How have courts interpreted the rule in the context of dismissal of a complainant in a sexual assault case?
Ontario, Canada
The following excerpt is from R. v. Kuchecki, 2011 ONSC 5563 (CanLII):
The trial judge applied the rule in Browne v. Dunn when considering the evidence regarding the firing of the complainant. He said: Of significance, defence counsel suggested to the complainant in cross-examination that she was told only that she could not work there anymore if she continued to be late. The accused’s version that he fired S.S. was not put to her so that she might address it ….
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