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Arbitration agreements mean that employees are forced to give up their Constitutional right to trial by jury if they want to keep their job. Instead, all workplace disputes ? including an employee's claims for discrimination ? are decided by a private arbitrator hired by the employer, rather than in court.

The Advantages and Disadvantages of Arbitration Efficient and Flexible: Quicker Resolution, Easier to schedule. ... Less Complicated: Simplified rules of evidence and procedure. ... Privacy: Keep it out of the public eye. ... Impartiality: Choosing the ?judge? ... Usually less expensive. ... Finality: The end of the dispute.

While arbitration offers advantages such as cost-efficiency, speed, and privacy, litigation provides opportunities to set legal precedents and compel uncooperative parties. To make the right choice, consider the unique circumstances of each case and the preferences of your clients.

Yes. The Federal Arbitration Act, or FAA, was passed in 1925 in response to a variety of court decisions that held arbitration agreements unenforceable. This law provides that arbitration agreements are generally valid and enforceable.

While proponents argue that arbitration offers a more efficient, cost-effective, and confidential resolution process, critics voice concerns about potential erosion of employees' rights and the lack of transparency inherent in private proceedings.

If your employment contract includes an employment arbitration clause, then it means you agreed not to pursue any legal action against your employer in court. Instead, any disputes that you have with your employer must be settled through a process known as arbitration.