Return To: HR Policy Index
By simply accepting or continuing employment, you agree that arbitration is the exclusive remedy for all disputes arising out of or related to your employment with the Company. In addition, both the Company and you agree to waive all rights to a civil court action regarding your employment and the termination of your employment. Only the arbitrator, and not a judge nor a jury, will decide the dispute.
If you decide to dispute an alleged incident during your employment, you must deliver a written request for your decision to arbitrate to the HR Department. You will have up to one (1) year from the date of termination, or one (1) year from the date on which the alleged incident(s) or conduct occurred to make such request. You will also have up to fourteen (14) calendar days to respond to each communication from the Company regarding the selection of an arbitrator and the scheduling of a hearing.
If the Company does not receive a written request for arbitration from you within one (1) year, or if you do not respond to any communication from the Company about the arbitration proceedings within fourteen (14) calendar days, you will have waived any right to raise any claims arising out of the original issue.
The arbitrator will be selected by both parties from a list of available representatives. You and the Company shall each bear respective costs for legal representation at any such arbitration. The parties, if any, shall share the cost of the arbitrator and court reporter, equally.
Due to today's litigious society, more employers are choosing to include Arbitration in their workplace policies. Those interested should contact an attorney familiar with the Uniform Arbitration Act who can assist with arbitration compliance in their state.