December 13, 2024
Nearly two years after its enactment, courts' interpretations of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act are taking shape, though plenty of questions remain. Here's a look back at five rulings this year that helped clarify how judges see the 2022 law.
August 08, 2024
The Eighth Circuit recently ruled that a 2-year-old law aimed at sparing sex misconduct claims from mandatory arbitration allows a former Chipotle worker to sue even though her alleged sexual assault happened before the law was enacted, a worker-friendly decision that experts say gives other courts a road map for interpreting the statute. Here, experts break down the appeals court's opinion.
August 05, 2024
The Eighth Circuit said Monday that Chipotle can't arbitrate an ex-employee's claims that she was raped by a co-worker on the job, rejecting the restaurant chain's arguments that the date of the alleged incident pushed her claims outside the bounds of a law shielding sex misconduct claims from arbitration.
May 08, 2024
The Eighth Circuit seemed skeptical Wednesday of Chipotle's argument that the date of a worker's alleged sexual assault is the linchpin for determining whether a law limiting mandatory arbitration shields her lawsuit, but receptive to the notion that a "dispute" could have occurred before she filed the case in court.
May 07, 2024
An Eighth Circuit panel on Wednesday will be the first federal appellate court to grapple with the question of when actions must have occurred to be covered under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, an issue experts say urgently needs more clarity.
April 30, 2024
This month, the Second Circuit will review a bias case over paternity leave, the Eighth Circuit will tackle back-to-back legal battles over allegedly false testimony and the bounds of a federal law curbing mandatory arbitration and the Seventh Circuit will consider whether an unconscious bias training was unlawful. Here's a look at four oral argument sessions in May that employment discrimination attorneys may want to add to their calendars.