The Reasonable Woman Standard: Effects on Sexual Harassment Court Decisions

Some federal courts have used a reasonable woman standard rather than the traditional reasonable man or reasonable person standard to determine whether hostile environment sexual harassment has occurred. The current research examined the impact of the reasonable woman standard on federal district court decisions, controlling for other factors found to affect sexual harassment court decisions. Results indicated that there was a weak relationship between whether a case followed a reasonable woman precedent-setting case and the likelihood that the court decision favored the plaintiff. The implications of our findings for individuals and organizations involved in sexual harassment claims are discussed.     

Social analytic investigation of hostile work environments

This paper presents a brief psycholegal analysis of hostile work environment sexual harassment law especially as it distinguishes between the reasonable person and reasonable woman tests of severity and pervasiveness. We tested two hypotheses: (1) women (but not men) would show stronger judgments of harassment when using the reasonable woman standard, and (2) this relationship would be strongest for women who identified with harassed victims and men who did not. We presented to a sample of undergraduates an in-group identification measurement task followed by the fact patterns in two cases and asked them to make legally relevant decisions under either the reasonable woman or person standard. Although we found gender and in-group identification effects, we found no legal standard effects. The results are discussed from the perspectives of law and psychology.     

The Impact of Psychological Injury Evidence and Jurors’ Schemas on Civil Case Decisions

Psychological injury evidence is at the heart of many civil claims. Due to the recent burgeoning of sexual harassment and assault claims which predominantly involve psychological distress, it is especially important to understand how jurors process this evidence at the most basic (or schema) level, and how these preconceived notions influence processing of trial evidence and subsequent legal judgments. As a result, the present paper explores rarely addressed—but fundamental—issues regarding how jurors perceive psychological injury evidence. Specifically, do jurors have psychological injury schemas? And if so, what injuries do these schemas contain, how stable are they, how are they evaluated, and how do they affect jurors’ case perceptions and legal decisions? A review of relevant theory and empirical research reveals that jurors have psychological injury schemas, but they are often poorly developed and susceptible to the influence of prompts used to retrieve these schemas (e.g., questions posed by attorneys during voir dire, the actual injuries adduced by the plaintiff). Also interesting is that despite the relative importance of psychological injury evidence, tremendous gaps remain regarding what actual types of psychological injuries jurors believe typically result in civil cases, how stable these injury schemas are, and precisely how they affect jurors’ decisions. This paper addresses these important issues to help organize and direct future research on the subject, including proposing a model for how psychological injury schemas interact with jurors’ perceptions of the plaintiff’s alleged injuries to affect their legal decisions.     

Perceptions of Sexual Harassment: The Effects of Gender,Legal Standard,and Ambivalent Sexism

This research tests the possibility that the reasonable woman as compared to the reasonable person test of hostile work environment sexual harassment interacts with hostile and benevolent sexist beliefs and under some conditions triggers protectionist attitudes toward women who complain of sexual harassment, We administered to a sample of undergraduates the ambivalent sexism inventory along with the fact patterns in two harassment cases and asked them to make legally relevant decisions under either the reasonable woman or person standard. We found that those high in hostile sexism, and women, found more evidence of harassment. However, those high in benevolent sexism did not exhibit the hostile sexism effects. Although men were less sensitive to the reasonable woman standard than women, under some conditions the reasonable woman standard enabled both genders to find greater evidence of harassment. The results are discussed from the perspectives of law and psychology.     

