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

EEOC Sues In Apparent Sharecropper Abuse Case 

A heartwarming story just in time for Thanksgiving.  Its a case about the abuses of sharecropping – or at least its more modern manifestation, which looks pretty much the same. Wait — that went out years ago – right? Not quite. The EEOC just sued an Alabama temporary staffing firm alleging that the Hispanic workers…
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One More Medical Provider Settles ADA Lawsuit

Well, another healthcare provider has settled an ADA suit filed by the EEOC.  Don’t medical and healthcare folks know by now that protecting people with disabilities in hiring and employment is one of the six priorities set forth by the EEOC in its Strategic Enforcement Plan (“SEP”)? And we know how the EEOC loves to target…
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The EEOC Just Updated The Strategic Enforcement Plan

I have talked often about the EEOC’s Strategic Enforcement Plan (“SEP”) when discussing cases filed by the EEOC.  The SEP sets forth areas of particular enforcement interest to the EEOC. The EEOC just approved an updated Strategic Enforcement Plan (SEP) for Fiscal Years 2017-2021, which continues to set forth the EEOC’s priorities but “with some modifications.” Employers take note: …
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Combatting Workplace Sexual Harassment: From the Top Down

By Richard Cohen The EEOC has long gone to bat for vulnerable workers, as readers of this blog know.  Indeed, it is one of the EEOC’s priorities set out in its Strategic Enforcement Plan (“SEP”). I have written that in the many cases brought by the EEOC, “The common thread is the vulnerability of these workers: where they are powerless,…
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From Farms To Swanky Resorts: EEOC Obtains Enormous Damages For Vulnerable Workers

In the employment discrimination field, we all know about the EEOC’s Strategic Enforcement Plan (“SEP”):  its announced set of priorities.  Seems that one company hit on quite a number of the EEOC’s priority points – sexual harassment, retaliation, and the abuse of vulnerable workers – in this case farmworkers. Enormous damages of $1.47 million was just awarded by a…
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Another Case Of Exploited Female Workers

I have written a lot about the six strategic enforcement priorities set out in the EEOC’s Strategic Enforcement Plan (SEP), which includes protecting “vulnerable” workers, such as immigrant and migrant workers. In an October post, I said “think Henry’s Turkey workers — who were ripe for exploitation.” Now, the EEOC has announced that “[o”]ne of the largest…
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Don't Be Chained To “Fears, Biases or Stereotypes” Against People With Disabilities

The EEOC’s Strategic Enforcement Plan (“SEP”) has, as one of its six national priorities, the elimination of barriers in recruitment and hiring.  Lately, the EEOC has seemed to focus upon deafness as a barrier to hiring — or as a reason for termination. We saw recently that “fears, biases or stereotypes” against people with disabilities is at…
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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