Uber and the EEOC Settle Their Differences
By Amy Epstein Gluck |
By: Amy Epstein Gluck Way back when, i.e., in February 2017 and pre-#Metoo, an Uber employee published an online (i.e., very public) expose of what she considered to be a toxic culture at Uber and management’s failure to do anything about it—especially when alleged sexual harassment involved a rainmaker. I wrote about it here and…
Read More News Flash—Simulating Sex Acts In The Workplace May Lead To Liability
By Amy Epstein Gluck |
By: Amy Epstein Gluck I’ve been grappling recently with various scenarios I consider to be “grey areas” as to the presence of a hostile work environment. A somewhat creepy message. Asking out an intern alone. Showing vacation photos while on the beach without a shirt. Taken together, the conduct might rise to the level of “pervasive,”…
Read More One Mama's Memo: Anti-Discrimination and Anti-Retaliation Policies Must Be Enforced To Be Effective
By Amy Epstein Gluck |
By: Amy Epstein Gluck Your anti-discrimination, -harassment, and -retaliation policies must be enforced to be effective. It’s likely that this is no news flash, but in practice, people tend to forget. Case in point: yet another public memo to a household name company demonstrating that all that glitters may not be gold. What am I…
Read More Diversity & Inclusion: Making More Than Cosmetic Changes
By Amy Epstein Gluck |
By: Amy Epstein Gluck One of my favorite cosmetics retailer closed all of its US-based stores today for diversity and inclusion training. The focus? What it means to be a diverse and inclusive workplace. In addition to the one-hour store closures today, the company said it would close its distribution centers and corporate headquarters for trainings…
Read More Offsite Is Not Off Limits: Case Study on the Consequences of Failing to Address Culture and Claims Of Harassment
By Amy Epstein Gluck |
By: Amy Epstein Gluck Earlier, I came across this story (hello, insomnia) about one company (not our client!) who did not take the steps we have recommended in our blog to prevent harassment and retaliation, and is now being excoriated for it in the press. This Buzzfeed article on the problems one tech start-up presents a…
Read More A Steak, Medium-Rare, With Sides of Sexual Harassment and Retaliation
By Amy Epstein Gluck |
By: Amy Epstein Gluck I read yesterday that two current lawsuits claim that a celebrated steakhouse sustains a culture of sexual harassment, discrimination, and retaliation. In one of the two cases, a female server alleged that a regular customer grabbed her from behind and “placed his hand beneath her crotch and in between her thighs”…
Read More Up In The Air—To Address Sexual Harassment, Follow Your Procedures
By Amy Epstein Gluck |
By: Amy Epstein Gluck So, I’m on a Southwest flight to New Orleans (woohoo!!) to hang out with my FisherBroyles partners for a few days. I am psyched! Being me, on the flight, I started chatting with the flight attendant about her job and ask her about her experiences with sexual harassment in her workplace, which,…
Read More Another Fire Department Engulfed In Flames
By Amy Epstein Gluck |
By: Amy Epstein Gluck Oy. That’s what I thought when I read this article about a Cook County (Illinois) jury that awarded a combined $11,213,000 to a Country Club Hills firefighter in her claim against the city for sex discrimination, sexual harassment, and retaliation. It seems like yesterday, but it was in fact last month…
Read More Diversity and Inclusion: Best Response To Increased Sexual Harassment
By Amy Epstein Gluck |
By: Amy Epstein Gluck On Halloween, I intend to head down to the U.S. Equal Employment Opportunity Commission (EEOC) for a public meeting titled “Revamping Workplace Culture to Prevent Harassment” with EEOC Commissioner Chai Feldblum. I plan on adding my 2 cents. Why? Well, I’ll tell you. Earlier this month, the EEOC released preliminary data for this year reporting…
Read More EEOC: Same-Sex and Race-Based Harassment is Not OK.
By Amy Epstein Gluck |
By: Amy Epstein Gluck The “n word” has surfaced in yet another lawsuit based on racial harassment. Also present is a type of “boys club” culture consisting of sex-based horseplay and other misconduct. The result? Last week, the Equal Employment Opportunity Commission (EEOC) filed a lawsuit against one company for both race and sex-based harassment, claiming…
Read More 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.
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.
