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

Don’t Panic! We Have A Button For You!

Well, another panic button law was just passed – this time in New Jersey. The first state to pass such a law! Just a few weeks ago I posted about a union local in Seattle representing 5,000 hotel and hospitality workers, which reacted to guests sexually harassing room cleaning and room service staff and pushed for and got enacted…
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Color-Changing Wrist Bands and "Panic Buttons” – Can They Defend Against Sexual Harassment?

Two years ago I wrote that sexual harassers need not be co-employees or managers of a harassed employee. They can be outside vendors, clients, customers etc.  The point is not who is doing the harassing, but if a hostile work environment has been created which the employer must remedy. At that time a news item…
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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