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

Fired For Having A Brain Tumor Or A Seizure, Or Mocked For Being Disabled – Why Does This Happen?

Human nature is sometimes an inscrutable thing. Why do some people – adults! – find it necessary to harass those with disabilities? Is it simple bullying? Or maybe a fear-based projection or displacement or some other defense mechanism? And why treat adversely – like firing – someone who comes forward and says he has a…
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One more time: you must seek a reasonable accommodation for employees who have disabilities or who are pregnant

A couple of useful takeaways from this latest settlement of a “low hanging fruit” EEOC lawsuit. The EEOC announced that a large health network which owned and operated three Arizona hospitals agreed to pay $545,000 to settle … yes, you guessed it! – a lawsuit which alleged discrimination against employees with disabilities and pregnant women…
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Don’t Cry: You Can’t Peel An Onion But You Won Your Case!

This disability discrimination case arises from Northern Ireland – but the principle is applicable here in the US. Seems that a woman developed glaucoma and chronic uveitis when a teenager, and at 23 she lost all left eye vison. Significantly, she experienced terrible pain when she peeled fresh onions. And that’s what the problem was. She…
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Nursing and health care facilities must pay $465,000 – for discriminating against disabled and pregnant employees

Have you heard this one from me before: “Chalk up another healthcare provider nabbed by the EEOC for allegedly violating the Pregnancy Discrimination Act (“PDA”), an amendment to Title VII of the Civil Rights Act of 1964. Add this to the numerous such lawsuits brought against healthcare providers under the Americans With Disabilities Act (“ADA”).” Well,…
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Psst…did you know it was Disability Awareness Month?

By:  Amy Epstein Gluck Well, it is! And, in honor of that, I bring you a new law affecting most New York City employers, at least those with more than four employees. The law applies to all of your employees, whether full- or part-time, interns (paid or unpaid), temps, and protects more NYC employees than…
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Here’s What You Need To Know To “Accommodate” An Employee With A Disability

Let’s set the stage for this “how to” post with a newly-filed lawsuit. A Georgia for-profit thrift store was just sued by the EEOC, which alleged that an employee with COPD and emphysema asked to be allowed to wear an oxygen backpack to treat her symptoms.  Fairly simple request.  However, the company’s management denied her repeated…
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"Still Easy Pickins!" Healthcare Providers And Pregnancy and Disability Discrimination

Well, another healthcare provider nabbed by the EEOC for allegedly violating the Pregnancy Discrimination Act (“PDA”), an amendment to the Title VII of the Civil Rights Act of 1964. Add this to the numerous such lawsuits brought against heathcare providers under the Americans With Disabilities Act (“ADA”). Once again, a new lawsuit makes it time…
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“Only The Hearing Impaired (And Some Doctors) Actually Believe Hearing Impairment Is A Disability"

These are the words of a hearing-impaired lawyer.  So — is hearing-impairment a disability? Deafness, or hearing impairment, as a disability, and the requirement of “reasonable accommodations,” is in the news because of a newly announced settlement of an Americans with Disabilities Act (“ADA”) lawsuit brought by the EEOC against the Cheesecake Factory in Seattle. It was alleged…
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Mandatory Bible Study: At Work?

Just the other day I posted about a religious discrimination suit brought by the EEOC against a Pennsylvania coal company for refusing to accommodate an Evangelical Christian who had been an employee for 35 years.  He was fired for refusing to use a biometric hand scanner which tracks employee time and attendance, claiming that there was…
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Mark of The Beast: To The Supreme Court?

Way back in 2015 I reported on a religious discrimination suit brought by the EEOC against a Pennsylvania coal company for refusing to accommodate (and forcing to retire) an Evangelical Christian who had been an employee for 35 years. An employee for 35 years – and suddenly a problem involving his religious beliefs?  Huh? New…
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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