Many times, employers prefer to resolve employees’ claims of discrimination or harassment through arbitration rather than litigation. To that end, they often place arbitration clauses within the employment documents that new hires sign at the start of their employment. Sometimes, those provisions are clearly written and properly presented to provide the new employee with fair notice of the clause’s terms. However, when they’re not, then you as an employee may be able to use those facts to escape arbitration. If you’re pursuing an employment discrimination case and you need to defeat an arbitration provision, an experienced New Jersey national origin discrimination lawyer can show what avenues may be available to you to get that done.
The national origin discrimination case of G.R. is an example of a dispute that turned on the arbitration clause he signed.
G.R., a man of Turkish and European descent, accepted a role as the Director of Human Resources at a pharmaceutical company’s US headquarters in Berkeley Heights. As part of the acceptance process, G.R. signed several papers, including an acceptance letter and something labeled a “Proprietary Information and Inventions Agreement.” The latter was six pages long and contained an arbitration clause situated at the top of page five.