Once again, a National Labor Relations Board (“NLRB”) administrative law judge has ruled an employer maintained an arbitration agreement that illegally required workers to waive their right to engage in collective action as a condition of employment.

Christopher R. Drahozal, John M. Rounds Professor of Law at the University of Kansas School of Law, has published a chapter in the Oxford Handbook on International Arbitration (Forthcoming).

In 2009, the Nevada Legislature launched a foreclosure mediation program in response to an ongoing housing crisis during which many homeowners across the state unexpectedly found that they owed more than their home was worth.

In the case of D.R. Horton, Inc., 357 N.L.R.B. 184 (2012), the NLRB held that the adoption of a mandatory arbitration plan for employees containing a class and collective action waiver was unlawful because such provisions are an unfair labor practice under Section 7 of the National Labor Relations Act (“NLRA”), which protects the right of employees to act in concert.