(A) No covered entity may enter into a settlement agreement that prevents or restricts the disclosure of factual information related to a claim filed in a civil action or a complaint filed in an administrative action regarding the following:
(1) An act of workplace sexual assault;
(2) An act of workplace sexual harassment;
(3) Failure to prevent an act of workplace sexual assault or sexual harassment, or retaliation against a person for reporting or opposing workplace sexual assault or sexual harassment.
(B) Notwithstanding the restrictions in subsection (A), an employee with a claim for workplace sexual assault, workplace sexual harassment, failure to prevent workplace sexual assault or sexual harassment or retaliation for reporting or opposing workplace sexual assault or sexual harassment may voluntarily enter into a settlement agreement shielding the identity of the employee as well as factual information relating to the employee's claim if:
(1) The employee wants the information to remain withheld or confidential;
(2) The employee has consulted with an attorney;
(3) The employee is receiving additional compensation; and
(4) The employee has a period of time to contemplate the agreement and change their mind no less than ten days.
(C) Nothing in this section shall prohibit the entry or enforcement of a provision in any agreement that precludes the disclosure of the amount paid in settlement of a claim.
(Lou. Metro Ord. No. 21-2023, approved 3-13-2023, eff. 9-13-2023)