Employee Must Attend Arbitration, Even If Terms Unknown.

The trial court denied an employer’s petition to compel arbitration of an action against it by a former employee. At the time the employee was hired, she completed an employment application containing an arbitration clause, which incorporated reference to an arbitration policy. The trial court was not persuaded that an undated four-page policy attached to defendant’s moving papers was in existence at the time the employee read and signed the employment application. In reversing, the appellate court stated: “We conclude the arbitration clause in the employment application, standing alone, is sufficient to establish the parties agreed to arbitrate their employment-related disputes.” (Cruise v. Kroger Co. (Cal. App. Second Dist., Div. 3; January 20, 2015) 233 Cal.App.4th 390, [183 Cal.Rptr.3d 17].)