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April 2022: Florida Governor Signs “Individual Freedom” Bill into Law

25 Apr

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Update Applicable to:
All employers in the state of Florida.

What happened?
On April 22, 2022, Governor DeSantis signed House Bill 7 (HB 7), also known as the “Individual Freedom” bill and the “Stop WOKE Act,” into law which would limit workplace training and instructional materials and practices bearing on race and sex relations in Florida.

What are the details?
Effective July 1, 2022, HB 7 will protect civil rights in employment and K-20 education by specifying that subjecting an employee or student to a required activity that promotes, advances, or compels individuals to believe discriminatory concepts, constitutes unlawful discrimination.

Concepts constituting unlawful discrimination include:

  • That members of one race, color, national origin, or sex are morally superior to members of another race, color, national origin, or sex.
  • A person by virtue of their race or sex is inherently racist, sexist, or oppressive.
  • A person’s moral character or status as privileged or oppressed is determined by race, color, national origin, or sex.
  • A person, by virtue of their race, color, national origin, or sex should be discriminated against or receive adverse treatment to achieve diversity, equity, or inclusion.

For more information, please see the links below:

House Bill 7 (HB 7)

Freedom From Indoctrination Handout

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and make adjustments to their workplace training, instructional materials, and practices to ensure that they do not contain any indication that a race, color, national origin, and/or gender is superior, racist, sexist, oppressive, privileged, or oppressed.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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