In a potentially far-reaching victory for employees across the country, the National Labor Relations Board in a case against D.R. Horton, Inc. (Case No. 12-CA-25764) found that an employer's contractual ban on class and collective actions in any forum, arbitral or judicial, violates workers’ rights to engage in concerted activities under Section 7 of the National Labor Relations Act (NLRA) and constitutes an unfair labor practice under Section 8(a)(1) of the NLRA, notwithstanding the Federal Arbitration Act (FAA). The NLRB specifically concluded, in a matter of first impression for the Board, that "there is no conflict between Federal labor law and policy, on the one hand, and the FAA and its policies, on the other." The National Employment Lawyers Association and The Employee Rights Advocacy Institute For Law & Policy presented this webinar in order to assist employee advocates in understanding and taking advantage of the opportunities provided by this landmark ruling by the National Labor Relations Board and to offer answers to questions that have arisen following the decision. Our expert faculty address how the D.R. Horton decision affects employee rights and offer practical tips for representing workers whose employers attempt to enforce such class action prohibitions. Originally Published February 23, 2012 #ForcedArbitration #DRHorton #ADR #ContinuingLegalEducation