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

Failing To Provide Accommodations for Mental Health Issues Comes At A Price

By: Amy Epstein Gluck Employers must catch on: mental illness is prevalent in our workplaces. According to the National Alliance on Mental Illness (NAMI), approximately 1 in 5 adults —43.8 million, or 18.5%—experiences mental illness in a given year, and of those adults, about 1 in 25 adults in the U.S.—9.8 million, or 4.0%—experiences a serious mental illness…
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HR: Do Not Delay When Designating Leave Under the FMLA

By Amy Epstein Gluck As readers of this blog know, I don’t wade into FMLA territory. I leave that for my employment law partner Eric Meyer or to FMLA guru, Jeff Nowak at FMLA Insights. However, a wonderful bout of insomnia early this morning has me on the computer and my third cup of coffee by 7…
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Job Applicants and the ADA

By Amy Epstein Gluck Does the Americans With Disabilities Act (ADA) apply to job applicants as well as employees? Yes, indeed! One employer, an international customer service support provider for electronic devices in Nashville, Tennessee, just learned this lesson as it paid up $50K in a settlement with the Equal Employment Opportunity Commission (EEOC) for rejecting a…
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Opposition and Retaliation—Key Components of Laws Like Title VII and the ADA

By Amy Epstein Gluck Yesterday, the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the federal anti-discrimination and anti-harassment laws, sued a Maryland-based employer for terminating a director because she spoke out against what she believed was disability discrimination perpetuated against her subordinate employee. The director complained to the HR Department of her…
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The Missing Link? NO! The Causal Link Needed to Prove Pretext of Discrimination

By: Amy Epstein Gluck Here’s an interesting decision for employers that caught my eye this morning, which illustrates a significant aspect of employment discrimination litigation—there must be a nexus, a link, nay a causal link between the alleged discrimination and the adverse decision. Facts of One Case Discussing this Causal Link An employer, a battery…
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Reminder—Destigmatization of Mental Illness In The Workplace

By:  Amy Epstein Gluck There is a lot of talk these days about diversity and inclusion. And about accommodating those with disabilities. Remember: providing accommodations applies to employees with mental impairments too. Recently, the US Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the anti-discrimination laws, has reminded employers about the significance of…
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How Not to Handle an ADA Accommodation Request

We have a special treat for you today—a guest blogger! Rich and I welcome our employee benefits partner Gary Lawson’s article to this Blog— By: Gary Lawson Whether or not your business has employees within the boundaries of the federal  6th Circuit (Kentucky, Michigan, Ohio, and Tennessee), there are some important lessons employers should learn from…
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The ADA’s Interactive Process—Not “One and Done”

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…
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First Transgender Suit Permitted to Proceed Under the ADA

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…
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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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