Search result for "sexual harassment".
  • Arbitration and Nondisclosure Requirements by Law Firms
    Dean Treanor, Dean Shannon, and the Office of Career Strategy, On March 24, 2018, news broke that a prominent law firm was forcing its incoming summer associates to sign an arbitration agreement with a non-disclosure provision. That firm’s mandatory arbitration and non-disclosure provisions covered all employment-related claims between the employee and the firm, including discrimination and harassment claims. Mandatory arbitration agreements and overbroad non-disclosure agreements (NDAs) are harmful in the employment context because they silence victims, conceal wrongdoing, and push discrimination and harassment claims into secretive proceedings that favor employers over employees. Fortunately, a group of law professors and students focused attention and applied public pressure on this particular law firm’s policy. The firm then decided to drop the NDA and mandatory arbitration requirement not only for summer associates, but also for all associates and staff.[1] Since then, at least two other prominent law firms have publicly announced that they too will no longer require employees, including associates, to sign contracts containing arbitration agreements.[2][3] Berkeley Law Students sent an open letter to Berkeley Law’s Career Development Office asking it to prohibit employers from using its services if that employer requires any employee, including associates, staff, or summer associates to agree to, as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconduct.[4] We call on Georgetown to do the same.
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    Created by Stephen Schultze Picture
  • Don't Let Law Firms Hide Harassment and Discrimination
    We are law students who are deeply concerned that many law firms require their employees to sign forced arbitration agreements with non-disclosure provisions as a condition of employment. In advance of the National Association for Law Placement (“NALP”) annual conference next month, we write to request that NALP include two questions on the NALP directory for on-campus recruitment that will help students identify these firms. In March 2018, at the height of the #MeToo movement, reports emerged that several prominent law firms were requiring summer associates to sign forced arbitration agreements. These agreements required summer associates to arbitrate all employment-related claims, waiving their right to sue to vindicate their workplace rights, including those that arise under Title VII of the Civil Rights Act. These contracts also contained nondisclosure agreements that prohibited signatories from disclosing the “fact or content” of the arbitration proceeding, including the very existence of the proceeding. After this news broke, several law firms announced that they will no longer require at least some employees to sign these coercive contracts, and that they would retroactively rescind the arbitration provisions in prior contracts. We are heartened by these changes, but not all firms have followed suit. We remain concerned that some firms are still forcing their employees to sign away important protections, as a condition for accepting a job—and that some applicants may not know they will be subject to a forced arbitration clause until after they accept an offer.
    1,011 of 2,000 Signatures
    Created by Pipeline Parity Project Picture
  • Stop Forced Arbitration at Starbucks
    Starbucks has a policy of Forced Arbitration. Forced Arbitration takes away your right to sue in a court of law in cases over Sexual Harassment or Discrimination against Starbucks. If you are awarded money in these disputes, the company may require you to sign an agreement to never speak about the incident. This is known as a Non-disclosure agreement. If you are an employee of Starbucks hired after October of 2014 you have agreed to the terms of Forced Arbitration. Like signing onto Facebook, when you clicked on the terms you lost something, with Facebook it was the right to your data, with Starbucks it was your right to sue. Forced Arbitration can settle workplace disputes behind closed doors with no ability to appeal. This agreement prevents you from taking your dispute with Starbucks to a courtroom where it would be decided by a jury of your peers. Due process is an American principle. On February 21, 2019, Google announced it would end the use of Forced Arbitration for its employees.
    4,312 of 5,000 Signatures
    Created by Tom Troy Picture
  • Tipped Workers Need One Fair Wage in St. Paul
    We demand that the St. Paul City Council pass a $15 minimum wage ordinance in 2018 with #1FairWage for all workers: No exemptions, No tip penalty.
    785 of 800 Signatures
    Created by Eli Edleson-Stein
  • Tell Netflix CEO Reed Hastings that gender & pregnancy discrimination is wrong
    Netflix, no parent should be discriminated against for taking parental leave. Stop firing or forcing women out who are pregnant!
    4,449 of 5,000 Signatures
    Created by Lisa
  • Stop Posting Illegal Unpaid Internships!
    Remove postings of illegal, exploitative unpaid internships from CareerNet, NYU's online job and internship posting website.
    1,205 of 2,000 Signatures
    Created by Christina Isnardi