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Nothing ventured, nothing gained.
Last night, I read a Pennsylvania federal court decision about an employer who tried to use an arbitration agreement with its employee to stop an investigation by the Pennsylvania Human Relations Commission (PHRC), the state’s version of the U.S. Equal Employment Opportunity Commission.
Consistent with a liberal federal policy favoring arbitration agreements, the Federal Arbitration Act permits a party with an arbitration agreement to petition a federal court for an order requiring the parties to arbitrate.
Indeed, in this particular lawsuit, the employer argued that its arbitration agreement with the employee covered his age discrimination claims