The clause employers are using to keep workplace disputes out of public view
Uber just pushed a race discrimination claim out of federal court, and the ruling is a roadmap for employers using arbitration agreements.
A federal judge in Washington on May 12 ordered a former Uber driver to arbitrate his race discrimination case, handing employers a fresh template for keeping workplace disputes out of public courtrooms.
David Vanison drove for Uber for five years and logged more than 10,000 trips, according to the order from Judge Timothy J. Kelly of the US District Court for the District of Columbia. His trouble started in August 2024, when a customer reported him for making an unsafe driving maneuver. A second report that month said he appeared to be under the influence of drugs or alcohol. Uber put a two-day hold on his account.
The pattern repeated in December 2024, with another impairment report and another two-day suspension. In January 2025, Uber deactivated his account entirely, citing unsafe driving. Vanison denied each allegation.
He sued in September 2025, claiming the suspensions and deactivation were race discrimination under Titles VI and VII of the Civil Rights Act. He asked for back pay and lost wages.
Uber moved to compel arbitration. The company pointed to its Platform Access Agreement, which Vanison accepted in 2019 and again in an updated form in January 2022. That contract required drivers to resolve disputes one-on-one through final, binding arbitration....
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