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

Medical Marijuana and the Workplace—What Employers Want to Know

By:  Amy Epstein Gluck So, a couple of weeks ago, I spoke at the Cannabis Law Summit about marijuana in the workplace to a room full of industry experts. I did so for two reasons: First, business owners, CEOs, and HR departments are asking about how they should contend with employees who take medical marijuana…
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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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New York Employers—Get Ready, Get Set, Go!

By:  Amy Epstein Gluck Last month, both New York State (NYS) and New York City (NYC) passed eleven (11!!) bills requiring private employers with more than fifteen (15) employees to provide greater protections against sexual harassment in their workplaces. Back in February, my partner Rich Cohen wrote that New York City may soon require private employers…
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Employee or Independent Contractor? That Is the Question

By: Amy Epstein Gluck Big news from California! Yesterday, the Supreme Court of California issued its long-anticipated ruling in Dynamex Operations West, Inc. v. Superior Court, S222732. This was breaking news for members of the gig economy (not just a buzzword—the “gig economy” refers to the increased tendency for businesses to hire independent contractors and…
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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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He Said/She Said-Making Informed Business Decisions in the #MeToo Era

By: Amy Epstein Gluck The #MeToo Movement shows no signs of slowing. Now, more than any other time, companies are galvanized to prevent or, if prevention fails, to correct unlawful harassment where they find it. You Are Doing Everything Right! Right? You, Employer (including you, start-ups!), have your clear anti-harassment policy with definitions, examples, complaint,…
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“'The Weinstein Effect'” on Holiday Parties—No Booze? What A Snooze!

By: Amy Epstein Gluck Human Resources Departments are wringing their proverbial hands this month about the company holiday party. Open bar? No bar? Drinks tickets? Like, 2 per person. No party at all? What to do, what to do. In this article, WaPo features reporter Lavanya Ramanathan writes about these considerations that companies, particularly their…
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Sexual Harassment Prevention 101

It has been quite a year in employment law! The exposure and explosive aftermath of the Harvey Weinstein sexual harassment scandal opened the floodgates for sexual harassment claims, which rippled across industries and workplaces with employers reevaluating their policies and committing to end such treatment. However, we see that confusion remains about what actually constitutes…
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Performance Ratings Conditioned Upon After-Work Social Events Attendance

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…
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“The Linchpin” For Businesses: Your HR Department

By: Amy Epstein Gluck “A good HR office is the linchpin for an employer’s effective system for learning about harassment and then responding quickly and effectively,” said Chai Feldblum, commissioner of the Equal Employment Opportunity Commission (“EEOC”), the agency that enforces federal workplace discrimination laws, including Title VII of the Civil Rights Act of 1964…
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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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