(No. 97-889); see Gardner-Denver, 415 U.S. at 51-52, 59-60, 94 S.Ct. 1011. The majority of our sister circuits have held that collective bargaining agreements do not waive an individual employee’s right to sue for statutory discrimination claims. See Penny v. United Parcel Serv., 128 F.3d 408, 414 (6th Cir.1997); Brisentine v. Stone & Webster Eng’g Corp., 117 F.3d 519, 526-27 (11th Cir.1997); Pryner v. Tractor Supply Co., 109 F.3d 354, 363 (7th Cir.), cert. denied, - U.S. -, 118 S.Ct. 295, 139 L.Ed.2d 227 (1997); Varner v. National Super Markets, Inc., 94 F.3d 1209, 1213 (8th Cir.1996), cert. denied, -U.S. -, 117 S.Ct. 946, 136 L.Ed.2d 835 (1997); Tran v. Tran, 54 F.3d 115, 117 (2d Cir.1995). But see, Austin v. Owens-Brockway Glass Container, Inc., 78 F.3d 875, 885 (4th Cir.1996) (<HOLDING>), cert. denied, -U.S. -, 117 S.Ct. 432, 136
holding that an employee may sue for breach of a collective bargaining agreement without the union holding that a collective bargaining agreement to arbitrate is binding upon individual employees even when dispute involves federal cause of action holding that a procedure established by collective bargaining agreement was the exclusive process available to employees where the dispute was grievable holding that a debtorinpossession could reject a collective bargaining agreement holding the plain language of the collective bargaining agreement did not manifest an intent to require trustees to arbitrate contribution claims