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A
recent decision from the Third Circuit shows how courts are looking closely—not just at what arbitration agreements say, but also at how they’re rolled out. And even if a dispute doesn’t qualify for the new federal carveout for sexual harassment claims, employers still need to be ready to prove their agreements are e
nforceable. What
happened? A former store manager sued her employer under Title VII, claiming a hostile work environment based on sex. She alleged her male supervisor treated her worse than her male peers, denied her promotions and pay, and bombarded her with rude messages. She said she