Aug

    Pursuing FLSA and Employment Discrimination Claims in the Wake of Epic Systems

    1 PM GMT

    A Conversation with an Arbitrator, a Management Attorney, an Employee attorney, and a Legal Scholar.
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    In Epic Systems Corp. v. Lewis, the Supreme Court of the United States gave a narrow reading to "protected concerted activities" in Section 7 of the National Labor Relations Act, limiting it to activities in the workplace and excluding it from "courtroom-bound" class and joint litigation. It also declined to conclude that the NLRA displaces the Federal Arbitration Act. Thus, now, in most contexts, if an employee signs an agreement to engage in individual arbitration of employment-related disputes and the agreement contains a class action waiver, the employee is limited to presenting his or her claims as a single plaintiff in arbitration.

    Are there still opportunities for workers to file class action claims despite having signed a class-action waiver? What are local and state governments doing in reaction to Epic Systems? What will employee-plaintiffs do in response to this decision? What strategies will plaintiff-side lawyers utilize to assert the rights of employees under the FLSA and similar worker-protection statutes going forward? How will management-side lawyers advise their clients on the use of mandatory arbitration agreements, which have repeatedly been endorsed by the Supreme Court? Join a panel of experienced experts in discussing the real implications of pursuing these claims after Epic Systems.

    Join a panel of experienced experts in discussing the real implications of pursuing these claims after Epic Systems.

    Event Details

    Format

    Web

    Date

    Aug 01, 2018

    2018-08-01T13:00:00 2018-08-01T14:30:00 Pursuing FLSA and Employment Discrimination Claims in the Wake of Epic Systems A Conversation with an Arbitrator, a Management Attorney, an Employee attorney, and a Legal Scholar.

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