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

Are BigLaw(yers) "Born To Run?"

Apologies to the Boss, but BigLaw lawyers were not born to run. . .  they had to be trained – long and hard: — to run the gauntlet of constant testing, competition, prep classes, more testing, no sleeping, more competition, and admissions folks who at first didn’t believe that you were the captain of the body surfing…
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Geriatric Care "Giant" versus Pregnant Nurse: Guess Who Won?

Now, why would a health care company discriminate against a pregnant or disabled employee? Seems to contradict everything that a health care provider is supposed to stand for. Now, why would a health care company discriminate against a pregnant or disabled employee? Seems to contradict everything that a health care provider is supposed to stand for. Seems also to…
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BigLaw: “If this is beginning to sound like the last days of Rome. …”

“This is undoubtedly the last generation for whom the traditional partnership model is the standard.” Wow. This quote is from *a blockbuster blog post ostensibly about lateral transfers in BigLaw but really about the sustainability and future of the BigLaw model in general. The author, Mark Cohen, of Legalmosaic, in analyzing lateral transfers in BigLaw, says…
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You Were Genetically Built To Work Like A Dog, KaBobby!

Here’s one last post for the old year, may it rest in peace.  And it’s a doozy.* (Apology upfront: the employee at issue was allegedly told that he was “genetically built” to work two jobs because of his national origin, not to work like a dog. I took a little poetic license because it sounded…
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The Fox Should Not Run Your Chicken Coop

If there’s one thing that hopefully all employers know by now, it’s that a harassment-free workplace is a product of top-down respect and compliance. Perhaps nothing is more important than a workplace that knows that management “from the top down” will not tolerate harassment of any kind, and will insist on proper and non-discriminatory behavior. …
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Fired For Having A Brain Tumor Or A Seizure, Or Mocked For Being Disabled – Why Does This Happen?

Human nature is sometimes an inscrutable thing. Why do some people – adults! – find it necessary to harass those with disabilities? Is it simple bullying? Or maybe a fear-based projection or displacement or some other defense mechanism? And why treat adversely – like firing – someone who comes forward and says he has a…
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In A Layoff, Be Careful Who You Terminate

“Everyone knows” that employees who are “at will” can be terminated — well, at will.  Except, and a very big “except,” where the anti-discrimination laws apply.  And this blog would be out of business if they didn’t apply to cases often, if not always.    So here is a short post about who not to fire — or…
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Why Can't You Just Let Her Use The Door …

If they would have only let her use the available non-revolving door – but, no, a Georgia managed health care provider (of all people) allegedly refused this accommodation to an employee with a disability which made it traumatic for her to enter revolving doors.  You would think that a health care provider would know better – and be more…
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“Chivalry” Is Not Dead – It Just May Be Considered Sexual Harassment Now

Last year I authored a post in Above The Law in which I mentioned an interview with Manolo Blahnik. Apparently, the modern workplace left him confused. “He shared an increasingly common workplace concern: can I still compliment women at work, or could that be considered sexual harassment?” Manolo bemoaned that “he struggles with knowing what he…
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Ah, The “Mommy Track” At BigLaw – Fast Track To Lower Pay and Marginalization

As you know, we here at FisherBroyles have only wonderful things to say about BigLaw.  Being refugees of BigLaw ourselves, we all loved (among so many other things): … its cutthroat intra-firm competition (what better way to hone necessary legal skills!); … its long hours devoted solely, of course, to client interests and personal/professional development;…
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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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