EQUAL JUSTICE

매년 5월 1일에 기념하는 법의 날은 우리 사회에서 우리의 자유를 보호하고 정의를 추구하는 법의 역할을 기념할 기회를 제공합니다. 법의 날을 기념하여 정의 이니셔티브 Hon. Edwina G. Richardson-Mendelson과 OJI(Office for Justice Initiatives)는 첨부된 창립 법률의 날 보고서를 발행합니다.. 일련의 연간 계획 문제 중 첫 번째인 이 보고서는 올해 법의 날 주제인 "지금 법치주의 발전"과 법무부 이니셔티브 사무국(Office for Justice Initiatives)의 사명을 반영하여 문을 통과하는 모든 사람이 정의에 의미 있게 접근할 수 있도록 보장합니다. 모든 뉴욕주 법원의 이 보고서는 주로 지난 몇 년 동안 운영된 OJI의 기존 프로그램과 프로젝트를 자세히 설명하는 "사법 사무소 이니셔티브 프로그램의 풍경"과 이러한 프로그램과 이니셔티브를 설명하는 "정의 재구상"의 두 섹션으로 구성됩니다. 작년의 전례 없는 사건을 통해 개발되었거나 가까운 시일 내에 출시될 예정입니다.

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CourtHelp | New York State Courts | Legal Self-help

정의 이니셔티브 행정 부장
Hon. Edwina G. Richardson-Mendelson 프로필

비서실장
Michelle Smith, Esq.

 

새로운 기능

• Redhook Community Justice Center의 VCAN(Virtual Court Access Network)
• OJI 법의 날 보고서, "2022년: 보다 완벽한 조합을 향하여: 변화하는 시대의 헌법"
• 2021 차압 연례 보고서
• 
  배심원 서비스 및 공정성 비디오 에 대한 새로운 비디오 | 성적 증명서
• 법의 날 보고서
• 행동 촉구: 뉴욕 법원의 평등한 정의 발전
• 법원에서의 평등한 정의 요약
• 중요한 소비자 부채 사례 정보
• 가상 시대의 가정법원 대표 업스테이트
  비디오 | 성적 증명서
• 가상 시대의 가정 법원 비디오 | 성적 증명서

