Fired For Having A Brain Tumor Or A Seizure, Or Mocked For Being Disabled – Why Does This Happen?
By Richard Cohen | | Uncategorized
One more time: you must seek a reasonable accommodation for employees who have disabilities or who are pregnant
By Richard Cohen | | Uncategorized
Don’t Cry: You Can’t Peel An Onion But You Won Your Case!
By Richard Cohen | | Uncategorized
Nursing and health care facilities must pay $465,000 – for discriminating against disabled and pregnant employees
By Richard Cohen | | Uncategorized
Psst…did you know it was Disability Awareness Month?
By Amy Epstein Gluck | | Accommodation of Disabilities, Discrimination in the Workplace, EEOC
Here’s What You Need To Know To “Accommodate” An Employee With A Disability
By Richard Cohen | | Uncategorized
"Still Easy Pickins!" Healthcare Providers And Pregnancy and Disability Discrimination
By Richard Cohen | | Uncategorized
“Only The Hearing Impaired (And Some Doctors) Actually Believe Hearing Impairment Is A Disability"
By Richard Cohen | | Uncategorized
Mandatory Bible Study: At Work?
By Richard Cohen | | Uncategorized
Mark of The Beast: To The Supreme Court?
By Richard Cohen | | 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.
