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

EEOC's New Accommodation For Those Who Are Deaf

My last post a few days ago dealt with deafness and reasonable accommodation under the ADA. Coincidentally (and illustrating the fact that reasonable accommodations for those who are deaf do, in fact, exist), the EEOC just announced that it is “launching a new service that will enable individuals who are deaf and hard of hearing whose…
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Deafness And Reasonable Accommodation

A newly filed lawsuit gives me the opportunity to discuss — once again – the Americans with Disabilities Act (“ADA”), deafness as a disability, and the requirement of “reasonable accommodations.” What Is “Reasonable Accommodations?” The ADA provides that an employer has impermissibly discriminated against an employee claiming a disability where the employer has not made…
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“Better Decisions Come From Diversity”

Who would ever have thought that the title quote of this blog came from the mouth of a private equity CEO! In an article in today’s New York Times entitled “Pursuing Gender Equality as a Competitive Advantage,” written by Leslie Picker, she notes (quite correctly) that there has been a “sluggish grind toward gender equality…
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Are Workplace Anti-Bullying Laws Desirable?

Workplace bullying is a problem — a big problem.  For both employees and employers.  But neither the US nor any state has done anything about it. Back in July 2014, I did a post on my old blog about workplace bullying and whether there should be laws prohibiting it.  I said that “If you take out the…
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Vulnerable Workers Win Settlement Against Hamptons Employer

The EEOC has just announced another case settled involving “vulnerable” workers – right here in New York’s summer playground for the global super-wealthy. The settlement – for $582,000 – resolved a sexual harassment lawsuit by eight women against a commercial laundry service in the swanky Hamptons. In an October post, I noted that one of the…
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“Yes Virginia, There Is …”

In the spirit of the season, to paraphrase a nineteenth century newspaper quote which became a cultural maxim, “Yes Virginia, there is such a thing as ‘beauty bias.’” On November 9th I did a post which I entitled “Beauty Bias” Should Looks Be a Protected Category?” and gave a shout out to Julia Baird, the author…
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EEOC Releases Report On Annual Achievements

The EEOC just released its annual “Performance and Accountability Report” which “record[s] results in its enforcement efforts during fiscal year 2015, which ended Sept. 30.” The EEOC stated that it “continued to implement its Strategic Plan for Fiscal Years 2012-2016, which the Office of Management and Budget authorized the Commission to extend through fiscal year 2018,…
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Has The EEOC Found Another Easy Target?

“Religious discrimination,” I noted in my post of September 14th, “formerly a backwater of discrimination law, has shot to the forefront in recent years.   Public policy and the expansion of the reach of Title VII meet claims of religious discrimination.   The political/legal struggles will likely take a while to resolve, if at all.”  I said that…
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Alright – So I Like Beating Dead Horses!

I said that I wouldn’t do it anymore, but I can’t help it. So I like beating dead horses. The dead horse in question? The never-ending EEOC lawsuits filed under the ADA which target medical or health care providers. When I wrote recently about three new such lawsuits filed by the EEOC, I quoted an…
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Employers May Not Bar Pregnant Employees From Work Because Of Outdated Myths Or Stereotypes

Two months ago I did a post called “The ADA: No Employment Decisions Based Upon Fears, Myths and Stereotypes.” I wrote about an ADA case and commented that “Now is as good a time as any to come back to the issue of employers claiming to base adverse employment decisions upon the ‘best interests of the…
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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

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