POTUS Approves Law to End Forced Arbitration in Sexual Misconduct Cases
March 9, 2022 President Joe Biden signed H.R. 4445, or the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, into law on Monday. H.R. 4445 (‘the Law’), repeals forced arbitration requirements when an employee alleges sexual misconduct against their employer. Forced arbitration, a common practice in the private employment sector, requires employees to […]
House Narrowly Passes Bill Seeking to End All Employment Arbitration Agreements
March 18, 2022 The U.S. House of Representatives passed H.R. 963 (the “Bill”) yesterday in a 222-209 heavily partisan vote. The Bill, also called the “Forced Arbitration Injustice Repeal” or “FAIR,” would nullify most pre-dispute forced employment arbitration agreements if passed by the Senate and signed into law by the President. Arbitration provisions are often […]
House Passes Hairstyle Discrimination Ban
March 21, 2022 The U.S. House of Representatives passed H.R. 2116 (the “Bill”) last Friday in a 259-189 party-line vote. The Bill, also called the “Creating a Respectful and Open World for Natural Hair” (“Crown”), would prohibit discrimination against natural hair textures and hairstyles in housing programs, federally assisted public accommodations, employment, and more. Natural […]
Congress Enacts New Protections for Pregnant and Nursing Employees
May 17, 2023 Employers take note—Congress’s recent enactment of the Providing Urgent Maternal Protections for Nursing Mothers Act (“PUMP Act”) and the Pregnant Workers Fairness Act (“PWFA”) has significant implications for Arizona employers. Both the PUMP Act and PWFA are federal laws that expand the rights of pregnant and nursing employees by, among other measures, […]
Ninth Circuit Dismisses ‘Equal Opportunity Harasser Defense’ in Offensive Music Case
June 12, 2023 The U.S. Court of Appeals for the Ninth Circuit (“Ninth Circuit”) oversees cases originating in Arizona. Notably, the Ninth Circuit recently determined that employers can be held liable under federal harassment law when sexually explicit and offensive music is played in the workplace, even if both male and female employees alike are offended. […]
