Modern Civil Rights Case Study - 1650 Words

Modern Civil Rights (Case Study Sample) Content: Florida and the Modern Civil Rights MovementName:Institution:Employee Non-Compete AgreementsGiven the present tough competition among many industries in the United States, many companies are forcing their employees to sign the non-compete agreements upon recruitment in their companies. This issue has rapidly intensified mainly because industries are swiftly shifting from manufacturing towards service provision. This shifting means that jobs by service providers are rate higher than the manufacturing sector jobs. In addition, employees in the world today have become more aggressive, where they can easily leave a job and open their own business or firm using the experience they have gained from their former employers.[Hamlin John C. 2010 Non-Compete Agreements à ¢Ã¢â€š ¬ What You Should Know Retrieved from /Non-Competes.html] What is Employee Non-Compete Agreement and what is its importance? This is the questions that will be the point of focus for this paper. This pa per will go over a few of the acts related to this topic that have been passed over the years and how they apply differently in different states in the United States. This paper will discuss protections that these acts provide to employers and what an employee should know before signing the agreement. This paper will also discuss the necessary steps a worker can take to obtain protection, when compelled to sign the agreement.A non-compete clause or covenant not to compete agreement applies under the contract law where one party usually, the employee agrees to sign an agreement that forbids them from entering or starting a similar trade or profession in competition against the other party that is usually the employer. A non-compete clause is therefore a contract provision bound by various customary contract requirements such as the consideration doctrine. The use of these clauses is based on the possibility that the employee might start working for the rivals or start a similar busin ess upon their termination or resignation, exploiting confidential information of the former employer's operations or business secrets as their competitive advantage.Non-compete agreements may arise in various circumstances. The most common areas are in employment relationships between the employer and the employee, between stockholder agreements and in cases of a business disposal. The provision of non-compete agreement has been enforced different in different states. This paper will look at how this provision has been enforced in Florida and Middlesex. The provision will mainly address non-compete agreements under Florida law and also analyze a court a case titled ARS Services, Inc. v. Baker, et al., Middlesex Superior Court, Civil Action No.12-00105 so as to understand how the clause has been enforced in the past.[Bierwirth, L. Joseph. 2012. Case Study: Enforcing a non-compete agreement with a former employee Retrieved on May 22, 2014 from /media/pnc/9/media.269.pdf] Case Study 1 : Florida LawThe enforcement on non-compete agreement in Florida is not a new concept given the historical nature of Florida as one of the most employer friendly states in the United States. Gretchen, is a 28 year old IT expert who was working in a Telecommunications company in Florida. She says that her employer intimidated her to sign a non-compete form after working for six months, failure to which she would be fired. She signed the agreement but subsequently lost her job from that company. However, she says that she was unable to secure another job as the agreement forbid her from working for their competitors. The single mother of two narrates the difficult moment she went through and says that she had to start in another career from scratch. Her second career has currently been stricken by serious challenges and she is now wondering what might be the recourse of a worker who has signed such an agreement.[Meiners, Roger E., Al H. Ringleb and Frances L. Edwards. 2011. The legal environment of business. Stamford, CT: Cengage Learning.] On July 2012, Polselli, the owner of Ripe Delights, which is a fruit bouquet business based in Palm Beach, Florida, sued two of her employees in the Arden Courts, Florida. She says "as a small business owner, your business is the entire resource you have, if they looked for work in some textile firm or designer shop, I would have had no problems.à ¢Ã¢â€š ¬Ã‚ [Miller, Roger LeRoy, Frank B. Cross, and Gaylord A. Jentz. 