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© 2007 Morrison & Foerster LLP All Rights Reserved
Bias From AJuror’s Perspective
(revisited)Rick Bergstrom
Morrison & Foerster LLP
January 26, 2007
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Overview
• Discrimination
• Sexual Harassment
• Retaliation/Whistleblower
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Example re: Punitive Damages
If a company is found to be negligent, that company should pay punitive damages.
1% 2%8%
63%
26%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
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Data Background
• Gathered over 3 year period• Throughout U.S.• 50% Men / 50% Women• 50% C / 20% H / 20% AA / 10% A• 50% Over 40 / 50% Under 40• Education: High School and College • Approx. 10,000 participants
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Discrimination
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There should be less
government regulation.
Agree or Disagree?
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And The Terminator Says?
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23%
62%
11%4%
0%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
There should be less government regulation.
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Which of the following statements best describesyour feelings?
29%
71%
It is more important to follow the "letter of the law"than the "spirit of the law":
It is more important to see that "justice is done"than to follow the "letter of the law":
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White and minority employees are treated
equally in the workplace.
Agree or Disagree?
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White and minority employees are treated equallyin the workplace.
37%41%
12% 10%
0%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
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Discrimination in the workplace has becomemore subtle.
Yes89%
No11%
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The organization is negligent if it does not properly
document an employee’s performance problems.
Yes or No?
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The organization is negligent if it does not properly document an employee's performance problems.
Yes91%
No9%
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Sexual Harassment
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Sexual harassment is a common occurrence in
the workplace.
Yes or No?
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Sexual harassment is a common occurrence in the workplace.
Yes72%
No28%
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Sexual harassment has become more subtle.
Yes79%
No21%
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Do women report sexual harassment to their employers if it has
occurred?
Yes or No?
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Do women report sexual harassment to theiremployers if it has occurred?
Yes17%
No83%
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Some people try to tolerate a certain amount of joking and offensive behavior at work in order to
fit in with others.
Yes94%
No6%
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I would be suspicious of a woman who claimed she was sexually harassed at work if she waited several months to report the
incident.
Yes or No?
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I would be suspicious of a woman who claimed she was sexually harassed at work if she waited several months to
report the incidents.
Yes22%
No78%
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If an employee does not complain about sexual harassment,there is nothing the company can do about it.
Yes69%
No31%
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Most organizations say they strictly enforce their policies regarding harassment in the
workplace, but they really don’t.
Agree or Disagree?
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Most organizations say they strictly enforce their policiesregarding harassment in the workplace, but really don't.
0%
15%19%
62%
4%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
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Most organizations investigate allegations against employees
more thoroughly than those made against a supervisor.
Agree or Disagree?
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Most organizations investigate allegations against employees more thoroughly than those made against a supervisor.
9% 10% 11%
59%
11%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
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In a sexual harassment lawsuit, the most importantinformation about what happened usually comes from the
people who worked with the person bringing the suit.
4%
24%20%
48%
4%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
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In a dispute between the employee and a big organization,who would you tend to believe?
Employee88%
Big Organization12%
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In a dispute between an employee and his/her supervisor,who would you tend to believe?
Employee57%
Supervisor43%
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A company should terminate a supervisor who physically
touches an employee in a sexual manner?
Yes or No?
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A company should terminate a supervisor who physicallytouches an employee in a sexual manner.
Yes96%
No4%
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Any supervisor who makes reference to an employee about
oral sex should be fired.
Yes or No?
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Any supervisor who makes references to an employeeabout oral sex should be fired.
Yes70%
No30%
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It would be extremely difficult to keep working for a supervisor whom you filed a sexual harassment
complaint against .
Yes96%
No4%
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Key Sexual Harassment Issues For Jurors
• Was a supervisor involved?• Was the conduct verbal or physical?• Did plaintiff say stop?• Did plaintiff participate or initiate any acts?• Did plaintiff report the issue?• Was a prompt investigation conducted?• Was plaintiff kept informed?
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Retaliation/
Whistleblower
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4%0% 0%
42%
54%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
It is very important for people tostand up for what they believe in.
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It is common for a supervisor to retaliate against an employee
who participates in an investigation of claims of
unlawful conduct.
Agree or Disagree?
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It is common for a supervisor to retaliate against an employee who participates in an investigation of claims
of unlawful conduct.
0%
16%
28%
46%
10%
Disagree strongly Disagree Neither Agree Agree strongly0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
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Avoiding an employees who has complained of misconduct can
be considered retaliation.
Agree or Disagree?
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No longer being invited to social events after work can be considered retaliation by
co-workers.
Agree or disagree?
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If an employee mentions informally to any supervisor that he/she is being harassed by co-workers, that supervisor has no
obligation to report it to the company.
Agree or Disagree?
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If an employee mentions they are being harassed by co-workers to
a supervisor and asks that nothing be done, the supervisor
should do nothing.
Agree or Disagree?
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Retaliation Themes
• Expect that it will happen following complaint (or at least assume people will think it is happening).
• Screen for it in reviews, promotions, transfers, terminations, and layoffs (material events).
• Train managers to report any complaints or concerns.
• Follow-up with whistleblower and co-workers.
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The End