Federal Arbitration Act (FAA): Primary federal law establishing the validity and enforceability of arbitration agreements and setting basic requirements for arbitration procedures

Title VII of the Civil Rights Act: Federal law ensuring arbitration agreements don't prevent discrimination claims and allows for EEOC involvement despite arbitration agreements

National Labor Relations Act (NLRA): Federal law protecting employees' rights to engage in collective action and impacts class action waivers in arbitration agreements

State Arbitration Laws: Various state-specific laws governing arbitration procedures and requirements that must be considered alongside federal law

Epic Systems Corp. v. Lewis (2018): Supreme Court decision validating class action waivers in employment arbitration agreements

Circuit City Stores v. Adams (2001): Supreme Court case confirming that the Federal Arbitration Act applies to employment contracts

AT&T Mobility v. Concepcion (2011): Supreme Court decision reinforcing federal preemption over state laws limiting arbitration

Mutual Consideration Requirement: Legal requirement that both parties must receive something of value in exchange for agreeing to arbitration

Clear and Unambiguous Terms Requirement: Legal requirement that arbitration agreement terms must be clearly stated and understandable to all parties

Procedural and Substantive Fairness: Legal requirement ensuring the arbitration process is fair both in procedure and substance

Cost Allocation Requirements: Legal considerations regarding the fair distribution of arbitration costs between employer and employee

Notice and Review Requirements: Legal requirement that employees must be given adequate notice and opportunity to review the arbitration agreement

Voluntary Agreement Requirement: Legal requirement that the agreement must be entered into voluntarily and not under duress

Bilateral Obligations: Legal requirement that the arbitration agreement must impose obligations on both the employer and employee