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

Another Egregious N-Word Workplace Harassment Case

One could be understandably troubled by my post of August 15th, entitled “Does One Noose In The Workplace Constitute A Hostile Work Environment? If Not, How Many?”  What is this?  Why the absurd question? Well, the title simply set forth the precise legal issue for which an employee is now seeking Supreme Court review — troubling  indeed. If readers had read beyond…
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Trickle Down Sexual Harassment: Once Again

In May I wrote “From The Sexual Harassment Frontlines” that: “I have always advised that, along with proper training, a top-down culture of zero tolerance is important.  It is a significant key to keeping the workplace free from sexual harassment.” And last January I posted under my “Top Ten Tips – No Eleven – To Avoid Employment…
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Does One Noose In The Workplace Constitute A Hostile Work Environment? If Not, How Many?

The issue today is how many times must an African-American employee endure the sight of a hanging noose, or suffer other crude and offensive racial or other epithets, for the situation to become a hostile work environment and racial harassment? Under existing caselaw, one isolated incident is generally not enough to constitute a hostile work…
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"That's So 'Retarded!'" Stop Stigmatizing Those with Mental Impairments

By:  Amy Epstein Gluck “Ugh, why do you hang out with her?  She’s mental.” “Stop being psycho!” “You’re crazy!” Such language was ubiquitous in the 70’s and 80’s growing up in South Florida. I didn’t think anything of it.  Someone did something dumb or forgetful, it was “retarded.”  A display of high emotion from parents,…
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The Voice Of Sexual Harassment: "Just Shut Up. Just Shut Up, I'm Sick Of You"

A Dallas jury just held that a doctor is “liable for his workplace bullying, returning a $1.08 million verdict against the doctor and the clinic for sexual harassment, intentional infliction of emotional distress, and retaliation.” The verdict included $348,889 against the doctor individually. The plaintiff, a nurse at the urology clinic, claimed that the good…
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Sexual Orientation And The Courts: Whole Lotta Hand Wringin’ Goin’ On

Lately there’s been a whole lotta hand wringing and finger pointing in the federal courts over the issue of  sexual orientation and Title VII.   A federal appeals court in Chicago just ruled that it is still legal under federal law to fire employees based upon their sexual orientation, as did a federal judge in NYC in her opinion — both lamenting their decisions,…
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Do Not Take Vacations: The EEOC Is Watching And Waiting

I’ve been on vacation for only a week – and boy, has the EEOC been busy! Four new lawsuits worth discussing:  racial harassment (with that old, ubiquitous N-word being used); pregnancy discrimination; violation of the ADA involving someone with diabetes; and national origin discrimination. The EEOC sued an oilfield services company in Texas for alleged “widespread…
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“Don’t F—ing Shoot!”: Can A Parrot Be A Witness In Court?

Forgive my interest in parrots. They’re amazing birds. But can they testify in court? “Should I be a stool pigeon?”   We know that a parrot (or at least a macaw) cannot be liable for sexual harassment – even if he shouts sexual remarks at a hospital employee.  The hospital can be liable, of course,…
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Another “N-Word” Case (No Noose?): Settled By EEOC For $40,000

The EEOC, which sued a New York-based company in South Carolina alleging racial harassment and retaliation, has just announced the settlement of the case for $40,000. As readers know I’ve focused many posts particularly on certain different types of employment discrimination cases – one category of which involves racial slurs and a hostile workplace.  Perhaps these types…
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Lady Lawyer Gives Shout Out To Lady CFO!

By: Amy Epstein Gluck Turns out there really is royalty in the US!   Ever hear of the Lady CFO? Having been referred to as “the lady lawyer” more than a few times in my career, I especially loved hearing that Google employees are adding “Lady” to their job titles in protest over a sexist comment…
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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