Over one-third of the US workforce is bound to their company by a non-disclosure agreement (NDA). NDAs can force employees to be silent about anything from trade secrets to sexual harassment and assault and have been growing in number as companies become increasingly worried about competition and reputation. It is important as an employee to understand what your employer is asking you to sign. To learn more about NDAs and the workplace, read below:
An NDA in the workplace is a legal contract that keeps employees from revealing their employer’s secrets. The NDA creates a confidential relationship between the employee and their employer. The NDA stipulates the information that is to remain confidential and how information can be used.
The specific terms of an NDA will differ depending on the circumstances. The information that may be covered by an NDA is virtually unlimited. Generally, by signing an NDA, you promise to not release the confidential information shared with you by your employer.
No survivor is obligated to share their story. Some survivors prefer to keep the harassment or assault private and willingly enter into an NDA. However, NDAs can have significant consequences. For example, the NDAs used in sexual harassment cases can enable the person or company to repeat the same harassment and assault for decades by silencing victims from warning other’s about the behavior.
Pending bills in state legislatures across the country, currently including in California, New York, and Pennsylvania, would prohibit employers from requiring employees to sign agreements that block them from exposing alleged workplace sexual harassment.
If you are a victim of sexual assault or harassment in the workplace and you have signed an NDA, you may still be able to break your silence. Because NDAs can differ, you should consult with an attorney to discuss whether you will be vulnerable to legal action for violating settlement terms or for defamation.
You should consult a lawyer before breaking the terms of an NDA. If you’re bound by an agreement not to disclose trade secrets, there is a chance that the language could be construed to cover any public statements about what happens in the workplace, although it’s not yet clear whether that argument would hold up in court.
As an employee, you may be asked to sign an NDA as a condition of employment, as part of a severance package, as part of a settlement agreement or in a personal context.
· Check for liquidated damages provisions which specify a cash amount an employee must pay per breach of an NDA. If the number is very high, it may create a dynamic where employees are terrified to come forward even about illegal company behavior because they are afraid of being sued. Courts may throw out a provision where the damages/penalties for violating the agreement are much greater than the harm caused to the company when the agreement is violated.
· Time limits that go on for your entire lifetime are overreaching and should raise a red flag. They may be considered reasonable by a court if they are for a shorter period of time, but that will vary by state.
· Forced arbitration clauses or clauses requiring private and confidential arbitration rather than in a public court of law. While those clauses may be legal to include, you should be aware of what they mean.
If what you are told is different from what you see in the written agreement, you need to clarify before signing because the written agreement is binding. Additionally, if the NDA prevents you from bringing discrimination or harassment claims to the proper authority than the NDA is unenforceable.
If you are unsure about the terms of your agreement, you should speak with a lawyer for further clarification.
“Nothing prevents [Your Name] from using his/her own generalized skill, knowledge or expertise that he/she already had, or is publicly available.”
Including this clause in an NDA puts the burden on the employer to prove what you already knew in the case of an alleged breach.
· Any information that employee has prior knowledge of or gained from sources other than their employer
· Any information that is common knowledge in a field
Additionally, an NDA is not meant to protect a company from doing something illegal. If your company has unethical or illegitimate business practices, you still have a right to whistleblow (inform) to proper authorities.
An NDA also cannot prohibit an employee from filing a sexual harassment complaint with the Equal Employment Opportunity Commission.
A unilateral NDA is more commonly used. It is used when a business or employer discloses information to their employee, and the employee receives the information and agrees to keep the information confidential.
A mutual NDA is used when the two parties agree keep confidential each other’s information. The mutual NDA is generally used between businesses.
A nondisparagement clause generally prevents an employee from saying anything negative about the company, even on social media. Nondisparagement clauses have gained popularity in the startup world where they are often used to hide the sexist culture in the tech industry. If you are subject to a nondisparagement clause, it is best not to publicly discuss your employer, and especially not online, where proof of your comments could be saved as evidence of a violation. Consult with an attorney to review the agreement before speaking out, even anonymously.
Some have interpreted this statute to apply to both businesses and individuals. Therefore, under this language of this statute, victims of workplace sexual assault or harassment who settle their claims subject to an NDA, would be prohibited from deducting the portion of their settlement allocated for attorney’s fees, and would have to pay taxes on the entire amount they were given for the settlement.
As a result of this uncertainty, Sen. Robert Menendez has announced plans to introduce legislation clarifying that §162(q) is meant to apply only to businesses/employers. In the meantime, you should consult with a tax attorney or accountant knowledgeable in this area to determine what amounts of your settlement payment are deductible.
Arizona. House Bill 2020 allows victims of sexual assault and sexual harassment to break nondisclosure agreements without penalty when communicating with law enforcement or in court proceedings. Under the bill, people who previously signed non-disclosure agreements would be allowed to break those agreements without penalty if asked by law enforcement or during a court proceeding.