2013. Business law: alternative edition text and summarized cases: legal, ethical, global, and corporate environment. Mason, Ohio: South-Western Cengage Learning.] Barbara Poole is a legal expert who works in a litigation law firm located in Broward County. He says that signing the non-compete form is like signing a prenuptial contract. "In states like Florida, it is unfortunate that the chances for an employeeà ¢Ã¢â€š ¬s recourse is next to zero if an employee knowingly signed such an agreement" says Poole. His caution to employees is to think first before signing such an agreement, "otherwise, you are signing at your own perilà ¢Ã¢â€š ¬Ã‚ .[Miller, Roger LeRoy, Frank B. Cross, and Gaylord A. Jentz. 2013. Business law: alternative edition text and summarized cases: legal, ethical, global, and corporate environment. Mason, Ohio: South-Western Cengage Learning.] Case Study 2: Middlesex County, Massachusetts.When David Baker resigned from ARS Services an emergency restoration company doing business in Massachusetts, Connecticut, Rhode Island and New Hampshire a non-compete agreement he had signed with the company bound him. The agreement stated that Mr. Baker could not work in disaster restoration field for one year on undertake any project in a space of 40 miles of any of the 6 ARSà ¢Ã¢â€š ¬s offices. Despite this agreement, Mr. Baker went ahead and began to work for one of ARSà ¢Ã¢â€š ¬s direct rivals, Harvey Remodeling, in the capacity of a sales manager in the emergency restoratio n operation. His new position made him have direct contact with insurance adjusters and other business development contacts he had developed while at ARS.[Bierwirth, L. Joseph. 2012. Case Study: Enforcing a non-compete agreement with a former employee Retrieved on May 22, 2014 from /media/pnc/9/media.269.pdf] ARS turned to a litigation attorney with Hemenway Barnes for help. Mr. Joe Bierwirth the attorney filed for a preliminary injunction in Middlesex Superior Court arguing that Mr. Bakerà ¢Ã¢â€š ¬s activities as sales manager with Harvey Remodeling Restoration Division breached his non-compete agreement. He disclosed to the court how the company had invested in Mr. Bakerà ¢Ã¢â€š ¬s career development and sales exertions while as an employee with ARS.The court granted a preliminary injunction on Feb. 21, 2012. Judge Thomas Murtagh of Orange Superior Court decided that "ARS had demonstrated comprehensively that the enforcement of the Agreement was necessary to prevent the company from suffering irreparable harm. He stated "If Baker is allowed to continue working for Harvey Remodeling Restoration Division, ARS may face the distinct possibility of losing its goodwill to its customers and risk losing those customers to Harvey Remodeling." The decision held that Mr. Baker could not be employed by Harvey Remodeling nor employed in any other company in a disaster restoration work within the non-compete agreement geographic area.[Bierwirth, L. Joseph. 2012. Case Study: Enforcing a non-compete agreement with a former employee Retrieved on May 22, 2014 from /media/pnc/9/media.269.pdf] What Employees Should KnowMark is an attorney who works with Wasserman Gora in Boca Raton, Florida. He says that a company is not obligated by the court to provide evidence that the employee is causing damage to the company by working for a rival company. The signed agreement according to Mark is satisfactory evidence in the court for the company. However, employee may be at liberty t o provide evidence to defend themselves. However, finding such evidence that is convincing is a difficult task.[Hamlin John C. 2010 Non-Compete Agreements à ¢Ã¢â€š ¬ What You Should Know Retrieved on May 22, 2014 from /Non-Competes.html] He advices the employees to think and weigh the options before signing such an agreement especially in states like Florida where courts have a history of favoring employers in such matters. Mark also advices the employee to find out how the none compete clause in your state applies. This information can be found from the labor department. He also states that Non-compete agreements is a tricky part of law and tough choice for the employee because the employer may refuse to hire an employee if he or she refuses to sign the agreement. He therefore asks the employee to carefully read through the document, preferably with a lawyerà ¢Ã¢â€š ¬s assistance to fully understand what you are signing.