|Oct. 20, 2018 | www.fisherphillips.com|
You may have recently heard something about arbitration agreements in the news, and you might be wondering whether your dealership should do anything about it. Some quick background: over the last decade, the use of arbitration agreements in the workplace has come under close scrutiny. The National Labor Relations Board (NLRB) challenged the legality of class action waivers, a commonly used provision in arbitration agreements that requires potential plaintiffs to bring claims on an individual rather than a class-wide basis. Meanwhile, on the heels of the #MeToo movement, politicians have sought to exclude sexual harassment claims from the private arbitration forum.
WARNING: If you are a regular recipient of the Dealership Update or a Fisher Phillips client, chances are that you will not necessarily learn anything new by reading this article. When you hear that a dealership settled a wage and hour claim, you will likely understand without explanation why the U.S. Department of Labor concluded the dealership was not in compliance with federal law and why the dealership decided to resolve the matter. If for no other reason, however, you still should read this article so that when you get to the end, you can have the satisfaction of saying “I already knew that!”