Many employers use alternative dispute resolution (ADR) procedures so that they and their employees may avoid costly and lengthy litigation to resolve employment disputes. One ADR tool is an agreement between the employer and the employee before any dispute arises that claims of discrimination and other alleged violations of law will be resolved through third party arbitration that will be binding on both parties. Legislation has been introduced to render such agreements unenforceable.
The Association opposes any new restrictions on employment dispute arbitration agreements that would serve to eliminate their use as an effective alternative to litigation.