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 Quantifies Workplace Discrimination and Harassment Claims for 2018…So Far.

By:  Amy Epstein Gluck Remember I just told you here that workplace harassment claims increased markedly in the last year? Well, some financial data is in. The Equal Employment Opportunity Commission (EEOC) announced that it obtained approximately $505 million for nearly 68,000 victims of discrimination in the workplace, broken down as follows: $354 million through mediation, conciliation,…
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I Love Lists! Dissecting One Sexual Harassment Prevention List

By: Amy Epstein Gluck I love lists. I love “plans.” After all, as a lawyer, my day is usually suffused with them. I’ve even given them to you, employers! Right here in this blog! What To Do If Someone Complains About Sexual Harassment For example, here I gave you a list of steps to take…
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“'The Weinstein Effect'” on Holiday Parties—No Booze? What A Snooze!

By: Amy Epstein Gluck Human Resources Departments are wringing their proverbial hands this month about the company holiday party. Open bar? No bar? Drinks tickets? Like, 2 per person. No party at all? What to do, what to do. In this article, WaPo features reporter Lavanya Ramanathan writes about these considerations that companies, particularly their…
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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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Is It Ok For A Supervisor to Ask A Subordinate To Cook For Him In the Nude? Not So Much.

By: Amy Epstein Gluck  Is it Ok for a company’s Human Resources (“HR”) department to respond to said subordinate employee’s complaint of being asked to cook in the nude for her supervisor “oh that’s just the way he is”? I think not. A Charlotte newspaper recently reported about a lawsuit filed against a company where…
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A "Plan” to Combat Sexual Harassment in Silicon Valley

By: Amy Epstein Gluck Entrepreneur Meena Harris, founder of the “Phenomenal Woman Action Campaign,” has a plan for the sexual harassment allegations pervading Silicon Valley companies. As Ms. Harris wrote here, industry leaders have begun to highlight sexual harassment as an issue that the tech community must grapple with and solve. And she thinks this position must…
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“The Linchpin” For Businesses: Your HR Department

By: Amy Epstein Gluck “A good HR office is the linchpin for an employer’s effective system for learning about harassment and then responding quickly and effectively,” said Chai Feldblum, commissioner of the Equal Employment Opportunity Commission (“EEOC”), the agency that enforces federal workplace discrimination laws, including Title VII of the Civil Rights Act of 1964…
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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