Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Fisher Broyles Firm blog

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Explaining Some Employment Implications of Overturning Roe v. Wade

The Supreme Court of the United States (SCOTUS) ruling that overturned Roe v. Wade on June 24, 2022 poses countless legal questions and presents serious challenges for stakeholders, including employers. What does employment law have to do with abortion rights, you might ask. Well, I’ll tell you, and I’ll tell you something else: the ramifications…
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Employers, the EEOC Is Watching How You Treat Pregnant Employees And Applicants

This is not news. Or at least it should not be. And yet. The Equal Employment Opportunity Commission (the “EEOC“), the federal agency that enforces the federal anti-discrimination laws, announced that it settled a claim with a Louisiana restaurant that admitted it violated federal law when a restaurant manager fired and then later refused to…
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Bar None: Retaliation Violates Anti-Discrimination Laws

“Was that on purpose?” a lawyer at the firm where I worked asked me more than twenty years ago when I disclosed that I was pregnant with my first child. Clearly, this resonated with me, and I tell the story often. One female employee now has a similar story. This week, one Oregon bartender filed…
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Fired For Having A Brain Tumor Or A Seizure, Or Mocked For Being Disabled – Why Does This Happen?

Human nature is sometimes an inscrutable thing. Why do some people – adults! – find it necessary to harass those with disabilities? Is it simple bullying? Or maybe a fear-based projection or displacement or some other defense mechanism? And why treat adversely – like firing – someone who comes forward and says he has a…
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Low Hanging Fruit: Take 967

Ok, this is a little different than the usual. Only a little. This particular health care provider which the EEOC nailed for $950,000 provides such care nationwide for jails and corrections facilities, not the public. But the takeaways are the same. I hope readers can by now in my refrain: “the EEOC likes to target health…
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One more “EEOC goes after low hanging fruit” post before the new year!!

For anyone just coming upon this blog, I like to highlight a few important trends or repeated fact patterns, such as code words for “old” in age discrimination cases, or the seeming increase in the use of the “N-word” in workplaces. And one of my favorites is posting about EEOC developments involving disability or pregnancy…
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Nursing and health care facilities must pay $465,000 – for discriminating against disabled and pregnant employees

Have you heard this one from me before: “Chalk up another healthcare provider nabbed by the EEOC for allegedly violating the Pregnancy Discrimination Act (“PDA”), an amendment to Title VII of the Civil Rights Act of 1964. Add this to the numerous such lawsuits brought against healthcare providers under the Americans With Disabilities Act (“ADA”).” Well,…
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Pregnancy Discrimination Brings Out The Mummies

Attention must be paid! The Mummies are marching! Huh? “Becoming a mother is the single most damaging thing you can do to your career,” wrote a UK woman in the Telegraph a year ago. “It has been four years since I lost my job for daring to procreate. My employer told me, by voicemail, that my contract was being…
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EEOC Sues Another Health Care Provider For Alleged Pregnancy Discrimination

Well, chalk up another healthcare provider nabbed by the EEOC for allegedly violating the Pregnancy Discrimination Act (“PDA”), an amendment to Title VII of the Civil Rights Act of 1964. Add this to the numerous such lawsuits brought against healthcare providers under the Americans With Disabilities Act (“ADA”). I have warned healthcare providers for years not…
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Pregnant Bartender Will Not Wear Hot Pants? Fired!

Another pregnancy discrimination lawsuit in the news.   Seems like I’m writing this every day. A sports bar in Texas just settled with the EEOC for $24,000 in a Pregnancy Discrimination Act (“PDA”) lawsuit. What did they supposedly do? Well, it seems that a bartender who became pregnant began wearing capri pants “and added a second…
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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