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

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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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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Double header today!  Two health care agencies strike out!

Earlier today I posted about a healthcare provider in San Diego which settled an ADA suit filed by the EEOC.  It had allegedly withdrawn a contingent job offer to an applicant whose later medical examination revealed a minor ankle ailment which the company perceived as a disability. Now there’s another case involving a healthcare agency. The second case settlement reported today by the…
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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…
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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…
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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”…
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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…
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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…
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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