Employers can now require employees to arbitrate Title VII claims as a mandatory condition of employment. EEOC v. Luce, Forward, Hamilton & Scripps (October 1, 2003) DJDAR 11055. The decision, which has been the subject of recent press coverage, aligns the Ninth Circuit with existing law in California, providing a higher degree of certainty to employers hedging against potential employment law claims. In general, an employee’s refusal to sign may be ground for refusal to hire or a ground for termination of employment.
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