Labor dispute limits would not apply in some workplace violence restraining order cases

The chapter limiting court orders in labor disputes would not apply to a qualifying workplace violence restraining order case. The case must seek to protect an employee from unlawful violence or a credible threat of violence. The violence or credible threat must relate solely to a personal dispute between two employees. The dispute must not involve claims governed by a collective bargaining agreement, also called a union contract. The introduced bill states an effective date of July 1, 2026, if enacted.