“Ethical Veganism” Declared Covered By Employment Anti-Discrimination Law!
By Richard Cohen |
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…
Read More You Were Genetically Built To Work Like A Dog, KaBobby!
By Richard Cohen |
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…
Read More Fired For Having A Brain Tumor Or A Seizure, Or Mocked For Being Disabled – Why Does This Happen?
By Richard Cohen |
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…
Read More Employers, Retaliating Against An Employee Who Discloses a Disability Is a Sure Way To Get Sued
By Amy Epstein Gluck |
By: Amy Epstein Gluck Let’s start with this fun fact: retaliation is the most frequently filed discrimination claim. Need proof? I’ll provide some statistics from the U.S. Equal Employment Opportunity Commission (EEOC): Fiscal Year (FY) 2018 data shows that retaliation continued to be the most frequently filed charge filed; retaliation charges comprised 51.6% of all charges…
Read More How Do We Destigmatize and Accommodate Mental Health Impairments In The Workplace?
By Amy Epstein Gluck |
In honor of #mentalhealth awareness day, I remind you: There is a lot of talk these days about diversity and inclusion. And about accommodating those with disabilities. Remember: providing accommodations applies to employees with mental impairments too. Recently, the US Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the anti-discrimination laws, has reminded…
Read More How Can Employers Recognize Signs of Impending Workplace Violence?
By Amy Epstein Gluck |
By Amy Epstein Gluck They can’t, entirely. But let’s discuss this. Late last week and over this weekend, I, along with the rest of the country I’m sure, read about the horrific events that occurred in a municipal building in Virginia Beach. There, a “disgruntled employee” opened fire at his workplace and murdered twelve colleagues.…
Read More Iron Throne or Boardroom—Leadership Matters
By Amy Epstein Gluck |
By: Amy Epstein Gluck Who will rule Westeros? Or, in employment-speak, who will become the CEO of Westeros? So, I love Game of Thrones. I really love it, and the last two years have been kind of brutal waiting for the start of the very last season. But it’s here, and it’s tonight. TONIGHT. And this…
Read More Disabled Employees and Harassing Coworkers: Significant New Decision
By Richard Cohen |
Well, it took a while but the federal circuit appeals court in NY just joined it “sister circuits” and held that “hostile work environment claims are cognizable under the ADA.” What does this mean? Title VII provides that it “shall be an unlawful employment practice for an employer to fail or refuse to hire or to…
Read More Vet With Service Dog Denied Employment: Was Company Asking The EEOC To Sue It?
By Richard Cohen |
There appears to be a new category of cases where the EEOC may be targeting employers who discriminate: veterans with disabilities. Why? The employers are easy targets. You know: “low hanging fruit.” I already posted last week about the EEOC going after “fat, juicy targets”: My review of the cases brought by the EEOC in the last few years leads…
Read More The EEOC sees health care folks as fat, juicy targets in disability cases
By Richard Cohen |
It’s been some time now since I’ve written about the EEOC and “low hanging fruit” – so let me explain to new readers. My review of the cases brought by the EEOC in the last few years leads me to believe that the EEOC finds that targeting health care professionals for disability or pregnancy discrimination yields…
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.
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.
