Following his conviction on February 25, 2020, for first-degree criminal sexual act and third-degree rape in a Manhattan courtroom, disgraced former Hollywood producer Harvey Weinstein was sentenced to 23 years in prison: 20 years for forcible oral sex and three years for rape. Justice James A. Burke, who presided over the trial, could have sentenced Weinstein to a minimum of five years as Weinstein’s defense team requested. However, Justice Burke explained that “[a]lthough this is a first conviction, it is not a first offense … There is evidence before me of other incidents of sexual assault involving a number of women, all of which are legitimate considerations for sentence.” Weinstein’s accusers gave victim impact statements at the sentencing hearing.
The Weinstein case is notable for many reasons, but especially for the way prosecutors were able to secure convictions based on what has traditionally been described as “problematic” accounts—survivors who continued to have consensual sexual relationships with their abusers. In that sense, the Weinstein case was a turning point for sexual misconduct prosecutions. As one of the survivors put it, she showed up to testify at trial “not as a perfect victim but as a human being.” She used her statement to explain why she did not physically resist Weinstein, and also criticize the use of nondisclosure agreements with other victims: “My rape was preventable. This was a known offender.”
Weinstein was also given an opportunity to speak, and he told the court that he was “totally confused,” as he believed the relationships he had with his victims were consensual. He also stated that he believed other men were also confused about the issues raised by the #MeToo movement.
Weinstein certainly has the time to think about it now. However, his saga is far from over. On the heels of his conviction in New York, the Los Angeles County District Attorney’s Office announced that they had started the process to extradite Weinstein to California, where he faces additional charges.
Diversity, equity, and inclusion has been the bedrock of our firm since we opened over 75 years ago. As we like to say, it is in our DNA. We believe that to foster diverse leadership and urge diversity of thought, we must do what we can to advance the conversation about diversity, equity, inclusion, accessibility, and belonging in the workplace and the communities in which our workplaces thrive. Through our blog, we share our insights from the perspective of both an employer and employee, regarding emerging issues that affect diverse leaders and workforces. We hope you enjoy our tidbits of legal and practical information, wisdom, and humor. Thanks for joining the conversation!
Subscribe
Contributors
Archives
- November 2024
- October 2024
- September 2024
- August 2024
- July 2024
- June 2024
- March 2024
- August 2022
- June 2022
- April 2022
- March 2022
- February 2022
- October 2021
- June 2021
- May 2021
- April 2021
- October 2020
- May 2020
- March 2020
- February 2020
- January 2020
- December 2019
- June 2019
- March 2019
- December 2018
- October 2018
- July 2018
- June 2018
- May 2018
- February 2018
- January 2018
- November 2017
- July 2017
- June 2017
- May 2017
- April 2017
- March 2017
- January 2017
- December 2016
- November 2016
- October 2016
- September 2016
- August 2016
- July 2016
- June 2016
- May 2016
- April 2016
- March 2016