[Hamlin John C. 2010 Non-Compete Agreements à ¢Ã¢â€š ¬ What You Should Know Retrieved on May 22, 2014 from /Non-Competes.html] Modern Civil Rights Case Study - 1650 Words Modern Civil Rights (Case Study Sample) Content: Florida and the Modern Civil Rights MovementName:Institution:Employee Non-Compete AgreementsGiven the present tough competition among many industries in the United States, many companies are forcing their employees to sign the non-compete agreements upon recruitment in their companies. This issue has rapidly intensified mainly because industries are swiftly shifting from manufacturing towards service provision. This shifting means that jobs by service providers are rate higher than the manufacturing sector jobs. In addition, employees in the world today have become more aggressive, where they can easily leave a job and open their own business or firm using the experience they have gained from their former employers.[Hamlin John C. 2010 Non-Compete Agreements à ¢Ã¢â€š ¬ What You Should Know Retrieved from /Non-Competes.html] What is Employee Non-Compete Agreement and what is its importance? This is the questions that will be the point of focus for this paper. This pa per will go over a few of the acts related to this topic that have been passed over the years and how they apply differently in different states in the United States. This paper will discuss protections that these acts provide to employers and what an employee should know before signing the agreement. This paper will also discuss the necessary steps a worker can take to obtain protection, when compelled to sign the agreement.A non-compete clause or covenant not to compete agreement applies under the contract law where one party usually, the employee agrees to sign an agreement that forbids them from entering or starting a similar trade or profession in competition against the other party that is usually the employer. A non-compete clause is therefore a contract provision bound by various customary contract requirements such as the consideration doctrine. The use of these clauses is based on the possibility that the employee might start working for the rivals or start a similar busin ess upon their termination or resignation, exploiting confidential information of the former employer's operations or business secrets as their competitive advantage.Non-compete agreements may arise in various circumstances. The most common areas are in employment relationships between the employer and the employee, between stockholder agreements and in cases of a business disposal. The provision of non-compete agreement has been enforced different in different states. This paper will look at how this provision has been enforced in Florida and Middlesex. The provision will mainly address non-compete agreements under Florida law and also analyze a court a case titled ARS Services, Inc. v. Baker, et al., Middlesex Superior Court, Civil Action No.12-00105 so as to understand how the clause has been enforced in the past.[Bierwirth, L. Joseph. 2012. Case Study: Enforcing a non-compete agreement with a former employee Retrieved on May 22, 2014 from /media/pnc/9/media.269.pdf] Case Study 1 : Florida LawThe enforcement on non-compete agreement in Florida is not a new concept given the historical nature of Florida as one of the most employer friendly states in the United States. Gretchen, is a 28 year old IT expert who was working in a Telecommunications company in Florida. She says that her employer intimidated her to sign a non-compete form after working for six months, failure to which she would be fired. She signed the agreement but subsequently lost her job from that company. However, she says that she was unable to secure another job as the agreement forbid her from working for their competitors. The single mother of two narrates the difficult moment she went through and says that she had to start in another career from scratch. Her second career has currently been stricken by serious challenges and she is now wondering what might be the recourse of a worker who has signed such an agreement.[Meiners, Roger E., Al H. Ringleb and Frances L. Edwards. 2011. The legal environment of business. Stamford, CT: Cengage Learning.] On July 2012, Polselli, the owner of Ripe Delights, which is a fruit bouquet business based in Palm Beach, Florida, sued two of her employees in the Arden Courts, Florida. She says "as a small business owner, your business is the entire resource you have, if they looked for work in some textile firm or designer shop, I would have had no problems.à ¢Ã¢â€š ¬Ã‚ [Miller, Roger LeRoy, Frank B. Cross, and Gaylord A. Jentz. 