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1/25/2018 7:38:29 AM
Posted: 9/7/2001 12:22:37 PM EST
The new America....this was sent out to us today. If we sign, we lose. If we don't..I am sure our names will go on a list. Read on... > Audrey Boone Tillman > Senior Vice President > Director of Human Resources > > September 7, 2001 > > TO: Employees > > SUBJECT: AFLAC Arbitration Program > > AFLAC has a long-standing commitment to open communication and a > continuing interest in fully and fairly addressing employment and > business-related disputes. The company believes that lengthy and > expensive court litigation does not serve the best interest of either > party. > > The company also believes the best way to resolve problems is to talk them > out informally with the company official most directly involved. The > company encourages the use of open and frank discussion to resolve any > difficulties. In fact, AFLAC has historically provided an open-door > policy resulting in out-of-court resolutions for most disputes. The Human > Resources Employee Relations Department is very instrumental in the > resolution of more difficult issues. > > However, the company realizes that informal discussion will not always > adequately resolve disputes. To address disputes that cannot be handled > through informal discussions, the company is proud to offer the AFLAC > Arbitration Program, designed to facilitate a rapid, fair and less costly > resolution of a dispute in lieu of a lawsuit. This arbitration procedure > will benefit applicants, employees, and the company. In arbitration, you > don't give up your rights and responsibilities; you just resolve disputes > in a more efficient way. > > Mandatory arbitration training will be provided companywide so that you > can learn about the program and ask questions. Attached is the > arbitration training schedule; please note that one-hour training sessions > for all employees begin September 11. To register for your training, > please select one of the voting buttons at the top of this e-mail. > > To participate in the arbitration program, employees must sign an AFLAC > Arbitration Agreement that will be distributed during training. Employees > are encouraged to take time to consider the benefits of the arbitration > program before signing the agreement and electing program participation. > All employees, excluding officers, who elect participation in AFLAC's > Arbitration Program will receive 100 stock options that will vest after > one year from the date of issue and can be exercised up to nine years > after the vesting date. To receive the 100 stock options, the arbitration > agreement must be signed and returned to Michelle Martin, Human Resources, > Tower, First Floor, no later than Monday, October 1. > > Although it is not mandatory for you to participate in AFLAC's Arbitration > Program, participation will be mandatory for all new hires in exchange for > AFLAC's consideration of their application for employment. > > Arbitration is not new to AFLAC. We have used arbitration quite > successfully for years with our field force, and we believe it is a step > in the right direction for you and potential employees. Thank you in > advance for attending this important training. > > Audrey Boone Tillman > > Attachment > Susan Fairbanks > Executive Secretary to Audrey Tillman > Human Resources Division > Phone: (706) 596-3667 > Fax: (706) 660-7333 > E-mail: sfairbanks@aflac.com
Link Posted: 9/7/2001 1:22:29 PM EST
Those are becoming more common these days. In fact, my wife had to sign one when she switched to a new OB/GYN because it's a high malpractice field. I signed one as a requirement to get my severance pay when I was laid-off in July. Of course, I sought legal counsel before signing it. I'm not a lawyer, but it's my understanding that nothing is written in stone. If, in the future, you have a case for gross misconduct or some sort of discrimination, it's likely you could have it put aside so you could pursue a law suit. These things are very cowardly. Either they are in CYA mode or they have reason to do so due to their past dealings with their employees. Or perhaps they may have something planned for the future (such as a lay-off) and they want to make it as easy for themselves as possible.
Link Posted: 9/7/2001 1:37:25 PM EST
[Last Edit: 9/7/2001 1:37:41 PM EST by AR_in_the_woods]
AFLAC, aren't they the company with the talking goose commercials? I think they are an insurance company. Hum, an insurance company taking steps to prevent the possibility of having to pay out claims to employees with grievences... Very interesting. Please keep us posted.
Link Posted: 9/7/2001 6:17:13 PM EST
Is it legal? Yup. Its a contract -they're asking you to give something (the right to sue w/o arbitration) in return for something (stock options). Make your choice; they can't force you to sign. Of course, they're not going to be overjoyed if you don't sign, but there's not a lot they can do about it. I wouldn't plan on winning the "Employee of the Month" award for a bit. Of course, if you really want to cause them problems, get as many people as you can to decline to sign. If a large number of employees don't sign, AFLAC may decide to up their offer and give you a bit more. Like I said, they can't force you to sign, but its in their best interest, and they're obviously willing to pay a bit to get your signature.
Link Posted: 9/7/2001 7:36:23 PM EST
[size=4][red]HK[/red] NO COMPROMISE![/size=4] Never voluntarily give up your rights.
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