Are you an employee of Paul Hastings? If so, you have only until June 21 to protect your civil rights.
In response to last year’s survey by law schools, Paul Hastings said that it required its employees to sign forced arbitration agreements (but not mandatory non-disclosure clauses). Then, as of November 28, 2018, Paul Hastings informed at least one law school that it would no longer make any employee sign forced arbitration agreements.
But on May 22, 2019, the firm clarified that employees will be subject to forced arbitration if they do not affirmatively opt out immediately upon joining the firm. Above the Law reported that current employees have until June 21, 2019, to opt out—a notice that was buried in the third paragraph of one blast email.
This may be a step forward, but it is the tiniest possible step. In fact, it might even be worse for employees because it allows the firm to identify those who opt out and retaliate against them. Putting the onus on employees to opt out of a poorly publicized policy that curtails their civil rights is not progress.
If Paul Hastings wants to do the right thing, it should abolish forced arbitration for all of its employees, whether or not they have a J.D.
No one should have time limits on their civil rights. If you’re a current or future employee of Paul Hastings, now is the time to opt out of forced arbitration. In order to opt out, you must reply by email to the May 22 email entitled “Your Arbitration Agreement.” Please don’t hesitate to contact us at hello@pipelineparityproject.org with any questions.