Costa Rica

This case relates to sexual harassment in the workplace. The relevant facts are as follows. The victim was a receptionist at her company, and experienced sexual harassment by her superior, as evidenced by lascivious emails he sent her. She reported the harassment to supervisors, who suggested that they work together to find a solution, which resulted in the employer suggesting that she resign. The victim resigned and the harasser was sanctioned with three days docked pay.

The public defender is appealing a conviction of sexual assault on behalf of his client. The appeal argues that (1) the facts alleged are imprecise and ambiguous (e.g., how is it possible to restrain someone’s arms while touching them at the same time?) and (2) the sexual contact was consensual because there was no evidence of the victim’s fighting back, she didn’t scream for help, had no injuries or physical signs of assault.

The prosecutor is appealing a ruling of not guilty in a sexual abuse case. The not guilty ruling had been based largely on inconsistencies between the initial testimony of the victim and her testimony at trial. This court found that, because the victim was not provided appropriate and comfortable conditions to give oral testimony (she was made to testify in front of a public audience and with the defendant in view), her testimony entailed a re-victimization, which influenced her ability to provide complete and accurate facts.

The public ministry is appealing a previous ruling, which found the defendant not guilty of violating an order or protection that prohibited the defendant from, among other things, nearing or entering the home, place of work or place of study of the complainant. Police found the defendant approximately one or two meters from the complainant’s home, armed with a knife. He had broken down the front door and forcibly entered the home.

Challenge to gender-based nationality law.

Desafío a la ley de nacionalidad que se basa en género sexual. 

The Court established a unified standard of the legal meaning of a “factual union” (unión de hecho). This term is used in the Law of Criminalization of Violence against Women (Ley de Penalización de Violencia contra la Mujer) and in the Family Code (Código de Familia). However, the definition is composed of different elements under each of these legislations.

The court emphasized that in order to prove a domestic violence cause of action, the plaintiff must prove that she has been subject to a behavior pattern that fits within the domestic violence cycle. Such behavior pattern consists of three stages: (1) the growing tension stage; (2) the acute aggression stage; and (3) the kindness or affection stage. The third stage is followed by the aggressor’s regret and then by the reconciliation, which in turns leads to another assault and then to the repetition of the cycle.

The Court established that for a cause of action based on a threat against a woman to meet the justiciability criteria pursuant to article 27 of the Law of Criminalization of Violence against Women (Ley de Penalización de Violencia contra la Mujer), it is necessary that the conduct be executed in a context of a (1) marriage or of (2) factual union.

Plaintiff challenged the constitutionality of Articles 8, 9(a), 9(c), 10 and 19 of the University of Costa Rica's Regulation against Sexual Harassment, arguing that they were inconsistent with the Costa Rican Political Constitution, the American Convention on Human Rights and the International Pact of Civil and Political Rights. The Court rejected the Plaintiff's challenge, affirming the constitutionality of the provisions.

Plaintiff claimed that she was dismissed from her employment as a psychologist because she was pregnant, thereby violating her constitutional rights. The Court disagreed, finding that her position was of a temporary nature, her employer replaced her with a more qualified psychologist, and that plaintiff's dismissal was not based on her pregnancy.