In Garrido v. Air Liquide Industrial U.S. LP (CA2/2 B254490 on rehearing 10/26/15) the court held the employer’s class action waiver unenforceable for non-FAA arbitration.
Mario Garrido signed a written employment agreement with his employer, American Air Liquide, Inc. (Air Liquide). The agreement required all disputes arising out of Garrido’s employment with Air Liquide to be resolved by arbitration, and the agreement prohibited class arbitration.
After being terminated, Garrido filed a class action complaint against Air Liquide, alleging various Labor Code violations and unfair business practices. The trial court denied a motion to compel arbitration brought by Air Liquide, finding that the agreement’s class waiver provision was improper under the test laid out in Gentry v. Superior Court (2007) 42 Cal.4th 443 (Gentry). Following the trial court’s ruling, our Supreme Court held, in Iskanian v. CLS Transportation Los Angeles, LLC (2014) 59 Cal.4th 348, 364 (Iskanian), that Gentry’s rule against employment class waivers was preempted by the Federal Arbitration Act (9 U.S.C. § 1 et seq.) (FAA).
Class Action Waiver Unenforceable
The court determined that if the case were governed by the FAA, arbitration (on an individual basis) would likely be required. Because Garrido’s lawsuit was not subject to the FAA, and Gentry’s holding has not been overturned under California law in situations where the FAA does not apply, the court found that the agreement’s class waiver unenforceable. Neither party claimed that class arbitration was appropriate.
Original article by Robert E. Nuddleman of Nuddleman Law Firm, P.C.
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