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

Corporate Appearance Policies Versus Religious Practices: A Delicate Legal Balance

An enormous new settlement of a religious discrimination case brought by the EEOC presents a perfect opportunity to reprise an old post with a new addition. Can an employer fire someone for wearing a veil or hijab? Or a turban? Having dreadlocks? Does a corporate policy on employee appearance trump religious dress or grooming requirements?…
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Pretty People Always Win -Beauty Bias In The Workplace

My new Above The Law article “Pretty People Always Win,” begins: “Don’t think that your looks affect your job prospects, huh? Merit is all that counts – and you’ve got that covered, right? So why, then, did Mr. and Ms. America get those great jobs – and not you? Could it be … ‘beauty bias?’”…
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Of High Heels And Discrimination

Wonder if the UK Parliament thought that in these times of Brexit and possible existential crisis it would be debating whether employers should be prohibited from forcing female employees to wear high heels? It has been reported that members of Parliament “have called for a review of the 2010 Equality Act after receiving hundreds of reports of…
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Appearance Policies Versus Religious Practices: A Delicate Legal Balance

Since employment discrimination lawyers are seeing more and more religious discrimination cases being brought, it may be time, once again, to re-visit the subject. Can an employer fire someone for wearing a veil or hijab? Or a turban? Having dreadlocks? Growing sidelocks? Asking for time off on the Sabbath? Does a corporate policy on employee appearance…
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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