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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“Scantily clad bodies can provoke sexual harassment”

Amy and I have written quite a lot about sexual harassment. Quite a lot. About the root causes and manifestations of sexual harassment, and the prevention and remediation of sexual harassment. But here’s a solution to the problem from a concerned citizen that, frankly, never crossed our minds:  Force women to adhere to a dress…
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What’s With This Fetish About Pants? A Look At Workplace Dress Codes

Now that winter has turned into summer — overnight — the issue of clothes at work is front and center. (Isn’t it?). What to wear? No tie? Sandals? Tube top? The question is asked a lot: Is there any regulation of what an employer can require by way of dress and grooming? The answer: Not…
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Mandatory High Heels At Work?

My new Above The Law article deals with mandatory workplace dress codes – specifically the mandatory wearing of high heels in the workplace by women, as has been discussed globally given the recent debate in the English Parliament. The article begins: “Are workplace codes governing women’s dress simply business regimentation – or the policing/fetishizing/sexualizing of women?…
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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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"Oh, For Crying Out Loud, What Century Is This?"

This story is not quite within the ambit of employment discrimination, but let’s just say that these are the guys who pass state anti-discrimination laws. Kansas state Sen. Mitch Holmes (R), chairman of that state’s Senate Ethics and Elections Committee, “issued an 11-point code of conduct to guide women on how to dress. The Topeka Capital-Journal…
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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