Sexual harassment

Leoni Gilroy made allegations of sexual harassment against a co-worker, Branko Angelov, who is the respondent in this case. Gilroy sought damages against her employers, Craig and Toni Botting, the second respondents. Gilroy reported the sexual harassment to Mr. Botting, who told Gilroy that he didn’t believe Angelov would act in such a way. Nevertheless, Bottling agreed to keep Angelov away from her at work. Later, Mr. Botting terminated Gilroy’s employment, stating that Mrs. Botting believed that Mr. Botting and Gilroy were having an affair. The Court entered judgment in favor of Ms.

A. Griffin was employed as a billing clerk in the City of Opa-Locka’s water department in 1993. 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.

The appellant was convicted of raping the complainant ten years before she reported it to anyone and eleven years before she reported it to the police. He was sentenced to three and half years of imprisonment, with two years suspended on condition of good behavior. Although the trial judge found the complainant credible, the court found that she was not consistent in her evidence. It emphasized the trail court’s finding that she was suffering from post- traumatic stress disorder and her delay in reporting.

The appellant was convicted of raping a 16-year-old female colleague and was sentenced to eight years in prison.  The Court of Appeal granted a retrial because the trial court had “erred in failing to give a proper/adequate direction to the jury.”  Under Section 92(3)(a) of Belize’s Evidence Act, a trial court has discretion to “warn the jury of the special need for caution” where the only evidence against a person charged with rape is the word of the victim.  Where a judge exercises such discretion, he or she must provide the reasons for cautioning the jury.  The trial

The plaintiff filed suit against her employer, the Ministry of Defense—Argentine Air Force, seeking damages for sexual harassment and workplace persecution because her supervisor made indecent proposals, threatened her employment if she did not accede to his demands, made sexually explicit comments, and impeded her advancement.  The trial court ruled against the plaintiff on the basis that (1) a psychological report indicated that she suffered from “moderate reactive development,” therefore making it impossible to determine the level of fault that corresponded to the alleged hostile co

The Harassment Act of New Zealand (the “HA”) provides protection to victims of harassment by making the most serious types of harassment criminal offenses, empowering courts to make orders to protect victims of harassment who are not covered by family violence legislation and providing effective sanctions for breaches of criminal and civil laws relating to harassment. Harassment is defined to mean a pattern of behavior that is directed against another person, being any “specified act” to the other person on at least 2 separate occasions within a period of 12 months.

The Act focuses on the non-consensual distribution of explicit images, inter alia. Section 2 makes it an offence to distribute, publish, or threaten to distribute or publish an intimate image with (i) intent to harm or (ii) being reckless as to whether harm is caused. Section 1 defines “distribute” and “publish” as being distributed or published to the public or a section of the public. Section 1 further defines an “intimate image” in broad terms, encompassing a photographic, film, video, or digital representation, and includes nude, non-nude, or sexual images.

The Harmful Digital Communications Act 2015 of New Zealand (the “Act”) grants powers to approved agencies to receive, assess and investigate complaints about harm caused to individuals by digital communications. The purpose of the Act is to provide victims of harmful digital communications with a quick and efficient means of redress and otherwise deter, prevent and mitigate harm caused by such digital communications.

The plaintiffs worked at a restaurant operated by GZK. They alleged that a cook who worked with them repeatedly made lewd and sexually violent comments toward them, as well as touched them inappropriately without consent. The plaintiffs also alleged that a supervisor also made inappropriate sexual comments and groped them as he pretended to accidentally brush against them. They testified that they had brought this behavior to the attention of the management.

Molly Harvill sued her fellow employee, Oscar Rogers, for sexual assault and battery and intentional infliction of emotional distress.  Ms. Harvill alleged that Mr. Rogers grabbed and kissed her, shot rubber bands at her breasts, and rubbed against her at work after repeated requests for him to stop.  The trial court entered summary judgment in favor of Mr. Rogers because Ms.