Older 9th Circuit decisions hold that while statutory employment discrimination claims under Title VII and similar laws are arbitrable, there must be a showing that the employee knowingly waived his right to a jury trial of such claims.  In this decision, the court holds that even if the “knowing waiver” standard is still good law, it was satisfied in this case since the arbitration clause in the employment offer letter expressly mentioned disputes regarding employment and termination of employment, in addition to which the employee signed a FINRA U5 arbitration agreement which was accompanied by a disclosure that employment claims would be subject to FINRA arbitration if both parties so agreed before or after a dispute arose.