The trial court did not err in denying a motion to compel arbitration in this case on the ground of unconscionability. The employee was required as a condition of employment to sign the arbitration agreement and a separate confidentiality agreement. The two had to be construed together since they both dealt with resolution of disputes arising out of plaintiff’s employment and were signed the same day. The employer could not avoid the unconscionability by placing all the objectionable terms in a nominally separate agreement on the same subject. The Confidentiality Agreement was substantively unconscionable. Not only did it allow the employer to seek an injunction in court to prevent disclosure of confidential information, which might have been okay on its own, but also provided that the injunction could be issued without bond and without showing irreparable harm–which rendered it non-mutual and unconscionable. Also the agreement forbade the employee from disclosing his pay to others, an unconscionable term that also is illegal (Lab. Code 232) and would have prevented the employee from properly litigating or arbitrating wage claims. The trial court did not abuse its discretion in denying severance to save the arbitration clause.