When a corporation rapes: perceptions of rape in civil court for corporate defendants

In recent years, the coupling of poor outcomes for rape victims in criminal court and the widening scope of legal responsibility for sexual assault has prompted plaintiffs to file civil suits for rape against corporations. Unfortunately, we know little about juror perception of civilly litigated rape against corporate defendants and most jury research involving corporate defendants concerns non-sexual injury cases (e.g. premises liability, automobile accidents). With the increasing number of corporations being sued civilly for rape, we need to understand how civil juries perceive these cases. The present study investigated mock jurors’ perceptions of a fictional civil rape trial against a hotel. Community members (N?=?155) read one of three trial summaries: Civil rape trial against the alleged perpetrator, civil rape trial against a hotel, or criminal rape trial. Results indicate females have higher pro-plaintiff judgments than males in civil court, perceptions of greed typically associated with civil litigation apply to rape, and favorable plaintiff decisions are most likely against a corporate defendant. Also, mental models suggest mock jurors conceptualize criminal and civil rape cases against an individual similarly. We discuss our results in terms of psychological, legal and practical expectations when suing for rape.     

The Homophobic Sexual Harassment Claim and Sexuality Discrimination

In sexual harassment law scholarship, it is often argued that the reasonable person standard should give way to a reasonable victim (woman) standard. Yet, this latter standard may unintentionally invite homophobic employees to attempt to use a reasonable homophobe standard to charge gay supervisors with harassment merely for being openly gay at work. In response, I argue that we currently act on an unjustifiable distinction whereby we treat sexuality behavior (behavior that indicates one's sexuality) as necessarily sexualized only for GLBTQ behavior. By disallowing this discriminatory treatment, we can preserve the reasonable victim standard and undermine the homophobe's warrantless charges.     

The Effects of Injury Severity on Jury Negligence Decisions

According to the laws of negligence, jurors' liability decisions are to be influenced by the defendant's conduct, but not by the severity of the plaintiff's injuries. We conducted a jury simulation study to assess whether jurors reason in this manner. We manipulated the conduct of the defendant (reasonable, careless) and the severity of injuries to the plaintiff (mild, severe) in a simulated automobile negligence case. Jurors completed predeliberation questionnaires, deliberated to a verdict, and answered postdeliberation questionnaires. The defendant's conduct had a strong impact on liability judgments, but evidence related to injury severity also had an effect, albeit smaller. We analyze these findings in the context of various cognitive and motivational theories.     

More than the sum of its parts? Itemizing impairment in civil cases

Purpose. The purpose of the present study is to determine whether making multiple damage awards influenced civil mock jurors' assessments of those damage awards. Specifically, how does making one decision for pain and suffering damage awards versus two decisions (one for mental pain and suffering and physical pain and suffering) versus four decisions (one for loss of enjoyment of life, mental anguish, disfigurement, and physical disability/impairment) influence overall non‐economic damage awards. Methods. One hundred twenty undergraduates from a psychology participant pool read a case vignette that included information regarding four types of injuries that the plaintiff endured: loss of enjoyment of life, mental anguish, disfigurement, and physical disability/impairment. Participants were randomly assigned to render either one award for pain and suffering, two awards (one for physical pain and suffering and one for mental pain and suffering), or four awards (one for each pain and suffering element). Results. Results indicated that participants who rendered four awards provided significantly higher overall non‐economic damage awards than participants who provided one overall award. The variability of damage awards also increased as the number of damage awards increased. Conclusions. Itemizing non‐economic damage awards into distinct injury categories can lead to an increase in overall non‐economic awards. Members of the legal arena should be cautioned against itemizing damages to prevent variability in non‐economic awards.     

Separating Compensatory and Punitive Damage Award Decisions by Trial Bifurcation

In a simulated products liability trial, we tested the effects of bifurcating decisions regarding compensatory and punitive damage awards. Fifty-nine groups of 5-7 jurors heard evidence in a unitary or bifurcated format, deliberated about the case to a unanimous decision, and awarded damages. Trial bifurcation decreased variability in compensatory damage awards across juries hearing the same case, and also decreased the tendency for juries to award extremely high compensatory damages. In addition, deliberation led to lower compensatory awards in the low injury severity condition and higher awards in the high injury severity condition. Jurors reported that they were using evidence more appropriately when the decisions were bifurcated. Implications of evidence bifurcation in civil trials are discussed.     

