Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

No Such Thing As A Free Lunch When It Comes to Sexual Harassment

Ignoring a female employee’s complaints that a male co-worker referred to her as “lunch” and simulated sex acts can draw scrutiny from the Equal Employment Opportunity Commission (EEOC). The EEOC reported that Lowe’s would pay $700,000 to settle a discrimination lawsuit that the EEOC filed in the U.S. District Court of Arizona just a few…
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Employers, Managers, I Implore You…Document Performance and/or Conduct Issues Before Terminating That Employee

The cost of not doing so is waayyyy higher than the time it takes to document a problem with an employee. This particular topic is a favorite of mine. In fact, I have a deck I use to train managers and supervisors called “The Power of Documentation,” and in my head, when I say the…
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Employers Shouldn’t Monkey Around When It Comes To MonkeyPox

What do employers need to think about when it comes to monkeypox? Declared as a public health emergency earlier this month, I can see the collective thought bubble in the minds of employers when they contact employment counsel to discuss a plan of action when it comes to monkeypox: “here we go again.” In the…
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New York Sexual Harassment Prevention Measures Mean Business

Hey New York employers! It’s been a minute since we’ve discussed the extensive sexual harassment prevention measures that New York State has implemented. I have updates. Earlier this year, New York Governor Kathy Hochul signed into law an amendment to the New York State Human Rights Law requiring that the New York State Division of…
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Employers, Here’s New EEOC Pandemic Guidance About COVID-19 Testing

They say two heads are better than one. Thankfully, I have the benefit of multiple excellent brains within the employment group at FisherBroyles, including my law partner Gordon Berger. Gordon not only informed me that yesterday, the Equal Employment Opportunity Commission (EEOC) updated its COVID-19 pandemic guidance, but he sent a summary of the new guidance…
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Explaining Some Employment Implications of Overturning Roe v. Wade

The Supreme Court of the United States (SCOTUS) ruling that overturned Roe v. Wade on June 24, 2022 poses countless legal questions and presents serious challenges for stakeholders, including employers. What does employment law have to do with abortion rights, you might ask. Well, I’ll tell you, and I’ll tell you something else: the ramifications…
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“Let’s Just Hire An Intern… .” Employers, It’s Not That Simple

Few unpaid internships comply with the Fair Labor Standards Act (FLSA), yet they seem to be ubiquitous. One study cited one million unpaid internships per year, according to an estimate from the Center for Research on College-Workforce Transitions at the University of Wisconsin-Madison. “First, there’s the baseline expectation of paying your dues, rather than being paid for…
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The OFCCP Reminds Federal Contractors and Subs Of LGBTQI+ Obligations

The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) reminds federal contractors and subcontractors that it strives to ensure that LGBTQI+ workers are not the subject of discrimination and that federal contractors advance equal employment opportunity. The OFCCP is the agency that “protects the rights of employees and job applicants of companies…
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Employers, the EEOC Is Watching How You Treat Pregnant Employees And Applicants

This is not news. Or at least it should not be. And yet. The Equal Employment Opportunity Commission (the “EEOC“), the federal agency that enforces the federal anti-discrimination laws, announced that it settled a claim with a Louisiana restaurant that admitted it violated federal law when a restaurant manager fired and then later refused to…
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When Employees Request Leave For Mental Health Conditions

HR Pros can breathe a sigh of relief. The United States Department of Labor (DOL) dropped some new mental health resources for employers grappling with providing leave as a reasonable accommodation for an employee’s (or their family member’s) mental health condition. I and every other employment blogger is posting about this today, but…it’s too good…
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AMY EPSTEIN GLUCK
Amy Epstein Gluck has represented individuals and corporate clients in Virginia, Washington, D.C., and various federal district courts for more than twenty years. Ms. Epstein Gluck’s current practice areas include employment law—advising on and drafting employment agreements; handling employment negotiations, severance agreements, noncompete and nondisclosure agreements, “wrongful terminations” and other EEO matters; representation at the EEOC level; advising employers about discrimination laws and how to remain in compliance, and employment negotiations.

Gluck Epstein, Amy BW Gray

RICHARD COHEN
Richard Cohen has litigated and arbitrated complex corporate, commercial and employment disputes for more than 35 years, and is a trusted advisor to business owners and in-house counsel both in the United States and internationally. His clients have included Fortune 100 companies, domestic and foreign commercial and investment banks, Pacific-rim corporations and real estate development companies, as well as start-up businesses throughout the United States.

Richard Cohen Fisher Broyles

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