Opinion ID: 4196860
Heading Depth: 4
Heading Rank: 3

Heading: Martindale

Text: In Martindale, an employee sued her employer under New Jersey’s Family Leave Act and New Jersey’s Law Against Discrimination. In response to suit, her employer invoked an arbitration clause contained in an employment application. The clause read as follows: “As a condition of my employment, I agree to waive my right to a jury trial in any action or proceeding related to my employment with [the Employer]. I understand that I am waiving my right to a jury trial voluntarily and knowingly, and free from duress or coercion.” Martindale, 800 A.2d at 875 (capitalization omitted). The Supreme Court of New Jersey found that the arbitration clause covered the employee’s claims for two reasons. First, the court found that the contract was sufficiently broad because, unlike in Garfinkel and other cases, it did not make a limiting reference to a contract: “Unlike the arbitration provisions contained in Garfinkel and Alamo, the arbitration provision here does not contain any limiting references.” Id. at 884. Second, the court held that the arbitration provision was appropriately clear because it specifically referenced the type of claims covered: “Its wording provided plaintiff with sufficient notice at the time she signed the agreement that all claims relating to employment with and termination from [the Employer] would be resolved through arbitration.” Id.