As part of your company’s onboarding process, all employees sign an agreement making it crystal clear that if there ever is any dispute between them and the company, that dispute must be decided by an arbitrator in arbitration and not by a judge or jury in a court of law. Your agreement then adds a belt to those suspenders by itemizing a wide variety of specific claims that would be covered by the agreement and, thereby, subject to arbitration. Your agreement even specifically includes a statement to the effect that employees have a right to consult with an attorney of their own choice before signing the document. Surely, then, when an employee brings a suit in a court of law, you will be able to dismiss the claim and compel arbitration, right? Well, as GrubHub learned earlier this year, that may not be the case.
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In this episode of The Arbitration Conversation Amy interviews Prof. Anthony Daimsis of the University of Ottawa on the Uber case in Canada and unconscionability applied to the arbitration clause...
By Anthony Daimsis, Amy SchmitzIn this episode of the Arbitration Conversation Amy interviews Prof. Richard Frankel, Associate Professor of Law and Director of the Federal Litigation and Appeals Clinic at the Drexel University Thomas...
By Richard Frankel, Amy SchmitzIn this episode of the Arbitration Conversation, Amy interviews Prof. Sarah Cole of the Moritz College of Law at Ohio State University about promoting diversity in arbitration. https://youtu.be/JsmRRNC95AI
By Sarah Rudolph Cole, Amy Schmitz
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