Washington

The plaintiff-child and parents sued the defendant-school district, the principal, and a teacher, alleging that the teacher had sexually abused the child, and that the district and principal were negligent in hiring and supervising the teacher. In a responsive pleading, the defendant-school district and principal asserted as an affirmative defense that the child's voluntary participation in the sexual relationship with the teacher constituted contributory fault.

While working at Laidlaw, the plaintiff-employee and her five children experienced ongoing domestic violence at the hands of her husband. She requested time off to remove herself and her children from the abusive situation. The time off was initially denied, then she was subsequently provided paid time off for 15 days. During this time off, she received police, legal, and advocacy assistance. Shortly after returning to work, the employer demoted her, and then terminated her employment, stating that this was due to falsification of payroll records.

One of the parties’ children accused the petitioner of sexual assault, including improper touching of her breasts and vaginal area on multiple occasions. During an interview with Child Protective Services (CPS), the child denied any improper touching, but subsequently stated that the petitioner had cautioned her against disclosing any information about the improper touching. Additionally, in a written declaration, the petitioner had admitted to rubbing aloe vera on the naked body of the child.

In the case Mackay v. Acorn Custom Cabinetry a former employee challenged the jury instruction provided by the King County Superior Court of Washington.The jury was instructed to find in the plaintiff’s favor in an employment discrimination case brought under RCW § 49.60.180(2), only if it concluded, that gender was the determining factor in the decision by the former employer to discharge plaintiff. RCW 49.60.180(2) provides that “[i]t is an unfair practice for any employer . . .

Roberts began working for the North End Veterinary Clinic in 1972. Dudley purchased the clinic in 1991, and Roberts continued to work there. In February of 1993, Roberts went on an unpaid maternity leave. In May of that same year, Dudley discharged Roberts from the clinic, citing slow business. The following year, Dudley re-advertised the position. Roberts applied for the position, but Dudley denied her re-employment. Roberts claimed that the reason given for her discharge (i.e., an economic slowdown) was pretextual, whereas the real reason for her discharge was due to her pregnancy.

Hodgins had prior misdemeanor convictions for domestic violence when the state of Washington brought charges against him for violating an order of protection on seven separate occasions. Hodgins pled guilty to two of the seven counts of domestic violence, but the Court did not include his prior misdemeanor convictions in its calculation of his offender status for purposes of sentencing pursuant to RCW 9.94A.525.

In January of 1999, Schultz was charged with assault stemming from a domestic violence incident. At his arraignment, the court issued a no-contact order, forbidding him from having any contact with the victim for one year. In April of 1999, he was found guilty of the assault. In June of that same year, he resumed cohabitation with the victim, although both were aware that the no-contact order remained in effect. Two months later, the police department received a hang-up 911 call from the apartment shared by Schultz and the victim.