Lagatree

This appeal presents the question of whether an employee can state a cause of action for wrongful termination in violation of public policy where he was discharged in 1997 for refusing to sign a predispute arbitration agreement requiring that work-related disputes be resolved through binding arbitration. We conclude that the termination did not violate public policy.

Background

In September 1993, plaintiff Donald Lagatree, a legal secretary, commenced temporary employment with the law firm of Keesal, Young & Logan (Keesal Young) in Long Beach. On March 14, 1994, Lagatree became a full-time employee of the firm. Throughout his employment with Keesal Young, Lagatree’s job performance was rated satisfactory or better. He received pay raises and bonuses.

In early June 1997, Keesal Young asked Lagatree to sign an arbitration agreement, which stated: “I agree that any claims arising out of or relating to my employment or the termination of my employment with Keesal, Young & Logan (‘KY&L’) that KY&L may have against me or that I may have against KY&L or its present or former employees or agents shall be resolved by final and binding arbitration .... Notwithstanding the above,…