Diaz v. Sohnen Enterprises

When a worker continues her employment after notification that an agreement to arbitration is a condition of continued employment, that employee has impliedly consented to the arbitration agreement. An employer can unilaterally change the terms of an at-will worker's employment agreement as long as it provides notice of the change, and the alteration does not violate a statute or breach an implied or expressed contractual agreement. An adhesive agreement to arbitrate can still be enforced in the absence of surprise or sharp practices demonstrating substantive unconscionability.

Diaz v. Sohnen Enterprises - filed April 10, 2019, Second District, Div. Seven 

Cite as 2019 S.O.S. 1722 

For more information, go to: 

http://www.beverlyhillsimmigrationlaw.com/