For employers that would just as soon keep employment disputes out of federal court, it may make sense to insist on using arbitration as an alternative.
If you’re considering so-called alternative dispute resolution, be sure to have an experienced attorney draw up the arbitration agreement (or review your existing one). It should clearly state that all employment disputes will be handled by arbitration.
Your role in HR is to take all necessary steps to ensure employees understand that agreeing to arbitration is a condition of employment. Then, regularly remind employees they have to take any complaints through the arbitration process.
Consider doing what the employer in the following case did.
Recent case: José Vilches and several other former insurance appraisers for the Travelers insurance company signed an arbitration agreement before they were hired. The contract made arbitration “the required, and exclusive, forum for t...(register to read more)
- Fire the right way
- Women-hating comments, even if not sexual, can equal sexual harassment
- Health advocacy firms: Stress reliever or added burden?
- Borderline harassment worry? Take it seriously before it escalates into a lawsuit
- When technological change means jobs are changing too, document the training you offer