2013. Business law: alternative edition text and summarized cases: legal, ethical, global, and corporate environment. Mason, Ohio: South-Western Cengage Learning.] Barbara Poole is a legal expert who works in a litigation law firm located in Broward County. He says that signing the non-compete form is like signing a prenuptial contract. "In states like Florida, it is unfortunate that the chances for an employeeà ¢Ã¢â€š ¬s recourse is next to zero if an employee knowingly signed such an agreement" says Poole. His caution to employees is to think first before signing such an agreement, "otherwise, you are signing at your own perilà ¢Ã¢â€š ¬Ã‚ .[Miller, Roger LeRoy, Frank B. Cross, and Gaylord A. Jentz. 2013. Business law: alternative edition text and summarized cases: legal, ethical, global, and corporate environment. Mason, Ohio: South-Western Cengage Learning.] Case Study 2: Middlesex County, Massachusetts.When David Baker resigned from ARS Services an emergency restoration company doing business in Massachusetts, Connecticut, Rhode Island and New Hampshire a non-compete agreement he had signed with the company bound him. The agreement stated that Mr. Baker could not work in disaster restoration field for one year on undertake any project in a space of 40 miles of any of the 6 ARSà ¢Ã¢â€š ¬s offices. Despite this agreement, Mr. Baker went ahead and began to work for one of ARSà ¢Ã¢â€š ¬s direct rivals, Harvey Remodeling, in the capacity of a sales manager in the emergency restoratio n operation. His new position made him have direct contact with insurance adjusters and other business development contacts he had developed while at ARS.[Bierwirth, L. Joseph. 2012. Case Study: Enforcing a non-compete agreement with a former employee Retrieved on May 22, 2014 from /media/pnc/9/media.269.pdf] ARS turned to a litigation attorney with Hemenway Barnes for help. Mr. Joe Bierwirth the attorney filed for a preliminary injunction in Middlesex Superior Court arguing that Mr. Bakerà ¢Ã¢â€š ¬s activities as sales manager with Harvey Remodeling Restoration Division breached his non-compete agreement. He disclosed to the court how the company had invested in Mr. Bakerà ¢Ã¢â€š ¬s career development and sales exertions while as an employee with ARS.The court granted a preliminary injunction on Feb. 21, 2012. Judge Thomas Murtagh of Orange Superior Court decided that "ARS had demonstrated comprehensively that the enforcement of the Agreement was necessary to prevent the company from suffering irreparable harm. He stated "If Baker is allowed to continue working for Harvey Remodeling Restoration Division, ARS may face the distinct possibility of losing its goodwill to its customers and risk losing those customers to Harvey Remodeling." The decision held that Mr. Baker could not be employed by Harvey Remodeling nor employed in any other company in a disaster restoration work within the non-compete agreement geographic area.[Bierwirth, L. Joseph. 2012. Case Study: Enforcing a non-compete agreement with a former employee Retrieved on May 22, 2014 from /media/pnc/9/media.269.pdf] What Employees Should KnowMark is an attorney who works with Wasserman Gora in Boca Raton, Florida. He says that a company is not obligated by the court to provide evidence that the employee is causing damage to the company by working for a rival company. The signed agreement according to Mark is satisfactory evidence in the court for the company. However, employee may be at liberty t o provide evidence to defend themselves. However, finding such evidence that is convincing is a difficult task.[Hamlin John C. 2010 Non-Compete Agreements à ¢Ã¢â€š ¬ What You Should Know Retrieved on May 22, 2014 from /Non-Competes.html] He advices the employees to think and weigh the options before signing such an agreement especially in states like Florida where courts have a history of favoring employers in such matters. Mark also advices the employee to find out how the none compete clause in your state applies. This information can be found from the labor department. He also states that Non-compete agreements is a tricky part of law and tough choice for the employee because the employer may refuse to hire an employee if he or she refuses to sign the agreement. He therefore asks the employee to carefully read through the document, preferably with a lawyerà ¢Ã¢â€š ¬s assistance to fully understand what you are signing.[Hamlin John C. 2010 Non-Compete Agreements à ¢Ã¢â€š ¬ What You Should Know Retrieved on May 22, 2014 from /Non-Competes.html]

The History of Prohibition in the United States

