The Supreme Court recently countered its recent wave of opinions favoring arbitration, unanimously holding that Section 1 of the FAA excludes from its coverage interstate truck drivers even if they are independent contractors and not employees.
On January 8, 2019, in a unanimous opinion written by Associate Justice Brett Kavanaugh, the Supreme Court ruled that where parties have agreed to delegate issues of arbitrability to an arbitrator, a court may not override that agreement.
The New Jersey Appellate Division recently issued a decision adding yet another hurdle for employers in the Garden State to overcome in drafting and enforcing arbitration agreements.
The Kentucky Supreme Court has held that the FAA does not preempt a Kentucky statute barring employers from requiring employees to waive, arbitrate, or diminish statutory rights as a condition or precondition of employment.
The Colorado Court of Appeals recently held that clauses requiring arbitration of all claims “arising under” an agreement are broad and that such language is not intended to limit the scope of arbitrable claims.
The Supreme Court has weighed in: class and collective action waivers in arbitration agreements are lawful and must be enforced under the Federal Arbitration Act (FAA).
Both the New York State Legislature and the New York City Council recently adopted new legislation targeting sex discrimination and sexual harassment in the workplace.
In the wake of #MeToo, federal and state lawmakers are searching for new ways to complement existing antidiscrimination laws and help eliminate harassment.
