On December 16, 2014, we reported on the National Labor Relations Board’s ruling that Murphy Oil violated the National Labor Relations Act by requiring its employees to sign arbitration agreements which “requir[ed] . . . employees to resolve all employment-related claims through individual arbitration.” The NLRB’s decision reaffirmed its prior D.R. Horton ruling (which we reported on February 16, 2012), but which was reversed by the Fifth Circuit Court of Appeals (which we reported on December 19, 2013). On October 26, 2015, the Fifth Circuit, adhering to its previous decision in D.R. Horton, rejected the NLRB’s ruling in Murphy Oil, holding that the arbitration agreements are not unlawful and that Murphy Oil committed no unfair labor practice by requiring its employees to arbitrate claims on an individual basis, waiving their rights to pursue a class arbitration. The Court upheld the NLRB’s determination that Murphy Oil must take corrective action as to any employees subject to one of its arbitration agreements, which provided that “any and all disputes or claims [employees] may have . . . which relate in any manner . . . to . . . employment” must be resolved by individual arbitration, so that those employees understand that such language did not eliminate their right to pursue claims of unfair labor practices with the NLRB.

Murphy Oil USA, Inc. v. National Labor Relations Board, No. 14-60800 (5th Cir. Oct. 26, 2015).