Posts tagged with "inference"

Appellate Court Finds Sufficient Evidence to Convict, Declines Review of Other Claims Due to Inadequate Briefing

In a recent criminal law matter, the Appellate Court of Connecticut was not persuaded by a defendant’s claims of insufficient evidence to establish DUI and would not review his claim of prosecutorial impropriety because his appellate brief was inadequate.

This case arose from an incident that occurred at 7pm in Wilton on December 19, 2007. A citizen saw the defendant driving very slowly, hitting the right curb repeatedly, and nearly colliding with three cars in the opposite lane. This citizen and others boxed in the defendant after he came to a stop in the wrong lane. Police soon arrived and observed the smell of alcohol, the defendant’s slurred speech, and what appeared to be a red wine stain on his shirt. They administered the standard field sobriety tests, but the defendant failed one and then refused to perform the other two. He was arrested and brought to police headquarters, where he refused to submit to a breath test. The defendant admitted to consuming multiple drinks in his vehicle starting one hour before he was stopped.

The defendant was charged with operating a motor vehicle while under the influence (OMVUI) of alcohol in violation of Connecticut General Statutes (CGS) § 14-227a(a)(1). During closing arguments, the prosecutor stated, “What bigger piece of circumstantial evidence would there be if the defendant was under the influence other than his refusal to take the test?” The defendant was subsequently convicted, though he appealed on multiple grounds. He argued that the evidence was insufficient to prove OMVUI. He further claimed that prosecutorial impropriety deprived him of a fair trial, because the prosecutor’s statement constituted compulsory self-incrimination.

To convict a defendant of OMVUI, the State must prove, beyond a reasonable doubt, that he operated a motor vehicle on a public highway while under the influence of alcohol or drugs. When a reviewing court adjudicates a sufficiency of the evidence claim, it construes the evidence so as to favor sustaining the verdict. It then determines whether, based on the facts and attendant inferences, a reasonable jury would have found that “the cumulative effect of the evidence established guilt beyond a reasonable doubt.” A jury may consider, pursuant to CGS § 14-227a(e), any inference regarding a defendant’s refusal to submit to a chemical alcohol test. In this case, the Appellate Court found ample evidence that the defendant committed OMVUI, based on his appearance and behavior, the field sobriety tests, and his refusal to submit to a breath test. Therefore, the Court rejected this claim.

Courts are under no duty to review claims that are inadequately briefed. As the Appellate Court discussed in a previous case, “Where a claim is asserted in the statement of issues but thereafter receives only cursory attention in the brief without substantive discussion or citation of authorities, it is deemed to be abandoned.” In this case, the Appellate Court declined to review the defendant’s claim of prosecutorial impropriety because his brief was not adequate. He did not provide “any analysis, or cite any legal authority, to explain how his fifth amendment privilege against compulsory self-incrimination is implicated by the prosecutor’s statement in the present case.” After reviewing one additional claim on review, the Appellate Court affirmed the judgment.

When faced with a charge of operating a motor vehicle while intoxicated (a.k.a. driving under the influence) or license suspension, an individual is best served by consulting with an experienced criminal law practitioner. Should you have any questions regarding criminal defense, please do not hesitate to contact Attorney Joseph C. Maya in the firm’s Westport office in Fairfield County at 203-221-3100 or at JMaya@Mayalaw.com.

Written by Lindsay E. Raber, Esq.

Use of Word “Bitch” Does Not Automatically Imply Gender-Based Hostility

A work environment is considered “hostile” if a reasonable person would have found it so and if the plaintiff subjectively so perceived it.  Outrageous conduct and egregious acts that are severe or pervasive automatically command an inference of gender-based hostility.  In the workplace of today, crude or degrading epithets, while hardly the rule, are certainly not the exception.  One such word—“bitch”—has seemingly found a place of its own in some people’s daily vocabulary.  The question arises as to whether constant use of that word in relation to a female employee is sex-based and reflects hostility toward women.  The short answer is it can, but doesn’t necessarily have to.

In a recent federal court case, a female field technician for a cable company filed suit based upon a veritable litany of gender-based abuse.  She alleged male technicians received better assignments, more overtime, and required tools and equipment.  In addition to disparately harsh working conditions, she also alleged that her foremen continually referred to her as a “bitch.”  An appellate court found based upon the record before it that constant use of the word was sex-based and reflected hostility to women.  The operative language here is “based upon the record before it.”

The plaintiff argued that the word “bitch” is such an intensely degrading sexual epithet that its use should automatically result in a finding that it implies hostility toward women.  The court readily acknowledged that the use of that word in a variety of contexts reflects that hostility.  The court rejected, however, a rule that would automatically command from its use an inference of gender-based hostility.  As in so many employment discrimination cases, the finding of a hostile work environment depends upon the totality of the circumstances.  In this case, when grouped with other acts of disparate treatment, constant use of the word “bitch” could reasonably be found to contribute to a subjectively and objectively hostile work environment.

Viewed in isolation, however, it would appear that even repeated reference to a female employee as a “bitch”, without other evidence of other sufficiently severe or pervasive discriminatory acts, will not support a claim of a hostile work environment.  Each case, however, must be assessed on its own particular facts.

The employment law attorneys in the Westport, Connecticut office of Maya Murphy, P.C. have extensive experience in the negotiation and litigation of all sorts of employment-related disputes and assist clients from Greenwich, Stamford, New Canaan, Darien, Norwalk, Westport and Fairfield in resolving such issues. Please contact our Westport office at 203-221-3100.

 

Keywords: bitch, degrading, degrading epithets, gender-based hostility, interference, severe, pervasive, totality of the circumstances, work environment, discrimination, harassment, sexual discrimination, sexual harassment, gender, gender discrimination, gender inequality, gender equality, equal pay, equal opportunity, civil rights, sexual orientation, work discrimination, workplace discrimination, harassment in the workplace, harassment at work, workplace harassment, discrimination in the workplace, discrimination law, age discrimination, sex discrimination, touching, inappropriate, women discrimination, women, pregnancy, racial discrimination, abuse, sexual harassment attorney, employment, employment discrimination, hiring discrimination, job discrimination, disability discrimination, wrongful termination, employment, work, workplace, employer, employee, supervisor, hostile work environment, retaliation, EEOC, CCHRO, CHRO, Civil Rights Act, quid pro quo harassment, Title VII, bullying, bullying workplace, gender workplace, harassment policy, workers rights, attorneys at law, employee rights, employee lawyer, discrimination lawyer, employment lawyer, employment law, New York law, Connecticut law, employment attorney, employment law attorney, employment law lawyer, discrimination attorney, harassment attorney, labor attorney, labor lawyers, lawyer, lawyers, attorney, attorneys, civil rights attorney, find a lawyer, new york attorney, new york lawyer, lawyers in nyc, lawyers in Connecticut, employment labor, unemployment, lawyers in ct, ct lawyers, free consultation, find an attorney, legal attorney, legal advice, lawyers Connecticut, attorneys Connecticut, Connecticut law, lawyers Fairfield, lawyers Westport, new haven attorney, Bridgeport attorney, Hartford attorney, Stamford attorney, employment NY, law office, Connecticut law office, New Canaan, New Haven, Bridgeport, Stamford, Darien, Greenwich, Westport, Westport attorney, Fairfield attorney, Weston, Fairfield, Maya Murphy, Mayalaw.com