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

News Flash—Simulating Sex Acts In The Workplace May Lead To Liability

By: Amy Epstein Gluck  I’ve been grappling recently with various scenarios I consider to be “grey areas” as to the presence of a hostile work environment. A somewhat creepy message. Asking out an intern alone. Showing vacation photos while on the beach without a shirt. Taken together, the conduct might rise to the level of “pervasive,”…
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New "Toolkit" Developed To Aid Vulnerable Agricultural Workers

I’ve written a lot about sexual harassment of vulnerable workers – that they are more likely to suffer sexual assault and harassment. Workers are “vulnerable” to discrimination and harassment for many reasons and in many situations, mostly evidenced by their powerlessness and the low status of their jobs. For example, they may fear running afoul…
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Mushroom Farm: The Poison of Sexual Harassment Grows In The Dark

The EEOC says that “[p]rotecting vulnerable workers, including immigrant and migrant workers, and underserved communities from discrimination is one of the Commission’s Strategic Enforcement Plan (SEP) priorities.” What is a “vulnerable worker?” Workers are “vulnerable” to discrimination and harassment for many reasons and in many situations, mostly evidenced by their powerlessness and the low status…
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Bystander Intervention At Work

By: Amy Epstein Gluck I read with interest last night that a well-known billionaire money manager “talked about genitalia” in a well-attended investment conference and about how money managers view obtaining clients like “trying to get into a girl’s pants.” One attendee at the conference was not amused, and he intervened. Boy, did he intervene. This…
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Employers, Can You Fire An Employee For Being Gay or Transgender?

By:  Amy Epstein Gluck We will soon see—at least under federal law. What am I talking about? Tomorrow, October 8, the Supreme Court of the United States (SCOTUS) will do what it does when states and federal courts and agencies are divided on an important issue: it will hear arguments on three cases in order to…
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How To Prevent and Correct Sexual Harassment By Customers

By: Amy Epstein Gluck Employers, we know that you are trying your hardest to prevent sexual (and other unlawful) harassment in your workplace. You’re training your supervisors, employees, and, in many states, even your independent contractors. You have policies, procedures, and a clear reporting and investigation procedure. You are training your workforce, and you have…
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How To Prevent Sexual Harassment In Your Restaurants, Bars, and Stores

By: Amy Epstein Gluck As we continue to counsel clients large and small about how to prevent sexual harassment in this #MeToo era, I recently read about this project, “Not on the Menu,” the brain child of one restaurant owner and her staff during a problem-solving meeting after a customer put his hand up one…
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EEOC to Employers: Ignore Harassment Complaints Based on LGBTQ Status At Your Peril

By: Amy Epstein Gluck The Equal Employment Opportunity Commission (EEOC) recently entered into a consent decree with a Tex-Mex restaurant in Gainesville, Virginia (up to an hour from the DMV—without traffic) settling a lawsuit alleging that restaurant employees, including other servers and kitchen staff, subjected a gay male server to “unwelcome harassing and offensive behavior” that…
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When Equal Pay Audit Results Lead to Retaliation Claims

By Amy Epstein Gluck Equal pay is getting a lot of press these days. Indeed, it seems to be a “Hot HR Topic.” (Yes, that IS a thing! OK, just for employment law nerds.) There’s a federal law requiring employers to provide equal pay for equal work, and, employers should know that most states have…
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Diversity & Inclusion: Making More Than Cosmetic Changes

By: Amy Epstein Gluck One of my favorite cosmetics retailer closed all of its US-based stores today for diversity and inclusion training. The focus? What it means to be a diverse and inclusive workplace. In addition to the one-hour store closures today, the company said it would close its distribution centers and corporate headquarters for trainings…
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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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