Should grievances related to racial or sexual discrimination (including sexual harassment grievances) be heard by arbitrators, the Equal Employment Opportunity Commission, or by federal judges?

Possible references:

Altenbernt, M.A. (2003). Will EEOC v. Waffle House, Inc. signal the beginning of the end for mandatory arbitration agreements in the employment context? Pepperdine Dispute Resolution Law Journal, 3, 2, 221-250.

France, L.T. and Kelly, T.C. (2003). Mandatory arbitration of civil rights claims in the workplace: no enforceability without equivalency. Montana Law Review, 64, 2, 449-491.

Piskorski, T. J. (1993). Reinstatement of the sexual harasser: The conflict between federal labor law and Title VII. Employee Relations Law Journal, 18, 617-623.

Taylor, K. W. (1998). Penalty standards for sexual harassment offences in unionized workplaces. Relations Industrielles, 53, (2), 326-342.

Wolkinson, B. W., & Nichol, V. (1992). The arbitration of discrimination claims in employment cases. Arbitration Journal, 47, (3), 20-30.

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