Discrimination, Retaliation and Harassment

If you are a loyal reader of our blog (which you should be), you know that employee protections have been broadening in recent times — be it by changes to laws (federal and state), agency guidance (like the NLRB opinion discussed in this week’s companion article), and/or court rulings.

On March 3, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (the Act).

A recent decision from the Massachusetts Supreme Judicial Court has shifted the paradigm and given employees a basis, albeit limited, to bring an action related to certain statutory violations.

A female gymnastics coach at Towson University in Maryland has filed a lawsuit claiming that the University fired her because of her gender, while she was pregnant and after she complained about being treated differently than male coaches.

Hospitals, outpatient clinics, and telehealth practices know they need policies and training on their employee equal employment and anti-harassment policies. These health care providers know that when supervisors are not properly trained, costly employment claims can arise.

Toxic workplaces have been making plenty of headlines lately. Recent stories about toxic workplaces - and some of the fallout – have spanned all sorts of industries, from government to video gaming to professional sports.

Expanding California’s limitations on the use of non-disclosure provisions for certain claims filed in court or administrative proceedings, Governor Gavin Newsom signed SB 331 on October 7, 2021.

Texas has taken aim at sexual harassment in the workplace. In a bold move by the Texas legislature, a new sexual harassment law (effective September 1, 2021) expands the definition of sexual harassment, heightens the standard of an employer’s response to complaints, and places responsibility on individuals, rather than just companies, for failing to address sexual harassment.