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

Class Actions: A New Book And Book Review

Every now and then a book about comes along – or at least a book review about the book – that it deserves discussion in a blog. This is true about U.S. District Judge Jed Rakoff’s review in the latest issue of The New York Review of Books of a book authored by Columbia securities…
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Mark of the Beast v. Biometric Scanning

Well, I guess a little timely research now and then can’t hurt. Mea culpa. I wrote last week about religious discrimination and accommodations, and highlighted two “Mark of the Beast” cases.  One was denied review by the Supreme Court, and I said about the other that “as far as I know the case is still…
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Is Weight Bias A Valid Employment Discrimination Claim?

Should weight be a protected class? How about looks?  Is there a bias in the workplace against people who are “overweight?” A newly-filed lawsuit presents us the opportunity to discuss the issue of weight discrimination.  Only one state – Michigan – outlaws weight discrimination in employment (as do a small number of municipalities). According to CBS/Detroit, a…
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New York To Extend Human Right Law To Cover Gender Identity, Transgender Status And Gender Dysphoria

The New York Times reports today that New York’s Governor Cuomo has  announced that he would “direct the State Division of Human Rights to issue regulations that extend protections against discrimination found in a 1945 law [NYS Human Rights Law] to cover gender identity, transgender status and gender dysphoria.” The protections in these regulations would extend to,…
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Can't Find a Job at 50? Is it Ageism Or Just Your Own Fault?

A couple of weeks ago I wrote about an article in the New York Times entitled “To Get A Job At 50, Make Lots Of Friends In Your 40s.” It discussed a new academic study which concluded – surprise! – that people over 50 have a harder and longer time finding work than their younger…
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The Mark Of The Beast Meets The Internal Revenue Code

Religious discrimination cases are dominating headlines – indeed, we are in a period right now where religious rights are frequently being weighed and balanced against other rights, including of course, employers’ rights, in an effort to accommodate religious beliefs — a societal and legal priority. I have often written about what used to be a Title VII…
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What Is A “Vulnerable” Worker? The EEOC Has The Answer For Employers

Protecting “vulnerable” workers is an EEOC priority.  An EEOC press release stated that “Combating discrimination against agricultural workers falls within one of the priorities under the EEOC’s Strategic Enforcement Plan (SEP): protecting immigrant, migrant and other vulnerable workers.” Workers are “vulnerable” to discrimination and harassment for many reasons and in many situation, mostly evidenced by their…
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Hospitals And The ADA: EEOC Playing PR Game To Perfection

Emory University Hospital in Atlanta was just sued by the EEOC under the ADA for denying an employee a two-week leave extension after he had emergency surgery. An EEOC attorney said: “One would expect that a hospital, of all places, would show understanding and fairness toward an employee who had recently had emergency surgery.” No…
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There Are "Too Many Old, Fat, Ugly And Gray-Haired Employees!"

Just when I was through harping about health care facilities being the target of EEOC suits under the Americans With Disabilities Act, along come a couple of new EEOC lawsuits about my next favorite topic to write about: ageist epithets or what I have called “code words” as evidence of age discrimination. I tells ya there…
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Protecting "Vulnerable Workers" Still An EEOC Priority

I wrote many a post in my prior blog about the EEOC’s Strategic Enforcement Plan (“SEP”), which made protecting “vulnerable” workers a priority.  I said before that protecting farm workers, migrant workers, workers in isolated areas, and mentally-challenged Henry’s Turkey workers was something that the EEOC was focusing on.  It still is. But some employers either ignore…
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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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