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Class Action Waivers in Employment-Related Arbitration Agreements

By K. Bryance Metheny

In April 2011, the U.S. Supreme Court issued a landmark opinion addressing whether arbitration agreements drafted to prohibit class relief are enforceable. AT&T Mobility LLC v. Concepcion, 131 S.Ct. 1740 (2011) reiterated the Court's strong and consistent message that arbitration agreements must be enforced according to their terms. It emphasized in its holding that the parties' expectations must be honored even if those terms include class or collective action waivers, because “arbitration is a matter of contract.” In fact, the Concepcion Court went further and noted the incompatibility between arbitration's demonstrated efficiencies in resolving individual disputes compared with the statistical inefficiency of class relief. It concluded that class relief is inappropriate in arbitration unless the parties' agreement specifically authorizes it.

Although Concepcion arose in the consumer finance context, its analysis is not limited to any particular industry or contractual relationship. For franchisors and franchisees, the case is obviously critical to the franchise agreement itself, which often contains an arbitration agreement and may limit class relief. Whether it is a good thing that Concepcion guarantees parties the right to limit class relief in the franchise agreement likely depends on perspective. But both franchisors and franchisees are employers, and employment standards and procedures are often important terms in the franchise agreement. Employment relationships created in these agreements typically result in many employees in multiple locations. The opportunities Concepcion presents for franchisors and franchisees as employers to limit class relief in employee lawsuits cannot be ignored. As implications from the opinion continue to evolve, an employer's decision whether and how to craft enforceable arbitration agreements with employees has become more important than ever.

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