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

“In China, They Put Women Out To Pasture at Your Age”

I probably don’t need to tell readers about my penchant for collecting cases in which older employees are the object of ageist comments in the workplace. That is, all the different names, expressions, and epithets to which such employees are referred as a proxy for “old.” “For example, you do not call an employee ‘old’…
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We Cannot Hire You Because We Have To Maximize Longevity

Guess what this post is about? It’s been awhile since I’ve seen a new code word or phrase for age discrimination.  A newly-filed EEOC suit gives me the opportunity to recap my collection of such words and phrases. The EEOC just sued a Florida restaurant under the Age Discrimination In Employment Act (“ADEA”), alleging that it…
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“We Are Looking For Longevity”

We have all been aging from day 1 — and with some luck we will make it into the federally protected class of “over 40” – and with a lot more luck we will continue plugging on.  And aging. Which is one reason why discrimination based on age is so hurtful. I want to share a reader’s personal story…
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Younger Nurses Can Dance Around The Older Nurses: Latest From The Ageism Front

As someone who collects ageist comments, even this is a new one for me.  But it gives me the opportunity to discuss ageism and the workplace — again. Apparently, a Colorado hospital (yet another medical facility?) fired or forced the retirement of older employees – at least according to a new EEOC lawsuit. A nurse…
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Is The “Product” Of Affirmative Action Presumptively “Incompetent?”

In the aftermath of the Supreme Court’s decision upholding the U. of Texas affirmative action plan, I wanted to post a reader’s comment. In my “Alert” last week I quoted Reuters which had just reported that “The U.S. Supreme Court on Thursday upheld the practice of considering race in college admissions, rejecting a white woman’s challenge to a University…
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Old Employee A Carry Out: Readers Comment

Last week I posted “67-Year Old Employee A ‘Carry Out’ – He Will Pass Away On The Job.”  It was about a recent court decision in which a 67-year old employee claimed that: “he was ‘frequently the brunt of embarrassing and hurtful age-related jokes.’ …  (i) one of the jokes was ‘at age 67, [p]laintiff had…
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67-Year Old Employee A “Carry Out” – He Will Pass Away On The Job

As you likely know if you are a reader, I “collect” direct and indirect evidence of age discrimination.  That is, with a zeal and laser-like focus not usually found in attorneys my age (joking!), I search for and post about the different language used by employers to refer to their employees “of a certain age.” …
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“Clever Men May Easily Conceal Their Motivations” – Leopards, Superman, Kipling and Coded Language

“As we have recognized, ‘clever men may easily conceal their motivations.’”   Just so.   This line was taken from a federal appeals court decision, and quoted in a recent race discrimination employment case. The issue?  Whether the expression “A leopard does not change its spots” is code for racial animus. Ok, that accounts for the leopard reference in the title; but where…
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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