by Tracey E. Diamond and Kali T. Wellington-James, Esqs.
As class-action lawsuits continue to pick up steam, employers have sought ways to limit this costly and time-consuming litigation. One method of choice: Requiring employees to sign binding arbitration provisions waiving the right to bring a class-action lawsuit.
In AT&T Mobility LLC v. Concepcion (131 S. Ct. 1740, 2011), the U.S. Supreme Court last year gave the green light to arbitration provisions waiving the right to bring consumer class actions.
Recently, however, the National Labor Relations Board (NLRB) held that class-action waivers violate employees’ rights to engage in concerted activity.
In D.R. Horton, Inc. (Case No. 12-CA-25764) the employer required all employees to sign a mutual arbitration agreement (MAA) as a condition of employment.
It required that: (1) all employment disputes be submitted to final and binding arbitration; (2) the arbitrat...(register to read more)
- If new job stinks, requested transfer can be retaliation
- Firing employees on FMLA leave: Occasionally legal, usually unwise
- A matter of policy: Doing 4 things right helps win lawsuits
- What factors should I consider before firing a new employee for excessive absences?
- Eagle Wings Industries settles sex harassment case