The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 allows employees to choose between court or arbitration for claims involving sexual assault or sexual harassment. Partner David Schwartz and associates Emily Safko and Isabel Moss discuss issues that have recurred in courts since the EFAA’s enactment, emphasizing that employers should understand the limits of their arbitration agreements and consider other risk management strategies to reduce claims of sexual assault or harassment.
Recent Developments Regarding the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021
New York Law Journal