In March 2022, Governor Kate Brown signed Senate Bill 1586 into law, which amends the OWFA effective January 1, 2023, and clarifies many of the provisions of the original OWFA.
Considering the passage of the Speak Out Act limiting the use of pre-dispute nondisclosure and non-disparagement clauses involving sexual assault and sexual harassment claims, how do you recommend we revise those documents?
A new law renders unenforceable non-disclosure and non-disparagement clauses related to allegations of sexual assault and/or sexual harassment and that are entered into “before the dispute arises.”
The World Cup quarter finals are close at hand. We have been following the games with our own matchups, comparing labor and employment laws of participating countries.
The UK Government is supporting The Worker Protection (Amendment of Equality Act 2010) Bill to significantly expand employers’ liability for harassment in the workplace.
An employer that purportedly fired employee for cause following her sexual harassment allegations was found liable for discrimination on the basis of gender.
In Empower Simcoe v. JL, the operator of a publicly funded residential facility sought judicial review of the Human Rights Tribunal of Ontario’s findings that its policies during COVID-19 were discriminatory.
The City Council of Atlanta, Georgia recently passed an ordinance that amends its existing anti-discrimination law to include protection on the basis of “criminal history status” as well as “gender expression.”
In addition to the laws enacted by state and local legislatures, there are proposed measures on the ballot next week that may also impact the workplace.
