The L3 Unidyne case is an important reminder to defence firms that they may not be required to require employees or independent contractors to sign binding arbitration agreements covering certain claims. Contractors would be wise to review their practices and, if necessary, adapt them before the case is revealed in protest with an outstanding contract. In a recent protest decision, the GAO had the effect of a protest in which a reston, Virginia company committed its proposed key staff to sign binding arbitration agreements. In other words, asking key personnel to resolve labour disputes cost the original winner a $41 million contract. Asking new employees to sign arbitration agreements is common in the business world. But it can be a “no” in the state treaty. With respect to conciliation agreements prior to denied disputes, the E.O. requires that certain federal applications, contracts and sub-contracts include an agreement from the contractor, that the decision to settle certain claims be made only with the consent of the employee or independent contractor, after the appearance of the dispute. In particular, E.O.
contractors should agree not to resort to pre-litigation conciliation agreements that require a reconciliation of rights under Title VII of the Civil Rights Act of 1964 or an unlawful act related to sexual assault or harassment or sexual assault. A summary procedure, with a binding decision, allows the parties to expedite the appeal plan and proceed informally before an administrative judge or jury. In general, the parties choose a judge to rule on the case (instead of a three-judge panel, used in traditional hearings), present position papers before the hearing (instead of post-hearing letters) and opt for lighter presentations of evidence. At the end of the proceedings, the judge makes a decision or summary decision in writing on an agreed date after the trial has been received. By mutual agreement, the parties limit the scope of the appeal. One of L3`s arguments questioned the navy`s right to give Leidos a mandate “because Leidos asked some of its new key (as yet unselected) employees to enter into binding arbitration agreements as a condition of employment.” The problem with Leidos` work reconciliation agreements was that they were opposed to the Department of Appropriations Act and the underlying provisions of the Department of Defense far Supplement, preventing spending of funds on contracts over $1 million, unless the contractor agreed not to enter into or apply certain mandatory arbitration agreements with employees and consultants. In addition, during the E.O.