Prohibition was a period of nearly 14 years of U.S. history (1920 to 1933) in which the manufacture, sale, and transportation of intoxicating liquor were made illegal. It was a time characterized by speakeasies, glamor, and gangsters and a period of time in which even the average citizen broke the law. Interestingly,  Prohibition (sometimes referred to as the Noble Experiment) led to the first and only time an Amendment to the U.S. Constitution was repealed. Temperance Movements After the American Revolution, drinking was on the rise. To combat this, a number of societies were organized as part of a new Temperance movement, which attempted to dissuade people from becoming intoxicated. At first, these organizations pushed moderation, but after several decades, the movements focus changed to complete prohibition of alcohol consumption. The Temperance movement blamed alcohol for many of societys ills, especially crime and murder. Saloons, a social haven for men who lived in the still untamed West, were viewed by many, especially women, as a place of debauchery and evil. Prohibition, members of the Temperance movement urged, would stop husbands from spending all the family income on alcohol and prevent accidents in the workplace caused by workers who drank during lunch. The 18th Amendment Passes At the beginning of the 20th century, there were Temperance organizations in nearly every state. By 1916, over half of the U.S. states already had statutes that prohibited alcohol. In 1919, the 18th Amendment to the U.S. Constitution, which prohibited the sale and manufacture of alcohol, was ratified. It went into effect on January 16, 1920—beginning the era known as Prohibition. The Volstead Act While it was the 18th Amendment that established Prohibition, it was the Volstead Act (passed on October 28, 1919) that clarified the law. The Volstead Act stated that beer, wine, or other intoxicating malt or vinous liquors meant any beverage that was more than 0.5% alcohol by volume. The Act also stated that owning any item designed to manufacture alcohol was illegal and it set specific fines and jail sentences for violating Prohibition. Loopholes There were, however, several loopholes for people to legally drink during Prohibition. For instance, the 18th Amendment did not mention the actual drinking of liquor. Also, since Prohibition went into effect a full year after the 18th Amendments ratification, many people bought cases of then-legal alcohol and stored them for personal use. The Volstead Act allowed alcohol consumption if it was prescribed by a doctor. Needless to say, large numbers of new prescriptions were written for alcohol. Gangsters and Speakeasies For people who didnt buy cases of alcohol in advance or know a good doctor, there were illegal ways to drink during Prohibition. A new breed of gangster arose during this period. These people took notice of the amazingly high level of demand for alcohol within society and the extremely limited avenues of supply to the average citizen. Within this imbalance of supply and demand, gangsters saw a profit. Al Capone in Chicago is one of the most famous gangsters of this time period. These gangsters would hire men to smuggle in rum from the Caribbean (rumrunners) or hijack whiskey from Canada and bring it into the U.S. Others would buy large quantities of liquor made in homemade stills. The gangsters would then open up secret bars (speakeasies) for people to come in, drink, and socialize. During this period, newly hired Prohibition agents were responsible for raiding speakeasies, finding stills, and arresting gangsters, but many of these agents were underqualified and underpaid, leading to a high rate of bribery. Attempts to Repeal the 18th Amendment Almost immediately after the ratification of the 18th Amendment, organizations formed to repeal it. As the perfect world promised by the Temperance movement failed to materialize, more people joined the fight to bring back liquor. The anti-Prohibition movement gained strength as the 1920s progressed, often stating that the question of alcohol consumption was a local issue and not something that should be in the Constitution. Additionally, the Stock Market Crash in 1929 and the beginning of the Great Depression started changing peoples opinion. People needed jobs. The government needed money. Making alcohol legal again would open up many new jobs for citizens and additional sales taxes for the government. The 21st Amendment Is Ratified On December 5, 1933, the 21st Amendment to the U.S. Constitution was ratified. The 21st Amendment repealed the 18th Amendment, making alcohol once again legal. This was the first and only time in U.S. history that an Amendment has been repealed.

