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DAMN...Lawyer EXPOSES CASSIE DOESN'T HAVE An NDA & How She MASTERFULLY Destroyed DIDDY


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 3 months ago '10        #1
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HolyFatherSteve  topics gone triple plat - Number 1 spot x321
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DAMN...Lawyer EXPOSES CASSIE DOESN'T HAVE An NDA & How She MASTERFULLY Destroyed DIDDY
 

 
YT

1 hour 2 minute mark for the timestamp.

Cassie doesn't have a gag order NDA and can freely speak on Diddy because Diddy settled in under 21 days in New York state. So it's illegal to have an NDA in harassment cases now as of November 17th due to a new law the NY Governor signed into law on that same day. Diddy got fu#kED.


New York Enacts Greater Restrictions on Release Agreements Involving Claims of Discrimination, Harassment, or Retaliation​

By Erin McNamara, Shawn Matthew Clark, and Kerry Notestine on
November 22, 2023

On November 17, 2023, the New York governor signed into law S4516, which amends Section 5-336 of the New York General Obligations Law to restrict certain terms from being included in release agreements involving claims of discrimination, harassment, or retaliation. The amendments went into effect immediately and apply to agreements entered into on or after the effective date.

Section 5-336 is one of the original #MeToo statutes. It was intended to limit the use of confidentiality agreements that prevent victims of xesual harassment from disclosing the harassing conduct in a way that might prevent future harassment. A year after its original passage, the New York legislature amended the statute to expand protections beyond xesual harassment to include other forms of discrimination. In S4516, the New York legislature further expanded Section 5-336 to cover not only claims involving discrimination, but also claims involving “discriminatory harassment and retaliation.”

Section 5-336 continues to generally prohibit employers from requiring a nondisclosure provision in a release agreement involving claims of discrimination, unless confidentiality is the employee’s preference, and the employee is given 21 days to consider the agreement and 7 days to revoke. While Section 5-336 previously required the employee to wait a full 21 days before signing a nondisclosure agreement, S4516 now provides that the 21-day consideration period is waivable (“the complainant shall have up to twenty-one days to consider [a confidentiality provision]”).

However, S4516 does not amend Section 5003-B of the New York Civil Practice Law & Rules (CPLR), which was enacted as part of the original #MeToo legislation, and which continues to require employees to wait the full 21 days before signing an agreement containing a nondisclosure provision that would prevent the disclosure of the underlying facts and circumstances of any discrimination claim. This means that the 21-day consideration period for nondisclosure provisions is waivable pre-litigation but is not waivable if the discrimination claim is filed in court, where the CPLR applies.

More significantly, S4516 adds that “no release of any claim, the factual foundation for which involves unlawful discrimination, including discriminatory harassment, or retaliation,” shall be enforceable if “the agreement resolving such claim” includes any of the following terms:

A liquidated damages provision for the employee’s violation of a nondisclosure clause or nondisparagement clause;
A forfeiture provision requiring the employee to forfeit all or part of the consideration for the agreement for violation of a nondisclosure clause or nondisparagement clause; or
An affirmative statement, assertion, or disclaimer by the employee that the employee was not subject to unlawful discrimination, harassment, or retaliation.

It is not entirely clear whether Section 5-336, as amended, applies to asserted claims that are being resolved by agreement, to standard separation agreements where no claim has been asserted, or to both. The existing Section 5-336(1)(a) places restrictions on “any settlement, agreement or other resolution of any claim,” which appears to apply only to resolutions of asserted claims, not to separation agreements in the normal course. In contrast, the newly added Section 5-336(3) states that “no release of any claim” shall be enforceable if “the agreement resolving such claim” includes the unlawful provisions above. The “no release of any claim” language is broader, which suggests that Section 5-336(3) may apply to both pre-claim and post-claim agreements. And the fact that the legislature did not amend the CPLR in S4516 further suggests that the legislature intended Section 5-336(3) to apply to all release agreements, while leaving CPLR Section 5003-B to apply only to release agreements that resolve discrimination claims in litigation or administrative proceedings.

On the other hand, Section 5-336(3) is, like earlier paragraphs in the statute, limited to agreements “resolving such claim,” which may indicate that it similarly applies to agreements resolving asserted claims and not to pre-claim release agreements. In addition, the stated justification for the amendments that the legislature provided with S45161 indicates that the bill “bars settlements of harassment and discrimination claims from including any terms or conditions” that require: (1) “a plaintiff to pay liquidated damages for violating an NDA,” (2) “the complainant to forfeit part or all of the consideration for violating the non-disclosure provisions,” or (3) the complainant “to sign an affirmative statement, assertion, or disclaimer stating that they were not subject to discrimination or retaliation.” This would seem to indicate the intent is to address only asserted claims of harassment, discrimination, or retaliation. But it is possible that a court could read the reference that the restriction applies to the “release of any claim” as being broader than just asserted claims. Thus, employers may elect to remove these terms from their pre-claim release agreements, such as those used in layoffs, until a court clarifies whether the requirement applies only to asserted claims.

