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Running head: EPIC SYSTEMS V. LEWIS CASE SUMMARY 1

Epic Systems v. Lewis Case Summary

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EPIC SYSTEMS V. LEWIS CASE SUMMARY 2

Epic Systems v. Lewis Case Summary

Epic Systems Corporation is a healthcare data management company based in

Wisconsin. They had a mediation agreement that requires its workers to decide any business

based discussions with Epic through individual tact and to concede their privilege to

participate in or get advantage from any group, class, or representative methodology (Oyez,

2019). In February 2015, previous Epic representative Jacob Lewis sued Epic in government

court exclusively and in the interest of comparably similar workers and asserted that they had

been deprived of overtime compensation, therefore, infringing upon the1938 Fair Labor

Standards Act. Epic moved to excuse the objection and referred to their arbitration agreement

waiver clause (Oyez, 2019). Epic's motion was denied by the district court and said that the

waiver was unenforceable in light of the fact that it abused the privilege of workers to take

part in "concerted exercises" under the National Labor Relations Act (NLRA) Section Seven.

The Supreme Court, through Justice Gorsuch in a 5-4 decision, held that arbitration

agreements enforcement must be written as instructed by the congress and that collective

action and class waivers are permissible in employment arbitration agreements as outlined by

NLRA.

The Court, at that point, dismissed every one of the contentions raised by the NLRB

and the individual workers. Initially, the Court held that the FAA's saving clause, which gives

that intervention understandings are hypothetically enforceable (Epps, 2018). Spare such

ground that exists at law or in value for the renouncement of the agreement does not offer

refuge for protections that apply just to the assertion or that get their significance from the

way consent to arbitrate has a problem. As such, on the grounds that this contention explicitly

singled out individualized discretion procedures as invalid, the "saving clause" (Epps, 2018)

was not involved, having no commonly appropriate contract defense to beat the assumption

of enforceability.

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Running head: EPIC SYSTEMS V. LEWIS CASE SUMMARY Epic Systems v. Lewis Case Summary Institution Name Date 1 EPIC SYSTEMS V. LEWIS CASE SUMMARY 2 Epic Systems v. Lewis Case Summary Epic Systems Corporation is a healthcare data management company based in Wisconsin. They had a mediation agreement that requires its workers to decide any business based discussions with Epic through individual tact and to concede their privilege to participate in or get advantage from any group, class, or representative methodology (Oyez, 2019). In February 2015, previous Epic representative Jacob Lewis sued Epic in government court exclusively and in the interest of comparably similar workers and asserted that they had been deprived of overtime compensation, therefore, infringing upon the1938 Fair Labor Standards Act. Epic moved to excuse the objection and referred to their arbitration agreement waiver clause (Oyez, 2019). Epic's motion was denied by the district court and said that the waiver was unenforceable in light of the fact that it abused the privilege of workers to take part in "concerted exercises" under the National Labor Relations Act (NLRA) Section Seven. The Supreme Court, through Justice Gorsuch in a 5-4 decision, held that arbitration agreements enforcement must be written as instructed by the congress and that collective action and class waivers are permissible in employment arbitration agreements as outlined by NLRA. The Court, at that point, dismissed every one of the con ...
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