Capital Punishment And The Death Penalty - 1539 Words

Capital punishment, otherwise known as the death penalty, has been the center of debate for a long time. Capital punishment may be defined as the â€Å"[e]xecution of an offender sentenced to death after conviction by a court of law of a criminal offense† (Capital Punishment). Up until 1846, when Michigan became the first to abolish the death sentence, all states allowed legal practice of capital punishment by the government (States). Currently, there 32 states still supporting the death penalty and 18 that oppose (States). This illustrates the struggle experienced by state governments all across America and their progression to a more peaceful resolution. There are varying advantages and potentially severe disadvantages to this type of†¦show more content†¦Of the three examples given above why capital punishment should not be allowed, one of them sticks out like a sore thumb, which is the one that will be used as the basis of my argument. It is not â€Å"killing is never the answer†, as this statement in itself is false. There are many instances where no outcome seems ideal but the end result is taking another person s life. An example of this would be an armed robber entering a father s/respective gun owner s house. Rather than allowing the robber take what he pleases or risk a weaponless confrontation, the man will attempt to catch the robber off-guard and take him out before he himself gets shot. The other example that does not make the cut is â€Å"the execution process is actually much more expensive than life in prison.† Though this is not always the case, it is more of a reflection of the efficiency of government programs rather than their moral code. Secondly, this statement appeals to those of greedy nature, insinuating that one can put a price on life and death matters. Lastly, we have â€Å"potential executions of innocent bystanders must be avoided†. This piece of injustice happens when the judge and jury try to overexert the justice system through haste, only for evidence to later reveal it was an unwarranted and irreversible decision. Even the placement of innocent people on the death row falls under the category of potential disaster. This complete disregard for due process

Framing of Federal Domestic Violence Policy †MyAssignmenthelp.com

Question: Discuss about the Framing of Federal Domestic Violence Policy. Answer: Introduction: Cross-examination refers to the vital part of protecting those, who are accused for the sexual crimes. The complainant in the sexual assault trial can run on the identification and lack of consent. There should be no dispute of the occurrence of sexual contact. The advocate can face the indictment frequently with the numerous calculations. This needs to be scrutinized under the defense counsel to prevent the sexual assault. For such purpose, the cross- examination is necessary. At the time of child complaint, the preparation of the cross- examination needs to be prepared earlier. The characteristic of the complaints need to be analyzed. Zydervelt et al. (2016) mentioned thatbit is necessary to make the chronology of the complaint so that at the time of analysis, no problem can occur. The support of the forensic test is necessary in case of cross- examination. This policy helps to reform the limit cross- examination of the sexual assault complaints. However, in Australia, the number o f conviction rate in the sexual cases is decreasing gradually due to the cross-examination policy. This can include the statement of Policy and Practice of the police prosecution services. In such case, Westera et al. (2017) mentioned that the police and prosecution plays the important role to take the proper decision. The policy is made to help the victims of sexual harassment. There should be a presumption to use an alternative way to collect the evidence rather than the video recording. Aspect of the trial method, the complainant needs to know about the psoobile alternative ways. This will help to provide the evidence with the physical layout of courtroom. This can include the access as well as the waiting room. Henderson (2015) mentioned that during the involvement of victim, the prosecutor needs to ensure that the arrangements should be made for victims for meeting with victim Advisor. The alternative meaning of evidence needs to be explained by the victim. Keam and Cook (2016) mentioned that the guidance can suggest the third person to convey the information gathered from the complainant to prosecutor. The difficulty in such context is that the victim advisor needs to explain the alternative way before using the alternative way. The performance can be expressed back to prosecutor. In such way , the prosecutor is also able to use then alternative way. This will help to enquiry about the relevant information of the complainant and provide the best outcome. The victim can be afraid to convey the