14 Oct What Is A Me Too Agreement
Overall, laws tend to render agreements unenforceable if they prevent the disclosure of information about sexual harassment or sexual assault. Sometimes the law provides an exception that allows the victim to request confidentiality or the parties to reach a confidential settlement before a case is brought before a court. The law could also include an exception that allows parties to keep the monetary value of the settlement secret. A number of states have adopted (or are considering adopting) laws that will affect the applicability of various confidentiality provisions, most of which are not limited to harassment in the workplace. These provisions may change the way employment contracts and settlement agreements are drawn up. 2) Will we get the same 3.5 percent, the CFA out of 1. July 2017? Our current collective agreement, including the Me-Too-Side-Letter, ends a day earlier, on June 30, 2017, and anything beyond that date has not yet been negotiated. In other words, any salary increase for 2017-2018 and beyond is left to future negotiations. These negotiations will begin early next year. Attacks on NDAs have extended to legislation. Federal, state and local governments, including New York, have taken steps to make it more difficult for two parties to conclude an NDA. The Federal Tax Reductions and Employment Act of 2017 provides that if an NDA is involved in resolving sexual harassment complaints, the employer cannot treat settlement payments as tax deductible, or deduct associated attorneys` fees or litigation costs.1 Other federal laws are in the works, such as the Be Heard Act. which would abolish NDAs as a precondition for employment.
States were also active. As of 2018, New York law required an NDA to be the employee`s preference if it is to be included as part of a settlement agreement that clarifies an allegation of sexual harassment. New York law now gives the employee 21 days to review the terms of the NDA and seven days to revoke them. The parties cannot do without these waiting times. In 2019, New York expanded this law by applying these requirements to any NDA that resolves a complaint of workplace harassment (not just sexual harassment).2 This prompted Snow to seek the formation of a fact-finding body to craft an agreement. . . .