FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

NASDAQ Requests Diversity In The Boardroom—Because Leadership Matters

Peanut butter and jelly. Spaghetti and meatballs. Sonny and Cher. Diversity and inclusion. Each goes together, and tends to improve the whole. NASDAQ seems to agree. Today, the Securities and Exchange Commission (SEC) will consider NASDAQ’s request to require all of its listed companies to have at least one woman and one “diverse” director, i.e.,…
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Employers Encounter Employee Turkey Travel Plans

How should businesses handle employee travel for Thanksgiving? This is a year unlike any other. We have a worldwide pandemic competing with employees swarming airports to be with their families who live in other states despite guidance from the Centers for Disease Control and Prevention imploring folks not to travel this year. My #emplaw @FisherBroyles…
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Employee in Quarantine? Or Caring For A Child Whose School Is Closed? Calculating FFCRA Leave Can Be Hard.

The U.S. Department of Labor agreed, and decided to make leave times and payment easier to calculate for employers subject to the Families First Coronavirus Response Act (“FFCRA”) with a handy chart. Wait, Do I Have To Provide FFCRA Leave? Don’t know if you, employer, have to comply with FFCRA? Let’s answer these simple questions:…
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Supervisor: “Being Gay Is A Mental Disorder.” Such Comments Do Not Bode Well For An Employer’s Motion for Summary Judgment

Since June, federal law protects employees from discrimination and harassment based on sexual orientation and gender identity. This means that an employer, supervisor, or co-worker may not discriminate or harass an employee because he is gay or is gender non-conforming. If an employee appears to be man, but does not identify as one, that’s his…
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COVID-19 Is Impacting Your Employees’ Mental Health

Are you prepared? Do you have procedures in place to handle the mounting requests for accommodations? While my management side employment practice has always included helping employers navigate their legal obligations to accommodate employees with disabilities under various federal, state, and/or local laws, this one aspect has skyrocketed in recent months. And it’s no wonder.…
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Employers, the CDC Has Updated Their COVID-19 Testing Guidance For Asymptomatic People

The Centers for Disease Control and Prevention (“CDC”) has again updated their testing guidelines. The new language, which you can review here, “clarifies” the recommendations made in August, but to me, it seems to be a rollback.It emphasizes that anyone who has been in contact with an infected person should be tested whether or not…
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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

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.

Amy Gluck Fisher Broyles

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