What States Are Doing to Combat Federal Inaction and the #MeToo Movement

2018 has been a year of change for employers and employees. Facing federal legislative inaction, states have enacted new laws that directly impact employers and employees, including mandatory paid sick leave, non-disclosure and arbitration agreement prohibitions, and equal pay requirements. These laws directly impact employer policies and practices and potentially expose employers to increased monetary liability. Understanding what the new state laws require is crucial for compliance and mitigating risk.

Using legislation, real life examples and court cases, Dena B. Calo, Esq. the Vice Chair of Saul Ewing Arnstein & Lehr's Labor and Employment Practice, walks the audience through the newest issues facing companies trying to remain legally compliant with employment laws around the country. The #MeToo movement has sparked a whirlwind of legislation that is focused, not only on harassment, but also on equal pay, arbitration and non-disclosure prohibitions. This challenges companies in how they manage and resolve discrimination and harassment issues. In addition, states are taking this further with sick leave requirements which significantly impact on employee rights. This session will make these difficult laws more understandable allowing companies to focus on implementation and risk management.

Learning Objectives:

1. Consider how #MeToo impacts a company's defense in harassment cases
2. Discuss how equal pay laws might be affected by #MeToo
3. Examine how arbitration agreements may be impacted by state laws
4. Explore whether companies can continue to utilize non-disclosure agreements in harassment and discrimination cases
5. Review how mandatory paid sick leave affects companies, especially those that already use PTO policies
6. Ensure employer policies and handbooks are up to date to reflect recent changes