Adversarial System vs Inquisitorial System Essay

Adversarial System vs Inquisitorial System - Essay Example They state that after one side of the proceedings wins the case, there is always a sense of closure for those who have been involved in the case. Moreover, it is always rare to find anyone who has any grievance concerning how the proceedings took place, because they believe that justice has been done. On the other hand, the proponents of the inquisitorial judicial system often state that this system is more suitable because it caters for social change as well as ensuring the creation of an efficient policy for court proceedings. This creates an environment where cases are dealt with swiftly and efficiently, and because the court has a hand in the investigations, it is a rare thing for false evidence to be presented. Moreover, the inquisitorial proceedings help ensure that the cost of legal proceedings remains low, because the court caters for the expenditure of the investigations being carried out (Ringnalda 120). When one closely considers these systems, one would say that the inqui sitorial system is more efficient in dealing with cases than adversarial system. In this paper, we shall analyze both of these systems and their application in various situations, assessing their strengths and weaknesses. The adversarial system is a judicial system that involves two opposing parties being represented by advocates, who defend the position of these parties before a group of people who are considered objective. In most of the cases handled under an adversarial system, the divergent parties present their cases before a judge for arbitration. This system is quite different from the inquisitorial system, where a judge, or a group of them, has a direct hand in the investigation of the cases, which have been brought before them. This is an advantage over the inquisitorial system because in such a system, there is always likelihood that the judge may be impartial in making decisions concerning the case. Consequently, the judge may end up making a decision in favor of the par ty to which he or she is partial. This is not the case in an adversarial system because the purpose of the judge is to listen to the proceedings and make a balanced decision based on the evidence presented by the parties involved. In this system, it does not matter which side is correct as long as the evidence presented gives an advantage to one party. The adversarial system is used in almost every country that practices common law, although there are exceptions in some instances, especially where the common law cannot be applied. This system has a structure of two sides, one dedicated to the defense, while the other is dedicated to the prosecution. The structure operates in a way that puts the defense against the prosecution, and the side that is able to make the more convincing argument ends up winning the case. This structure is set up in a way that justice is only achieved when the side with the best argument wins, despite the fact that the side that wins may be in the wrong. Th erefore, it is the task either of both the defense and the prosecution to convince a judge or in some cases a jury, that they are right. It is for the jury to decide which side has given a more convincing argument, and come up with a verdict (â€Å"Adversarial and Inquisitorial Legal Systems†). This is not the case in an inquisitorial system, because the parties involved might feel that they are at the mercy of the judge presiding over the case. Such a situation would make these parties not to be confident in the legal proceedings. They might feel that the judge might not have their best interests at heart when making decisions. Another advantage which the adversarial sys

Strategic International Business Management Essay

Strategic International Business Management - Essay Example However, before going internationally, the company needs to address its weaknesses, including frequent product recalls, negative international publicity, and bad accounting practices. The potential target market for Tesco chosen for this paper was the Chilean market. Chile is a highly attractive market for Tesco due to its competitive position in the South American region in terms of economic ranking, openness to Foreign Direct Investment (FDI), basic business requirements and other parameters. Retailing industry in Chile is growing and is forecasted to show positive growth in future. Also, there is a growth of demand for imported, exotic and sophisticated products among the urban population of Chile, which is a good business opportunity for Tesco. Hypermarkets and Supermarkets in Chile is one of the most popular establishments for grocery shopping as this segment has the highest % share. The number of supermarkets and hypermarkets is continuously growing in Chile and indicate that t here are growth opportunities for Tesco. Among three market entry strategies suggested, it was recommended to pursue acquisition strategy in order to enter the Chilean retail market. With the development of international logistics, information technology, global integration, and liberalization of markets more and more companies seek the opportunities for international expansion. One of such companies is the UK-based retailing chain, Tesco Plc. The company already operates in the European and some Asian markets. However, the firm seeks for other markets for international expansion. The aim of this paper is to suggest a potential international market for Tesco’s expansion, to analyze the external environment of the proposed country and to provide recommendations regarding the selection of a market entry strategy for Tesco. Tesco is a network of retail stores selling grocery, general merchandise, electrical products, apparel and other non-food items (MarketLine Advantage, 2015).

