NELA

Empowering Workers' Rights Attorneys

Events

Sexual Harrassment

The Farmworker Movement Belongs to All of Us

The National Employment Lawyers Association (NELA) is deeply troubled by the allegations that César Chávez sexually abused women and girls during his leadership of the United Farm Workers. No individual’s legacy, however significant, can excuse the use of power and influence to abuse others.

We stand with Dolores Huerta, the survivors who have come forward with courageous and painful truths, and the farmworkers whose decades of struggle, sacrifice, and solidarity built one of the most consequential labor movements in American history. The women who built this movement alongside Chávez and others deserved better.

In this difficult moment we take guidance from Ms. Huerta herself, who wrote: “The farmworker movement has always been bigger and far more important than any one individual. Cesar [Chavez]’s actions do not diminish the permanent improvements achieved for farmworkers with the help of thousands of people. We must continue to engage and support our community, which needs advocacy and activism now more than ever.”

NELA is committed to standing with workers, with survivors, and with the communities who have given so much to this movement. We honor that work by continuing it together, and supporting attorneys, advocates, and workers seeking justice and collective power in workplaces … Read More

Comments on the EEOC’s Proposed Enforcement Guidance for Harassment

Charlotte A. Burrows, Chair
U.S. Equal Employment Opportunity Commission
Washington, DC 20507

Submitted via regulations.gov

RE: RIN 3046–ZA02, Proposed Enforcement Guidance on Harassment in the Workplace

Dear Chair Burrows:

The National Employment Lawyers Association (“NELA”) submits these comments in support of the Equal Employment Opportunity Commission’s (“EEOC”) Proposed Enforcement Guidance on Harassment in the Workplace (“Proposed Guidance”).[1]

As an organization that aspires to a future in which all workers are treated with dignity and respect; workplaces are equitable, diverse, and inclusive; and the well-being of workers is a priority in business practices, we are committed to reducing all forms of discrimination, in the workforce, including harassment. NELA is the largest professional membership organization in the country comprised of lawyers who represent employees in labor, employment, harassment, discrimination, wage and hour, and civil rights disputes. NELA and its 69 circuit, state, and local affiliates have a membership of over 4,000 attorneys who are committed to working on behalf of those who have faced illegal treatment in the workplace in both the public and private sector, including those facing harassment in the workplace. NELA has filed numerous amicus curiae briefs before the United States Supreme Court and other federal appellate courts … Read More

NELA Practice Group Meeting: Sexual Harassment

Join your colleagues from around the country for our Practice Group meetings. NELA’s Practice Groups provide opportunities for members in specific practice areas to network, seek advice, and discuss issues of mutual concern. Meetings are open to any NELA member with an interest in the subject matter area. There is no charge to attend.

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NELA Applauds Passage of Forced Arbitration Bill (H.R. 4445)

The Ending Forced Arbitration Of Sexual Assault and Sexual Harassment Act of 2021 (H.R. 4445) passed with bipartisan support yesterday, 335–97. NELA has been working for two decades to end forced arbitration, the pernicious employer practice of barring workers from pursuing justice in open court. The “Me Too” movement exposed aspects of the terrible harm done by forced arbitration clauses, which shield employers from accountability for sexual assault and sexual harassment in the workplace, enabling this conduct to continue unabated. Yesterday’s House vote is a victory in the fight to end forced arbitration. We applaud the House on this bipartisan vote.

NELA urges the Senate to pass this bill. But this is not the end of our call to action. More is needed. No worker—whether their claim relates to sexual harassment, stolen wages, or illegal harassment based on race, disability, LGBTQ+ status, or other reasons, should be denied the right to pursue justice in a court of law, in the full light of day. We call on both the House and Senate to pass the Forced Arbitration Injustice Repeal Act (FAIR Act S. 505/H.R. 963) which would broadly prohibit forced arbitration of workplace and consumer disputes.… Read More

Pambakian v. Blatt, 9th Circuit

On July 6, 2020, NELA and The Institute joined National Women’s Law Center and 45 other organizations in filing an amicus brief in Pambakian v. Blatt in the 9th Circuit. The amicus brief highlights the inherent problems surrounding forced arbitration, which denies workers access to justice and results in fewer claims, lower chances of recovery for plaintiffs, and lower recovery amounts. Even more importantly for workers who have experienced sexual harassment in the workplace, arbitration requires secrecy from all parties, preventing survivors from speaking about their experiences and allowing corporations to protect abusers on their payroll. We are deeply grateful to National Women’s Law Center for leading the charge on this brief.… Read More

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NWLC NELA Amicus Brief_Parker v. Reema Consulting_4th Cir_053018

On Wednesday, May 30, 2018, NELA was proud to join with a coalition of women’s, employee, and civil rights groups led by the National Women’s Law Center (NWLC) in filing an amicus brief in support of the Plaintiff-Appellant Evangeline Parker in Parker v. Reema Consulting Services, Inc., pending currently in the U.S. Court of Appeals for the Fourth Circuit. In the course of rising in the ranks while working at the defendant firm, the Plaintiff was subjected to a false and repugnant rumor that her professional advancement was due to her having a sexual relationship with a male manager. The rumor’s spreading resulted in Ms. Parker facing harassment and discrimination, and when she tried to stop the rumor and complained about the harassment she was facing, the company retaliated against her and ultimately terminated her employment. The district court relied on a number of inappropriate grounds in dismissing her claims, including erroneously holding that the type of rumor to which she was subjected could not support a claim for gender discrimination because it could be made about either a male or female employee. The amicus brief marshals a wide array of legal and social science evidence in demonstrating that … Read More

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