The Court held that an employment arbitration agreement, which contains a clause waiving the right to initiate or participate in class actions, constitutes a valid contract, even though it is not signed by the employer. The Court further determined that the Federal Arbitration Act applies to all transactions involving commerce and does not conflict with the National Labor Relations Act, which permits and requires arbitration. Finally, the Court found that a party does not automatically waive its contractual rights to arbitration by removing an action to federal court.
Kurshumova, Marta, "Tallman v. Eight Judicial District Court, 131 Nev. Adv. Op. 60673 (Sep. 24, 2015)" (2015). Nevada Supreme Court Summaries. 902.