Employers are increasingly imposing arbitration agreements on their employees as a condition of employment. These agreements force the employees to arbitrate, rather than litigate, any legal claims arising out of their employment. For employees covered by the National Labor Relations Act, such agreements may impair their rights to engage in concerted activity, since litigation of employment claims is protected by Section 7. Employee rights to file class actions, consolidate claims, and seek broad injunctive relief are concerted actions that are particularly threatened by the move to compelled arbitration. The Article analyzes the impact of arbitration agreements on various forms of activity protected by Section 7, urging the National Labor Relations Board and the courts to invalidate agreements that diminish Section 7 rights.
Ann C. Hodges, Can Compulsory Arbitration Be Reconciled With Section 7 Rights?, 38 Wake Forest L. Rev. 173 (2003).