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

“Mark of the Devil” Reappears  

Not long ago I reported about a case that may soon be heard by the Supreme Court: 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. Initially I wondered – an employee…
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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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Biometric Scanning And The Mark Of The Beast: A Case Of Accommodation Of Religious Beliefs

Way back in October 2015 I did a post about 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. There may be finality now that the court of appeals has issued a…
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Why Doesn’t This Administration Help Victims Of Religious Discrimination?

This question has been asked for over 7 years. Is it true? One thing is certain about this EEOC:  it has decidedly not abandoned its efforts to pursue claims of employment discrimination based upon religion. Religious discrimination, formerly a backwater of discrimination law, has shot to the forefront in recent years, as I noted in a…
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Mark of the Beast v. Biometric Scanning

Well, I guess a little timely research now and then can’t hurt. Mea culpa. I wrote last week about religious discrimination and accommodations, and highlighted two “Mark of the Beast” cases.  One was denied review by the Supreme Court, and I said about the other that “as far as I know the case is still…
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The Mark Of The Beast Meets The Internal Revenue Code

Religious discrimination cases are dominating headlines – indeed, we are in a period right now where religious rights are frequently being weighed and balanced against other rights, including of course, employers’ rights, in an effort to accommodate religious beliefs — a societal and legal priority. I have often written about what used to be a Title VII…
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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