Proposed Michigan Rule Could Impair Christian Arbitration Clause

In my post of February 11, 2022, I wrote about legislative initiatives that could prevent arbitration clauses in contracts between Christians from being legally enforceable. Today I examine a judicial effort that would have a similar effect.

Most world religions exhort their adherents not to sue one another, but rather to resolve their disputes within the religious body itself. Jewish, Christian, Muslim and Sikh faiths are notable examples. Because Christians are directly admonished in Scripture not to take their disputes to court (I Corinthians 6:1-7), many contracts between Christians specify in their dispute resolution clause that the dispute will be resolved through mediation and, if that is not successful, then through arbitration (“med/arb”). That ensures that the dispute will not end up in court, consistent with both parties’ beliefs.

Christian lawyers include such clauses in their client engagement contracts, and I include one in my agreement with Christian mediation parties, as follows:

We further agree that any dispute with the mediator related to this Agreement shall be settled by media­tion and, if necessary, legally binding arbitration in accordance with the ICC Rules; judgment upon an arb­itra­tion award may be entered in any court otherwise having jurisdiction.

(As is explained elsewhere in the agreement, the ICC Rules of Procedure for Christian Conciliation are a well-established set of national rules for Christian mediation and arbitration.)

The Michigan Supreme Court would like to make this more complicated. They are proposing a change to the Michigan Rules of Professional Conduct, which all lawyers must follow, that would require a client to obtain independent counsel to review any lawyer-client contract containing an arbitration clause. (Order of the Michigan Supreme Court, ADM File No. 2021-07, dated December 15, 2021.)

Although the Court has not offered why it is proposing this change, we can assume that it is attempting to address the inherent conflict of interest, and likely power imbalance, when a lawyer proposes a dispute resolution process for the client to use if the client is later unhappy with the lawyer’s services. Arbitration benefits clients too, so it is not unethical for a lawyer to recommend it; but unsophisticated clients may not appreciate all the implications of an arbitration clause. By definition, the prospective client is focused on another legal matter; they’re not really thinking about a process to resolve a possible dispute with the lawyer they’re about to hire. When they learn later that they cannot sue their lawyer, they may feel that the lawyer took advantage of them. That is less likely to occur if the client has an independent lawyer review the lawyer-client agreement, and hopefully spot and explain the arbitration clause in it, before the client signs it. (I say “hopefully” because in the case that prompted the Supreme Court to propose this Rule amendment, Tinsley v Yatooma, 333 Mich App 257 (2020), the sophisticated business client had an independent lawyer review the agreement, but that lawyer apparently did not notice or inform Mr. Tinsley about the arbitration clause. The case shows that the proposed amendment will not fully fix the problem.)

The proposed Rule would require Christian lawyers who have arbitration clauses in their lawyer-client contracts to make prospective clients obtain outside counsel before signing the contract. Presumably it would cover med/arb clauses as well. Even the requirement is for the client’s benefit, it imposes an extra burden on the would-be client, in terms of both time and cost. An alternative is for the lawyer to remove the arbitration clause from the contract — thus also removing the assurance that, should the lawyer and client get into a dispute down the road, it will not go to court. Otherwise, the parties could wait until a dispute erupts then choose the process, but it’s harder to forego litigation when tempers flare, even if religious traditions demand it.

As I do not represent clients, this proposed Rule would not directly affect me. But, if it extends to “med/arb clauses,” as well as arbitration-only provisions, and if mediation parties could be considered my clients, it would impair my mediator retention agreements with Christian parties.

I applaud the effort to ensure that clients are informed about arbitration before signing agreements with arbitration clauses. I object to requiring a prospective client to obtain independent counsel to review the contract. I would prefer that it be a recommendation — that the lawyer advise the prospective client to seek independent review of a lawyer-client contract containing an arbitration clause. Then the prospective client can decide for themselves whether the unknowns of arbitration merit seeking outside counsel before signing the contract.

My understanding is that no other state is as demanding as Michigan’s proposal. Other states permit arbitration clauses in attorney-client agreements as long as the attorney explains to the client the pros and cons of arbitration. See Delaney v Dickey, 244 NJ 466, 494; 242 A2d 257 (2020). The ABA in its formal opinion on this topic (ABA Formal Opinion 02-425 Retainer Agreement Requiring the Arbitration of Fee Disputes and Malpractice Claims) agreed that an arbitration clause in a retainer agreement is ethical as long as “the client has been fully apprised of the advantages and disadvantages of arbitration.” The ABA does not require that a different attorney apprise the client.

