Source: https://www.eeoc.gov/policy/docs/mandarb.html
Timestamp: 2019-04-22 08:52:58+00:00

Document:
discrimination disputes imposed as a condition of employment.
3.   EFFECTIVE DATE:  Upon issuance.
out in further detail the basis for the Commission’s position.
particular, the Supreme Court’s decision  in Gilmer v.
agreements are inconsistent with the civil rights laws.
of the history and purpose of these laws.
(separate views of Rep. McCulloch et al.), reprinted in 1964 Leg.
nationwide," McKennon v. Nashville Banner Publ'g Co., 513 U.S.
Americans with Disabilities Act of 1990 ("ADA"), 42 U.S.C.
Americans with Disabilities Act of 1990 (July 26, 1990), Pub.
Papers 1070 (1990 Book II).
federal government that has ultimate enforcement responsibility.
(quoting 118 Cong. Rec. 4941 (1972)).
individuals with disabilities."  42 U.S.C. § 12101(b)(3).
relief.8  See, e.g., Kremer v. Chemical Constr. Corp., 454 U.S.
Sys., Inc., 510 U.S. 17 (1993); Meritor Savings Bank, FSB v.
decisions overruling lower court errors include:  Robinson v.
plaintiffs prove psychological injury to state a claim).
practice that has a disparate impact (Wards Cove Packing Co. v.
reputation can be powerful influences on behavior.
418 (1978) (quoting Newman v. Piggie Park Enters., Inc., 390 U.S.
govern the enforcement of the employment discrimination laws.
strikingly from the judicial forum.
A proper conception of the arbitrator's function is basic.
superior authority which the parties are obliged to accept.
the parties. . . .
and Law in Labor Relations, 68 Harv. L. Rev. 999, 1016 (1955)).
public, who are highly visible, and who are committed to reason."
Owen Fiss, Out of Eden, 94 Yale L.J.  1669, 1673 (1985).
industry-wide significance."  McKennon, 513 U.S. at 358-59.
limit the rights of injured individuals in other important ways.
the arbitral forum juries are, by definition, unavailable.
resolving class or pattern or practice claims of discrimination.
laws."  Dunlop Report at 27.  In addition, a report by the U.S.
Alternative Dispute Resolution" at 15, HEHS-95-150 (July 1995).
go to court, or give up your job.
employee agreements to arbitrate be voluntary and post-dispute.
Daily Lab. Rep. (BNA) E-1 (May 29, 1997).
possible unlawful actions and attempt informal resolution.
the charging party has agreed to arbitrate employment disputes.
charging party’s agreement to arbitrate.
1996); Johnson v. Hubbard Broadcasting, Inc., No. 4-96-107 (D.
Minn.) (Br. Filed May 17, 1996); Great Western Mortgage Corp. v.
Peacock, No. 96-5273 (3d Cir.) (Br. filed July 24, 1996).
a term or condition of employment.
discussion infra at section IV. B.
living force of our Constitution shall apply to all people . . .
members of Congress, are thus particularly noteworthy.
discrimination continues today to be of the utmost importance.
each new wave of immigrants gives new targets to old prejudices .
. . . These forces have nearly destroyed our Nation in the past.
33 Weekly Comp. Pres. Doc. 61 (Jan. 27, 1997).
in the final House version of the Civil Rights Act of 1964, H.R.
of discrimination rest with the Federal judiciary").
was later revised in minor respects and adopted by the Senate.
corruption, fraud, or misconduct.  9 U.S.C. § 10.
law, see United Paperworkers Int'l Union v. Misco, Inc., 484 U.S.
likely to be accepted generally as an authoritative precedent,"
consent to arbitrate constitutional or statutory civil rights claims).
principles or class action."  Brock Report at 82.
Arbitration of Employment Discrimination Claims After Gilmer v.
bargaining representative, is also a repeat-player.
discrimination,"  General Tel., 446 U.S. at 326.  Cf. S.Rep. No.
workplace is a matter of public as well as private interest").
litigate is limited by its available resources.
the employer.  Dunlop Report at 33.
This page was last modified on September 14, 2004.

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