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The Me Too Movement and the Law
The Me Too movement is a social movement geared towards support and raise awareness of women who have experienced sexual harassment and/or sexual assault. Tarana Burke founded the Me Too movement in 2006 .This article will detail significant social events that are related to the Me Too movement and their potential impacts on the legal atmosphere.

Current Law Surrounding Sexual Harassment
Title VII of the Civil Rights Act of 1964 was created to prevent discrimination in public places, including places of employment. While Title VII did not explicitly provide workplace relief from sexual harassment, the act has been used in case law to include sexual harassment as discrimination. In the 1986 case Meritor Savings Bank v. Vinson, the Supreme Court ruled that sexual harassment is a form of discrimination. Even though the Supreme Court ruled that sexual harassment is a form of discrimination, the court did not apply sexual harassment to Title VII. Title IX of the Educational Amendments of 1972 prevents discrimination on the basis of sex. While Title XI applies to a wide range of educational institutions, over 16,500 school districts, its scope does not extend beyond education.

State Law Surrounding Non-Disclosure Agreements
One of the ways non-disclosure agreements is to prevent employees from releasing information to the public about harassment. There are two main types of non-disclosure agreements. The first type involves overarching company policy that exists to prevent the flow of any information not considered public from leaving the company. The second type of non-disclosure agreements are used during settlements for internal company disputes, and are still used to keep information secret. Title VII of the Civil Rights Act of 1964 grants employees the right to disclose workplace harassment and discrimination cases, regardless of prior contracts or agreements. Employees have many protections when disclosing harassment and discrimination cases under the first type of non-disclosure agreement. For the second type of non-disclosure agreement, employees are not protected by Title VII.