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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Low Hanging Fruit: Take 967

Ok, this is a little different than the usual. Only a little. This particular health care provider which the EEOC nailed for $950,000 provides such care nationwide for jails and corrections facilities, not the public. But the takeaways are the same. I hope readers can by now in my refrain: “the EEOC likes to target health…
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The EEOC sees health care folks as fat, juicy targets in disability cases

It’s been some time now since I’ve written about the EEOC and “low hanging fruit” – so let me explain to new readers. My review of the cases brought by the EEOC in the last few years leads me to believe that the EEOC finds that targeting health care professionals for disability or pregnancy discrimination yields…
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So Sue Me: One MORE "Low Hanging Fruit" Case in 2018

Well, I was wrong – my post last week was not the last one of the year, as I had promised, dealing with the EEOC’s targeting of “low hanging fruit.”  That is, targeting health care providers for alleged disability law violations. These cases are coming fast and furious. The EEOC just reached a “voluntary conciliation…
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One more “EEOC goes after low hanging fruit” post before the new year!!

For anyone just coming upon this blog, I like to highlight a few important trends or repeated fact patterns, such as code words for “old” in age discrimination cases, or the seeming increase in the use of the “N-word” in workplaces. And one of my favorites is posting about EEOC developments involving disability or pregnancy…
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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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Another fish shot in a barrel by the EEOC!

Chalk up another fish shot in a barrel by the EEOC.  Another low hanging fruit plucked! To anyone who reads this blog, you know that I keep track of the cases in which the EEOC zeros in on health care providers who allegedly violate the Americans With Disabilities Act or The Pregnancy Discrimination Act of…
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Salvation Army Refused To Hire Man With Intellectual Disability: Agrees To Pay $55,000

“Say it ain’t so!  Not the Salvation Army!” This was the reaction of a lot of blog readers in late 2016 when I reported that the EEOC had just sued a Salvation Army thrift store in Wasilla, Alaska (I think I can see it from my roof!), for allegedly refusing to hire an otherwise qualified young man…
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Low Hanging Fruit 2018 – EEOC Targets Healthcare Providers

Ah, the new year! Awake from my holiday hibernation I thought that, based on a number of new cases and settlements, it was time to revisit the EEOC’s apparent targeting of healthcare professionals and companies for alleged disability and pregnancy law violations! That’s right – a subject near and dear to my heart because it’s…
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Who Do You Think The EEOC Targets Most Under The Disabilities Act?

My recent article in Above The Law provides a few hints: “The EEOC sued a senior living community in Colorado for refusing to accommodate an employee with fibromyalgia.  The employee’s job? The Health & Wellness Director! A large managed care organization settled an EEOC lawsuit alleging that it fired a food service worker suffering from…
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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