The lack of informed consent plagues arbitration. It is especially likely in a contract between a lawyer and client. The legal profession should take extra steps to ensure that clients know what they’re giving up when they sign a contract with an arbitration clause in it. But the extra steps should not burden the client, and they should not hinder the client’s desire to honor their religious beliefs by including the arbitration clause in the contract.

Legislation Could Affect Christian Arbitration

It’s not uncommon for a contract to contain a “dispute resolution clause,” describing the process the parties will use if they have a dispute down the road regarding some aspect of their contract. Because Christians are not supposed to take their disputes to court (I Corinthians 6:1-7), many contracts between Christians – including churches, ministries, and other Christian organizations – specify in their dispute resolution clause that the dispute will be resolved through mediation and, if that is not successful, then through arbitration (“med/arb”). That ensures that the dispute will not end up in court.

These are known as “pre-dispute” arbitration clauses, because the parties select the arbitration process before they have a dispute. It is much more difficult to agree on anything, including a dispute resolution process, once the parties are in dispute. So the Christian med/arb clause is a means for Christians to bind themselves to honor the biblical proscription against lawsuits among Christians.

As with other dispute resolution processes (e.g., negotiation, mediation, litigation), arbitration has pros and cons. It is typically faster and less expensive than litigation, and the parties can choose a neutral who has subject-matter expertise and is already familiar with the industry and the lingo. Unlike mediation, arbitration will definitely resolve the dispute; even if a party withdraws, the process continues to an award. The process is private, and is subject to very limited judicial review.

Arbitration clauses are coming under increasing scrutiny. The party that did not draft the contract may not even know that it contains an arbitration clause. Or the non-drafting party may be aware of the clause, but have no leverage to negotiate a different process, as with consumer contracts for credit cards, cell phones, etc. The non-drafting party may assume that the arbitration process will be fair, only to learn later that it favors the party that inserted the arbitration clause, which is usually the more powerful party, e.g., the employer or business.

So now there are both legislative and judicial efforts to restrict pre-dispute arbitration clauses. These will make it more difficult for Christians to include enforceable pre-dispute arbitration clauses in their contracts.

One such legislative effort is known as the FAIR Act, or Forced Arbitration Injustice Repeal Act. This bill would amend the Federal Arbitration Act to prohibit a pre-dispute arbitration agreement from being valid or enforceable if it requires arbitration of an employment dispute. This would presumably affect only the “arb” portion of a med/arb clause in an employment agreement. Since many Christian employers include a med/arb clause in contracts with their employees, the “arb” portion of that clause would not be enforceable, if this bill becomes law. (It passed the House in 2019 but did not pass the Senate, and was re-introduced in both houses in 2021.)

For example, many Christian schools include a med/arb clause in teacher contracts, typically calling for the dispute to be resolved in accordance with biblical principles. The Association of Christian Schools International, among others, has adopted the model contract clause long promoted by the Institute for Christian Conciliation (ICC), which calls for any dispute to be resolved through the ICC in accordance with its Rules of Procedure. This clause has been held legally enforceable, most recently in Whitefield Academy v Alford, ___ S.W. 3d ___ (Ky. App. 2021).

Another bill that just passed the House this week, the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, would make arbitration clauses unenforceable in any actionalleging conduct constituting a sexual harassment dispute or sexual assault dispute.” This Act is narrower than the FAIR Act and is projected to become law. [Update: the President signed this into law on March 3, 2022, applicable to any claim of sexual assault or harassment “that arises or accrues on or after March 3, 2022.”] It means that any Christian School teacher who believes she has experienced sexual harassment could sue the school in court, the arbitration clause notwithstanding.

Parties could still proceed as if the arbitration portion of the med/arb clause were legally enforceable. But angry Americans are wont to sue one another, and angry Americans who happen to be Christian are also tempted to sue, even if their faith discourages them from doing so. If either of these bills becomes law, courts will not be able to enforce the arbitration clause that Christians inserted in their employment contracts. Both church and state benefit when the civil courts send church disputes to a church dispute resolution process. Legislation that makes certain aspects of arbitration agreements unenforceable makes it harder for Christians to keep their disputes out of court.

