Fanny Saby v. Lycee Francais De San Francisco

San Francisco, California employment law lawyer represented Plaintiff who sued her former employer for wrongful termination.



Lycée Français de San Francisco is an independent, French immersion, international school for students in preschool through Grade 12.



Defendant sought a stay pending the outcome of arbitration.



An arbitration clause is a provision in an employment contract that requires any disputes between the employer and employee to be resolved through arbitration, rather than in court. Arbitration is a private process in which a neutral third party, called an arbitrator, hears the case and makes a decision. The arbitrator's decision is binding on both parties.



Employers often include arbitration clauses in their employment contracts to avoid the expense and time of litigation. Arbitration is also often seen as a more efficient and less adversarial way to resolve disputes.



However, there are some potential drawbacks to arbitration for employees. For example, arbitration may be more difficult to appeal than a court decision. Additionally, the arbitrator may not be as familiar with employment law as a judge.



If you are considering signing an employment contract with an arbitration clause, it is important to carefully read the clause and understand its implications. You may want to consult with an attorney to discuss your options.



Here are some things to consider when evaluating an arbitration clause:



What types of disputes are covered by the clause?

Can you choose the arbitrator?

Can you appeal the arbitrator's decision?

What are the costs of arbitration?



If you are not comfortable with the terms of an arbitration clause, you may be able to negotiate with your employer to modify the clause or to remove it altogether.

Defendant's motion to compel arbitration and stay this matter pending resolution of arbitration is GRANTED. By May 17, 2024, Defendant shall file a status update on the arbitration.