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

Is Switzerland Ready For This?

The United States has yet to endorse equality for people based upon their sexual orientation. Some states and municipalities have done so, and polls show that a majority of Americans support this – but that obviously is not enough. And now the Supreme Court is poised to rule on a case this Spring that will either…
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"Super fun work environment!" (older people need not apply)

Apropos a recent post about words and phrases which subtly-but-not-so-subtly connote that older workers are not wanted, I just read an article which had a short quote from the AARP’s Director of Multicultural outreach and engagement. The article noted that “Subtle words and phrases, like ‘recent college graduate’ and ‘digital native’ are terms … meant to discourage…
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“When Is It Time To Take Granddad’s Car Keys Away?” A Tough Workplace Discussion

We are living longer. And working longer. This is good. And our culture and laws prohibit age discrimination in the workplace. This is also good. However, as an adjunct to that, we must deal with something that no prior generation has had to deal with (at least not as much): “when is it time to take…
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“A Lean And Agile Workforce Wanted!” (Older Folks Need Not Apply)

I’m always interested to see how different words, terms and expressions are used by employers to communicate that “old people need not apply.”  You know – anyone over [fill in the blank]. This is illegal ageism, pure and simple – but the language used can be subtle (sometimes, but not every time, as a brick!). I just read…
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Why Is There Such A Decrease In EEOC Filings? Is This Good?

The EEOC just released its always-interesting yearly breakdown of charges filed and resolved. At the end of every fiscal year, which ends September 30th, the EEOC issues in a press release its “results” with respect to number of cases files and completed, the amount of money recovered for employees, and other stats, and provides a link…
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Waitresses: Vulnerable To Sexual Harassment

Those who harass vulnerable workers are on the EEOC’s radar.  Not a surprise: this is one of the EEOC’s announced priorities.  And who are “vulnerable workers?” The EEOC just announced (like yesterday) a $70,00 settlement with a Florida restaurant franchise.  It was alleged that the owner and manager sexually harassed female employees through unwelcome touching, stalking, and sexual comments.…
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If You Were A Health Provider Named “Mercy” or “Dignity” Would You Discriminate Against A Blind Employee And One With MS?

Unless you read this blog, you would think that “you can’t make this stuff up!” Readers: you know better. How long have I been flogging health care providers with the notion that the EEOC finds them easy pickins’ when it comes to discrimination against employees with disabilities and those who are pregnant? Think of it…
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“Stay Away If You Are Old" Church Tells Congregation Looking To Attract Young People

Yep, you read that correctly. “A struggling Minnesota church is asking its older parishioners to leave in hopes of making it more attractive to young families.” Huh? I guess this place believes that older people turn off younger people. Is this a religious tenet, or just personal ageism? This is not an employment-related story, but…
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No "N-Word," But A Noose: Brevity Is The Soul Of Witlessness

Two racial harassment cases were just settled by the EEOC and the only thing of real note to me is that the N-word apparently was not used.  This is an exception in these cases, of course. Racial animus still rears its ugly head in the workplace, as these cases evidence.   I try to post about every…
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“Ethical Veganism” Declared Covered By Employment Anti-Discrimination Law!

Well, not in the US.  At least, not yet. Progress, as many believe, might be measured by who gets protected in the workplace under the anti-discrimination laws, such as (without limitation), Title VII, the ADA or the ADEA.  That is, among other things, which classes of people, or which people who possess what characteristics, or which…
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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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