Chemical Castration for Repeat Sex Offenders
Child molestation and sexual assault is an ever growing problem in the United States today, but an even bigger problem is that these pedophiles are being released after only serving as little as one quarter of their sentence. In California alone (at the time the bill was first passed), there was an estimated 680 individuals on parole for molestation and other sexual assaults including sodomy by force with a victim under the age of thirteen as well as child molestation with foreign objects.
The practice of castrating violent criminals can be traced back to Germany in the 1930s, and throughout Europe. It has shown to be one of the most effective deterrents for sexual assault, however inhumane it seems, if one child is spared from violation it is worth the controversy. Statistics state that more than half of all sexual offenders have been convicted more than once. Had we recognized the severity of the offense the first time and dealt with it accordingly, our number of victims could have been reduced by more than half.
Chemical castration is viewed as infringing on an individuals right for personal autonomy and their right to dictate the chemical treatments their body goes under. Everyone does have the right to personal autonomy, but when someone takes it upon them to violate another individuals right to personal autonomy, it negates theirs and severe consequences are in order. One can not expect to be graced with rights and protection by the constitution if they can not uphold the rights of those around them. This isn’t something menial such as invasion of privacy; this is the physical and emotional violation of our family, friends, but most often...
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...any case studies that have had positive results, and personal statements from convicted sex offenders who state the effectiveness of the Depo-Provera injections is 100%. For now voluntary chemical castration is good, but with a medical therapy that is having such a drastic result on such a severe problem and is still being fought, time is wasting and people are paying for it with their dignity. I think to hear of someone, even a child, enduring such a violation, we empathize but do not fully comprehend the importance of preventing this kind of abuse. We are so quick to save those children with bruises and visible signs of abuse, but we are even quicker to return a child to a sexually abusive home for a second chance. The first time is enough, the first time it happens, shame on him, the second, shame on us because they should never have had a second opportunity.
Policies have proven to be counterproductive due to a multitude of fundamentally inapt bases to include: exaggerated statistical information inconsistently used; lack of protection safeguards for victims; inadequate resources on various levels; discretionary provisions that are incongruously applied; criminal conjecture; rigidity towards immigrant status in the sex trade; limited sanctions placed on traffickers; lack of fiscal resources; corruptive implications; and a complete lack of safety for children being reintegrated in the community (Vance, 2011). Ultimately, proving to complicate further the rehabilitation of children traumatized by sex
Yates, P. M. (2005). Pathways to treatment of sexual offenders: Rethinking intervention. Forum on Corrections Research, 17, 1-9.
The United States of America has always supported freedom and privacy for its citizens. More importantly, the United States values the safety of its citizens at a much higher level. Every year more laws are implemented in an attempt to deter general or specific criminal behaviors or prevent recidivism among those who have already committed crimes. One of the most heinous crimes that still occurs very often in the United States is sex offenses against children. Currently, there are over 700,000 registered sex offenders and 265,000 sex offenders who are under correctional supervision. It is estimated that approximately 3% of the offenders who are currently incarcerated will likely commit another sex-related crime upon release (Park & Lee, 2013, p. 26). There are several laws that have been in place regarding sex offenses for decades, including Megan’s Law which was enacted in 1996.
3. Report of the Interagency Council on Sex Offender Treatment to the Senate Interim Committee on Health and Human Services and the Senate Committee on Criminal Justice, 1993
Quid pro quo, which means “this or that” in Latin, is used to describe an exchange that is given, often times in terms of goods and/or services. In sexual harassment, this is illustrated as a connection that ...
According to Webster’s online dictionary, it is believed that the phrase “sexual harassment” was coined at Cornell University in 1974 ("Sexual harassment," 2011). The phrase wasn’t, however, really used in common language until the testimony of Anita Hill against Clarence Thomas in 1991. Sexual harassment can take many different shapes and forms. According to a Fox News article, the sexual harassment claims made by men have increased twofold in the last twenty years ("Sexual harassment claims," 2010). Because sexual harassment is illegal both on a federal and state level in many states, there are steps that an individual and employer should take to prevent sexual harassment.
