FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Employee-Friendly California Provides Specific Guidance to Employers About Leave and Pay Related To COVID-19

By: Amy Epstein Gluck On March 5, 2020, in a FisherBroyles client alert, I provided some answers to several pressing general questions that employers might have about managing their workforce during this turbulent time. If you missed the alert, you can read it here. If we know one thing about this Coronavirus or COVID-19, we…
Read More

A Harasser for All Seasons

Now here’s a manager who seemingly has no issue with harassing women, African Americans and foreign-born employees. And now the company, an Ithaca, N.Y. manufacturer, is settling the EEOC’s case which alleged sex, race and national origin discrimination, for $93,000. Nothing seemed beneath him: as the EEOC claimed, a noose for the only black employee (a…
Read More

Carving Out An Enforceable Noncompete In The 4th Circuit

By: Amy Epstein Gluck Employers having trouble enforcing their noncompetes may have a better chance in the United States Court of Appeals for the Fourth Circuit—at least in Maryland—by adopting a more novel approach: condition the noncompete on the receipt of incentive payments pursuant to a clear incentive plan with defined goals, instead of relying…
Read More

Is one “N-word" severe enough to constitute a hostile work environment? A reader adds A surprising twist

Almost four years ago, I posted a piece asking how many how many times an African-American employee must endure the sight of a hanging noose, or suffer other crude and offensive racial or other epithets, for the situation to become a hostile work environment and racial harassment. The question was: is one “N-word” sufficiently severe?…
Read More

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…
Read More

"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…
Read More

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

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.

Amy Gluck Fisher Broyles

Blog Categories