Explaining Some Employment Implications of Overturning Roe v. Wade
By Amy Epstein Gluck | | EEOC, Employee Benefits, Family Medical Leave Act (FMLA), General Employer Guidance, Pregnancy Discrimination
Employers, the EEOC Is Watching How You Treat Pregnant Employees And Applicants
By Amy Epstein Gluck | | Sex Discrimination
Bar None: Retaliation Violates Anti-Discrimination Laws
By Amy Epstein Gluck | | Retaliation, Sex Discrimination
Fired For Having A Brain Tumor Or A Seizure, Or Mocked For Being Disabled – Why Does This Happen?
By Richard Cohen | | Uncategorized
Low Hanging Fruit: Take 967
By Richard Cohen | | Uncategorized
One more “EEOC goes after low hanging fruit” post before the new year!!
By Richard Cohen | | Uncategorized
Nursing and health care facilities must pay $465,000 – for discriminating against disabled and pregnant employees
By Richard Cohen | | Uncategorized
Pregnancy Discrimination Brings Out The Mummies
By Richard Cohen | | Uncategorized
EEOC Sues Another Health Care Provider For Alleged Pregnancy Discrimination
By Richard Cohen | | Uncategorized
Pregnant Bartender Will Not Wear Hot Pants? Fired!
By Richard Cohen | | Uncategorized
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.
