After the plaintiff had been employed by AGF for 20 years, the company announced that continued employment with the firm was dependent upon agreement to arbitrate all future employment disputes through the new Employee Dispute Resolution (EDR) program. A document was given to all employees explaining the program and containing the statement "continuing employment with AGF means that you agree to resolve employment related claims against the company . . . through this process."
When the plaintiff was fired two years after this document was distributed, she sued the employer for violating her leave rights under the Family and Medical Leave Act. AGF filed a motion to compel arbitration, which was denied by the district court. When AGF appealed, do you believe the denial was upheld or denied? Why or why not?
Seawright v. American General Financial Services, Inc., 507 F.3d 967 (6th Cir. 2007).