Greenpeace beats back a SLAPP lawsuit–for now

Jim Wheaton quoted by The Nation, Oct. 25, 2017

“What you have to remember about a SLAPP suit,” said Wheaton, “is that it’s not about winning. It’s about dragging the case out as long as possible and draining as much time and resources from your opponent as you can.”

Corporate harassment trainings don’t stop harassment

Lauren Edelman quoted by Vox, Oct. 24, 2017

“[Harassment training] is often a veneer, or what I call symbolic compliance,” said Lauren Edelman, a professor of law and sociology at Berkeley Law. The problem, she continued, is that courts don’t distinguish between legal procedures that are a veneer and those that are actually effective.

Victim of Berkeley kidnapping cross-examined by her alleged kidnapper in trial

Charles Denton and Charles Weisselberg quoted by The Daily Californian, Oct. 22, 2017

Although defendants representing themselves do not belong to the law profession, they are held to the same courtroom standards, Denton said. He added that, while the process is traumatic for the victim, the defense is less effective compared to attorney representation.

Charles Weisselberg … said that with self-representing defendants, cross-examination objectives remain the same with or without a representative lawyer — to “undermine the credibility of the witness or draw out points that would support the defense.”

Sexual harassment at work

Lauren Edelman quoted by The Economist, Oct. 21, 2017

Young academics are at the mercy of star professors, whose goodwill and references they need when they start the hunt for a scarce permanent job. Universities may sack a junior staff member they find guilty of harassment, says Lauren Edelman. … But they often protect faculty members by paying off their accusers and insisting on non-disclosure agreements.

How human resources is failing women victims of workplace sexual harassment

Lauren Edelman quoted by Newsweek, Oct. 19, 2017

Anti-harassment policies and procedures are just “symbolic compliance,” … Lauren Edelman tells Newsweek. “They’re meant to protect the company,” says Edelman. “The reason they’re created is because they’ve become widely accepted as indicative that the company cares about stopping harassment even when they don’t.”