In general, these are a few points you might want to negotiate in your arbitration agreement: at Bigger, Susie Bigger – a customer solutions manager – filed a FLSA action against Facebook. Bigger claims that the media giant misclassified its Client Solutions Manager (CSMs). The classification prevented Level 3 and 4 MSCs from receiving overtime pay. Because Bigger did not sign an arbitration agreement by waiving the class or class action, she was able to assert an FLSA claim on behalf of herself and other CSMs. To counter this, Facebook claimed that several of its CSMs had previously signed arbitration agreements preventing them from joining the class action. Nevertheless, the District Court authorized the dismissal of all persons in the class action. Facebook has appealed the District Court`s decision. The arbitration agreement you sign only applies to you and your employer, you can always take your employer to court for certain reasons. If there is an opportunity, without jeopardy to your employment, to indicate that you are only signing the document to keep your job, instead of voluntarily agreeing to arbitration, do so. However, you need to weigh your interest in challenging the directive well with your interest in maintaining your employment, so you may want to consult a lawyer before taking this action.. . . .
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