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dc.creatorVandeloo, Amy
dc.creatorLannen, Justin
dc.date.accessioned2018-06-07T20:12:53Z
dc.date.available2018-06-07T20:12:53Z
dc.date.issued2003
dc.identifier.citation4 Tex. Tech J. Tex. Admin. L. 69en_US
dc.identifier.urihttp://hdl.handle.net/2346/73953
dc.description.abstractThis article is designed to provide an understanding of how the FAA affects the powers of the EEOC under the ADA and Title VII of the Civil Rights Act of 1964. Specifically, it addresses the effect that employment arbitration agreements have on the EEOC’s right to bring an employment discrimination claim for victim-specific relief under the ADA, as well as the reasons for and against precluding the EEOC from seeking such monetary relief. Further, it provides background on two conflicting U.S. Supreme Court decisions dealing with arbitration agreements as bars to employment discrimination claims, and the coverage of subsequent circuit splits on the issue of whether the EEOC should be precluded from seeking “make whole” relief where the aggrieved employee has signed an arbitration agreement. It concludes with analysis of EEOC v. Waffle House, Inc. and its impact on employment discrimination law in Texas.en_US
dc.language.isoengen_US
dc.publisherTexas Tech Journal of Texas Administrative Lawen_US
dc.subjectFederal Arbitration Acten_US
dc.subjectFAAen_US
dc.subjectAmerican with Disabilities Acten_US
dc.subjectADAen_US
dc.subjectCivil Rights Act of 1964en_US
dc.subjectTexas Commission on Human Rightsen_US
dc.subjectTCHRen_US
dc.subjectEqual Employment Opportunity Commissionen_US
dc.subjectEEOCen_US
dc.subjectEEOC v. Waffle House, Inc.en_US
dc.titleUnderstanding the Effect of Arbitration Agreements on the EEOC’s Right to Bring Claims for Victim-Specific Relief Under the ADAen_US
dc.typeArticleen_US


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