8. What are the legal limits of forced regulation? Remember that if you do not sign and withhold it, you can take legal action if the employer retaliated for exercising your constitutional right. The problem is that if you`re about to make that decision, you probably only want work and not a fight where you`re looking for another job. A few tips: A bill that finds its way through Congress, the Restoring Justice for Workers Act, would ban arbitration contracts before labor relations as a whole, but there`s still a long way to go. In 1998, the United States Court of Appeals for the Ninth Circuit rendered its decision to Duffield v. Roberts & Stevenson Company (9th Cir. 1998) 144 F.3d 1182. The Duffield Court ruled that the Civil Rights Act of 1991 prohibited the application of compulsory employment contracts to regulate rights under Title VII of the Civil Rights Act of 1964 or equivalent national anti-discrimination legislation, such as the California Fair Employment and Housing Act (FEHA). The Duffield case involved a securities dealer who was attempting to negotiate state and federal discrimination rights against their employer as a result of alleged sex discrimination and harassment. The Civil Rights Act of 1991 provides that « where appropriate and, to the extent permitted by law, the use of alternative means of dispute resolution, including. Federal Acquisition Regulation (FAR) 22.2006 for the implementation of Section 6 of the 2014 Executive Order, Fair Pay and Safe Work Places, requires that, in contracts valued at more than $1,000,000, which are not commercial property contracts, the decision to settle claims under Title VII of the Civil Rights Act of 1964 or any unlawful act related to sexual harassment or the act which results from it; may only take place with the voluntary agreement of staff or independent contractors as a result of such disputes. . .