It is becoming commonplace for employers to require that their employees, as a condition of employment, agree to resolve any dispute in arbitration rather than in court. Moreover, employers sometimes draft arbitration agreements in ways that may render the arbitration agreement unenforceable or in ways that may permit certain types of claims to proceed in court. However, even if you are required to pursue your claims in arbitration, it is important to know that you will still retain the same substantive rights that you would have had in court. At Wigdor LLP, we have litigated cases in numerous arbitral forums such as Financial Industry Regulatory Authority (“FINRA”), American Arbitration Association (“AAA”), and Judicial Arbitration and Mediation Services (“JAMS”).
In fact, our Firm has had substantial success litigating cases in arbitration, including our Firm’s largest verdict to date for $23,700,000 on behalf of a former executive at Six Flags Entertainment Corp. Although we have had success in arbitration, we also have substantial experience in challenging the enforceability of arbitration agreements when we believe such agreements overreach and violate the law. If you believe you have potential claims against your employer, and are unsure whether your claims should be pursued in court or arbitration, you should speak with an attorney for advice.