July 7, 2020

Volume X, Number 189

July 06, 2020

Subscribe to Latest Legal News and Analysis

Pay the Piper – California Employers Pressed to Pay Arbitration Fees or Risk Harsh Consequences

California employers may face harsh consequences for failing to pay arbitration fees on time under a bill (Senate Bill 707) signed by Governor Gavin Newsom on October 13, 2019. The new law go into effect on January 1, 2020.

Under the new law, if an employer fails to pay fees required for the commencement or continuation of an arbitration within 30 days of the payment’s due date, the employer’s conduct is deemed a material breach of the arbitration agreement. The claimant will then have the unilateral option of:

  1. Moving the case to court and recovering attorney’s fees in connection with the effort;

  2. Compelling the employer to pay the fees and recovering attorney’s fees in connection with the effort;

  3. If the arbitration has already commenced, continuing the arbitration with the employer in default and a potential collection action against the employer at the conclusion of the arbitration; or

  4. If the arbitration has already commenced, paying the fees and having them awarded back to the plaintiff as part of the arbitration award, regardless of the merits of the claim.

In addition, the law mandates the court or arbitrator to issue appropriate sanctions against the employer. These may include:

  • Monetary sanctions;

  • Issue sanctions;

  • Evidence sanctions; or

  • Terminating sanctions.

Litigation likely will ensue on whether the Federal Arbitration Act (FAA) preempts the new law for creating obstacles to the execution and enforcement of arbitration agreements. The U.S. Supreme Court has made clear that “state-law rules that stand as an obstacle to the accomplishment of the FAA’s objectives” are subject to federal preemption. AT&T Mobility LLC v. Concepcion, 563 U.S. 333, 343 (2011).

In the meantime, however, employers should remain vigilant in timely paying arbitration fees and ensure that they have processes in place to do so. Employers should also recognize and anticipate that the new law will be used as leverage against employers, particularly when multiple, coordinated individual actions are filed against one employer.

Jackson Lewis P.C. © 2020National Law Review, Volume IX, Number 291


About this Author

Scott P. Jang, Jackson Lewis, wrongful termination lawyer, unfair competition attorney

Scott P. Jang is an Associate in the San Francisco, California, office of Jackson Lewis P.C. He represents management in all areas of employment law litigation.

Mr. Jang’s practice includes defending management in matters involving claims for breach of contract, discrimination, harassment, retaliation, wrongful termination, and unfair competition. He represents clients in both class action and single plaintiff cases.

Mr. Jang is particularly well-versed in federal litigation. Prior to...

(415) 394-9400
Samia Kirmani, Jackson Lewis Law Firm, Unemployment Counseling Attorney

Samia M. Kirmani is a Principal in the Boston, Massachusetts, office of Jackson Lewis P.C. She concentrates her practice in employment counseling, training and litigation on behalf of management.

Ms. Kirmani provides practical legal advice to clients on various employment law issues, including discrimination, health and leave management, reductions in force, retaliation and whistleblower matters, individual separations, and employee relations issues. Ms. Kirmani also assists clients with policy creation, revision and implementation and routinely conducts management and employee trainings on topics in employment law, including sexual harassment prevention and best management practices. Ms. Kirmani also advises clients with respect to drafting and implementing national arbitration agreements.

Ms. Kirmani defends employers in employment-related litigation and administrative proceedings at the Equal Employment Opportunity Commission and the Massachusetts Commission Against Discrimination. Ms. Kirmani is a frequent speaker and addresses Legal and Human Resources audiences on current and various workplace law topics, such as paid sick leave, arbitration agreements and class action waivers, and employment discrimination.