Sex offenders have been a serious problem for our legal system at all levels, not to mention those who have been their victims. There are 43,000 inmates in prison for sexual offenses while each year in this country over 510,000 children are sexually assaulted(Oakes 99). The latter statistic, in its context, does not convey the severity of the situation. Each year 510,000 children have their childhood's destroyed, possibly on more than one occasion, and are faced with dealing with the assault for the rest of their lives. Sadly, many of those assaults are perpetrated by people who have already been through the correctional system only to victimize again. Sex offenders, as a class of criminals, are nine times more likely to repeat their crimes(Oakes 99). This presents a
It calls for every person to counter these perceived vices in society. Thus, matters of inclusion and personal intuition are very paramount to be alive in a world which is more ethical. Sexual harassment in the workplace presents an ongoing and growing risk to businesses operating in the United States. Today, the time is right for businesses to begin to manage their risk in this area more wisely. Preventing sexual harassment in the workplace requires a considerable investment of time and personnel. In the end, however, these costs will be offset by significant savings in legal fees and health-care costs. Companies will also benefit from increased worker productivity. From a purely business perspective, a company only stands to gain if it takes a no-nonsense, hardline position on sexual harassment. Not only is it the right thing to do, it is the smart thing to
“In 2011, there were 11,364 complaints of sexual harassment made to the U.S. Equal Employment Opportunity Commission: 84 percent filed by women and 16 percent filed by men” (aauw.org). Sexual harassment in the workplace is very serious and is unacceptable at all places of employment throughout the US. Individuals should be able to show up to work without the fear of an individual sexually harassing them. “Sexual harassment of men does occur, though there is less information about the problem because men are less likely to report the behavior.” (workharassment.net). Aside from sexual harassment are workplace relationships. There are good workplace relationships, and there are bad workplace relationships. How can victims of sexual harassment in their workplace put a stop to the inappropriate behavior? What is classified as a good workplace relationship, and a bad one? In my paper I will discuss sexual harassment in the workplace, and what one can do when they feel they are being harassed. Also, I will discuss the good and the bad of workplace relationships.
Anderson, W. L., & Bouravnev, A. (2011). Sexual Harassment: the Good, the Bad, and the
Sexual harassment is defined as any form of unwelcome physical conduct of a sexual nature. "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual?s employment, unreasonable interferes with an individual?s work performance or creates an intimidating, hostile or offensive work environment." (www.eeoc.gov/facts/fs-sex.html). The most extreme form of sexual harassment occurs when an employee loses a job; benefit or other privilege of employment, or is fired because the employee has rejected sexual demands. This is one form of sexual harassment that may occur in the workplace. "This type of sexual harassment of sexual harassment is referred to as quid pro quo which literally means ?this for that?, a specific demand for sexual favors in exchange for job security or job benefits. This type of sexual ...
In our society sexual harassment has been in the workplace for years. The use of sexual harassment in the workplace has been remembered best as a weapon used to keep women in their place which would cause them to forfeit promotions within their organizations. It was once believed that women were the only victims but the shift is now changing men are also reporting that they are also victims of sexual harassment on the job. In 1964 the Civil Rights Act was passed and employers began to recognize that they were liable for two types of sexual harassment. The first kind of harassment is Quid pro quo when a supervisor offers the employee sexual advances in order to get or keep a job, and also this harassment is used to determined if an individual will get a promotion. The second form of harassment is when supervisors or coworkers make working conditions hostile and unbearable. In both instances the legal ramification will cost an organization to suffer a financial loss in productivity, time, and money. Throughout this research my finding is that it's to the company's best interest to provide a clear policy on sexual harassment.
Second time offenders of sex crimes such as rape should be castrated and emasculated slowly with a dull, rusty knife. The criminal should be revived every time he passes out from pain. This heinous crime deserves this much at the very least. After all, this person has violated another person and taken something away, a trust that can never be fully restored. The victims of these crimes never fully trust again.
Every public and private employer in the State of California (except the federal government and religious, non-profit corporations or associations) is subject to the California Fair Employment and Housing Act’s (FEHA), which prohibits against sexual harassment in the workplace. Individual supervisors, managers and non-supervisory employees are individually subject to the FEHA’s anti-harassment provisions. The goal of the FEHA is to familiarize supervisors and managers with their responsibilities under California law for responding to, and preventing, sexual harassment. Although federal law imposes similar duties as those required by the FEHA, there are some important differences that will be highlighted in my paper.
In today’s workplace, sexual harassment is a growing problem. The legal definition of sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Another definition is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position. Women and men of all ages, backgrounds, races and experience are harassed on the job. Sexual harassment encountered in workplaces is a hazard across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations.