Relating to the prosecution of the offense of sexual assault.

Contracts

• Vendor MSAs (Security & Staffing): Amend Master Services Agreements with third-party security and staffing firms. Include specific indemnification clauses for sexual misconduct committed by their personnel.
• Employment Agreements: Update "Moral Turpitude" and "Code of Conduct" clauses. Ensure that an arrest under this expanded definition constitutes grounds for immediate suspension without pay and termination for cause.

Hiring/Training

• "No Fraternization" Protocols: Hospitality businesses must update staff handbooks. Explicitly state that sexual contact with *any* patron who has consumed alcohol on-premises is a terminable offense, regardless of perceived consent.
• Mandatory Training: Conduct staff training before June 20. Employees must understand that the "I didn't spike the drink" defense is void. If they know a person is intoxicated, they cannot legally obtain consent.
• Chaperone Policies: Healthcare and caregiving entities must enforce "Two-Person Protocols" for examinations or care routines involving sedated or cognitively impaired patients.

Reporting & Record-Keeping

• Incident Investigation Logs: Update internal investigation forms. If an allegation arises, you must document not only the alleged act but also the intoxication status of the accuser and the employee's knowledge of that status.
• Refusal of Service Logs: In hospitality, rigorously document "cut-offs." This paper trail proves the business actively identifies intoxication, distinguishing corporate due diligence from rogue employee actions.

Fees & Costs

• Insurance Premiums: Consult your broker immediately. General Liability (GL) and Employment Practices Liability (EPLI) policies often exclude criminal acts. You may need to purchase a specific "Sexual Misconduct" endorsement to cover defense costs against negligent supervision claims.