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

Nasty Women—Not in the Workplace, Please

By: Amy Epstein Gluck “These nasty women have got to go!” “Who put her in charge?” “Honey, don’t interrupt.” “What a bitch!” We really see it all in the workplace. But you know what nasty women do? They file charges of discrimination with the Equal Employment Opportunity Commission (“EEOC”), the federal agency in charge of enforcing…
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Locker Room Banter Will Get You Fired, and Oh, Wait, It’s Against the Law

By Amy Epstein Gluck Everyone says it. It’s just how guys talk. They’re just words. I didn’t mean anything by it. This is all in good fun, right? No, no, and no. They’re not “just words.” Sexually charged comments or “locker room banter” made by executives, an employee, or supervisor to another employee may subject…
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You Have Too Many Children: If You Get Pregnant You’re Fired!

Yes, this is exactly what a California wholesale distributer of orchids told female employees at staff meetings, according to a new EEOC lawsuit. And more. The employees were also told “not to get pregnant, that they have too many children, and the next person to get pregnant should stay home and consider herself fired.” And,…
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LGBT Corporate Policies—Do Unto Others As You Would Have Done to You (and increase profits while you’re at it)

 By:  Amy Epstein Gluck, FisherBroyles Partner September 21, 2016 — It turns out that not only is treating people equally regardless of their gender identity or sexual preference the right thing to do as a human being, but it can also boost your company’s profitability. That’s right.  Your company may actually profit from being responsible…
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Chalk up one more basket of low hanging fruit for the EEOC

 By Richard Cohen, FisherBroyles Partner A physician-owned hospital in Arkansas was sued by the EEOC for refusing to accommodate a nurse who had a seizure.  She asked “to move to another position that did not involve direct patient care, or, in the alternative, a leave of absence until she could resume her nursing duties.” The hospital’s…
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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.

Gluck Epstein, Amy BW Gray

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