Employer Update: Minimizing Gender Bias and Eradicating Sexual Harassment
By Amy Epstein Gluck | | Discrimination in the Workplace, Diversity and Inclusion, Sex Discrimination, Sexual Harassment
By Amy Epstein Gluck So how do we even attempt to clear up this mess in the workplace, the “bro clubs,” and other “hotbeds” of sexual harassment saturating the media recently, and which we talked about here? Behaviors need to change—ok, there’s no doubt about that. You can consider some recent lists—treat the women you…
Read More Oh Harvey! We’ll Need a Memo to the File
By Amy Epstein Gluck | | Abuse in the Workplace, Discrimination in the Workplace, Retaliation, Sexual Harassment
By Amy Epstein Gluck Until last Thursday, the name Harvey Weinstein evoked popular culture of the 1990’s and 2000’s. Weinstein is the producer who gave us beautiful, lyrical films like The English Patient and Chocolat. He made groundbreaking movies like Good Will Hunting, Pulp Fiction (personally, my favorite soundtrack), and Carol, and produced the popular…
Read More The Hostess With The Mostest? Not Exactly.
By Amy Epstein Gluck | | Abuse in the Workplace, Discrimination in the Workplace, Sex Discrimination, Sexual Harassment
By: Amy Epstein Gluck Last Friday, on September 29, the EEOC filed a lawsuit against a restaurant in Virginia alleging that the restaurant violated federal law by subjecting an 18-year-old female employee to a sexually hostile work environment and retaliating against her by reducing her hours when she complained about the alleged harassment. The complaint…
Read More Performance Ratings Conditioned Upon After-Work Social Events Attendance
By Amy Epstein Gluck | | Discrimination in the Workplace, EEOC, General Employer Guidance
By: Amy Epstein Gluck Back in July, I talked to Washington Post columnist Karla Miller, who writes an excellent Sunday column called @workadvice for WaPo’s weekly Magazine. The subject of our chat: a letter writer (“LW”) inquired about the legality of a company’s implementation of an appraisal system that included ratings for attendance at corporate…
Read More The ADA’s Interactive Process—Not “One and Done”
By Amy Epstein Gluck | | Accommodation of Disabilities, Disabilities and Accommodations (ADA), EEOC
By: Amy Epstein Gluck “I provided medical leave for Joe Schmoe [or Sally Jessie]. Aren’t I done? Haven’t I complied with the law?” Sometimes yes, and sometimes no. Yesterday, the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the federal anti-discrimination laws, announced a large (i.e., six figures) monetary settlement against an employer—a…
Read More Is It Ok For A Supervisor to Ask A Subordinate To Cook For Him In the Nude? Not So Much.
By Amy Epstein Gluck | | EEOC, Sex Discrimination, Sexual Harassment
By: Amy Epstein Gluck Is it Ok for a company’s Human Resources (“HR”) department to respond to said subordinate employee’s complaint of being asked to cook in the nude for her supervisor “oh that’s just the way he is”? I think not. A Charlotte newspaper recently reported about a lawsuit filed against a company where…
Read More Good for Google—Taking Corrective Action Against Sex Stereotyping
By Amy Epstein Gluck | | Sex Discrimination, Stereotype
By Amy Epstein Gluck Reminiscent of Jerry Maguire’s mission statement (“The Things We Think and Do Not Say”) and subsequent firing, it has been widely reported today that Google fired an employee for his “manifesto,” which purported to explain why women are not suited to working in the tech industry and/or why men are more…
Read More A "Plan” to Combat Sexual Harassment in Silicon Valley
By Amy Epstein Gluck | | Discrimination in the Workplace, EEOC, Sexual Harassment
By: Amy Epstein Gluck Entrepreneur Meena Harris, founder of the “Phenomenal Woman Action Campaign,” has a plan for the sexual harassment allegations pervading Silicon Valley companies. As Ms. Harris wrote here, industry leaders have begun to highlight sexual harassment as an issue that the tech community must grapple with and solve. And she thinks this position must…
Read More Kudos To G.E. As It Strives to “Balance the Equation” With Women
By Amy Epstein Gluck | | Discrimination in the Workplace, Diversity and Inclusion, Sex Discrimination, Stereotype
By: Amy Epstein Gluck Though I felt I was scaling mountains in Honors Bio during my sophomore year in high school and during six months of balancing equations, General Electric’s plan to “balance the equation” makes perfect sense to me…and likely to others. This year, General Electric, the science, technology, and engineering industry giant, revealed…
Read More First Transgender Suit Permitted to Proceed Under the ADA
By Amy Epstein Gluck | | Disabilities and Accommodations (ADA), LGBTQ+
By Amy Epstein Gluck While courts and states remain divided about whether “sex discrimination” includes discrimination against transgender people under Title VII of the Civil Rights Act of 1964, a new cause of action has emerged to protect the rights of transgender people: violation of the Americans with Disabilities Act (“ADA”). As my partner Rich…
Read More 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.
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.
