A Harvey waiver allows the court to consider dismissed charges during sentencing in a criminal case. Absent a waiver by defendant, a sentencing court is not permitted to rely upon information relating to counts dismissed in accordance with a plea bargain. The name originates from a California case, People v. Harvey (1979) 25 Cal.3d 754.
This form is a generic example that may be referred to when preparing such a form for your particular state. It is for illustrative purposes only. Local laws should be consulted to determine any specific requirements for such a form in a particular jurisdiction.
Alabama Harvey Waiver, also known as the Alabama Harassment and Violation Exception ("Harvey Waiver"), is a legal provision specifically designed to address instances of workplace harassment and discrimination in the state of Alabama. The Harvey Waiver is an important mechanism that allows employers to protect themselves from potential liability by providing employees the opportunity to voluntarily sign a waiver, acknowledging their understanding and acceptance of the associated risks. In its essence, the Alabama Harvey Waiver enables employers to establish a safer and more inclusive work environment, emphasizing the importance of respect and professionalism among co-workers. By implementing this waiver, employers demonstrate their commitment to preventing any forms of harassment or discrimination within the organization. There are two primary types of Alabama Harvey Waivers: 1. General Harvey Waiver: This type of waiver is rather broad and encompasses a wide range of scenarios. It typically covers all forms of workplace harassment, including but not limited to sexual, racial, religious, and age-related harassment. By signing this waiver, employees agree not to hold their employer liable in case they face any form of harassment. 2. Specific Harvey Waiver: This waiver is more limited in scope and focuses on a particular type of harassment or discriminatory behavior. For instance, an employer could implement a specific Harvey Waiver addressing sexual harassment, allowing employees to explicitly acknowledge the risks associated with such behaviors and agreeing not to seek legal action in case they experience such harassment in the workplace. It is important to note that while the Alabama Harvey Waiver provides employers with some protection, it does not absolve them from the legal responsibility of maintaining a safe and discrimination-free work environment. Employees who sign the waiver still retain certain rights, and employers must remain vigilant in preventing and addressing any forms of workplace harassment or discrimination to ensure compliance with applicable laws. Overall, the Alabama Harvey Waiver is a useful tool for employers to encourage dialogue, raise awareness, and foster an environment free from harassment and discrimination. By choosing to implement this waiver, employers can take proactive steps toward cultivating a respectful and inclusive workplace culture.Alabama Harvey Waiver, also known as the Alabama Harassment and Violation Exception ("Harvey Waiver"), is a legal provision specifically designed to address instances of workplace harassment and discrimination in the state of Alabama. The Harvey Waiver is an important mechanism that allows employers to protect themselves from potential liability by providing employees the opportunity to voluntarily sign a waiver, acknowledging their understanding and acceptance of the associated risks. In its essence, the Alabama Harvey Waiver enables employers to establish a safer and more inclusive work environment, emphasizing the importance of respect and professionalism among co-workers. By implementing this waiver, employers demonstrate their commitment to preventing any forms of harassment or discrimination within the organization. There are two primary types of Alabama Harvey Waivers: 1. General Harvey Waiver: This type of waiver is rather broad and encompasses a wide range of scenarios. It typically covers all forms of workplace harassment, including but not limited to sexual, racial, religious, and age-related harassment. By signing this waiver, employees agree not to hold their employer liable in case they face any form of harassment. 2. Specific Harvey Waiver: This waiver is more limited in scope and focuses on a particular type of harassment or discriminatory behavior. For instance, an employer could implement a specific Harvey Waiver addressing sexual harassment, allowing employees to explicitly acknowledge the risks associated with such behaviors and agreeing not to seek legal action in case they experience such harassment in the workplace. It is important to note that while the Alabama Harvey Waiver provides employers with some protection, it does not absolve them from the legal responsibility of maintaining a safe and discrimination-free work environment. Employees who sign the waiver still retain certain rights, and employers must remain vigilant in preventing and addressing any forms of workplace harassment or discrimination to ensure compliance with applicable laws. Overall, the Alabama Harvey Waiver is a useful tool for employers to encourage dialogue, raise awareness, and foster an environment free from harassment and discrimination. By choosing to implement this waiver, employers can take proactive steps toward cultivating a respectful and inclusive workplace culture.
