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 to Employers: Ignore Harassment Complaints Based on LGBTQ Status At Your Peril

By: Amy Epstein Gluck The Equal Employment Opportunity Commission (EEOC) recently entered into a consent decree with a Tex-Mex restaurant in Gainesville, Virginia (up to an hour from the DMV—without traffic) settling a lawsuit alleging that restaurant employees, including other servers and kitchen staff, subjected a gay male server to “unwelcome harassing and offensive behavior” that…
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Offsite Is Not Off Limits: Case Study on the Consequences of Failing to Address Culture and Claims Of Harassment

By: Amy Epstein Gluck Earlier, I came across this story (hello, insomnia) about one company (not our client!) who did not take the steps we have recommended in our blog to prevent harassment and retaliation, and is now being excoriated for it in the press. This Buzzfeed article on the problems one tech start-up presents a…
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what can an employer do to avoid sexual harassment claims?

I’ve written many times, here and in Above The Law, that “I am always surprised that some people think that workplace sexual harassment occurs only in certain types of businesses or workplaces.  But we know that workplace sexual harassment can happen anywhere, anytime, and to anyone – there is no exempt place or person.” You…
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The List: 11 Tips To Avoid Employment Lawsuits

Here, once again, is “The List” – yes The List! Because our switchboard and email server are jammed with reader requests, we bring it back in an effort to help you manage the risk of employment discrimination or harassment lawsuits. As I have warned before, not everything is reducible to a simple list.  The entries on…
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Top Five Reasons Not To Have An Anti-Sexual Harassment Policy (As Told By An Employer)

Clients don’t always listen to your pearls of wisdom.  Most of the time – but not always.  It’s their business, after all. A few years ago I had a potential client about three years into building a successful start-up.  But he pushed back hard against my admonition that with his growing business he should have an…
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“Trickle Down” Sexual Harassment?

And you thought that the “trickle down theory” was about economics.  It appears that it also applies to sexual harassment in the workplace. Witness a new Fortune article.   Top-down Culture Of Zero Tolerance In May I wrote “From The Sexual Harassment Frontlines” that: “I have always advised that, along with proper training, a top-down culture of…
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Top Ten Tips – No Eleven – To Avoid Employment Discrimination Claims

List lovers — this one’s for you.  You like a quick and easy to read (or even memorize, or cut out) list – like the Ten Bill of Rights, or the Ten Commandments, or the Four Tops, or The Three Amigos, or the Doobie Brothers, or . … Well, here’s a list of 11 tips to…
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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