Posts tagged with "inferred"

Defendant’s Actions Evidenced Bigotry and Bias Toward Homosexuals; Intimidation Conviction Upheld

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In a criminal law matter, the Appellate Court of Connecticut affirmed a defendant’s conviction for intimidation based on bigotry or bias, because the evidence established that he possessed the specific intent to intimidate or harass the victim based on actual or perceived homosexuality.

Case Background

This case arose from an incident that occurred on September 12, 2005. The victim and defendant were homeless and lived in tents at a wooded campsite. That afternoon, they drank alcohol at a park with an unidentified man (man), who implied that he was homosexual. When the victim and defendant returned to the campsite, the defendant stated he did not want “fags” in their area, particularly the man. The two spent the evening drinking and got into an argument when the victim began undressing. The defendant claimed the victim must be a “fag” because “[o]nly a fag would take his clothes off in front of another man” and because he was spending time with the man.

A fight ensued, lasting at least ten minutes, when the defendant poured a bottle of vodka on the victim and tried to light him on fire. Unsuccessful in this attempt, the defendant then threatened to burn the victim with gasoline before leaving the campsite. The victim went to a local soup kitchen for help, and gave police a sworn statement about what occurred. The defendant was subsequently arrested and signed a waiver of rights before making both oral and written statements, in which he repeatedly used the word “fag.”

The Trial

A jury found the defendant guilty of attempt to commit assault in the second degree, threatening in the second degree, reckless endangerment in the second degree, intimidation based on bigotry or bias in the second degree, and disorderly conduct. The defendant appealed, arguing in part that there was insufficient evidence that he committed intimidation. He claimed that the State did not prove beyond a reasonable doubt that he had “the requisite specific intent to intimidate or harass [the victim] because of [the victim’s] actual or perceived sexual orientation.”

Connecticut General Statutes § 53a-181k(a) prohibits acts in which a person specifically intends to intimidate or harass another person on the basis of actual or perceived race, religion, ethnicity, disability, sexual orientation, or gender identity. “Specific intent involves a ‘conscious objective to cause [a] result,’” and is often inferred from circumstantial evidence, such as a defendant’s verbal or physical conduct.

The Court’s Decision

The Appellate Court found that there was sufficient evidence for the jury to reasonably conclude that the defendant possessed the required specific intent to violate § 53a-181k(a). Based on his oral and written statements, the jury could infer a bias toward homosexuals as well as his question as to whether the victim was homosexual as well. He stated he did not want homosexuals at the campsite and then accused the victim of being a “fag” before fighting him.

In addition, the defendant attempted to set the victim on fire, and threatened a second attempt to do so. Therefore, “the jury could have inferred that the defendant acted with intent to harass or to intimidate [the victim] because of his actual or perceived sexual orientation.” Thus, the judgment was affirmed.

Written by Lindsay E. Raber, Esq.

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When faced with a charge of assault, threatening, or intimidation, 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.

Arson Convict Loses His Appeal: Evidence Pointed to Intent to Destroy Building in Suicide Attempt

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In a criminal law matter, the Appellate Court of Connecticut declined to reverse a defendant’s arson convictions, finding sufficient evidence to establish the essential elements of the crime.

Case Background

This case arose from an incident that occurred on October 13, 2006. Police responded to the multi-resident apartment building where the defendant lived, following a report that the defendant was threatening to commit suicide. After they arrived, another resident was seen leaving the building because she was “nervous” about the defendant’s conduct. Officers were unsuccessful in communicating with the defendant, who refused to speak with them.

Smoke soon appeared in the building, and though the defendant climbed onto the fire escape, he reentered the building when officers asked him to come down. The fire intensified but responders could not enter the building because they feared for their safety in light of the defendant’s behavior. The defendant fell from a third-story window and was apprehended with effort, and firefighters promptly attempted to suppress the fire.

However, a portion of the roof collapsed and they had to exit the building. The fire was eventually put out but nonetheless caused severe structural damage. The fire marshal did not find an accidental cause for the fire and placed its origin in the defendant’s apartment, but was not definitive on the cause.

Intent Inferred

The defendant was charged with and convicted of two counts of arson in the first degree (under different subsections to address risk of injury to other occupants and the firefighters) and interfering with an officer. On appeal, the defendant argued that the State provided insufficient evidence that he “intentionally started the fire,… specifically intended to destroy or damage the building and… had reason to believe that the building was or may have been occupied or inhabited at the time the fire started.”

Intent is often inferred from circumstantial evidence where direct evidence is lacking. In arson cases, it is permissible to use the lack of evidence that the fire was caused accidentally, in light of other evidence bearing on intent, to infer that the fire was instead intentionally started.

In this case, the Appellate Court cited numerous pieces of circumstantial evidence supporting the jury’s findings: the origin of the fire, the fire marshal’s conclusions, the defendant’s destructive emotional instability, and the fact that no one else left the building after the fire began other than the defendant. Therefore, a jury could reasonably infer that the defendant intended to start the fire.

Court Rejects Defendant’s Claims

The defendant next argued that his conduct “indicated recklessness or indifference to the damage [the fire] would cause, not specific intent to damage or destroy the building.” However, the Appellate Court was not persuaded, arguing that even if suicide was the primary goal, the jury could reasonably infer that “he intended to damage the building as a means to that goal.” Therefore, as with the previous argument posed by the defendant, this one equally failed.

Finally, the defendant claimed he had no reason to believe anyone else was in the building at the time he started the fire. However, the evidence worked against him: another resident left the building shortly before it was started. At trial, this individual testified that she typically stays home during the daytime. In addition, another resident’s vehicle was located on the scene. Therefore, a jury could reasonably have inferred that “the defendant had reason to believe that one or more tenants may have been in the building during the incident.” Therefore, the Appellate Court affirmed the judgment.

Written by Lindsay E. Raber, Esq.

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When faced with a charge of arson, 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.

To Be Qualified for a Position, an Employee Must Also Be Eligible

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Most employees are familiar with the proposition that for them to prevail in a discrimination case they must prove several things, including that they were “qualified” for the position sought (and denied).  Most people equate being “qualified” with “possessing the qualifications to perform the job” and this is correct.  But there is more.  In addition to being technically competent, the employee must also be eligible to apply for the position.

Case Background

In a decision, a Physician’s Assistant (“PA”) voluntarily chose to transfer from a hospital’s Department of Surgery to its Department of Medicine in order to avoid impending “on-call” obligations.  When a Lead PA position was posted in the Department of Surgery it was hospital policy to offer it first to PA’s within the Department (of which there was one) and absent interest, to open the position to other Departments.  When the Lead PA position was offered to and accepted by the lone PA in the Department of Surgery the former Department PA sued on a variety of grounds, including race and gender discrimination.

The Court’s Decision

After a jury initially found for the disappointed PA, a reviewing court found that the jury’s determination that he was qualified for the position found no support in the record.  The court framed the relevant inquiry as “whether he would have been eligible to apply as a non-departmental candidate when there was an internal candidate willing to take the . . . position.”  The court answered this question in the negative and judgment was entered in favor of the defendant hospital.

Parenthetically, the court also found that the plaintiff PA did not suffer any adverse employment action and that the circumstances of the case did not give rise to an inference of gender discrimination.  Noteworthy, too, was the court’s observation that “unfairness is not the equivalent of gender discrimination.”  The court’s sole concern is “whether unlawful discriminatory animus motivates a challenged employment decision.”  Thus, a successful plaintiff must produce evidence from which such motivation can reasonably be inferred.

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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.