Time Off Really Pays
By Amy Epstein Gluck | | Employee Benefits, Mental Health
Siding With Transgender Employee, Iowa Supreme Court Sidesteps Bostock
By Amy Epstein Gluck | | Discrimination in the Workplace, Sex Discrimination
Managing Mental Health At Work
By Amy Epstein Gluck | | Mental Health
One Employer Sends A Clear Message: We Do Not and Will Not Tolerate Sexual Harassment
By Amy Epstein Gluck | | Discrimination in the Workplace, Sexual Harassment, Workplace Safety
Employer Fails To See ADA Implications Of Its Actions
By Amy Epstein Gluck | | Disabilities and Accommodations (ADA)
Goal: U.S. Women’s Soccer Settles Equal Pay Lawsuit
By Amy Epstein Gluck | | Equal Pay, Sex Discrimination
A Tale of Two (NFL) Brians: Two Employment Lawyers Weigh In On Race Discrimination Lawsuit
By Amy Epstein Gluck | | Race-based Discrimination, Harassment
Antisemitism In the Workplace
By Amy Epstein Gluck | | Bystander Intervention, Race, Religion, and National Origin
New Year, New COVID-19 Guidance For Employers…Again
By Amy Epstein Gluck | | CDC Guidance, Workplace Safety
Making Employees’ Mental Health Disclosures Matter
By Amy Epstein Gluck | | Mental Health
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.
