arbitration
I have a new job in retail. Any type of employment disputes between myself and my employer can be settled in a number of ways with the most serious problems being settled in either litigation or arbitration. If I do not opt out of binding arbitration within the first 30 days of employment, then if something serious arises requiring one of these types of solutions, my only option would be the binding arbitration. Should I opt out to keep the option of litigation always available to me? Is this a new thing in retail or more generalized where if you do NOT opt out, you are automatically giving up your rights? (I do not even know what it would be that would require such drastic measures, but I wonder about the wisdom of giving up rights. Also, has anybody ever heard that opting out harmed their work situation?
No, not in a union. Just an hourly, part time, on call employee. But, they asked everyone to do this at orientation. I have never heard of anything like this before and it made me wonder. Typical first steps are discussion with manager and then if that can' t be resolved, meeting with HR. Then, arbitration. I have no reason to believe I would ever have a problem that couldn' t be solved thru an informal chat but, I am a bit cautious about the idea of employer-paid arbitrators making final decisions that everyone has to abide by before you even have an issue or worked an hour in your job. It seems very employer-sided to me. It seems very employer-sided to me. Arbitration agreements are always in favor of the declarant, i.e. the party who is bringing arbitration to the table and suggesting/requiring that the other party be obligated.
Tell them that if you have a dispute that can' t be solved with a civil discussion, you' ll resolve it in the parking lot. Show them how binding an good @ss whup' in can be! | |
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