Workplace Sexual Harassment in Policing: Perceived Psychological Injuries by Source and Severity

Relatively little is known about employee perceptions of workplace psychological injuries following sexual and nonsexual harassment. In quasi-military occupational organizations, such as policing, the rate of sexual harassment to workplace injuries from other sources is comparatively high. In an exploratory 5?×?2 between-subjects factorial experimental projection study, 220 New South Wales Police Force officers responded to one of ten experimental vignettes in which sources of psychological injury and the gender of the injured worker were systematically varied. Results revealed an unexpected effect of experience. Employees aged 30 years and older were significantly more likely to anticipate psychological consequences and clinically diagnosable symptoms than their younger counterparts. As hypothesized, a main effect of injury source, but not gender of the target, emerged for the severity of psychological consequences: a physical injury was perceived to produce significantly more severe psychological injuries than sexual harassment in the form of coercion and unwanted sexual attention. Contrary to the hypothesis, participants rated gender-based hostility higher than other types of sexual harassment as a source of severe psychological harm. Participants believed that gender-based hostility requires more professional intervention and predicted more negative workplace consequences than other psychological injuries caused by other workplace events. As hypothesized, women employees were generally viewed as significantly more vulnerable to negative workplace outcomes than men. The police officers who participated in this study considered women as more likely to experience workplace problems following sexual coercion than other types of workplace injury. Physical injuries, gender-based hostility, and sexual coercion were distinguished from nonsexual harassment and unwanted sexual attention as significantly more likely to produce clinically diagnosable injuries, irrespective of target gender. Implications of these findings for research, practice, and legal policy are discussed.     

Liability for sexual harassment in criminal justice agencies

This article focuses on sexual harassment in criminal justice agencies from a legal perspective. The article briefly describes sexual harassment cases that address agency liability decided by the United States Supreme Court, discussing the standards of liability articulated in Burlington Industries Inc. v. Ellerth (1998), Faragher v. City of Boca Raton (1998), and Meritor Savings Bank v. Vinson (1986). A more precise understanding of when agencies are liable for the actions of their subordinates is developed through an examination of lower federal court decisions. Trends in the law are identified, as case law is categorized according to harassment by supervisors and co-workers. The article concludes by exploring the policy implications flowing from court decisions and by calling for further research on this troubling aspect of the criminal justice workplace.     

Sexual Harassment Litigation: a Road to Re-victimization or Recovery?

Various aspects of the judicial process have been hypothesized as damaging to sexual harassment plaintiffs, though limited research has been conducted that actually examines this hypothesis. We examined data from a large sample of women who participated in a class action lawsuit alleging workplace sexual harassment and discrimination (n?=?1218) and another sample of similarly situated women who opted out of litigation (n?=?465, non-litigants). We then followed the litigants for 5 years. This study takes an initial look at some of the variables theorized to play a role in the psychological outcomes of both harassment and subsequent litigation. Both the severity of harassment and participation/persistence in the litigation process were related to psychological outcomes at each of three assessments across a 5-year period; the frequency and severity of harassment, as well as plaintiffs’ cognitive appraisals of their situation, appeared to have the strongest relationship to psychological harm. Results of multivariate analysis of covariance (MANCOVA) revealed that participation and persistence in litigation played a consistent role in psychological outcomes across time, over and above the impact of harassment itself. However, litigation did not appear to be the cause of psychological outcomes as posttraumatic stress disorder (PTSD) symptomatology, in particular, was the result of the original harassment experience.     