information but the victim adviser needs to handle the situation and reveal the truth (Stolzenberg and Lyon 2014). Strength and weakness: The strength of the policy is that the alternative way is useful to reveal the truth. This helps to build the relationship in between the prosecutor and victim advisor. This provides a better chance to convey the conviction (Konradi 2016). In such way, the victim is able to express her feelings and emotions. The victim can express the frustration and fear. This helps to involve the evidence physically rather than recorded videos. The policy helps to make people aware about the crime and guilt as well as the punishment. The alternative way can include the interview system, in which the victim adviser can interview the victim if she feels problems to convey her feelings in front of the courtroom (Zydervelt et al. 2016). Another way that the process can involve is installing CCTV camera in the waiting room and court room to record the incidence of the victim. This can help in another case. However, the rate of such incidence is decreasing in present days, which is a good point of the alternative technique. The interview and footage record can be sent for the forensic test that will help in the courtroom (Stolzenberg and Lyon 2014). In the alternative way, the evidence mainly shares the right information to the courtroom as wrong information can be punishable. In such case, the victim advisor and the prosecutor are also need to make the evidence aware of. The alternative way helps to remove the annoying and offensive acts in the courtroom. The policy helps to reduce the ethnicity, race and sex difference of the evidence and helps them to convey their concerns without any fear. The weakness of the policy involves that the evidence may not be agreed to involve directly or physically in the courtroom. Moreover, the prosecution may face problems to apply such alternative way in the justice system. The victim can feel uneasy and shy or afraid to express her feelings and emotions in front of the court. Hoyano (2015) mentioned that the victim adviser may not find adequate number of evidence to show in the courtroom, which may lead to failure of the case. Therefore, before applying the alternative way, it is necessary to check all the consequences. As mentioned by Konradi (2016), the criminal justice is very difficult in case of the sexual harassment cases as the victim feels unsafe to convey the feelings. Therefore, it is necessary to incorporate the current strong legislatives and framework in the alternative method. The cases of sexual harassment need strong evidence that is difficult to obtain. Moreover, the forensic report may take long period and can be cost ly that the victim cannot bear (Westera et al. 2017). Therefore, the victim can be agreed to participate in the justice system and withdraw the case. Therefore, the victim needs safety and financial support to continue the case as well as the evidence. The prosecution needs to cooperate in the justice system and needs to be polite to the victim so that she do not feel uncomfortable to share her concerns and feelings (Sinclair 2015). Menial pressure is created on the victim as well as the evidence, which affects them negatively. This can cause of various health problems in the victim and the evidences. The cross examination policy has various strengths and weakness but can be used in the courtroom. The policy can develop the situation in Australia and reduce the sexual harassment cases. References Henderson, E., 2015. Bigger fish to fry: Should the reform of cross-examination be expanded beyond vulnerable witnesses?.The International Journal of Evidence Proof,19(2), pp.83-99. Hoyano, L., 2015. Reforming the adversarial trial for vulnerable witnesses and defendants.Criminal Law Review,2, pp.107-129. Keam, G. and Cook, K., 2016. The framing of federal domestic violence policy responses. InRefereed Proceedings of TASA 2016 Conference(p. 161). Konradi, A., 2016. Can Justice Be Served on Campus? An Examination of Due Process and Victim Protection Policies in the Campus Adjudication of Sexual Assault in Maryland.Humanity Society, p.0160597616651657. Sinclair, B., 2015. A Discussion Regarding a Partial Shift in the Burden of Proof in Sexual Violence Offending in New Zealand: the Search for Justice on Behalf of Complainants. Stolzenberg, S.N. and Lyon, T.D., 2014. How attorneys question children about the dynamics of sexual abuse and disclosure in criminal trials.Psychology, Public Policy, and Law,20(1), p.19. Westera, N., Zydervelt, S., Kaladelfos, A. and Zajac, R., 2017. Sexual assault complainants on the stand: a historical comparison of courtroom questioning.Psychology, Crime Law,23(1), pp.15-31. Zydervelt, S., Zajac, R., Kaladelfos, A. and Westera, N., 2016. Lawyers strategies for cross-examining rape complainants: Have we moved beyond the 1950s?.British Journal of Criminology, p.azw023.