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Employers Should Consider Incorporating and Enforcing Mandatory Class Action Waivers, Says Houston Attorney 


Certain employment practices common to the health care industry – including rounding employees’ start and stop times, individuals working for different facilities within the same time period and failing to correctly compensate workers for travel time or mandatory training attendance – may make employers vulnerable to wage and hour collective action claims. Felix Digilov points out in an article for Medical Journal-Houston that the Supreme Court ruled in May 2018 that the right to bring a joint, collective, representative or class-based claim in not considered a “concerted action” protected by the NLRA. Therefore, health care employers should, perhaps now more than ever, consider incorporating and enforcing mandatory class action waivers in employment arbitration agreements.

To read the full article please visit, Medical Journal-Houston(subscription required)


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