SHRM Article About Arbitration as Option in Sexual Harassment Cases Includes Insight from Chris Nickels

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Milwaukee – Chris Nickels, a Labor & Employment partner in the Quarles & Brady Milwaukee office, provided perspective about the applicability of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 for a SHRM article about arbitration in sexual harassment cases.

An excerpt from the article:

The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021, signed into law on March 3, applies only to sexual harassment and sexual assault, not discrimination based on any other category or discrimination based on sex, noted Chris Nickels, an attorney with Quarles & Brady in Milwaukee.

The law also does not apply to harassment claims based on other protected categories, such as race or disability, he added. That said, some employers might voluntarily provide that other forms of harassment are not subject to mandatory arbitration, Nickels stated.


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