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

The Hostess With The Mostest? Not Exactly.

By: Amy Epstein Gluck Last Friday, on September 29, the EEOC filed a lawsuit against a restaurant in Virginia alleging that the restaurant violated federal law by subjecting an 18-year-old female employee to a sexually hostile work environment and retaliating against her by reducing her hours when she complained about the alleged harassment. The complaint…
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Smacks On The Butt And Sexist Jokes Or Innuendo: The Workplace Of A Server

News item from Canada: an academic study has found that “Female servers have to put up with a lot of sexual harassment on the job.”  The study “found low wages and a dependence on tips makes some female servers more vulnerable to sexual harassment from customers and colleagues.” Unfortunately, no surprise, but lets focus in on “vulnerable”…
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EEOC Continues To File Sexual Orientation Suits

Just yesterday we discussed the oral argument conducted last week before the federal court of appeals in NYC which revolved around the question of whether Title VII covers sexual orientation – the EEOC’s position.  I asked whether “[w]ith the country poised, perhaps, to return to the (imagined) good ‘ol ’50’s, will the courts rule that Title VII includes…
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The EEOC Pushes Equal Pay Agenda

Yesterday I discussed two new gender pay disparity cases filed by the EEOC – I must have missed this third one.   Recall that one of the six priorities set out in the EEOC’s Strategic Enforcement Plan (“SEP”) is enforcement of the federal laws against pay discrimination between men and women. In this third case, the…
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Remember Henry’s Turkey?  Another Turkey Raises Its Sordid, Wattled Head

Remember Henry’s Turkey – the company that exploited vulnerable intellectually challenged and disabled workers by, among many other things, paying them $65 a month to eviscerate turkeys? The case that was settled by the EEOC for $5,000,000? I dubbed Henry’s “the poster bird for the abuse of intellectually disabled employees.” I wrote a number of posts…
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Sex Discrimination And Equal Pay:  New EEOC Lawsuits

The EEOC has six national priorities in its Strategic Enforcement Plan (“SEP”) – and one of them is the enforcement of federal laws prohibiting pay discrimination between men and women. Two new EEOC suits illustrate the federal laws to which the EEOC is referring. Title VII The EEOC just sued a food distributor with warehouses…
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Paternalism And Pregnant Employees: A Bad Idea

Pregnancy discrimination in employment is against the law.  This is true even if an employer claims to have the best interests of the employee in mind. This is, in fact, the classic example of paternalism – and employers must resist that notion.  It is illegal. To underscore this, the EEOC just sued a Florida corporation…
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Vail Condo Pays $1 Million For Sexual Harassment Of Vulnerable Workers

The EEOC just announced an enormous settlement of $1,020,000 with a Vail, Colo. condo complex and its management company in a case of sexual harassment. Remember the “vulnerable workers” who are the easy targets for employment discrimination and harassment?  And who are one of the EEOC’s priorities under its Strategic Enforcement Plan (SEP)? Recall the infamous Henry’s…
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Five Tips If You're Planning To Fire A Pregnant Employee, Especially One With A Disability

The EEOC has long declared in its Strategic Enforcement Plan (“SEP”) that issues “involving the intersection between the ADA and pregnancy-related limitations is one of [its] six national priorities.” And as we have frequently seen, going after a medical or health facility for violations of these laws is not only a priority but “low hanging fruit”…
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GINA: If You Are An Employer You Should Know About It

Not many of us have come across a GINA case in our discrimination practice.  At least not yet — the law is only 5+ years old. Nonetheless, the EEOC has included GINA as one of its enforcement priorities in its Strategic Enforcement Plan (“SEP”), and it has, in fact, litigated a (small) number of such…
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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