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

Pregnant And Want A Workplace Accommodation? Forget It: ‘It’s Not Prison. You Can Quit!’

Pregnancy discrimination in the workplace is the subject of my new article in Above The Law. “One way of understanding the [Pregnancy Discrimination Act] PDA is to look to the Americans With Disabilities Act (“ADA”) — there are many similarities and intersections between the two statutes, from the intent and purpose to the accommodation requirements. …
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Job “Too Demanding” For Pregnant Employee, So She’s Demoted And Fired

We ‘ve said it a lot: “The day is over when an employer could force a pregnant woman out of her job because of stereo­typical, unsupported beliefs about her abilities. A company cannot take it upon itself to remove an employee from her job because it suspects her pregnancy or a pregnancy-related medical condition may…
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Employment Decisions Based Upon Perceptions Of Disability Violates The ADA

Firing an employee if you perceive that he/she is disabled is just as violative of the Americans With Disabilities Act (“ADA”) as if he/she actually had a disability. A Tampa company was just sued by the EEOC under the ADA for, as one EEOC official said, “Making employment decisions based on perceptions of disability [which] clearly…
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Employers Cannot Play “Father Knows Best” To Pregnant Employees

It may seem that’s where we’re heading, but its no longer the ‘fifties.  Paternalism is a no-no when it comes to pregnant employees. We’ve said it before – it is against the law to discriminate – to fire – pregnant employees “for their own good.” One more employer has learned that lesson and is $55,000…
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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