Should politicians be allowed to accept campaign contributions from Essay

Should politicians be allowed to accept campaign contributions from corporate lobbyists - Essay Example Even though money is an inevitable factor, one cannot support the attitude of political parties in accepting campaign contribution from corporate lobbyists. Corporate lobbyists always acts against democracy and they stands only for their material benefits. Therefore, it should not allow political parties to accept campaign contributions from corporate lobbyists or it needs sufficient law making. It is significant to mention that these financial dealings lack transparency and people cannot get reliable information. Researchers and experts mention that one cannot ignore the fact that it is hard to understand where the soft money is spent. Congress published Congressional Record, V. 148, Pt. 1, January 23, 2002 to February 13, 2002 and it notices that â€Å"When voters cannot discern where elected officials are getting the money to finance their campaign efforts, there is no accountability† (Congress 1304). Through contributing huge finance, corporate lobbyists and other pressure groups easily engage in political process and they often force to commit programs for their favor. The presence of unlimited and unregulated possessions can be constant to these kinds of expenditures. One can find relevant examples which mention the negative impact of campaign contribution from corporate lobbyists in recent American politics. The way in which the Minnesota tribes defeat the Wiscosin Indian Tribes from starting a new casino near Minnesotta boarder can consider a perfect example. These Minnesotta tribes gave a huge amount of soft money for their safety (Congress 1305). At this juncture, it is clear for a reader that corporate lobbyists use elected officials for the successive implementation of their propaganda. All these activate promote chaos in administrative system and also create conflicts in law and order. Another significant problem which underlines the disadvantage of campaign contribution from corporate

Stress and the Neuroendocrine Response Essay Example | Topics and Well Written Essays - 500 words

Stress and the Neuroendocrine Response - Essay Example Prolonged stress tends to impair the learning and memory ability of individuals, which is as a result of reduction or loss of the hippocampal volume. Chronic stress also impacts on the level of dopamine released, which blunts an individuals capacity for pleasure, and increases anxiety facilitating poor decision making (Amara & Kuhar, 1993). Â  Short-term stress in this article is described as stimulation. Transient and moderate stress that leave individuals feeling good. The effect of short-term stress on the brain is the increased activity of the cells in the hippocampus, the region responsible for learning and memory. Another effect of the stimulation has increased the release of dopamine, the neurotransmitter central to pleasure, hence the feel-good effect. Â  The hippocampus is a small region of the brain that is associated with learning, memory, and spatial navigation. It is placed in the middle of the temporal lobe just below the cortical surface. It is structured into two halves, lying on the right and left sides of the brain and has a curved shape. The hippocampus is associated with the formation of long-term memories and three-dimensional space navigation. The impairment of the region can cause memory loss. Hippocampal neurogenesis shows that production of new cells in the brain follows a procedure. During which, newborn cells have acquiesced to regulatory factors which influence cell proliferation, maturation, and survival. Situational and dispositional factors have the ability to control neurogenesis and impact on the hippocampal reliant learning and memory (Freund & Buzsaki, 1996).

Case Analysis on Ryan Air Study Example | Topics and Well Written Essays - 2750 words

Analysis on Ryan Air - Case Study Example Thus, in 2004, the company's short-term market orientation involved segmenting by lifestyle and by income bracket in the European marketplace in order to appeal to a broader target consumer audience. The key stakeholders in the firm include all staff members responsible for carrying out strategic objectives, the communities in which Ryanair thrives, as well as the customers who frequent Ryanair as their low-cost carrier of choice. Satisfying the stakeholder appears to be the firm's long-term mission in Europe in lieu of having no established, formalised mission or vision statement. Lack of such a mission or vision may be involved in the rationale for why Ryanair experienced sales declines in 2004, however this will be discussed in further detail in this case analysis report. This report will highlight factors in both the internal and external business environment which are plaguing Ryanair in terms of maintaining a strategic orientation that is completely congruent with sales goals and growth initiatives. A micro- and macro-level analysis of the firm in 2004 is proposed in this report. PEST analysis is an acronym for political, economic, social an... Each of the aforementioned forces are categorised by a particular macro-level external influence, each of which directly impacts strategic direction at Ryanair. The external political environment is one of significant advantage to Ryanair, as the majority of its operations are contained within Europe. It is relatively common knowledge that this region maintains political stability, thus Ryanair does not experience issues with governmental instability in Europe as a concern regarding passenger volumes or flight destinations. However, outside of the European marketplace, the firm maintains significant economic difficulties posed by political forces such as OPEC, the organisation responsible for oil production in the Middle East. As the majority of international revenues in the Mid-East regions stem from oil and oil production/distribution, the current methodology of global supply chain (in relation to where oil is delivered based on price and overall demand) incurs large-scale costs to Ryanair who, like other business entities, is unable to secure low-cost fuel due to political forces which drive oil distribution. This assessment of the external political environment is well-supported by Ryanair documentation highlighting 2004 as a year of challenges stemming largely from the cost of oil which continued to escalate in this particular period (Annual Report, 2004). The economic environment in which Ryanair thrives in 2004 is relatively stable in terms of maintaining operations successfully and contributing to the financial well-being of European nations in the process. The European Union, consisting of a large quantity of developed countries in Europe, maintains a high value for its integrated currencies, suggesting that this region is

