A year after Congress enacted the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA) to prohibit employers from enforcing pre-dispute agreements to arbitrate sexual harassment claims, the first rulings interpreting the new law are starting to roll in. While most of this early litigation has pertained to when the claim accrued and whether the EFAA applies, two recent rulings from the same federal district court suggest that the EFAA will be interpreted broadly.
Members of the Center for Workplace Compliance (CWC) can read more here.