Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

When Employees Request Leave For Mental Health Conditions

HR Pros can breathe a sigh of relief. The United States Department of Labor (DOL) dropped some new mental health resources for employers grappling with providing leave as a reasonable accommodation for an employee’s (or their family member’s) mental health condition. I and every other employment blogger is posting about this today, but…it’s too good…
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Making Employees’ Mental Health Disclosures Matter

The ubiquity of mental health issues during the pandemic has been well documented. I always start a post about mental health with statistics. I think it’s important to see how pervasive mental health issues are—they affect people regardless of their economic status, politics, sex, race, age, national origin, religion, sexual orientation, or gender identity. They…
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ICYMI—Two Lawyers Talk COVID-19 Vaccine Concerns, New DOL Bulletins, And Looking Toward 2021

Yesterday, my esteemed law partner Eric Meyer got together for lunch with about 200 of you, including my Dad, to talk about some employment law things on our mind. Neither of us get out much, clearly. Guest-starring on Eric’s YouTube blog was certainly the highlight of my week! But ICYMI, we started off with the…
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The Down and Dirty Breakdown of the Families First Coronavirus Response Act—CLARIFICATION

Late last night, the Families First Coronavirus Response Act was signed into law. Honestly, I could write a five-page description of everything that this law provides and does not provide, but that’s not how I roll, and I think you want to read about this in plain English. So, here we go, in bullet point…
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Do We Have To Pay Our Employees If We Send Them Home Because Of The Coronavirus?

By: Amy Epstein Gluck Yesterday, two very different employers asked me how the heck they pay employees who are not working. What do they do? Their businesses may suffer considerable losses, or they fear losing their workforce if they do not pay their employees. What are employers’ obligations? Exempt or Nonexempt, That Is The First…
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Low Hanging Fruit 2018 – EEOC Targets Healthcare Providers

Ah, the new year! Awake from my holiday hibernation I thought that, based on a number of new cases and settlements, it was time to revisit the EEOC’s apparent targeting of healthcare professionals and companies for alleged disability and pregnancy law violations! That’s right – a subject near and dear to my heart because it’s…
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The ADA’s Interactive Process—Not “One and Done”

By:  Amy Epstein Gluck “I provided medical leave for Joe Schmoe [or Sally Jessie]. Aren’t I done? Haven’t I complied with the law?” Sometimes yes, and sometimes no. Yesterday, the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the federal anti-discrimination laws, announced a large (i.e., six figures) monetary settlement against an employer—a…
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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