Arbitration clauses are everywhere in employment relationships these days. But are they right for your company?
That’s the question I tackle with my colleague Emily McDonough Souza in our latest episode of “From Lawyer to Employer.”
Our theme for this episode is simple: think before you ink. (Oh, how I wish I had thought of
The Connecticut Appellate Court just released Golden v. WorldQuant Predictive Technologies, LLC, and while the decision covers several arbitration issues (more on another one of those in a future post), there’s one lesson that should have companies reviewing their arbitration clauses: a well-drafted attorney fee provision can be the difference between winning and actually
There is news in the employment law world beyond sexual harassment. Arbitration clauses to be exact.
Yesterday, the Second Circuit issued a small, but important decision for employers that will continue to limit FLSA wage & hour claims.
The court ruled that an employee’s FLSA claims in court were barred by the arbitration clause contained
Earlier this month, the Second Circuit (Jock v. Sterling Jewelers, Inc.) affirmed an arbitrator’s decision, concluding that the arbitrator’s analysis should be upheld even if the District Court disagreed with the legal analysis. Such a decision is entitled to “substantial deference”.
The case rests on the principle that arbitrations are not going to
The Wall Street Journal has an interesting story this morning about employers who are seeking to implement and enforce arbitration agreements on employment law claims.
Arbitration of employment disputes took off in the early 1990s after federal legislation made it easier for workers to sue — and win big damages — over claims such as