You signed an arbitration agreement on your first day, and it covered a completely different kind of dispute than the one you are dealing with now. This shows up often enough that federal courts have a specific framework for it….
“I signed an arbitration agreement when I was hired. I assumed that meant this had to go to arbitration, no matter what happened.” Not necessarily. A federal law passed a few years ago, the Ending Forced Arbitration of Sexual Assault…
You signed an arbitration agreement when the staffing agency placed you. Months later, something happened at the actual job site, not with the agency, with the company you showed up to every day. When you tried to raise the issue,…
“I signed an arbitration agreement my first week. I didn’t think it mattered once he started harassing me.” It doesn’t have to. Here’s what a lot of employees don’t know: an arbitration agreement does not automatically force a sexual harassment…
Many small business owners believe that once an employee signs an arbitration agreement, every dispute with that employee is locked into arbitration for good. That assumption is about to get tested. On June 30, 2026, the Governor signed Assembly Bill…
Many California employers believe an arbitration agreement drafted a few years ago is still doing its job, quietly routing disputes out of court. Starting January 1, 2027, that assumption needs a second look. Governor Newsom signed Assembly Bill 2155 on…
Employer-side employment litigation teams put significant resources into winning summary judgment. The evidentiary objections made at the trial court level are a critical part of that work. Two objection patterns – objecting that the plaintiff’s evidence is “self-serving” and objecting…
You started a new job. On day one, alongside the I-9 and the direct deposit form, you signed an arbitration agreement. Your employer said all workplace disputes would be resolved through arbitration. You signed. That agreement may be significantly weaker…
“The arbitration agreement they signed with the staffing agency covers us” is the assumption that just got tested in California’s First District — and lost. In Toothman v. Redwood Toxicology Laboratory, Inc., filed May 5, 2026 and certified for publication,…
Belief: the PAGA case lives on even if the employee loses individually. PAGA standing is not abstract. It depends on whether the person bringing the case actually experienced a Labor Code violation. If individual claims are fully decided on the…
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