Your arbitration agreement may not be as airtight as you think
Employers who rely on arbitration clauses to keep harassment cases out of court just got a serious wake-up call from Ohio.
On February 26, 2026, an Ohio appellate court handed down what appears to be the state's first ruling on a federal law that has been quietly reshaping how sexual harassment disputes are handled in the workplace. The decision carries implications that reach far beyond the parties involved – and squarely into the HR offices of employers across the country.
The case begins with an unusual set of facts. Keith Hansbrough, a male attorney and shareholder at law firm Marshall Dennehey, alleged in his complaint that he had been sexually harassed, discriminated against, and ultimately forced out of his job. His complaint named Leslie M. Jenny, the firm's female managing attorney in Cleveland, as a key alleged harasser – alongside earlier allegations involving a male colleague at the firm, Andrew Wargo, whose alleged conduct dated back to 2018. Hansbrough alleged the conduct and its aftermath continued through his departure in July 2023.
The allegations against Jenny are striking. According to Hansbrough's complaint, she allegedly told him that "me-too does not apply to men" and, when he raised prior harassment complaints, that "people who can't let things go and keep talking about them usually enjoyed them." He further alleged she repeatedly taunted him with references to Wargo, including remarks...
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