A corrections officer alleged repeated sexual harassment by her supervisor. Lower courts had dismissed her claims, finding the State had exercised due care. In Aguas v. State, 220 N.J. 494 (2015), the Supreme Court reversed, emphasizing that an employer’s implementation and enforcement of anti-harassment policies is central to evaluating negligence.
The 2000 Venezuelan Penal Code contains key provisions on domestic violence, reproductive rights, sexual crimes, and family-related offenses. On domestic and intimate partner violence, Article 375 criminalizes physical or psychological violence within the household, protecting spouses, partners, and other family members. Regarding abortion, Article 432 criminalizes it with 6 months to 2 years’ imprisonment for the woman and 12 to 30 months for the provider. Article 435 establishes an exception when the procedure is performed to save the woman’s life.
Article 388 of the Penal Code of Cuba addresses the issue of discrimination and imposes severe penalties on those who engage in discriminatory acts or incite discrimination.
Penal Code, Article 210 Trafficking in Persons (2024)
In 1993, Griffin was employed as a billing clerk for the City of Opa-Locka water department. Shortly after hiring Griffin, the city hired Earnie Neal as its City Manager. After taking office, Neal immediately began sexually harassing Griffin. He called her derogatory names, aggressively pursued her, and made inappropriate advances. He performed some of these acts in front of the Mayor and City Commissioner. Griffin continually resisted his advances and attempted to go on with her daily routines in fear of being fired.
Hat Six Homes, Inc. (the petitioner) challenged the district court's decision affirming an employee's claim for unemployment benefits with the Wyoming Department of Employment, Unemployment Insurance Commission. The district court determined that the employee had quit her employment for good cause under WY Stat § 27-3-311(a)(i) (1997). In this case, the employee left her employment because of sexual harassment and hostile work environment.
In the case In re Piatt, the Supreme Court of Arizona reviewed a disciplinary proceeding against an attorney who made repeated sexually inappropriate comments and advances toward two female clients during representation in domestic relations matters, including conditioning continued representation on sexual responsiveness.
A young woman was sexually assaulted by a male police officer who encountered the woman while he was picking fruit behind her house. The officer followed the woman into her home, where he exposed his genitals and attempted to penetrate the woman’s vagina despite her resistance. Afterwards, the woman successfully identified him in an identification parade and he was subsequently charged with the offences of assault with intent to rape and indecent assault, for which he was convicted at trial and sentenced to nine months hard labor imprisonment.
The objective of Law No. 27942 is to prevent and penalize sexual harassment that arises from relationships of authority or dependency. The statute applies to public and private workplaces, educational institutions, police and military institutions, and relationships that are unregulated by labor law. In 2009, Law No.
New Jersey’s sexual offense statutes create a tiered framework addressing sexual assault and aggravated sexual assault based on the nature of the act, the relationship between the parties, and the vulnerability of the victim.
