What is an Arbitration Agreement?
What is the difference between Arbitration and Court?
Why can Arbitration Agreements hurt my case?
Obviously, giving up any rights, including bringing and participating in class actions, is not in employees’ favor. Moreover, your right to have your case decided by a jury of your peers can be very detrimental to your case. One can argue that a jury of your peers are more likely to understand the everyday toils of working people than former judges.
Moreover, the incentives for an arbitrator are problematic. A large corporation is likely to get sued many times while you are likely to bring a lawsuit a few times, if ever, in your life. The arbitrator only gets paid if the Parties mutually agree to use the arbitrator. Thus, they have an incentive to cater to big corporations so they can earn repeat business. They do not have the same incentive to cater to employees who are unlikely to come back.
Can my employer require me to sign an Arbitration Agreement?
Should I sign the Arbitration Agreement if I have a choice?
Employees do not always have a choice. Few employees are in a place to turn down work merely to avoid signing an arbitration agreement. But if you have the opportunity to avoid signing an arbitration agreement or opting out of the arbitration program, it can be very helpful in a future case, as it may preserve your right to bring a case in Court, bring your case before a jury, and participate in class actions.
If you have a potential case but are concerned about the arbitration agreement you signed, contact us at 323-693-8490 to determine what your options may be.
David Bibiyan, a top attorney at Tomorrow Law™, specializes in employment law, fiercely defending employees in cases of discrimination, harassment, wrongful termination, and wage issues. Known for his deep legal knowledge and dedication, he consistently secures favorable outcomes through skillful negotiation and litigation. His passion for justice drives his commitment to workers’ rights and fair employment practices.