Many of us have been there. You’ve just accepted a new job and now you’re going through the “new hire” procedures. You are probably asked to fill out, review and sign many documents. You may also be required to complete certain computerized or online tasks as you get started. Most people probably think of these things as perfunctory and don’t pay exceptionally close attention to the details. But the details can matter a great deal, especially should you eventually find yourself having suffered discrimination or harassment on the job. If you are in that position of needing to pursue a discrimination or harassment case, be sure you have skilled New Jersey employment counsel on your side.
One specific area where these kinds of details matter relates to the arbitration agreement you may have signed with your new job. Take, as an example, the case of a West Trenton-based flight attendant, A.S. When the flight attendant began her employment with a major New Jersey-based pharmaceutical company, she was required to complete something called a “training module.” That activity went over various employer policies, including the company’s mandatory arbitration agreement, which was laid out across a series of slides on a computer screen. One screen referred the employee to an internet link that provided the full text of the policy. A separate email provided a series of Frequently Asked Questions and answers to them (FAQs.)
One of the slides contained an interactive button that asked employees to “acknowledge” the policy. Even if the employee did not acknowledge the agreement, she would be “deemed” to have consented to it if she continued working for the employer for 60 or more days, another slide explained.