Certification Overview
What problem what we solving?
Mandatory arbitration clauses within employment agreements prevent employees from suing theiremployers in court for any number of workplace disputes (and in many cases all workplace disputes),from discrimination and sexual harassment to wage theft and wrongful termination, all in the nameof efficiency and finality.
In most cases, employees are not even aware of mandatory arbitration clauses, which preventindividuals from having their case presented in front of a judge and instead force them in front of athird-party arbitrator. Though this arbitrator is meant to be independent and objective, they oftenhave a financial incentive to rule in favor of the company so they can gain a repeat customer. Further,these proceedings are not public record, not subject to judicial review, limit discovery, and generallygive companies much more leeway to take advantage of employees.
Our Solution - AG Certification
AG Certification is the first employment agreement rating system in the world designed to stop thepractice of harmful mandatory arbitration clauses and create fair and equitable workplaces.
AG Certification is for all types of organizations. Whether you’re a startup, non-profit, or largeenterprise, by becoming AG Certified, you can demonstrate your organization’s commitment to youremployees, elevate your brand and bolster your ability to recruit and retain talent.
Learn how to get started with the AG Guide to Certification: Guide to Agreement Grade Certification
Why should your company get certified?
Bolsters Company Culture
- Implementing new employment policies can be tough. People may complain about needing to sign yet another agreement. However, the minor annoyances are worth the ultimate outcome. When it comes to building a trusting and employee-first culture, the sooner distasteful employment practices are put to rest, the easier it will be to scale and hire the best and brightest employees. There is no better brand marketer than a happy, loyal employee who can’t wait to tell their family and friends what makes their company the best place to work for.
Improves Employee Hiring
- The “Best Companies to Work” lists aren’t always going to have criteria based on the often falsely portrayed values, mission statements, and other surface level headlines. While some are starting to look at the health insurance offering, do you provide career training, how much PTO do you offer, is their maternity/paternity leave, revenue growth, innovation, number of snack rooms, etc., we know actions speak louder than words and companies are starting to be judged on how satisfactory their employment policies are, the amount of maternity/paternity leave and PTO that is actually being taken (not offered), equal pay among genders, races, sexual orientation, etc., diversity amongst their boards, executive teams, and employees.
- You are already seeing this rapid transformation taking place and the companies that don’t act swiftly will be left behind, as we’ve already seen with many large, successful companies who have become the “unsinkable” Titantics of their era.
- The majority of the companies on the “Best Place to Work” are wearing a veil that is getting thinner and thinner as time passes. As the Information Age continues to rapidly expand, these companies will be exposed and the employee turnover will absolutely cripple them if not end them completely as the best employees flock to the truly employee-first organizations.
Puts Competitors on thier Heels
- When most companies think about competitive differentiators they’re thinking about the product, service, or solution they’re providing and how their features, functionality, pricing, etc. compare to that of their competitions.
- However, while organizations are more regularly boasting about new trendy work perks (unlimited PTO, food trucks, beer kegs, etc.), today’s organizations aren’t leveraging one of the biggest opportunities of the decade… differentiating their employment agreements. Sure, no one ever expects to be in a situation where they need to exercise their legal rights but would you rather work for a company that recognizes and supports your Constitutional Rights or the competitor that doesn’t?!
- Just like when adding a highly sought after product feature, when you become AGC your competitors will be forced to follow your footsteps and do the same to move towards parity. However, adding a new product feature doesn’t happen overnight which is also the case when modifying your standard employment agreement.
- This will give your organization a six to twelve month headstart on the competition and will be one of the smartest decisions a CEO could make in today’s socially driven landscape.
- As these issues continue to get more attention in the limelight, we will continue seeing the best and brightest employees choosing to work for those who protect and respect their human rights the most.
- It’s never a bad time to jump on competitive advantages and start yelling about it from the rooftops.
The Right Thing To Do
- Imagine being sexually harassed on the job and being silenced from ever talking about it. Imagine facing such a toxic workplace and confidentially complaining about it, only to hear rumors spread about you and being told all you can do is arbitrate in secret. Oh, and the outcome of that arbitration will likely result in you being involuntarily forced out of our job and your profession.
- Do you want your legacy as a leader within your organization to be tainted, or do you want to be known as the innovative, early adopter that made a difference and impacted the company in positive ways outside of the bottom line?
- This change is happening with or without you onboard. This is your invitation and opportunity to align yourself on the right side of history. Be the change the system needs and transform the workplace by making it safer and more equitable for everyone.
