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In Vietnam, sexual harassment in the workplace has long been a
taboo and undiscussed topic. Few employers have comprehensive
policies on sexual harassment, or provide trainings to their
employees. Nevertheless, sexual harassment is undeniably present in
Vietnam, and represents a major obstacle to women s equality in
the workplace and to their rise to leadership positions.
Vietnam has recognized the need to take action against sexual
harassment, and has recently issued comprehensive regulations
addressing the handling of complaints, remedies for victims, and
disciplinary action against perpetrators. In light of these
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In a flurry of activity this spring, the state of Montana
implemented several changes to how employers may do business in
Montana. To start, several amendments to Montana s Wrongful
Discharge from Employment Act (WDEA) provide increased flexibility
to Montana employers. In addition, amendments to Montana s
Human Rights Act add new COVID-19-related protections for employees
based on vaccination status.
On March 31, 2021, in particular, Montana s governor
signed HB 254, which, for the first time in over 30 years,
revised the WDEA. Many changes beneficial to employers resulted
Background
The employee entered into an employment agreement with her
employer (Contract). Its termination without cause provision
provided:
Termination Without Cause – We may
terminate your employment in our sole discretion, without cause, by
providing you with two weeks of notice or pay in lieu of notice (or
some combination thereof), plus the minimum notice or pay in lieu
of notice (or some combination thereof) and severance pay (if any)
then required by the ESA. [The employer] will also continue your
Benefits to the extent and for the minimum period required by the
ESA.
The termination
with cause provision in the Contract
Breaking with a Sixth Circuit decision to the contrary, in a
March 2021 decision in
Stewart v. Holland, the District
Court for the Western District of Pennsylvania held that unfair
labor claims brought by the Department of Labor against a debtor
under the Fair Labor Standards Act ( FLSA ) were not
barred by the automatic stay but could instead proceed under the police powers exception.
A debtor s bankruptcy filing triggers the automatic
stay, which immediately enjoins, among other things, the
commencement and continuation of most litigation against the
debtor.
2 The purpose of the automatic stay
is to afford the debtor breathing room either to
On March 3, 2021, in
Rohrer v. Oswego Cove, LLC, the
Oregon Court of Appeals reversed the lower court s dismissal of
an employee s common-law wrongful discharge claim for seeking
legal advice about her employment. The court concluded that because
the employee s alleged protected activity did not entitle to
her to an adequate statutory remedy under Oregon s
whistleblower statute ORS 659A.199 she could assert a
common-law wrongful discharge claim instead.
Background
The plaintiff worked as an assistant manager for the defendant,
an apartment rental company. While the plaintiff was
employed, an individual repeatedly called the leasing office and harassed the plaintiff by asking inappropriate