EQUAL JUSTICE - 뉴욕주 통합 법원 시스템 제공

in the COURTS In June 2020, amidst the hardships of an international pandemic that changed our way of life, our nation faced its most recent reckoning on issues of racism, bias, and inequality. The courts are no exception to this troubling reality. Our Chief Judge Janet DiFiore responded by commissioning former Obama Administration Cabinet member Jeh Johnson to conduct a thorough review on issues of racial bias within the New York State court system. The ensuing Equal Justice Report from Secretary Johnson and his law firm team identified that racism and bias remain very present throughout and within the court system, and set forth 13 recommendations in service of combating racism within the courts and promoting a more fair and equitable justice system for all. I am privileged and honored to have been assigned by Chief Judge DiFiore and Chief Administrative Judge Marks to lead their implementation within the court system. Those recommendations are as follows: 1. Commitment from the Top – affirming the New York State Unified Court System’s zero tolerance for any and all forms of racial bias, discrimination or harassment, whether implicit or explicit and is committed to upholding and reinforcing that policy. The Chief Judge, judicial leaders and court managers will take every opportunity to underscore our collective commitment to equal justice and to eradicating bias in our court system. 2. Promote Existing Institutions – supporting longstanding entities such as the F. H. Williams Judicial Commission, the UCS Office of Diversity and Inclusion, and the UCS Office of the Inspector General and incorporating their work into OCA initiatives. 3. Expand Bias Training – creating a mandatory and comprehensive (not “one and done”) plan of action, under the guidance of subject matter experts, that will include a variety of training modalities and resource sharing. 4. Address Juror Bias – updating materials, including developing a jury orientation video, to combat juror bias, and amplifying existing pattern jury charges on bias in both civil and criminal cases. Uniform rules to address juror bias during voir dire will also be adopted. 5. Adopt a Social Media Policy – publishing a new antidiscrimination and anti-harassment policy that applies to all judicial and non-judicial staff and that addresses all forms of communications, including transmissions via social media platforms. A memo reinforcing this policy was distributed to all UCS employees on February 3, 2021. 6. Strengthen the Inspector General Process for Bias Complaints – engaging in a robust campaign and communications strategy to educate court system staff and court users about the existence and purpose of the Inspector General’s office, including the Bias Matters Unit, and procedures to lodge bias complaints. 7. Review of Rules Changes for Bias – reviewing key legislative and rules proposals pertaining to the New York State Judiciary for potential bias or disparate impact on people of color. 8. Continue Progress on Translation and Interpretation Services – continuing robust implementation of the 2017 NYS Advisory Committee on Language Access strategic plan, so that court translation and interpretation services are able to continue to respond to growing requests for language access services. 9. Improve Data Collection – enhancing data transparency by making user-friendly publicly available reports and explore collection and distribution of data points regarding race, ethnicity, sex and age in various court and case types. 10. Improve Diversity in HR Practices – focusing on increasing transparency in selection, interview, reclassification, and performance evaluation practices, and developing best practices and diversity initiatives to recruit, maintain and promote diverse applicants. 11. Enhance Trust between Court Officers and the Community – spearheading a multitude of efforts to enhance trust between court officers and communities, including establishing a community affairs officer in each court facility, mandating name tags for uniformed personnel, and enhancing cultural awareness training. 12. Facilitate Navigation of Courthouses – expanding the Court Navigator Program, which provides specially trained volunteers who can give information, written materials, and general assistance to court users and assist them in navigating court buildings. Plain language directional signage will also be developed for critical areas of the courthouse. 13. Ensure Implementation of Change – Independent Monitors will help review and guide our implementation endeavors. Hon. Carmen Ciparick and Alphonso David served as the first Independent Monitors, while other individuals, such as the Franklin H. Williams Judicial Commission, will continue to monitor the progress of the Equal Justice in the Courts initiative. Additional internal The mission of the Unified Court System is to deliver equal justice under the law and to achieve the just, fair and timely resolution of all matters that come before our courts. In the service of our mission, the UCS is committed to operating with integrity and transparency, and to ensuring that all who enter or serve in our courts are treated with respect, dignity and professionalism. We affirm our responsibility to promote a court system free from any and all forms of bias and discrimination and to promote a judiciary and work force that reflect the rich diversity of New York State. and external monitors, including court users and the public at large, will provide further accountability. Implementing these equal justice recommendations is two-fold work: Many of these recommendations are inward-facing, and require the courts to develop plans and policies and track their results; other recommendations are outward-facing, and must be done in collaboration with the community – particularly, members of judicial and bar associations. We fully expect all who are interested in the community at large to hold us accountable. To that extent, here are some ways that you can help our endeavors as we begin these challenging but necessary implementation efforts: • Read the Special Adviser on Equal Justice Report: Although it is often distressing, please take the time to read all 100 pages of this remarkable report. The original Minorities Commission (now the Williams Commission) report on racial justice in the courts, issued over 30 years ago, is also useful to read to note its striking similarity to the Equal Justice Report. Share this work with your colleagues and make it required reading for those you supervise. A thorough comprehension of the issues we are facing is critical – to address issues of systemic racism, we must go beyond a superficial understanding of the issues presented. “Particularly given the challenges over the last seven months associated with COVID-19, you should take great comfort that many in the court system you lead work hard to get it right and make it better… Over and over, we heard about the “dehumanizing” and “demeaning cattle-call culture” in these highvolume courts. At the same time, the overwhelming majority of the civil or criminal litigants in the Housing, Family, Civil and Criminal courts in New York City are people of color. The sad picture that emerges is, in effect, a second-class system of justice for people of color in New York State.” • Encourage all within your sphere of influence to engage in the difficult, thorny, and necessary racial reckoning work in their own homes, with their own families, their own friends, and in their workplaces. Education and engagement on issues of race and other bias should not be limited to lawyers and judges, but is a shared responsibility for us all. With our implementation of the Equal Justice in Courts Initiative we join the nation in seeking to combat systemic and institutional racism. All institutions and entities that interact with our courts are encouraged to engage fully in this work. Do not dismay if you encounter differing perspectives. While some may surprise you, this work, and your participation, is critical in this process of racial reckoning. • Look for local working groups that you can join. Court leaders are already devising and establishing working groups on equal justice for their local courts and districts. There may be other equal justice groups among your own networks or associations – or you may wish to start your own. These working groups are an excellent way to meaningfully participate in equal justice work. The Equal Justice in the Courts Initiative is still in its early stages, but it is deeply impactful at all levels of the court system. True and lasting impact requires much hard work and perseverance. This is a multi-faceted, multi-layered, and multi-year endeavor for which we are building a foundation and a living strategic planning document to guide court leaders throughout the state. We will attempt new interventions, some of which may not work. We will return to try other new things. These efforts will not come swiftly or easily. Racial bias and discrimination take many forms and have many layers. Much of this work intersects with other reform efforts to combat bias and discrimination related to gender, sexual orientation, gender identity or gender expression, disability, and more – all of which we are fully responsible to address. Our efforts to realize equal justice can only be successful with the partnership of all those who engage with our court system. With your help, our endeavors will improve not only the courts, but our communities and those around us. I have deep faith and a strong belief that together we will make great strides. Hon. Edwina G. Mendelson Deputy Chief Administrative Judge for Justic

