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Florida’s “Stop WOKE Act” Permanently Blocked

03 Sep

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Update Applicable to:Effective date
All employers in Florida with 15 or more employeesSee Details Below


What happened?

On July 26, 2024, Chief U.S. District Judge Mark Walker permanently blocked a portion of Florida’s “Stop WOKE Act” that restricted how companies discuss inclusion and diversity, holding it was unconstitutional.


What are the details?


Background:

  • Florida’s “Stop WOKE Act” was championed by Governor Ron DeSantis and passed in 2022, aimed to restrict workplace training and educational discussions on race-related topics, including concepts like “white privilege.”
  • In August 2022, Chief U.S. District Judge Mark Walker temporarily blocked the law. The temporary block was upheld by the 11th U.S. Circuit Court of Appeals in March 2023.


The Decision:

  • On July 26, 2024, Judge Walker issued a permanent injunction against the workplace training part of the law, stating that it violated First Amendment rights by restricting free speech.
    • This ruling came after challenges from several businesses and organizations, including a Ben & Jerry’s franchisee and a workplace diversity consultancy.
  • The DeSantis administration disagreed with the rulings, arguing that they allowed companies to “indoctrinate their employees with racist and discriminatory ideologies,” and has indicated a possible appeal to the Supreme Court.


Business Considerations

  • Employers should monitor legal developments related to the “Stop WOKE Act,” as potential appeals could impact future compliance requirements.
  • Employers should document training efforts by keeping detailed records of all training sessions and materials to demonstrate compliance.
  • Employers in Florida now have more freedom to conduct and mandate diversity, equity, and inclusion (DEI) training without the restrictions imposed by the “Stop WOKE Act”.


Source References

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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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