California. Senate Bill 331 (known as the “Silence No More Act”) prohibits nondisclosure clauses in settlement agreements involving workplace harassment, discrimination, or retaliation on any protected bases. The bill also requires that any non-disparagement or other contractual provision that restricts an employee’s ability to disclose information related to the conditions of the workplace must include specific language related to the employee’s right to disclose information about unlawful acts in the workplace. Senate Bill 331 is not retroactive and applies to agreements entered on or after January 1, 2022.
Senate Bill 331 expands protections in Senate Bill 820 (known as the Stand Together Against Non-Disclosure Act). It went into effect on January 1, 2019 and prohibits the use of confidentiality provisions in settlement agreements for actions including claims based on sex.
Hawaii. House Bill 2054 HD1 SD1 prohibits employers from requiring an employee to enter into a nondisclosure agreement pertaining to sexual harassment or sexual assault as a condition of employment. The law also prohibits employers from retaliating against an employee for disclosing or discussing sexual harassment or sexual assault.
Illinois. Senate Bill 75 protects employees, consultants, and contractors who truthfully report alleged unlawful discrimination and harassment or criminal conduct in the workplace by prohibiting nonnegotiable confidentiality obligations, waivers, and mandatory arbitration of allegations of discrimination, harassment, or retaliation unless the agreement demonstrates that the employer and employee mutually agreed to the provisions.
Maine. Maine’s prohibits employers from requiring applicants, interns, or employees to enter into settlement, separation, or severance agreements that:
The new law also provides that settlement, separation or severance agreements may include provisions preventing the subsequent disclosure of factual information relating to a claim of unlawful employment discrimination only if:
Maryland. Md. Code Ann., Labor & Employment Section 3-715 (known as the Disclosing Sexual Harassment in the Workplace Act of 2018) declares that any provision in an employment contract or policy that waives any right or remedy to a claim of sexual harassment or retaliation for reporting sexual harassment is void as against public policy. The Act also includes a separate subsection prohibiting retaliation based upon an employee’s failure to enter into such a prohibited contract.
New Mexico. House Bill 21 limits the use of nondisclosure agreements in settlements of sexual misconduct claims. The law prohibits employers from requiring, as a condition of employment, that an employee agree to a nondisclosure agreement in a settlement agreement relating to a claim of sexual harassment, discrimination, or retaliation whether occurring in the workplace or at a work-related event[s] coordinated by or through the employer. Assembly Bill 60 nullifies provisions of a contract or settlement agreement if they restrict one party from testifying against another about a crime, sexual harassment; discrimination or retaliation.
New Jersey. Senate Bill 121 prohibits employers from concealing the underlying details of sexual harassment and other claims of discrimination using nondisclosure or confidentiality provisions in settlement agreements. The law also protects employees from being retaliated against for not entering into any agreement or contract that requires them to waive their substantive or procedural rights. Under the law, employers are responsible for the harm caused to employees who are forced to work in a hostile work environment Senate Bill 121 applies to all workplace discrimination claims alleged or brought under the New Jersey Law Against Discrimination.
New York. New York General Obligation Law Section 5-336 prohibits employers from requiring confidentiality of underlying facts of all employment discrimination claims (including sexual harassment) in settlement agreements unless the confidentiality provision is the alleged victim’s preference.
Oregon. Senate Bill 726 (known as the Workplace Fairness Act), prohibits employers from entering into a nondisclosure, nondisparagement or similar confidentiality provision with an employee or applicant that prevents the individual from discussing discrimination or sexual assault that occurred at work or between employees. Employers may enter into a settlement or severance agreement that contains a nondisclosure or no-rehire provision in two circumstances:
Tennessee. Tenn. Code Ann. § 50-1-108 prohibits employers from requiring an employee or prospective employee to sign or renew a non-disclosure agreement regarding sexual harassment in the workplace as a condition of employment.
Vermont. House Bill 707 (known as “An Act Relating to the Prevention of Sexual Harassment) prohibits employment contracts containing provisions that prevent an employee from disclosing sexual harassment or waiving an employee’s rights or remedies with respect to a claim of sexual harassment.
Virginia. Va. Code § 40.1-28.01 (known as Nondisclosure or Confidentiality Agreements; Sexual Assault, Condition of Employment) prohibits employers from requiring job applicants or current employees to execute nondisclosure agreements that would conceal the details of any sexual assault claim an employee may have against the employer.
Washington. Senate Bill 5996 prohibits employers from requiring employees to sign a nondisclosure agreement, waiver, or other document that prevents the employee from disclosing sexual harassment or sexual assault occurring in the workplace as a condition of employment.
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