At least since 1925, when the Federal Arbitration Act (FAA) was enacted, arbitration has been considered a favored method of dispute resolution. Consistent with this view, many employers have developed alternative dispute resolution programs for their workforces that include pre-dispute arbitration agreements. Many of these agreements contain class action waivers that require claims to be arbitrated individually and not on a class basis. While employers should continue to consider the salient advantages of using such arbitration agreements, a number of recent developments suggest that a more fulsome evaluation is warranted. This article tracks some of the more significant developments and summarizes the "pros and cons" employers should consider regarding their dispute resolution programs.