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

Is It Ok For A Supervisor to Ask A Subordinate To Cook For Him In the Nude? Not So Much.

By: Amy Epstein Gluck  Is it Ok for a company’s Human Resources (“HR”) department to respond to said subordinate employee’s complaint of being asked to cook in the nude for her supervisor “oh that’s just the way he is”? I think not. A Charlotte newspaper recently reported about a lawsuit filed against a company where…
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“He Looked At Me Funny!”  The Reality Of Retaliation

How minimal can an act be and still be deemed an adverse employment action under the anti-retaliation laws?  Can even giving an employee a funny look be considered adverse? You’d be surprised. What Is Retaliation? Title VII contains an anti-retaliation provision, which, as my partner Amy Epstein Gluck wrote last May, makes it “unlawful for an employer to subject an employee…
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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