In light of these new restrictions, employers should review their New York separation, severance, and settlement agreements to ensure compliance with S4516 and confirm the enforceability of those agreements. Because the statute indicates that this act is “effective immediately and shall apply to agreements entered on or after such date,” employers may need to address immediately, and possibly retract, amend, or discuss with opposing counsel, agreements currently under consideration by employees or claimants that may be signed after the effective date of November 17, 2023.
 https://www.littler.com/p .. ents-involving


Last edited by HolyFatherSteve; 11-29-2023 at 07:21 PM..
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89 comments

 3 months ago '10        #2
HolyFatherSteve  topics gone triple plat - Number 1 spot x321 OP
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-13   

 3 months ago '10        #3
HolyFatherSteve  topics gone triple plat - Number 1 spot x321 OP
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🔗

-16   

 3 months ago '08        #4
J_Clarity13 
Props total: 19948 19 K  Slaps total: 3222 3 K
Their problems are not my problems

But I can't make a bunch of money out of their problems

emoji
+8   

 3 months ago '16        #5
kuul  topics gone triple plat - Number 1 spot x12
Props total: 191981 191 K  Slaps total: 20662 20 K
wtf does 50 have to do with this?
+8   

 3 months ago '10        #6
HolyFatherSteve  topics gone triple plat - Number 1 spot x321 OP
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 kuul said 🔗
wtf does 50 have to do with this?
why don't you tell. us since you're the one that brought him up
-13   

Top 10 most slapped recently  3 months ago '21        #7
Tlatoani  topics gone triple plat - Number 1 spot x1
Props total: 66178 66 K  Slaps total: 18918 18 K
Makes sense why they settled so fast. Kinda odd he made 0 public attempt to defend himself.
+6   

 3 months ago '16        #8
kuul  topics gone triple plat - Number 1 spot x12
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 HolyFatherSteve said 🔗
why don't you tell. us since you're the one that brought him up
you posted him ret@rd.
+18   

 3 months ago '04        #9
collegeboy58 
Props total: 36540 36 K  Slaps total: 1787 1 K
pu$$y wins again….


+18   

 3 months ago '10        #10
HolyFatherSteve  topics gone triple plat - Number 1 spot x321 OP
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 kuul said 🔗
you posted him ret@rd.
eat a d1ck
-16   

 3 months ago '16        #11
kuul  topics gone triple plat - Number 1 spot x12
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 Tlatoani said 🔗
Makes sense why they settled so fast. Kinda odd he made 0 public attempt to defend himself.
he super quiet. i wonder would he change anything.
+5   

 3 months ago '17        #12
GodBody  topics gone triple plat - Number 1 spot x73
Props total: 89269 89 K  Slaps total: 11060 11 K
Holy fu#king sh1t! I knew it was bad but god damn thats it. If this is true and i believe it is, Puff is done.
+5   

 3 months ago '10        #13
HolyFatherSteve  topics gone triple plat - Number 1 spot x321 OP
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Pour one out for Puff
-10   

Top 10 most slapped recently  3 months ago '22        #14
BreakkerSzn  topics gone triple plat - Number 1 spot x109
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+11   

 3 months ago '21        #15
SHAMPOOO  topics gone triple plat - Number 1 spot x33
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I think Kanye Sacrificed Puff...
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+2   

 3 months ago '07        #16
datdude07 
Props total: 5221 5 K  Slaps total: 1543 1 K
He done lived the life most ppl dream of. His money still intact, only thing is done is him probably getting endorsements deals. He has kids that he can teach the game to, other than that he done attained generational wealth. What else is it for him to do he still came, saw, conquered & survived worser than this.
+12   

 3 months ago '10        #17
Nautilus O  topics gone triple plat - Number 1 spot x4
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If that was the case, why were they trying to settle with him for 30 million for the last 6 months?
+9   

 3 months ago '15        #18
gemini8686  topics gone triple plat - Number 1 spot x5
Props total: 56685 56 K  Slaps total: 15790 15 K
 HolyFatherSteve said 🔗
Pour one out for Puff
You doing too much now. Chill. No reason to mention 50. Let that sh1t play out. You looking like a psychopath right now

 3 months ago '18        #19
Capodecina  topics gone triple plat - Number 1 spot x1
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Diddy knew what he was doing
Sold his soul for cheap
God is the greatest
But Satan be on his sh1t



Last edited by Capodecina; 11-30-2023 at 05:18 AM..
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 3 months ago '22        #20
here for nsfw  topics gone triple plat - Number 1 spot x22
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court of public opinion is the only thing that matters in the social media era.........
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 3 months ago '04        #21
JayR04  topics gone triple plat - Number 1 spot x3
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Cheaper to keep her
+4   

 3 months ago '07        #22
RubbahBandMayn 
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Damn Puff
+3   

 3 months ago '07        #23
Sincere730  topics gone triple plat - Number 1 spot x11
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He paid out the next day

If she was lying he would sued for defamation
+14   

 3 months ago '16        #24
Barbarianbob  topics gone triple plat - Number 1 spot x2
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Probably woulda been cheaper to ki1l her

Now this bi#ch done ki1led ya career

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+1   

 3 months ago '22        #25
Tha Carter VII  topics gone triple plat - Number 1 spot x1
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Gurl dis tew much
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