by Ron Chapman, Jr. & Christopher C. Murray, Esqs., Ogletree Deakins
In a major win for employers, the 5th Circuit Court of Appeals, on Dec. 3, 2013, rejected the highly controversial D.R. Horton decision from the National Labor Relations Board (NLRB).
In D.R. Horton, the NLRB ruled for the first time that the National Labor Relations Act (NLRA) bans employers from including class-action waivers in their employment arbitration agreements. The NLRB’s decision, if left to stand, would have nearly guaranteed that the costs of litigating employment-related claims would only continue to increase.
In its opinion, the 5th Circuit flatly rejected the NLRB’s radical interpretation of the NLRA as giving employees a nonwaivable right to pursue class actions against their employers.
The 5th Circuit held that the NLRB’s decision violated the Federal Arbitration Act (FAA). That statute generally requires courts to enfo...(register to read more)
- 'Keep this private' may be unlawful request during internal investigations
- Confidentiality provision may violate federal labor law
- Barista back as Starbucks settles NLRB complaint
- Orland Park janitorial company faces discrimination charges
- Get ahead of legislation: 8 steps to building a strong anti-bullying policy