Employers typically would rather settle employees’ discrimination claims through arbitration, rather than let them go in front of a jury. And in many cases, collective-bargaining agreements require such claims to go to arbitration first. Lower courts had been split on whether that was legal.
Recently, in siding with employers, the U.S. Supreme Court ruled that union contracts could bind employees to arbitrate discrimination claims under federal law. The court ruled against a group of fired night watchmen in New York who wanted to pursue age discrimination lawsuits in court. Their union had agreed to arbitration, so the court said they must stick with that route. (14 Penn Plaza v. Pyett, No. 07-581)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/9273/supreme-court-collective-bargaining-agreements-can-force-workers-to-arbitrate-discrimination-claims "
- Check severity of harassment allegations when facing hostile environment claim
- Speak freely to EEOC--it's privileged communication
- Stick to the facts when firing employee who complained of discrimination
- Don't rely on broad diagnosis: Assess disability individually
- Supreme Court rules on third-party retaliation: Relatives protected