Criminal offence Victim intimidation is more likely to follow offences of violence and vandalism, according to the British Crime Survey (BCS) 1998.
Women are particularly likely to experience intimidation following a violent offence (26%) - many of these incidents involve domestic violence.
A person is guilty of tampering with a witness when, knowing that a person is or is about to be called as a witness in an action or proceeding, (a) he wrongfully induces or attempts to induce such person to absent himself from, or otherwise to avoid or seek to avoid appearing or testifying at, such action or proceeding, or (b) he knowingly makes any false statement or practices any fraud or deceit with intent to affect the testimony of such person.
A person is guilty of tampering with a witness in the third degree when, knowing that a person is about to be called as a witness in a criminal proceeding: 1.
If you are representing yourself in a Supreme Court trial, you may have to ask the other party's witnesses questions. There are two main purposes for cross-examination: You ask cross-examination questions based on a theory.
Using the example of Angela and James Smith as set out in our sample affidavit, below are some sample questions for Angela's cross-examination of James, based on her theory that equal parenting would be impractical because of James' work schedule.
A person is guilty of tampering with a witness in the first degree when: 1.
The standard for employer liability for hostile work environment harassment depends typically on whether or not the harasser is the victims supervisor. 2434 (2013), the Supreme Court rejected in part the EEOCs definition of supervisor.
An employer is vicariously liable for a hostile work environment created by a supervisor. The Court held that an employee is a supervisor if the employer has empowered that employee to take tangible employment actions against the victim, i.e., to effect a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits.
Thus, the standard of liability set forth in the decisions applies to all forms of unlawful harassment.
(See section II, below.) Harassment remains a pervasive problem in American workplaces.