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Supreme Court Rules that Cases Subject to Arbitration Must Be Stayed

By Elizabeth N. Hall on May 21, 2024
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On May 16, 2024, the U.S. Supreme Court unanimously held that lawsuits involving an arbitrable dispute must be stayed upon the request of a party.  Rather than dismiss the case, section 3 of the Federal Arbitration Act (the “FAA”) compels the court to issue a stay until the arbitration is completed.   Smith, et al. v. Spizzirri, et al., No. 22-1218  (See here). 

Several current and former delivery drivers sued their employer in Arizona state court alleging their employer violated state and federal employment laws by misclassifying them as independent contractors, failing to pay them required minimum and overtime payments, and failing to provide paid sick leave.

After removing the case to federal court, the employer filed a motion to compel arbitration and dismiss the lawsuit.  Although the parties agreed that the claims were subject to arbitration under the FAA, they disagreed on how the district court should handle the lawsuit.  The employer argued that section 3 of the FAA permitted the district court to dismiss the case, while the plaintiffs argued that the FAA required the district court to stay the action pending arbitration.  The district court dismissed the action without prejudice and the Ninth Circuit affirmed.

The delivery drivers filed a petition for a writ of certiorari and the Supreme Court reversed the Ninth Circuit’s decision and remanded.

Citing section 3 of the FAA, the Supreme Court held that when a dispute is subject to arbitration, the court “shall on application of one of the parties stay the trial of the action until such arbitration” has concluded.   9 U. S. C. §3.   The Court found that the FAA’s structure and purpose confirm that a stay is required.

Delivering the Court’s opinion, Justice Sotomayor emphasized that the statutory text, structure, and purpose of section 3 all point to its requirement for a court to stay the proceeding upon request.   Id.   Not only does staying a suit upon the completion of arbitration comport with the supervisory role the FAA envisions for courts, it also avoids invoking procedural mechanisms for the filing of an immediate appeal, which would be permissible upon a dismissal of the suit.   Id.

Photo of Elizabeth N. Hall Elizabeth N. Hall

Elizabeth N. Hall is a Shareholder in the firm’s Labor and Employment practice area and serves as the Chicago office chair of the firm’s women’s affinity group, “Women at Vedder Empowering Success” (WAVES).

Ms. Hall represents a wide range of employers before state

…

Elizabeth N. Hall is a Shareholder in the firm’s Labor and Employment practice area and serves as the Chicago office chair of the firm’s women’s affinity group, “Women at Vedder Empowering Success” (WAVES).

Ms. Hall represents a wide range of employers before state and federal courts and administrative agencies, as well as in arbitral forums, defending them against various claims, including single plaintiff and class allegations of employment discrimination, failure to accommodate disabilities, sexual harassment, wrongful and retaliatory discharge, breach of contract and violations of the FMLA and wage and hour laws. Ms. Hall has successfully argued procedural and employment discrimination issues in the U.S. Court of Appeals for the Seventh Circuit and has particular expertise in managing electronic discovery teams in complex litigation.

A significant portion of Ms. Hall’s daily practice involves providing practical advice to employers regarding risk management; effective employee discipline and discharge; conducting workplace investigations; accommodating disabilities and pregnancy; workplace violence; managing leaves of absence and complying with FMLA and state leave requirements; workforce reductions; drafting and reviewing employment, recruitment and staffing agreements; policy and handbook development; wage and hour compliance; and state and federal employment laws. She frequently trains clients and employer groups on many of these topics.  Ms. Hall also has extensive experience drafting and negotiating severance, settlement and conciliation agreements on behalf of employer clients.

In 2017 and 2018, Ms. Hall was recommended by The Legal 500 United States for the Labor and Employment Disputes (including collective actions): Defense category. In 2018, she was named to the Crain’s Custom Media “Chicago Notable Women Lawyers” list. She also was selected as an Emerging Lawyer, an affiliate of Leading Lawyers, from 2015 to 2019. From 2010 to 2015, Ms. Hall was selected for inclusion as an Illinois Rising Star, and Super Lawyers named her one of the “Top Women Attorneys in Illinois” in the “Rising Star” category in 2013 and 2014.

Read more about Elizabeth N. HallEmail
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  • Posted in:
    Arbitration and ADR, Employment & Labor
  • Blog:
    Vedder Works
  • Organization:
    Vedder Price PC
  • Article: View Original Source

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