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

No Such Thing As A Free Lunch When It Comes to Sexual Harassment

Ignoring a female employee’s complaints that a male co-worker referred to her as “lunch” and simulated sex acts can draw scrutiny from the Equal Employment Opportunity Commission (EEOC). The EEOC reported that Lowe’s would pay $700,000 to settle a discrimination lawsuit that the EEOC filed in the U.S. District Court of Arizona just a few…
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Employers Shouldn’t Monkey Around When It Comes To MonkeyPox

What do employers need to think about when it comes to monkeypox? Declared as a public health emergency earlier this month, I can see the collective thought bubble in the minds of employers when they contact employment counsel to discuss a plan of action when it comes to monkeypox: “here we go again.” In the…
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New York Sexual Harassment Prevention Measures Mean Business

Hey New York employers! It’s been a minute since we’ve discussed the extensive sexual harassment prevention measures that New York State has implemented. I have updates. Earlier this year, New York Governor Kathy Hochul signed into law an amendment to the New York State Human Rights Law requiring that the New York State Division of…
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One Employer Sends A Clear Message: We Do Not and Will Not Tolerate Sexual Harassment

Anti-harassment, -discrimination, and -retaliation policies and procedures are not just for show. These policies and procedures must be clear, strong, and, most important, followed. And the tone is set at the top. Leaders that ignore their companies’ own anti-harassment procedures send the message that the company culture tolerates sexual harassment (and other forms). CEO Karen…
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Employers May Not Want To Judge A Book By Their Cover

Growing up, my mom always taught my brother and me: never judge a book by its cover. Looks may be deceiving. Give people a chance. It’s sage advice. Employers who fail to heed this common-sense advice may risk a federal discrimination lawsuit, as the City of Boise, Idaho is discovering. After a favorable determination—finding probable…
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Advancing Equity and Inclusivity At Work Requires Eradicating Inequity and Harassment

The federal government, the nation’s largest employer, continues to take steps to shape its organizational culture in a way that promotes equity, diversity, and inclusivity while preventing unlawful harassment. On June 25, 2021, the White House released an executive order, which includes a strategic plan to address employment discrimination and workplace harassment, including sexual harassment,…
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Fire Department In Flames With Discrimination and Retaliation Claims

Quite often, retaliation claims bite employers in the backside rather than employees’ underlying claims for sexual or race-based harassment and other forms of discrimination. That’s what I was thinking as I read about a complaint filed last month against the Hillsboro government and chiefs at the Hillsboro Fire & Rescue Department. Three current employees allege…
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Sexual Harassment—Allegations of A Hostile Work Environment With A Side of Quid Pro Quo

If you thought sexual harassment abated during COVID-19, think again. The Equal Employment Opportunity Commission (EEOC) continues to follow its strategic plan and filed suit this week against one Virginia-based company that owns several IHOP franchises for a manager’s alleged sexual harassment of female employees. Particularly notable, several of the female employees are teenagers. Specifically,…
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Gender Equity Takes Priority In The Office

The Oval Office, that is. The White House is establishing a Gender Equity Council that will permeate every level of government. You see, the Gender Policy Council will not be a siloed group working on gender priorities, such as the pay gap, sexual harassment, and child care, in a vacuum. In other words, it won’t…
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Supervisor: “Being Gay Is A Mental Disorder.” Such Comments Do Not Bode Well For An Employer’s Motion for Summary Judgment

Since June, federal law protects employees from discrimination and harassment based on sexual orientation and gender identity. This means that an employer, supervisor, or co-worker may not discriminate or harass an employee because he is gay or is gender non-conforming. If an employee appears to be man, but does not identify as one, that’s his…
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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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