An employer who has never signed an arbitration agreement that it has submitted to an employee has always been successful in enforcing the agreement, because the circumstances of the employee`s hiring showed that both parties intended to settle labor disputes, the California Court of Appeals ruled. The dispute over the validity of an arbitration agreement aeded in the context of an unsigned bill of lading. The back of the bill of lading contained a printed arbitration clause. In the bill of lading, it was stated categorically that the distributor was bound by “all conditions, conditions, clauses and exceptions on either side of the covenant, whether typed, printed or otherwise”. . . .