In the wake of the #MeToo Movement, New York, California and a number of other jurisdictions, both local and state, have passed new laws aimed at combatting sexual harassment in the workplace. The New York laws require written sexual harassment prevention policy, assurance that all current and new employees, and even applicants for employment, receive a copy of the policy, and mandate annual sexual harassment training for all employees. In addition, New York law now provides that employers can be liable for sexual harassment of nonemployees in the workplace, such as contractors, vendors and subcontractors. Recent legislation prohibits employers from using mandatory arbitration provisions in employment contracts or nondisclosure agreements except when this is the victim preference. Let me suggest that there are some important lessons to be learned from these laws.
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Product Liability Monitor

July 8, 2016
New Developments
Federal Preemption of Pesticide Failure to Warn Claims
By Alan Hoffman

In 2005, the United States Supreme Court decided Bates v. Dow Agrosciences LLC, 544 U.S. 431 (2005), concerning preemption of state law failure to warn claims by the Federal Insecticide, Fungicide and Rodenticide Act, 7 U.S.C. §136 et

While pressure mounts for the FAA to issue regulations to incorporate unmanned aircraft systems (UAS) into national airspace systems and the challenges to the FAA’s current positions on UAS are in judicial limbo [see Commercial Use of Unmanned Aerial Systems? Are they legal? and FAA Faces Recent Challenges Over Restrictions on Operation of Unmanned Aerial Systems (UAS)] the FAA continues to move forward with the mandates set forth in the FAA Modernization and Reform Act of 2012.
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