性骚扰的民事责任初探

性骚扰的民事责任在中国属于新兴的研究课题。本文试图根据比较方法对性骚扰概念与性骚扰立法所保护的对象作出必要的法律界定 ;同时侧重讨论了证明性骚扰案件的证据问题和构成性骚扰的民事赔偿问题。     

职场性骚扰雇主替代责任说质疑

雇主对职场中发生的性骚扰行为承担责任的性质,存在着替代责任说和自己责任说两种相对立的观点。解决职场性骚扰情况下雇主责任的承担有两种路径：侵权责任法和劳动法。通过侵权责任法解决职场性骚扰的责任,雇主承担对自己安全保障义务违反的不作为责任,属于过错责任,自己责任。在劳动社会保障法领域,雇主承担对劳动者保护的法定义务,应该提供给劳动者较好的工作环境,如果雇员违反法定义务致使雇员受到损害,雇主应该承担赔偿责任,是违反劳动法规定的法定义务承担的后果,其实质仍然是一种自己责任。     

Perceptions of Legitimacy: The Sex of the Legal Messenger and Reactions to Sexual Harassment Training

Research shows that exposure to sexual harassment policy sometimes activates traditional gender stereotypes. This article examines whether the sex of the legal messenger moderates reactions to the enforcement of sexual harassment laws. We employ a 2 × 2 experimental design in which we measure the effect of a sexual harassment policy intervention on male participants’ gender beliefs. The design varies whether the person communicating the policy information is male or female. We find that female policy trainers activate implicit gender stereotypes, but explicit gender egalitarian beliefs. Other than improving men's perceptions of women's considerateness, the policy has little effect on beliefs in the conditions with a male trainer. These results suggest that the effect of law on social change is contingent on characteristics of the legal messengers. Findings contribute to our understanding of gender inequality and legitimacy processes and have practical implications for implementing effective policy.     

事实因果关系不明侵权中比例因果关系的确定

事实因果关系不明的侵权,意味着被告行为是否是原告特定损害的事实上原因,无法得到符合标准要求的证明,因此具体因果关系的认定非常困难。比例因果关系用以确定致害因素与特定损害结果之间的可能性联系及其比值,具有推定性和评价性特点,是解决这类侵权责任承担问题的技术工具和关键因素。比例因果关系的确定需经过一般因果关系的确定和与个案具体情况的比对这两个步骤,其"比例"数额的确定是在综合考虑各种事实因素和酌定因素的基础上,参考有关数据进行的综合评价,用于恰当分配被告的责任。比例因果关系是法律思维从确定化向灵活性转变的产物,具有相当程度的可接受性。     

性骚扰侵权责任探究

性骚扰是指违背当事人的意愿,采用包括语言和动作在内的一切与性有关的挑逗、侵犯和侮辱等方式,造成他人生理、心理损害或精神紧张的行为。它侵害的是受害人的性尊严权,具有严重的危害性。对于这种侵权行为,受害人可依法主张侵权人承担侵权责任。性骚扰侵权责任的承担方式有：停止侵害;赔礼道歉;赔偿损失,包括物质损害赔偿、精神损害赔偿、惩罚性损害赔偿。     

Here comes the judge: the influence of judge personal characteristics on federal sexual harassment case outcomes

This study explored the effects of judges' personal characteristics (gender, race, age, and political affiliation) and case characteristics on the outcomes of federal cases of hostile environment sexual harassment. Results revealed that even after controlling for the effects of relevant case characteristics (e.g., severity of the harassment), judges' personal characteristics influenced case outcomes. Specifically, younger judges and Democrat judges were more likely to find for the plaintiff (the alleged victim of harassment). The probability that the decision would favor the plaintiff was only 16% when the case was heard by an older judge but 45% when heard by a younger judge. The probability that the decision would favor the plaintiff was only 18% when the case was heard by a judge who had been appointed by a Republican president but 46% when the judge had been appointed by a Democrat president.     

Sexual harassment in higher education: a victim's remedies and a private university's liability

Sexual harassment is a pervasive problem in education. With victims of harassment pursuing administrative and judicial redress, an awareness of and a program for response to the sexual harassment issue are good risk management strategies for a private university and its staff, employees, and students. This article examines, first, the two types of sexual harassment recognized by law; second, the situations in which harassment in the educational context may occur; and, third, avenues of recourse for the victim of sexual harassment and the responsibility and liability of the private university when the harassment is reported or discovered. It is designed to inform and educate the faculty and administrators of private universities about the legal implications of their response to notice of sexual harassment.