While a general succession cannot take place under English law, English law recognizes the effects of a merger by universal succession vis-à-vis foreign companies domiciled in jurisdictions that apply the term. In Eurosteel Ltd/Stinnes AG, the High Court considered the impact of a merger of a German party by universal succession on the arbitration proceedings currently under way at the time. It has been confirmed that, under English law, all matters relating to the rights and obligations of a new merged company are governed by the law of the country of residence and, if the right of residence of the new company is covered by the rights and debts of the old company, that part of the status of the new company should be recognized by the English court. In general, yes. The U.S. Supreme Court ruled in 2001 that the FAA applies to employment contracts as a whole. Most of the above decisions limited the ability of employers to compel workers to accept arbitration provisions under the FAA. Since the U.S. Supreme Court`s decision in 2001, the application of employer-forced arbitration agreements has increased sharply, as have decisions to enforce such agreements against workers. But even this general policy, which imposes forced arbitration, has limits. Nevertheless, in 2014, the National Labor Relations Board ruled to Murphy Oil that a forced arbitration agreement, in which workers waived their right to participate in collective rights, was an unfair work practice by the employer and was therefore unenforceable.

It is important to note that when cases are heard by an NRB judge, the losing party has the right to challenge the review decision by the five-member full chamber and, finally, to challenge the decision in a federal court. It is therefore important to remember that a decision at the NRB level, positive or negative, may not go beyond the appeal process. Federal courts have different jurisdictions for their decisions to enforce forced arbitration agreements. One of the main concerns of the parties to the world was the ability to effectively enforce arbitration decisions in India. In this context, the comments made by the Supreme Court in a recent decision (discussed below) are of considerable interest in that they are intended to bring non-signatories of arbitration agreements into an appropriate case in the context of an enforcement proceeding. Whether it opens a Pandora`s box or is ultimately an effective instrument in the hands of a real complainant, one can see in the days that follow, but the efforts at some level seem to indicate greater recognition and acceptance of corporate doctrine. 18. After working for several years in my company, I was asked to sign a forced arbitration agreement at work. What am I supposed to do? Employment and employment rights are often controversial, with new minimum wage practices evolving in many out of 50 countries. Arboleda argues that a company that wants to ask its employees to settle wage and hourly disputes must have employees sign a contract with a compromise clause.