In response to the wave of #MeToo sexual harassment claims, New York passed New York Law, N.Y. C.P.L.R. § 7515 (“Section 7515”), which prohibits the use of mandatory arbitration clauses to resolve any allegation or claim of an unlawful discriminatory practice of sexual harassment.
The Supreme Court of the United States unanimously holds that that an employer’s procedural objection to jurisdiction based on a plaintiff’s failure to exhaust administrative remedies is waived if it is not asserted early in Title VII litigation.
New Virginia law prohibits employers from requiring employee execution of non-disclosure agreements that conceal details relating to sexual assault claims as a condition of employment.
Employers in New York take note – New York state and New York City have passed new laws aimed at curbing sexual harassment through mandatory training. The requirements of the laws have differing effective dates and to help clarify, we have broken it down chronologically.