No no. But you may need to get the job. What will happen? As mentioned in the previous question, you have a difficult decision to make, although no matter if you actually sign the „agreement“ or not, you could still be bound by it. The legal limits of forced regulation are still being defined. Borders depend, to some extent, on the national judicial system in which the agreement is tested, as well as the territory of the country where your case could be tried. Different federal appel appele courts have taken very different positions on forced arbitration in general. Some courts were skeptical about the application of forced arbitration proceedings against reluctant employees, while others have resumed the practice. The questions and factors used by courts to determine whether an „agreement“ violates the boundaries of forced arbitration vary somewhat from state to state and federal court to court. Whether an employee has been informed that the agreement has been qualified as a „simple form“ or „not important“ and/or that it is not necessary to read the agreement before signing, forced arbitration tends to the advantage of the employer. It allows a company that violates workers` protection legislation to continue to do so without holding it accountable for these violations, especially since employees who have signed such agreements avoid asserting rights for fear of losing their jobs or certain benefits.
In general, yes. In 2001, the U.S. Supreme Court ruled that the FAA applies broadly to employment contracts. Most previous decisions restrict employers` ability to compel workers to agree to arbitration rules under the FAA. Since the U.S. Supreme Court ruling in 2001, the use of forced settlement agreements by employers has increased sharply, as have decisions that impose such agreements on workers. But this general policy, which imposes forced arbitrations, also has limits. FAR 22.2006 does not, however, apply to workers covered by a collective [trade union] agreement negotiated between the contractor and a workers` organization representing the workers; or (2) employees or independent contractors who entered into a valid conciliation contract before the Contractor offered a contract with this clause[.] In addition, its derogation shall not apply: (i) where the holder is entitled to modify the contractual conditions with the worker or self-employed contractor; or (ii) where the contract is renegotiated or replaced with the worker or self-employed contractor. . . .