Sexual Harassment Essay Example | Topics and Well Written Essays - 500 words

Sexual Harassment - Essay Example These activities can interfere with a workers production or performance of their duties as they may avoid an area that they have duties in if it is an area where they are being harassed. Under the law, co-workers and supervisors are treated differently and have different liabilities. Federal law also holds the employer responsible for the actions of the supervisor in regards to sexual harassment (Pastor, 2007, p.292). However, in regards to coworkers, the employer is only held responsible if they are negligent, such as knowing about the harassment and failing to stop it (Pastor, 2007, p.292). The federal law that protects workers from sexual harassment is Title VII of the Civil Rights Act of 1964. (Sexual harassment, 2008). In addition, states may have additional laws that can apply. They are usually modeled after the federal law but often vary in the amount and types of damages that can be awarded in a civil suit (Do states have their own laws, 2009). There are several avenues that a person can pursue if they are being sexually harassed. A worker who is the victim of sexual harassment is encouraged to first report it to their employer or human resources department, and "use any employer complaint mechanism or grievance system available" (Sexual harassment, 2008). The worker may additionally contact their union or file a suit in state or federal court. However, they must " the first file a formal sexual harassment complaint with the federal EEOC and/or your state’s fair employment agency" (Know your rights, 2009).

Workplace Violence and Harrassment Essay Example for Free

Workplace Violence and Harrassment Essay Whether you are an employer or an employee, everyone is responsible for workplace safety. Within Canada, each province, territory, and the federal government, have Occupational Health and Safety legislation establishing rights and responsibilities for employers and employees. However, this legislation has not made workplaces safe and healthy in general. Here are just a few examples of workplace violence, workplace harassment and domestic violence that employers and employees are facing today. 1.â€Å"Patrick Clayton a recipient of WCB benefits entered the Edmonton WCB office and held eight people hostage at gun point for 10 hours before surrendering to police† (Edmonton Journal, 2009). 2.â€Å"Pierre Lebrun, an Ottawa Transit worker, walked into work, shot four of his co-workers and injured two more before he took his own life. Mr. Lebrun alleged he was harassed because of his speech impediment† (Branswell, 1999). 3.â€Å"Lori Dupont, an OR nurse, was romantically involved with colleague Dr. Marc Daniel for 2 years. When the relationship ended, a disgruntled Dr. Daniel viciously stabbed Ms. Dupont 7 times in the chest at work. Minutes later, he self-administered a drug overdose and died 3 days later† (Schmidt, 2006). Almost 1 in 5 violent incidents in Canada occurs at work which amounts to approximately 356,000 incidents of violence each year in the workplace (Statistics Canada, 2007). â€Å"Customers, clients, patients, students, workers, intimate partners, or family members may hurt, threaten, or harass workers while they are on the job† (Labour, guide 3, 2010). Harassment has become a growing concern both in the workplace and in society. The norms and values in society have changed. Actions and words that were acceptable or tolerated before, are not anymore. Everyone needs to be aware of their rights and where they can turn for help and support. When a person is feeling victimized they can become withdrawn from their family and friends as well as not attending work. At the same time those doing the harassing need to know that there are consequences to face for their actions. All employees and management need to be made aware of how serious this issue has become and that harassment is not only from internal employees but can also come from customers, outside contractors and any member of the public, in all workplaces. To this end, the government has placed greater onus and responsibility on the employer to act not only on reported events, but also unreported known issues of harassment and violence in the workplace. Look more:  problem cause solution speech essay Relevant Theories and research On June 15, 2010, the Ontario Occupational Health and Safety Act, specifically Bill 168 required all employers to examine the risks related to workplace violence, workplace harassment and domestic violence, in response to the increasing displays of harassment and violence affecting larger groups of people. Bill 168 required all employers to comply by ordering them to implement a policy and process to address these issues and ensure the health and safety of all their employees (Labour, workplace, 2010). But before companies can even provide support for their employees, there has to be policies and procedures developed and put into place to address the issue of workplace violence and harassment. To do this, employers need to educate themselves on what workplace harassment and violence is. The definitions and scope of what constitutes workplace harassment and violence have changed. Workplace Violence is defined as a physical force or an â€Å"attempt to exercise physical force against a worker in the workplace that causes or could cause physical injury to the