or change their location preferences or provide an updated email address, phone number or other contact information to asm nycourts. The computer-based examination replaces the paper-and-pencil testing process. All applicants must successfully pass the multiple-choice and oral examinations to become eligible to provide court interpreting services for the New York State Unified Court System.
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To apply for the Per Diem Court Interpreter examination, you must complete the following online application. After submitting the application, you will immediately receive a confirmation email with information about the scheduling process for the multiple-choice Per Diem Court Interpreter examination. Please refer to Reciprocity Provisions for more information. Court Interpreter Spanish In order to be employed as a permanent Court Interpreter in Spanish, applicants must pass the open-competitive Civil Service written and oral exams in Spanish and undergo a criminal background investigation. This exam is administered approximately every four years. A fee is associated with the examination and background check. Successful applicants on the open-competitive Civil Service exam are placed on a ranked eligibility list and are also eligible to be placed on the Registry of Per Diem Court Interpreters for Spanish.
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The current Court Interpreter Spanish list was established March 22, For more information, go to Office of Language Access.
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After numerous conversations and meetings with the carrying Detective, we were able to demonstrate numerous Although our client could not recall the accident, we were able to subpoena calls to At the time, his public defender recommended he plead guilty, and he was sentenced to sixty days in jail and five years of probation. Unbeknownst to Mr. V, this guilty plea had At the time we entered the case, he was represented by another lawyer and had been sitting in jail Our client, the owner of a legitimate auto parts business, was acquitted of all charges The detective assigned to the case swore in an affidavit that through his The client was concededly intoxicated, and our defense focused on the issue of Gerard McCloskey, after extensive cross examination of both the arresting officer and the officer who administered the breath He was arrested for driving with a suspended license for having failed to answer minor traffic The police claimed that the driver attempted to flee and that his car had to be blocked in.
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The police After extensive legal and factual For reasons of trial strategy, we decided it would be best to refrain We aggressively investigated the case and personally canvassed the scene of the incident for possible witnesses. Ultimately, we found an eyewitness who had been overlooked by There were complex legal and factual issues, which we extensively researched. At trial, after our aggressive cross-examination The case was extremely serious and Having been Through cross-examination of the witnesses, we established that our client was not involved with the threat of any force It was alleged that numerous Sanitation employees illegally tagged vehicles as abandoned, towed them away and sold At trial, our cross-examination of the complainant revealed that she initiated and instigated the incident.
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The jury The teen was able to make several scheduled stops luckily, discharging all passengers before eventually In what is probably an unprecedented case, our client was arrested for drunk driving three times in the As a result of our investigation and strategy, all charges were dismissed by the grand jury after the testimony of his mother and witnesses.
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After grueling cross-examination of the arresting officer by Bob McDonald, the court found that our client had been improperly searched. We extensively investigated the incident and interviewed the complainant in detail. All charges were dismissed by the grand jury. He faced a sentence of 25 years to life in prison. We successfully convinced the court that the evidence was insufficient, and all charges were dismiss We won a jury acquittal in the County Court of Nassau County. After a thorough investigation and We presented a theory of misidentification to the trial jury and vigorously cross-examined each witness. The jury found our client not guil Charges were brought in both Manhattan and the Bronx. After our exhaustive investigation, all charges in both counties were dismissed. We presented him for testimony before the grand jury, which believed his account of events and dismissed all the charges.
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Receive free daily summaries of new opinions from the New York Court of Appeals. Goodman, County Attorney, Mineola, N. Karen Hutson of counsel , for appellants. In a proceeding pursuant to CPLR article 78 to review a determination of the Nassau County Civil Service Commission rendered January 24, , which, upon reconsideration, adhered to its determination dated October 4, , disqualifying the petitioner from probationary employment as a police officer on the ground that he did not meet the psychological requirements of the position, Nassau County Civil Service Commission and Karl Kampe, Executive Director of Nassau County Civil Service Commission, appeal, by permission, from an order of the Supreme Court, Nassau County Winslow, J.
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In he passed the written civil service exam, and subsequently completed additional testing, including drug testing, physical fitness testing, a physical aptitude test, and a polygraph test. After taking part in a group administration of the Minnesota Multiphasic Personality Inventory II hereinafter the MMPI-2 to candidates for the position of police officer, the petitioner received notification that he was required to schedule an appointment with Dr. After the petitioner completed the psychological interview, the Commission directed him to make an appointment with Dr. Stanley Shapiro, a psychiatrist. The petitioner did so. Ultimately, the Commission notified the petitioner that it had disqualified him for failing to meet the psychological requirements of the position.
Matter of McElligott v Nassau County Civ. Serv. Commn.
The petitioner requested that the Commission reconsider his disqualification and submitted two independent psychological evaluations and numerous personal recommendations in support of his request. The Commission, upon reconsideration, adhered to its prior determination disqualifying the petitioner. The petitioner then commenced the instant proceeding pursuant to CPLR article 78 alleging that the Commission's determination, upon reconsideration, to adhere to its prior determination disqualifying him was arbitrary and capricious since it was based upon a subjective reaction to his personality, rather than on any objective criteria. This law enforcement rating report is used by police departments nationwide. For those applicants whose scores fall within the accepted range of variance, the psychological screening process ends.
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However, those candidates whose scores fall outside the normally accepted range are referred on to the second stage, e. In the course of this proceeding, the petitioner obtained a copy of his computer-generated score on the MMPI-2 test administered to him by the Commission, in addition to the reports prepared by the Commission-appointed psychologist and psychiatrists who examined him in connection with his application for the position of police officer.
