Sexual Harassment Case Against Madison Square Garden by Ms Brown Sanders: A Case Study

The judge, in the movie, actually listened to the prosecutor’s witnesses and decided there was enough probable cause to move forward to a trial. Many judges are often too busy to examine the facts of the case before making a probable cause determination as stated in our text.

In December 1998, while working at the Bally facility in Bensonhurst, Brennan received a fax requiring her [**5]  attendance at an educational meeting about sexual harassment to be held at the Sheepshead Bay facility (the "1998 Meeting" or "Meeting"). See Brennan Aff. P 8; Tr. at 12. About twenty Bally employees attended the meeting. See Tr. at 14. At the meeting, the employees were shown a video depicting incidents of sexual harassment. See Brennan Aff. P 9; Tr. at 16. Fred Infante, the Bally attorney who had investigated Brennan 's complaint earlier that year, ran the meeting. See Brennan Aff. P 9; Tr. at 15.

After going over the evidence, I believe that James Broadnax is guilty on two counts of first degree murder. It was difficult to keep a level-head throughout the reports and transcripts due to the nature of the crime. I felt myself growing angry at certain evidence being brought up in court such as the deceased being killed execution style. The evidence all pointed to James Broadnax and, in my mind, fulfilled the standard of evidence for his conviction.

In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in

Some could argue that this case illustrates the failure of the jury system. Despite all the evidence pointing to the guilt of the defendant,

Sexual harassment was made illegal in the workplace under Title VII of the Civil Rights Act of 1964. This article “protects individuals against employment discrimination on the bases of race and color, as well as national origin, sex, and religion” (“Title VII”). Although the bill was originally passed to combat the “growing unrest in the country emanating from the pervasive and egregious racial discrimination and segregation exposed during the civil rights protests in the 1960s,” it has since grown to encompass all areas of discrimination in the field of employment (“Pre 1965”). The same act also created the Equal Employment Opportunity Commission to enforce

Koppersmith’s testimony of his actions portrayed a picture of unintentional events. The judge referred to the Woods case, “ there was some evidence that the appellant failed to perceive the risk that the victim might die as a result of his actions.” Because there was evidence that gave a reasonable theory that would have supported the jury receiving instructions on criminally negligent homicide, there was error in the trial court not giving the jury the instructions. Therefore the judgment was reversed and the case was remanded for a new trial.

Harassment, specifically sexual harassment, is one of those challenges faced by businesses and employers as of a result of workplace diversification. Inappropriate conversations, unwanted advances and uncomfortable physical contact are some of the ways sexual harassment can occur. According to Hellriegel and Slocum, “Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.” (p.52). To be clear, sexual harassment can, and has, affected both women and men over the years however up to half of all working women have reported experiencing some form of sexual harassment in the career (Vijayasiri, 2008, p.1). It wasn’t until 1986 though that the Supreme Court recognized sexual harassment as a violation of Title VII in the case of Meritor Savings Bank v. Vinson (O’Brien, 1994, p. 1). Before the high court’s ruling, however, the Equal Employment Opportunity Commission had begun to address the issue by drafting hostile work environment guidelines that included sexual harassment (O’Brien, 1994, p. 4). These guidelines would serve later to guide the high court’s decision. There are many more cases like this one we could look at. In 1991, sexual harassment became a household term as Anita Hill testified before congress stating she was sexually

It is also worth to mention that another of the white, male jurors, Henry Idle, was at that moment 27 years old, dropped out of high school after the tenth grade. He has in the past worked as a dishwasher and a fry cook, but he is currently unemployed, and leaves in a not very good neighborhood. These last facts leave no doubt as to whether the prosecutor had been entirely sincere in stating his reasons for challenging Mr. Morris and all other African-Americans. The Defense renewed all of here objections on the record and stated all pertinent inconsistencies found in the state reasons to dismiss multiple African-Americans and women, then the defense moved the court for a mistrial. (R. at 65)

The issue here becomes whether the court’s decision was the right one or if they could have come up with a different decision had the case been studied from different perspectives making the decision wrong. Both arguments (for and against the Court’s decision) are discussed below, but I personally believe that court’s decision was the only right one to make.

It seems incomprehensible excuses are made for sexual harassment, but that is all they are excuses, not reasons. This injustice puts victims into a wave of emotional distress. "Woman know what sexual harassment is. It's when your neck hairs stand up…when you feel like you're being

Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear

Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.

In a precedent-setting decision in 2000, the state Supreme Judicial Court of Massachusetts upheld a superior court ruling in Carmichael Vs. Wynn & Wynn noting in the text that "discriminatory animus was a factor in the decision not to hire a pregnant woman."