worker† (Labour, key, 2010). This includes threatening behaviour, verbal or written threats, harassment, verbal abuse and physical attacks. Workplace violence extends beyond the traditional workplace and can include off site work related social or business functions or client homes. Workplace harassment means â€Å"a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. This includes sexual harassment, bullying, teasing and intimidation† (IAPA, 2009). Domestic violence is defined as a â€Å"behaviour used by one person to gain power and control over another with whom he or she has had an intimate relationship. This â€Å"may include physical violence, sexual, emotional, psychological, intimation, verbal abuse, stalking and using electronic devices to harass and control† ( Labour, guide 6, 2010) The sources of workplace violence or harassment can be divided into four categories (IAPA, 2009): 1.External Threat – incidents where an individual has no relationship with the workplace and threatens or commits an act or harassment in the workplace. 2.Clients, customers or visitor Acts – an incident resulting from a client, customer or visitor at the workplace who becomes violent, threatens or harasses an employee. 3.Employee to Employee – acts of violence or harassment resulting from employment relationship. 4.Domestic Violence incidents that occur in the workplace that arise from a personal or intimate relationship between two individuals. In a guide prepared by the Law Society of Upper Canada, for addressing harassment and discrimination (LSUC, 2009), the Ontario Human Rights Commission (2000) was quoted â€Å"the best defence against human rights complaints is to be fully informed and aware of the responsibilities and protections included in the Code†. It further establishes that the adoption of effective harassment and discrimination policies and procedures along with the design and delivery of the program assists in creating a respectful work environment for everyone and also reduces the risk of liability for employers. Significant harm can be caused by inappropriate response to claims of harassment and violence, not limited to compounding the victim’s experience, affecting the victim’s relations with peers, violating the privacy of the victim, negative repercussions on the business, high absenteeism, loss of business, and legal costs attributed to these claims. In a policy statement published by the American Academy of Pediatrics (Pediatrics, 2006), it said that, although the common belief is that sexual harassment is perpetrated only on women, in 2001, 13.5% of sexual harassment charges reported to the Equal Employment Opportunity Commission in the United States, were reported by men. According to information gathered by the SASHA Sexual Assault Centre in Hamilton, ON (SASHA, n.d.), â€Å"one in four women and one in ten men have experienced some form of sexual harassment in the workplace.† In addition, only â€Å"8% of those who are harassed at work report the harassment.â⠂¬  According to an article by Karen Hughes in Gender, Work Organization (2002), she found that women sexually harassed by customers were a significant problem. Her research focused on a study of 63 female retail service workers and 20 security workers and she found that while these women had been sexually harassed by customers, they were constrained in dealing with the behaviour due to the policies and procedures that the employer placed on customer satisfaction. The women were also reluctant to confront the harasser and instead resorted to avoidance or became less friendly, which affected their job performance. According to Queen’s University Human Rights Legislation Group (2010), employers can no longer rely on the â€Å"grey area† of workplace issues. Tribunals and courts have tackled these grey area excuses such as workplace culture of joking, promise of confidentiality, and complainant did not come forward, by tackling them head on, removing them from the grey area and rejecting the excuses. A Description of the Practical Implications Effects on the Employee Harassment is a relevant issue as it can create low productivity for an organization and the morale of employees can drop. The victim may feel shame from being controlled and humiliated. The silence of co-workers is easy to understand because they fear that if they say something, they might be next. Harassment and violence can cause a host of stress related health problems. The employee may suffer from anxiety, disrupted sleep, loss of concentration, post-traumatic stress disorder, clinical depression or panic attacks. Left untreated and with prolonged exposure, the person could experience migraines, develop ulcers or have cardiovascular stress-related diseases occur; causing the transformation of social factors into damaging biological consequences. These effects of stress related health problems on the employee lead to increased tardiness, absenteeism and sick leave. When they do make it too work they tend to be unproductive, as Jennifer McCarthy (2010) stated â€Å"Harassed employees waste between 10 to 52% of their time at work dealing with, or thinking about, their problem†. Every year, hundreds of millions of dollars are lost in wages and reduced productivity. Additional negative effects of harassment and violence are reduced job satisfaction, job withdrawal and decreased career salience. Harassment can also affect the relationships the