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by rayiner
3111 days ago
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Talk of “innocent until proven guilty” is misplaced. In a workplace context, you’re not judging guilt and innocence. You’re resolving a civil dispute, where nobody’s freedom is at stake, only property. Even in courts the standard used for civil disputes isn’t “guilt beyond a reasonable doubt” but a mere “more likely than not” conclusion. I’m a civil litigator. We never talk about “innocent until proven guilty.” Imagine you’re in a dispute with someone over where your property line is drawn. If someone presents an affidavit attesting to facts that show the property line is actually five feet into what you thought was your yard, and you have no facts to the contrary, guess what: you’re losing summary judgment. Civil standards give the defendant a very thin benefit of the doubt. Your accuser’s story just has to be a hair more believable than the other person’s alibi. Workplace harassment cases are emphatically not like criminal cases. A false negative (acquiting a guilty person) usually has no direct negative effect in most criminal cases. A murder victim doesn’t much care if the state incorrectly acquits her murderer. Workplace harassment is more like the land boundary case. Somebody gets the land; a false negative means one party has been wrongly deprived of her land while the other party had received an undeserved windfall. In a workplace, likewise, an accuser who is telling the truth but is not believed is wrongfully forced to either continue working with her harasser, or to give up valuable career opportunities. A false negative (failing to believe a truthful accuser), is pretty much as bad as a false positive. |
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My understanding is that it has college campuses hearing criminal cases.
(I'm British, and only learned about this yesterday.)