As a result of the Supreme Court’s recent decision to address whether class and collective action waivers are lawful in an arbitration agreement, many employers have asked whether similar pending cases will be held in abeyance.
On October 24, 2016, a U.S. District Court Judge for the Eastern District of Texas granted a preliminary injunction against implementation of major and contentious provisions of the Fair Pay and Safe Workplaces or "blacklisting" Executive Order.
The Ninth Circuit has held that an arbitration agreement that required employees to bring claims in “separate proceedings”, thereby prohibiting class and collective actions, violated the employees’ right to engage in concerted activity under the NLRA.
The 7th Circuit has found that a company's arbitration agreement, which prohibits employees from participating in “any class, collective or representative proceeding,” violated the employees’ right to engage in concerted activity under the NLRA.
There seems to be no end in sight to the standoff between the NLRB and at least a majority of the federal courts over the legality of arbitration agreements that require employees to waive the right to lead or participate in class or collective actions.