victim has with family and friends. When a person is harassed they can become depressed, vulnerable, and angry. This could include a loss of self esteem which affects them at work and home and could lead to the development of anti-social behaviour. Other negative effects include decreases in job involvement, job satisfaction, organizational commitment, and in organizational citizenship behaviours. The act of reporting workplace harassment and violence in itself may cause the employee distress; doubly impacting their health, behaviour and productivity. Employees may be reluctant to report customer harassment to employers. Instead they may resort to avoidance behaviours or be less friendly which potentially may impact their performance on the job. This could lead to poor performance reviews when the aggressive customer fills out a survey and expresses their disgruntled view point. In some cases, the employee will request a work transfer in order to get away from the situation. In extreme cases, employees will lose their jobs either voluntarily or through constructive discharge. Effects on the Organization So why should employers care? Effects on the Organization include harm to image and reputation that may lead to people mistrusting the enterprise. This evaluation could weaken the market value of the brand and social image. The organization could experience difficulty in employee recruitment, training and retention, because of the harm to the company image. These problems, if not corrected would reduce commitment, morale and productivity, because the negative emotional atmosphere of the company would have a mutual influence on all personnel. A persons mood will affect ones working attitude. This in turn leads to reduced productivity and increased team conflict. It could lead to strained management-employee relations, because distrust would manifest itself. When employees begin to question what is happening in the workplace and their concerns are not addressed due to reduced communication in the workplace, this would cause things to become even worse. Employee turnover causes the loss of talented people for an enterprise, increasing the negative effects and costs of trying to replace the lost worker. It increases the use of Employee Assistance Programs, thus increasing costs of healthcare or benefits paid by the organization. EAP is intended to help employees solve issues affecting their health, happiness, working performance and the problems of success. But, by not addressing the issues of workplace violence and harassment and eliminating them, EAP cannot improve employee productivity, nor reduce employee absences. Short term/long term disability and drug plan costs that should be used for external health issues affecting the employee are instead being spent on an internal issue that should be addressed. Prevention costs are infinitesimally small compared to the high cost of an incident of workplace violence or harassment. Without policies and procedures in place, there could be extreme consequences for the employer as well as the individuals involved, as shown in the examples at the beginning of this report. The company could also be held responsible for paying out on harassment and violence related lawsuit. Significant harm can be caused by inappropriate response to claims, therefore, it should be emphasised that the goal of an employer’s response should make the alleged harassment stop and to restore the desired workplace environment. Employers should also be mindful that if there is an investigation, remedial action will not protect it from litigation if the action taken was inadequate for either the complainant or his/her coworkers. The employer has the duty to respond when they have been alerted to issues of harassment in the workplace. Recommendations The first step for any organization is to put in place a strong harassment policy that is developed by managers and employees. This written policy should include a clear definition of harassment as well as clear expectations of expected employee behaviour. Management and employees should work on creating the policy as a joint effort. The policy should also include corrective actions and stipulate that violation of its terms may result in discipline, up to and including termination of employment. Corrective action could range from demanding an apology for the complainant, providing counselling and/or training to the harasser and other staff to disciplining or dismissing the harasser. Some other alternatives available to the employer and employee are changing the location, assignment or reporting relationship between the complainant and harasser. As well as creating a policy, contacts must be made available 24/7 so a person has somewhere to turn for help since in many cases, the employ ee is not going to respond immediately to the harassment. Instead they will do so at a time that they feel they are in a safe environment, such as home or after work hours. Lines of communication must be opened up for all management and employees with methods set up to protect everyone’s privacy who is involved in the complaint. All employees and management must be encouraged to speak up whether they are a victim or a witness. All employees should also be informed on how to file a complaint and to document each incident including place, time and any witnesses. This falls into play whether it occurs in or outside the workplace. Training