In Grasser v. United HealthCare Corp., 343 N.J.Super. 241, 247, 778 A.2d 521 (App.Div.2001), the Court applied the specificity of waiver rule mandated by Alamo, Quigley, and Garfinkel, and concluded that the language of the arbitration agreement was as nonspecific as the language in these three cases. In Grasser, the arbitration provision did not mention arbitration of LAD claims or arbitration under comparable federal anti-discrimination laws. Ibid. Additionally, the waiver did not "provide that the employee agreed to arbitrate all statutory claims arising out of the employment relationship or its termination." Id. at 251, 778 A.2d 521.