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Mandatory Arbitration: Legal Rights and Limits on Making Agreements Enforceable for Harassment and Other Claims - On-Demand

Mandatory Arbitration: Legal Rights and Limits on Making Agreements Enforceable for Harassment and Other Claims - On-Demand

Product Code: YEWA112119A

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Mandatory Arbitration: Legal Rights and Limits on Making Agreements Enforceable for Harassment and Other Claims - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn what you likely can and cannot put in an arbitration agreement to avoid litigation of employment dispute with employees.


 

A group called Googlers for Ending Forced Arbitration emerged in early 2019 with the message for the public: Mandatory arbitration agreements are a means by which employers seek to silence victims of harassment and discrimination in the workplace.

The group claims that “forced arbitration” must be dealt with to ensure transparency and workplace equality. Employers, on the other hand, have good reason for getting their employees to sign arbitration agreements as a condition of hiring.

For starters, agreements to arbitrate employment disputes can help organizations avoid costly and time-consuming lawsuits, often taking several years to resolve. Through a “one-and-done” arbitration hearing, the affected parties can learn whether legal claims have any merit and whether the employee(s) involved is entitled to any damages as a result. But is arbitration right for all employment claims?

The answer is likely no. Facebook, Uber, Lyft, and Microsoft have already nixed mandatory arbitration of sexual harassment claims. Should your company, too?

Use this on-demand webinar on how the latest arbitration agreement-related legal developments impacting what organizations can and cannot legally do to avoid litigation in the event of an employment dispute.

You’ll learn:

  • The practical impact the U.S. Supreme Court’s 2018 ruling in Epic Systems Corp. v. Lewis has on your right to legally enforce arbitration agreements
  • How the ruling by the National Labor Relation Board (NLRB) in Prime Healthcare Paradise Valley LLC affects arbitration and settlement of employment disputes
  • Examples of arbitration agreement language that is likely to pass legal muster—and signs that one or more of an arbitration agreement’s provisions could be struck down by a court
  • Which types of employment claims are “fair game” for arbitration and which types of
    claims you should keep out of your arbitration agreements
  • How the EEOC and the NLRB could impact your ability to force arbitration
  • And more!

About Your Presenter

Miranda Watkins

Miranda Watkins, Esq.
Associate
Fisher Phillips

Miranda Watkins is an associate in the Fisher Phillips San Diego office. Her practice includes counseling and defending employers in all areas of labor and employment law. Before joining Fisher Phillips, Watkins worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters.