Arbitration, Unconscionability: CCA 2/2 Agrees Adhesive Contract Allowing Unfair Fee Shifting And Drastically Limiting Discovery Is Unconscionable

Joseph Merced Nunez v. Cycad Management LLC, B306986 (2/2  3/18/22) (Lui, Ashmann-Gerst, Chavez).

        Nunez, a gardener, sued Cycad for employment-related claims. Cycad moved, unsuccessfully, to compel arbitration. The Court of Appeal now holds: "Substantial evidence supports factual findings that the Agreement is adhesive because it was presented to Nunez as a nonnegotiable condition of his employment. It is procedurally unconscionable because it was given to Nunez in English, which he cannot read, without adequate explanation or a fee schedule. It is substantively unconscionable because it allows the arbitrator to shift attorney fees and costs onto Nunez and drastically limits his ability to conduct discovery."

        COMMENT: We have posted a number of times on cases in which the court finds that the inability of an employee to read the language in which a contract is written is a factor to be considered in a procedural unconscionability analysis. "Procedural unconscionability arises when an arbitration agreement 'was neither provided in a Spanish-language copy nor explained to respondents who did not understand written English.'" Penilla v. Westmont Corp., 3 Cal.App.5th 205, 209 (2016). Here are some things an employer could have considered doing: (1) provide a translation of the contract; (2) provide an oral explanation of the contract and arbitration provision in the language spoken by the employee; (3) obtain a receipt in the language spoken by the employee acknowledging receipt of the translation; (4) provide several days for the employee to review the contract before signing it. Perhaps the employer did consider taking those steps and simply viewed those steps as impracticable. I note that Nunez was hired before AB 51 went into effect, legislation aimed at preventing employers from requiring employees to enter into mandatory pre-dispute arbitration provisions. There are questions as to how effective this legislation is likely to be, and I refer readers to the article authored by Paul Dubow and me on AB 51, aimed at preventing employers from requiring employees to enter into mandatory pre-dispute arbitration agreements.

        Why is the shifting of attorney fees and costs onto Nunez a problem? Armendariz holds that the employee cannot be forced to pay costs that would not be incurred if the case were litigated in court rather than arbitrated.