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The petitioner argued that his MMPI-2 scores were well within the normal range of variance and that his disqualification constituted a "hatchet job by the Commission to get rid of the petitioner the only way they possibly could, by asserting 'psychological reasons. Robert Prince, the psychologist to whom it had sent the petitioner for psychological testing. In his affidavit, Prince asserted, contrary to the claims made by the Commission in the answer, that "[s]tandard practice requires that all candidates' MMPI-2 results be reviewed by a psychologist possessing a PhD degree. This same psychologist also conducts a mandatory interview with each candidate. Contrary to the Commission's contentions, the court's order did not constitute an attempt to interfere with its discretion to determine the qualifications of police officers. Neither did the order impermissibly expand the scope of the instant proceeding.
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Far from demanding irrelevant evidence of the MMPI-2 results of other candidates, the court clearly directed production of evidence, such as a written protocol, that set forth the guidelines for determining whether any given candidate's MMPI-2 score fell outside of a pre-determined "normal" range that would trigger the decision to refer such candidate to stage II psychological evaluation. The Commission's remaining contentions are without merit. Spolzino, J.
NASSAU POLICE EXAM: TEST FOR U.S., TOO
To preserve these articles as they originally appeared, The Times does not alter, edit or update them. Occasionally the digitization process introduces transcription errors or other problems; we are continuing to work to improve these archived versions. IT will probably be six months before some 20, Nassau County police applicants know how they did on last weekend's Civil Service test. They won't be the only ones anxiously awaiting the results. Reagan Administration officials as well as critics of the President's civil rights policies are also very interested. To them, the new Nassau police exam is an important test of the President's strategy for programs to hire minority group members and women.
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The three-and-a-half-hour test last weekend was a key part of the settlement between the Justice Department and the Nassau police. Simply put, the Justice Department's method is to get a police force to create a fair hiring test, have the force recruit large numbers of minority applicants to take that test and then let the chips fall where they may. If the top scorers on the test are minority group members, then the police officers that Nassau plans to hire would be minority group members, and if they are white, then the people hired would all be white. President Reagan's approach abandons the traditional use of minority hiring goals in such discrimination cases. That approach got numerical results. For example, under a 50 percent hiring quota for blacks, the Alabama state police went from no black officers in to 21 percent black today.
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The Reagan approach is also virtually untested as a civil rights tool - Presidents Nixon, Ford and Carter all relied on mandated goals. The Reagan approach is the first to provide no guarantees to minorities or women. For that reason, longtime civil rights activists look skeptically at settlements such as the one that Mr. Reagan's Justice Department negotiated with the Nassau police last year, calling them ''sweetheart agreements. Added Representative Don Edwards, Democrat of California, who is chairman of the House judiciary subcommittee that oversees the Justice Department's Civil Rights Division: ''These new settlements are very soft and will be ineffective.
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The President calls his alternative approach ''equal opportunity. The last time the test was given, in , about 14, people took it. In the past, similar standardized tests have often been criticized as discriminating against minority groups. Now it remains to be seen how the chips will fall. This Administration will not compromise that ideal by resorting to racially preferential hirings. The results of the approach elsewhere have been mixed. Since the early 's, the Philadelphia Police Department has been trying to create a nondiscriminatory test that would result in the hiring of more blacks. Only recently, after seven years of adjustments, has the department started to get good results. In the early 's, as part of a discrimination hiring suit, the City of Philadelphia paid the Educational Testing Service - the college board people - to create a fair police hiring test. The first three times the Philadelphia test was given, in , and , large numbers of blacks passed, but did not finish among the top scorers.
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But by the time the department began preparing for the police test, the city administration had changed. The new Mayor was more liberal. Together the city and the black police officers' association made two changes. They became more aggressive about recruiting qualified blacks to take the test. In , 49 percent of the test takers were black; in , 56 percent were. In this respect, Nassau followed Philadelphia's lead, going into minority neighborhoods and to college campuses to recruit for its test locally. But even more important than recruiting, according to John Myers, Philadelphia's deputy solicitor, were special pretest preparation classes. Myers said, ''but in the 11th grade I had an English teacher who made us take a standardized test every day, and it really makes a difference. About 4, applicants took the courses. We're very proud of the results. The Nassau police did not give preparation courses for last weekend's test.
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Nassau Assistant Chief Edward Proctor, the department's affirmative-action officer, said that the department had considered such courses but did not think they would be effective in the Nassau case. A large portion of the minority applicants who signed up were from New York City - 79 percent of the blacks, for example - and wouldn't bother to travel to Nassau for such classes, he said. The 30 Nassau recruiters each kept a list of their 50 top minority prospects and kept track of them, encouraging them to take the test. Assistant Chief Proctor believes that the new test will result in the hiring of more minority applicants. The main goal is qualified people. Within a year, the San Diego department signed a consent decree with the Justice Department in the Carter Administration that called for a 60 percent minority hiring goal until the number of black, Hispanic and female officers reflected the local labor market.
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In the five years since that agreement, San Diego's force has gone from 16 percent black, Hispanic and female to 31 percent. The Nassau police refused to sign a similar agreement, offered by the Carter Justice Department, that would have imposed a 45 percent minority and female hiring goal. Leaders of Nassau's Republican county administration said they were opposed to such quotas, and the mostly white Nassau police associations said the quality of the department would suffer. By refusing, Nassau officials bought time. When they did settle last year, President Carter's appointees, who were pushing mandated goals, were gone, and President Reagan's appointees were in place. Today, Nassau's department is 95 percent white male - not too different from what it was five years ago, when the Justice Department first sued Nassau. William H. Pauley is one the attorneys who represents the Nassau police and negotiated the settlement with the Justice Department.
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The settlement's language is often unclear, he said. Point 16 of the settlement says that the number of minority applicants taking the test should reflect the number of minority members hired; Point 18 says that nothing in the settlement requires that a less qualified person will be hired ahead of a more qualified person.
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