On March 3, 2022, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (the “Act”) amending the Federal Arbitration Act (“FAA”) to allow employees alleging claims of sexual assault and sexual harassment to bring such claims in federal, state, or tribal court regardless of whether they signed an arbitration agreement with their employer. The Act applies retroactively to arbitration agreements formed before the Act was passed, as it applies “with respect to any dispute or claim that arises or accrues on or after the date of enactment of this Act.”
The Act may apply to claims other than sexual harassment or assault claims if those other claims are brought by the employee in the same case in which the employee brings the sexual harassment or assault claims. Section 402 of the Act governs not just sexual misconduct claims, but cases that relate to such disputes. “[N]o predispute arbitration agreement or predispute joint-action waiver shall be valid or enforceable with respect to a case which . . . relates to the sexual assault dispute or the sexual harassment dispute.” This suggests courts should not sever the sexual misconduct claims, while sending other claims to arbitration.
The bill’s wording will encourage workers to add claims of sexual assault to avoid having their cases sent to arbitration, said Ohio State law professor Sarah Rudolph Cole, according to Bloomberg Law.
The Act also bypasses delegation clauses, and perhaps the separability doctrine, by providing “The applicability of this chapter to an agreement to arbitrate and the validity and enforceability of an agreement to which this chapter applies shall be determined by a court, rather than an arbitrator, irrespective of whether the party resisting arbitration challenges the arbitration agreement specifically or in conjunction with other terms of the contract containing such agreement, and irrespective of whether the agreement purports to delegate such determinations to an arbitrator.”
