Brief Fact Summary. Plaintiffs Marybeth Armendariz and Dolores Olague-Rodgers, were employees of Defendant, Foundation Health Psychcare Services, Inc. Plaintiffs had completed an application form containing an arbitration clause pertaining to wrongful termination. After Plaintiffs were terminated, Defendant tried to compel arbitration pursuant to the arbitration clause.
Synopsis of Rule of Law. A court may exercise its discretion to refuse to enforce a contract or clause under the doctrine of unconscionability only where both procedural (“oppression” or “surprise” due to unequal bargaining power) and substantive (“overly harsh” or “one-sided” results) unconscionability are present.
Questions of arbitrability must be addressed with a healthy regard for the federal policy favoring arbitration.
View Full Point of LawIssue. Is the arbitration clause enforceable?
Held. No. The arbitration agreement is a contract of adhesion. A court may exercise its discretion to refuse to enforce a contract or clause under the doctrine of unconscionability only where both procedural (“oppression” or “surprise” due to unequal bargaining power) and substantive (“overly harsh” or “one-sided” results) unconscionability are present. Here, signing the arbitration agreement was a condition of employment, and there was no opportunity to negotiate. Further, only the employees are required to arbitrate their wrongful termination claims against the employer; the employer does not have to arbitrate its claims against the employee.
Discussion. One-sided arbitration agreements are unconscionable. Such agreements must have an element of mutuality.