 

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검색 NYCourts.gov

형사사건의 종류

뉴욕주 형법 의 법률에 위배되는 행위를 하는 사람은 범죄를 저지르는 것입니다 . 형사 사건에는 세 가지 유형이 있습니다: 위반, 경범죄 및 중죄. 각각 다른 가능한 처벌이 있습니다. 이것을 선고 라고 합니다 .

위반

무단 침입, 마리화나 불법 소지 또는 무질서한 행위와 같은 위반은 범죄로 간주되지 않습니다. 위반에 대해 처벌받을 수 있는 최대 형량은 징역 15일입니다.

경범죄

경범죄는 위반보다 심각하지만 중범죄보다는 덜 심각합니다. 경범죄의 예로는 매춘과 낙서가 있습니다. 경범죄는 Class A, Class B 및 Unclassified의 세 그룹으로 나뉩니다. A급 경범죄로 처벌받을 수 있는 최대 형량은 징역 1년입니다. B급 경범죄로 처벌받을 수 있는 최대 형량은 징역 3개월입니다. 대부분의 미분류 경범죄에 대한 처벌은 보호관찰 3년입니다. 그러나 DWI 미분류 경범죄로 최대 1년의 징역형을 받을 수 있습니다. 처벌에 대한 자세한 내용 은 선고를 참조하십시오 .

중죄

중죄는 살인, 강간, 방화와 같은 가장 심각한 범죄입니다. 중죄로 유죄 판결을 받으면 최소 1년 동안 감옥에 보내질 수 있습니다. 판사는 귀하에게 감금형을 선고하고 나머지 기간 동안 집행유예를 줄 수 있습니다. 중범죄는 범죄의 심각성에 따라 AI 또는 A-II, B, C, D 및 E와 같이 여러 그룹으로 나뉩니다. 마약 중범죄다. B급 중범죄로 처벌받을 수 있는 최대 형량은 징역 25년입니다. C급 중범죄로 처벌받을 수 있는 최대 형량은 징역 15년입니다. D급 중범죄로 처벌받을 수 있는 최대 형량은 징역 7년입니다. Class E 중범죄로 처벌받을 수 있는 최대 형량은 징역 4년입니다.

폭력 중죄와 비폭력 중죄의 차이점

중범죄가 폭력적인지 비폭력적인지 여부를 알기 위한 정해진 공식은 없습니다. 예를 들어 1급 및 2급 강도는 폭력적인 중죄이지만 3급 강도는 비폭력 중범죄입니다. 중죄의 분류를 알아보려면 형법을 확인하십시오 .

폭력적인 중죄에 대한 처벌은 일정 기간 동안 이루어집니다. 비폭력 중범죄에 대한 처벌은 일반적으로 첫 번째 중범죄 유죄판결인 경우 일정한 기간 동안 적용됩니다. 최소 형량을 복역한 후에는 가석방 대상이 됩니다. 일반적인 문장을 참조하십시오 .

관련 정보:

• 귀하의 문제에 적합한 법원
• 선고
• 일반적인 문장
• DNA 데이터뱅크
• 형사 법원의 종류
• 아동이 저지른 범죄
• 가정 폭력 범죄 사건