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As judicial caseloads have risen, arbitration and other forms of alternative dispute resolution have become popular, especially as methods for the resolution of employer-employee disputes.' In an attempt to lessen litigation expenses and speed up the resolution of disputes, employers and employees have moved away from litigation and toward predispute mandatory arbitration agreements.2 With the recent expansion of statutory protection against discrimination in the workplace, discrimination claims will place even more pressure on already crowded court dockets, further intensifying the trend toward finding alternatives to litigation.3 However, despite the wide-ranging use of binding commercial arbitration, federal courts traditionally refused to enforce agreements mandating the arbitration of statutory employment dis-

Arbitrating Statutory Rights in the Union Setting: Breaking the Collective Interest Problem without Damaging Labor Relations