and information sessions should be scheduled to educate all employees on the policy and procedures in dealing with harassment and include a discussion period to clear up questions. The employer can use workshops, orientation sessions, films, brochures, posters, e-mail, memos and other tools to educate current employees. A copy of the policy and contact information should also be distributed to each employee as well having the information posted in areas where everyone has access. To ensure that you have advised all employees, have employees sign a commitment pledge acknowledging receipt and understanding of the policy. This will also support the employer’s due diligence should an issue arise at a later date and they must reprimand an employee for harassment and/or violence. It would also reinforce for the employee that the employer has taken this issue seriously. The policy should reinforce the timeliness for reporting a complaint in order to maintain the integrity of the information and witnesses, though it should be understood that the act of reporting may also add to the individual’s distress. It should be stressed that everyone is responsible for due diligence in reporting and responding to harassment and violence in the workplace. Threat assessments should begin before an individual is hired through background, police and reference checks. In some industries, the background and police checks should be done annually. Exit Interviews would help employers identify harassment related exits. Hiring a third party to conduct the interviews would give an unbiased picture and recap of the interview. In addition, this education should not be a one-time occurrence. On-going information sessions, training and reminders should be done at regular intervals so that everyone knows what their rights and responsibilities are in a harassment-free workplace. Conclusion In our report, we described why we chose this topic and why it is relevant. Workplace harassment and violence is everyone’s responsibility. We provided relevant theories and research. To address the escalating problem of workplace harassment and violence, the government has introduced legislation that requires employers to create policies and procedures to increase the awareness and social responsibility of harassment and violence in and out of the workplace. We described the effects workplace violence, harassment and domestic violence have on the employee and the organization. We also provided recommendations for the workplace to eliminate harassment and violence including developing a policy and providing training to existing and new employees. Employers and employees need to understand and be aware of their rights and responsibilities. Victims need to know where they can turn for help and support. Harassers need to know that there will be repercussions for their actions and workplace harassment and violence will not be tolerated. Violence and harassment have no place in the workplace. References Branswell, B. (1999). Ottawa capital shocked-massacre leaves five dead, Maclean’s. Retrieved from http://business.highbeam.com/4341/article-1G1-54384942/death-ottawa-capital-shocked-massacre-leaves-five-dead Canadian Human Rights Commission. (2006). Anti-harassment policies for the workplace: an employer’s guide. Retrieved from http://www.chrcccdp.ca/publications/ anti_ harassment _toc-eng.aspx Committee on Pediatric Workforce. (2006). Prevention of sexual harassment in the workplace and educational settings. Pediatrics 118: 1752-1756. Retrieved from http://aappolicy.aappublications.org/cgi/content/full/pediatrics;118/4/1752 Hughes, Karen D. (2002). Something to deal with: customer sexual harassment and women’s retail service work in Canada. Gender, Work Organization. Volume 5, Issue 4 (pp. 207-219). Retrieved from http://onlinelibrary.wiley.com/doi/10.1111/1468-0432.00058/abstract Journal Staff. (2009). WCB hostage-taking ends peacefully, The Edmonton Journal. Retrieved from http://www.edmontonjournal.com/news/ Police+respond complaint+Edmonton+office/2128080/story.html IAPA. (2009). Workplace violence, Resource Article. Retrieved from http://www.iapa.ca/main articles/2009_worplace_violence.aspx Labour Government Ontario. (2010). Employment Standards – Health and Safety. Retrieved from http://www.labour.gov.on.ca/english/hs/pubs/wpvh/appendix_c.php Labour Government Ontario. (2010). 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Workplace bullying: escalated incivility. Ivey Business Journal. November/December 2003. Retrieved from http://wpb-res.com/res/2003_Namie.pdf Queen’s University. (2010). Human rights legislation group – workplace harassment. Retrievedfrom http://www.queensu.ca/humanrights/legislationgroup/highlights/dutytorespond.html SACHA (n.d.). Statistics. Sascha sexual assault centre. Retrieved from http://www.sacha.ca/home.php?sec=17sub=43 Schmidt, D. (2006). A killing at hotel-dieu. Windsor Star. Retrieved from http://www2.canada.com/windsorstar/features/dupont/news/story.html?id=0a88d4d2-18bb-4ef5-bab5-4073ef937d03p=2 Statistics Canada (2007). Study: criminal victimization in the workplace. The Daily. Retrieved from http://www.statcan.gc.ca/daily-quotidien/070216/dq070216a-eng.htm The Law Society of Upper Canada. (2009). Addressing harassment and discrimination: guide to developing a policy for law firms or legal organizations. 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