EEOC to Employers: Ignore Harassment Complaints Based on LGBTQ Status At Your Peril
By Amy Epstein Gluck | | Discrimination in the Workplace, EEOC, EEOC statistics and settlements, LGBTQ+, Sex Discrimination, Sexual Harassment
Offsite Is Not Off Limits: Case Study on the Consequences of Failing to Address Culture and Claims Of Harassment
By Amy Epstein Gluck | | Abuse in the Workplace, Discrimination in the Workplace, EEOC, Sex Discrimination, Sexual Harassment
what can an employer do to avoid sexual harassment claims?
By Richard Cohen | | Uncategorized
The List: 11 Tips To Avoid Employment Lawsuits
By Richard Cohen | | Uncategorized
Top Five Reasons Not To Have An Anti-Sexual Harassment Policy (As Told By An Employer)
By Richard Cohen | | Uncategorized
“Trickle Down” Sexual Harassment?
By Richard Cohen | | Uncategorized
Top Ten Tips – No Eleven – To Avoid Employment Discrimination Claims
By Richard Cohen | | Drug Testing, Uncategorized
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.
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.
