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

What, A Wheelchair? Do Not Hire Him

I often wonder what sort of anti-discrimination training senior management folks receive when they so blatantly act in contravention of the law.   And what fuels such fears and myths about people with disabilities. The latest case filed by the EEOC is a good example of such fears and behavior, which, in this case, run afoul…
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Employer Which Wanted "Young Blood" Settles Case With Fired Older Employee

There’s not much to add to the title of this post – it pretty much says it all.  Except that, according to the EEOC, the company owner also claimed that he wanted “younger and peppier” employees when he fired a 52 year old employee. This settlement is noteworthy to me because I collect language used…
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Don't Be Chained To “Fears, Biases or Stereotypes” Against People With Disabilities

The EEOC’s Strategic Enforcement Plan (“SEP”) has, as one of its six national priorities, the elimination of barriers in recruitment and hiring.  Lately, the EEOC has seemed to focus upon deafness as a barrier to hiring — or as a reason for termination. We saw recently that “fears, biases or stereotypes” against people with disabilities is at…
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New Digital Platforms: Answer To Workplace Harassment?

Some interesting things have come out of the recent public meeting of the EEOC’s Select Task Force on the Study of Harassment in the Workplace (“STF”), where workplace experts testified. I found three points most compelling, one of which was novel to me. The EEOC was told that “new digital platforms may provide meaningful ways…
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Deafness And Reasonable Accommodation

A newly filed lawsuit gives me the opportunity to discuss — once again – the Americans with Disabilities Act (“ADA”), deafness as a disability, and the requirement of “reasonable accommodations.” What Is “Reasonable Accommodations?” The ADA provides that an employer has impermissibly discriminated against an employee claiming a disability where the employer has not made…
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Beating A Dead Horse About The EEOC’s “Shooting Fish In A Barrel”

Ok, enough. I promise no more mixed metaphors or posts about the EEOC going after medical or health care facilities for alleged violations of the ADA because, as I believe, they are easy pickins. No more “shooting fish in a barrel” or “plucking low hanging fruit, or other such things. Well, maybe just this once.…
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The ADA: No Employment Decisions Based Upon Fears, Myths and Stereotypes

The EEOC recently sued Amtrak under the Americans With Disabilities Act (“ADA”) alleging that Amtrak withdrew an offer of employment to a machinist in a rail yard when it found out that he suffered from epilepsy.  Amtrak allegedly cited fears for the applicant’s safety “should he have a seizure.”  However, as reported in The Hill, the…
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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