Most employers that use arbitration agreements require employees to sign them. If that’s your practice, don’t worry about getting the company’s “signature” on the dotted line. As long as the company can show it intends to be bound by the agreement, it is valid with just the employee’s signature.
Recent case: When James joined Dish Network as a customer service representative, he signed an arbitration agreement promising to take any employment-related claims to arbitration. When he later sued for race discrimination, the company tried to get the case moved to arbitration. James argued the company had never signed the document.
That didn’t matter to the court, which said it was clear the employer intended to be bound to the agreement. The case was sent to arbitration. (Dish Network v. Brenner, No. 13-12-00564, Court of Appeals, 13th District, 2013)
- When employee files harassment complaint, document efforts to help her deal with aftermath
- Workers' comp claim can't be basis for Title VII retaliation
- NJLAD allows personal liability for aiding and abetting
- Be prepared to show you used due diligence to prevent on-the-job subcontractor injuries
- Can we install in-Plant security cameras without telling employees?