In the wake of the Supreme Court’s opinion in AT&T Mobility v. Concepcion and the NLRB’s decision in D.R. Horton Inc., employers are taking a new look at the use of mandatory arbitration to minimize the costs, time and risks of resolving employment disputes (including claims which could be brought by employees as collective or class actions).
Should an employer implement a dispute resolution policy requiring employees to mediate and arbitrate all workplace claims? Are these policies enforceable? Can an arbitration agreement preclude employees from initiating or participating in class or collective actions in court? What are the pros and cons of mandatory arbitration?
Please join us for an in-depth practical and legal review of workplace dispute resolution and mandatory arbitration of employment claims