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

$150,000 For A Hair: A New Settlement

The case involved a hair – that now costs $150,000. A steel company made an oral job offer to an applicant, contingent upon his successful completion of a pre-employment drug test which required a hair follicle sample.  However, the applicant was a member of the Nazirite sect of the Hebrew Israelite faith, which forbids the cutting…
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Veteran Refused Job Because Of Service Dog Needed For His PTSD

We saw a case like this only a few months ago – a military veteran was denied employment as a truck driver in Texas based upon a disability which was controlled by medication.  Why?  Because it was against “company policy.” A newly filed suit by the EEOC in Florida similarly alleges that a trucking company…
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Quarter Million Dollars: For A Single Hair?

Another religious discrimination case has been settled – where a reasonable accommodation was easily achievable in the first place. It involved a hair. A major trucking company just agreed to pay $260,000 to settle religious discrimination charges filed with the EEOC.  It was alleged that four East Indian Sikh job applicants refused to provide a hair…
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Just Say No (To Blanket Drug Exclusions For Job Applicants)

Everyone (hopefully) knows by now that the Americans With Disabilities Act (“ADA”) prohibits discrimination – in hiring or in the terms and conditions of employment — on the basis of disability or perceived disability. What about drug tests administered to job applicants?  How do they fit in? “Even when drug tests are permitted under the…
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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