Sexual harassment

In May of 1990, Piatt represented clients A and B in their respective domestic relations actions.  During his representation of client A, Piatt repeatedly asked her questions such as whether she had masturbated at the age of fourteen, and whether she had ever had sexual relationship without emotional involvement.  He also made comments about the length of client A’s skirt and how “delicious” she looked.  Piatt later told client A during a meeting that if she did not respond to his sexual advances, he would be forced to charge her a large sum of money for continued representat

This is a proceeding for the disciplining of Schwartz, a trial court judge. Judge Robert Schwartz initiated a romantic relationship with an assistant public defender with cases before him. The assistant public defender informed her supervisor of Judge Schwartz’s planned recusal via a voice message. In the following days, Judge Schwartz provided dishonest reasons for his recusal from some cases involving the assistant public defender, and entered rulings in some other cases involving the assistant public defender.

The court upheld an elected clerk’s three-year suspension from the practice of law for various acts, including sexual advances toward female employees in the clerk’s office.  Six female employees made allegations that he sexually harassed them.  Respondent attempted to argue that his actions toward the employees did not meet the standard for “13” as defined by the EEOC.  The Court found that it did not need to rely on a federal agency’s definition to “find that the respondent’s creation and perpetuation of a work environment infected with inappropriate and unwelcome sexual ad

In response to statements by the Turkish Prime Minister regarding abortion, the applicants demonstrated outside of the Ministry of Family & Social Policies of Turkey. The applicants asked for the Prime Minister and the Minister of Family & Social Policies to apologize for the statements. When police officers told the applicants that the Minister was not present in the Ministry building, the applicants tried, unsuccessfully, to enter the building using force.

The appellant waitresses had been harassed while working at Pharos Restaurant, a restaurant owned by Platy Enterprises Ltd. Multiple waitresses endured sexual harassment from the same employee. In each individual incident, the waitresses resisted the conduct and one waitress spoke to management. While the harassment stopped, the offending employee continued to behave in an “unpleasant manner.” An adjudicator for the Manitoba Human Rights Commission awarded damages to the victims of sexual harassment and found that they had been “victims of sex discrimination contrary to s.

In Jones v. MTD Consumer Group, Inc., 32 N.E.3d 1030 (2015), the plaintiff was terminated after engaging in threatening and inappropriate behavior toward a former romantic partner who worked at the same company. The coworker reported that the plaintiff made a menacing gesture toward her and her new boyfriend outside of her home, and continued to direct derogatory remarks at her in the workplace. Following his dismissal, he filed suit in the Medina County Court of Common Pleas, alleging "reverse gender discrimination" and negligent retention.

Defendant Juan Carlos, a member of a gang known as the Mara Salvatrucha (MS), was arrested for sexually harassing and detaining a 16-year-old girl.  The victim was waiting for a bus an early afternoon when the defendant snatched her bag, attempted to kiss her, grabbed her by the neck, and forced her into a restaurant.  When the victim attempted to run away, the defendant pursued her and forcibly took her into a house where the defendant detained her in a room.  An anonymous individual in the neighborhood informed the police that the defendant was holding a girl captive. 

A company fired an employee on the basis of notorious misconduct. The employee had been accused of having committed acts of workplace violence against a female coworker. The court highlighted the need to strike a balance between protecting victims of violence and protecting employees. In reconciling this tension, the court noted that the rules of evidence established in article 46 of law 19,580 and law 18,561 on sexual harassment call for the employer to have the burden of proving that there was notorious misconduct.

The applicant was a German national arrested in Turkey on suspicion of belonging to a terrorist organization. She claimed that she was subjected to a gynecological exam during her detainment and that the local gendarmes stripped her naked and sexually harassed her. The court found that in these circumstances the gynecological exam was an interference with her right to physical integrity and her right to respect for her private life.

The applicant, Salome Jumbo, claimed she was dismissed as a result of her pregnancy. In 1999, the applicant started as a temporary nurse aid at a clinic and continued in that position until 2001. In 2001, the manager of the clinic assured the applicant that her job had become permanent. On April 4, 2001, the manager discovered that the applicant was pregnant. He immediately warned the applicant that he would not allow her to keep her job if she remained pregnant, as they wanted a permanent nurse aid.