Related update: The Telios law firm, a leading firm on Christian employment issues, recently offered two observations regarding application of the EFA Act to organizations that have agreements for Christian dispute resolution: “First, it is unclear that the statute would control an agreement for dispute resolution that is based on the free exercise of religion. Second, an option is to have employees agree to participate in Christian mediation before going to the courts or arbitrating” because this would not be a binding arbitration agreement and thus would not be covered by the new federal statute.

Enforceability of NDAs

Following up on my post on November 27, 2021, regarding mediating Non Disclosure Agreements (NDAs), two scholars have just written an article for mediate.com on the legal enforceability of NDAs. They cite only a few cases, but conclude that courts are signaling “a willingness to rein in the most egregious abuses” of NDAs where they are overly broad. Of particular interest is a recent Federal case from the 1st Circuit, TLS Mgmt. & Mktg. Servs., LLC v. Rodriguez-Toledo, 2020 WL 4187246 (1st Cir. July 21, 2020), where the appellate court refused to enforce the NDA because it was overly broad. In my November post, I lamented the dearth of cases addressing this issue, so I appreciate this article by Colin Rule and Brittany Nunn.

It seems like the better remedy for overly-broad NDAs is for courts to refuse to enforce them, rather than for legislatures to outlaw whole categories of NDAs  (as has happened in several states, as I note in my November post), or for mediators to promise not to facilitate an agreement that contains an NDA (as Professor Julie Macfarlane advocates). Another popular remedy is for organizations to sign a pledge not to use them, as with universities in the UK and Christian organizations in the U.S. At any rate, we will surely be hearing more about NDAs, and mediators’ role in facilitating agreements containing them, in coming months.

Universal Disclosure Protocol for Mediation

Michigan mediators have been wrestling with what they must disclose to potential mediation parties, especially since the Hartman case. That was the divorce case where the mediator did not disclose to the husband or his attorney that she was good friends with the wife’s attorney—such good friends that she flew to Florida to spend a week at wife’s attorney’s condo, with their respective spouses, before the months-long mediation finished. When the husband filed a grievance against the attorney-mediator, the Attorney Discipline Board determined that Michigan’s Standards of Conduct for Mediators were so broad regarding what constitutes a conflict of interest that it was impossible for an attorney to know “what kind of prior relationship will subject the mediator to a charge of an unethical conflict of interest.”

Some of us mediators think that, however broad the standard may be, a mediator should definitely disclose her vacation with one side’s attorney during the pendency of the mediation. A sub-committee of the State Bar’s ADR Section is currently considering an amendment to the Standards of Conduct for Mediators to make this clearer.

Michigan’s Standards of Conduct for Mediators are based on the Model Standards of Conduct for Mediators, which have a lengthy provision on Impartiality followed by another lengthy provision on Conflicts of Interest.

Meanwhile, mediators from around the world have developed what they call the Universal Disclosure Protocol for Mediation. The provision on Conflict of Interest is brief and succinct:

C1.1 The mediator should clarify her or his independence and impartiality and reveal any relevant relationships.

Would that kind of direction have prompted the mediator in the Hartman case to disclose to the husband her friendship with the wife’s attorney? Would she have recognized this as a “relevant relationship,” even if she did not think it amounted to a conflict of interest? Even if it still would not have guided the Hartman mediator, I appreciate the efforts expended by these mediators to distill the essence of mediator disclosure into a principle that any mediator can follow.

 

 

 

https://universaldisclosureprotocolmediation.com/the-protocol/

 

Confidentiality in Mediation: Tyler v Findling

The Michigan Supreme Court upheld the confidentiality of mediation in a case decided last year, Tyler v Findling. The facts were somewhat unusual; the statement in question was made by one attorney (Mr. Findling) to another attorney, outside the presence of the mediator or the other mediation participants, and it did not concern the substance of the mediation, but rather the competence of another attorney. The attorney whose reputation was questioned, Mr. Tyler, sued for defamation, and the defendant claimed mediation confidentiality to protect his statement. The trial court agreed that MCR 2.412, regarding mediation confidentiality, protected the allegedly defamatory statement; the Court of Appeals reversed, determining, among other things, that Mr. Findling was not a party to the mediation. The Supreme Court interpreted MCR 2.412 broadly to cover this situation as well.

My colleague Lee Hornberger has written an excellent detailed summary of this case as well as of the state of mediation confidentiality in Michigan. It was published recently in the Oakland County Legal News.