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

Disability Support Company Had Policy Of Firing Disabled Employees

Unbelievable, is all I can manage to say! I have written long and hard about the EEOC’s penchant for hunting, stalking and pouncing on easy prey – healthcare or medical service companies which allegedly violate the Americans With Disabilities Act (“ADA”). Companies or individuals in the “helping” or “caring” professions are especially easy pickins’ (or…
Read More

One More Medical Provider Settles ADA Lawsuit

Well, another healthcare provider has settled an ADA suit filed by the EEOC.  Don’t medical and healthcare folks know by now that protecting people with disabilities in hiring and employment is one of the six priorities set forth by the EEOC in its Strategic Enforcement Plan (“SEP”)? And we know how the EEOC loves to target…
Read More

Salvation Army Refuses To Hire Man With Intellectual Disability: EEOC

Say it ain’t so!  Not the Salvation Army! Alas, it is so.  The EEOC has 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 for an entry-level job accepting and sorting goods because he has an intellectual disability.…
Read More

Doctors Fire Doctor Taking Legally Prescribed Meds And Get Sued

By Richard Cohen Maybe my recent post about firing (or not hiring) employees who are taking legally prescribed medications was not read by two Atlanta physicians groups, because if they did they would have known that (1) terminating a physician “because of an actual disability and because he was perceived to be disabled due to his…
Read More

Chalk up one more basket of low hanging fruit for the EEOC

 By Richard Cohen, FisherBroyles Partner A physician-owned hospital in Arkansas was sued by the EEOC for refusing to accommodate a nurse who had a seizure.  She asked “to move to another position that did not involve direct patient care, or, in the alternative, a leave of absence until she could resume her nursing duties.” The hospital’s…
Read More

Hospital Fires Disabled Therapist (Not Another Such Case!)

Not again! It is “ironic when a hospital, which is dedicated to caring for the health of its patients, ignores the medical concerns of an employee, refuses to even discuss providing a needed workplace modification, and instead fires him because of his disability.” As you know, I have said this often – in the form…
Read More

I’m A F….ing Idiot To Let A Pregnant Girl Work Behind The Bar

Myth, fears and outdated paternalistic notions about pregnancy still top the charts for scrutiny by the EEOC. I have often cited the EEOC’s six national priorities set forth in its Strategic Enforcement Plan (“SEP”).   One such priority is “to address emerging and developing issues … including issues involving the ADA and pregnancy-related limitations.” In this regard,…
Read More

Five Tips If You're Planning To Fire A Pregnant Employee, Especially One With A Disability

The EEOC has long declared in its Strategic Enforcement Plan (“SEP”) that issues “involving the intersection between the ADA and pregnancy-related limitations is one of [its] six national priorities.” And as we have frequently seen, going after a medical or health facility for violations of these laws is not only a priority but “low hanging fruit”…
Read More

GINA: If You Are An Employer You Should Know About It

Not many of us have come across a GINA case in our discrimination practice.  At least not yet — the law is only 5+ years old. Nonetheless, the EEOC has included GINA as one of its enforcement priorities in its Strategic Enforcement Plan (“SEP”), and it has, in fact, litigated a (small) number of such…
Read More

Has The EEOC Found Another Easy Target?

“Religious discrimination,” I noted in my post of September 14th, “formerly a backwater of discrimination law, has shot to the forefront in recent years.   Public policy and the expansion of the reach of Title VII meet claims of religious discrimination.   The political/legal struggles will likely take a while to resolve, if at all.”  I said that…
Read More

Blog Categories

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