In the case of Epic Systems Corporation vs. Jacob Lewis it concludes with the district court denying Epic Systems Corp.'s motion to dismiss Jacob Lewis' complaint as the corporation cited the waiver clause of its arbitration agreement. The courts decided the waiver to be unenforceable for violating the rights of employees to engage in "concerted activities." The courts made the correct decision because a company's arbitration agreement is unenforceable if they show illegality. An arbitration agreement can not trump the rights of employees protected by the National Labor Relations Act. Usually, a court must base decisions on a case-by-case stare decisis, therefore if an arbitration agreement was waivered, it should be acknowledged first in the court unless proven illegality. The arbitration agreement of any company should not violate any right protected by the National Labor Relations Act. The courts were correct by deciding based on what was done in the past on similar case situations. The United States Court of appeals added the arbitration agreement was unenforceable under "the savings clause of the Federal Arbitration Act." The courts also decided that employees could enforce arbitration agreements on their employees which was wrong. Arbitration agreements force an employee to waive certain rights and serves as a contract in which the employee agrees to settle out of court, through arbitration. The court was also wrong for making the decision with such a narrow margin of 5-4. There could have been a chosen 10th justice decision to widen the margin for justice votes. If I was the 10th justice I would vote in concurrence with the court because this arbitration agreement by Epic Systems Corporation has shown illegality by violating employee rights protected by the National Relations Act. I would vote in dissent toward the Supreme Court of the United States deciding to enforce arbitration agreements in businesses. I disagree with this being that I work for a company that forced its employees to sign arbitration agreements agreeing to be paid less than the state's minimum wage requirement. From personal experience, these agreements limit your rights already protected by the National Labor Relations Act but benefits the company only. I disagree with enforcing these agreements.