CPR's Administered Employment Arbitration Rules reflect the need for efficient and effective resolution while ensuring that vital due process concerns remain protected. CPR rules, protocols, and model clauses reflect the collaboration of counsel from the plaintiff's bar, in-house employment counsel, corporate defense attorneys, and neutrals.
The CPR Employment-Related Mass Claims Protocol provides an innovative mechanism to encourage all parties to reach a faster resolution of their cases, incorporating CPR's Administered Employment Arbitration Rules and CPR's Mediation Procedure into the process.
IMPORTANT NOTICE ABOUT EMPLOYMENT ARBITRATION CASES
Employment disputes may be arbitrated under CPR's Administered Employment Arbitration Rules (2021) provided that the agreement to arbitrate complies with CPR’s Due Process Protections.
Effective July 1, 2021 for any employment-related matter, including claims brought by (a) employees, (b) applicants for employment, and (c) independent contractors or individuals otherwise contracted to perform work or provide services for the Other Party if the dispute relates to such work or the individual’s status as an employee or independent contractor, where the matter is referred to CPR for administration or selection of an arbitrator and where the Due Process Protections (see below) are applicable to the matter, CPR will only administer the matter under the CPR Administered Employment Arbitration Rules regardless of the rules contained in the arbitration agreement.
File a Case
To commence an employment-related arbitration, please serve your Notice of Arbitration as provided in Rule 3 of the applicable Rules, and file a copy with CPR via the Matter Intake Form which can be accessed via: File a Case. For applicable fees, please see Pricing and Fees.
Please note that additional information regarding filings under the the Employment-Related Mass Claims Protocol is posted to the File a Case page. The Protocol applies only if: 1) there is an agreement between the employer and the claimant that provides for arbitration under CPR Rules; 2) the employer has agreed to afford each claimant the Due Process Protections; 3) there is a specific reference in the agreement between the employer and claimant to the Protocol and the employer has provided access to the Protocol to the claimant prior to the claimant’s acceptance of the agreement; 4) the employer has not fundamentally altered the terms of the Protocol in its arbitration agreement with the claimant; and 5) more than 30 individual employment-related arbitration cases of a nearly identical nature have been filed with CPR against the same employer.
The information and resources on this website should not be construed as legal advice or opinion, or as a substitute for the advice of counsel.