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

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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USDOL Reminds Employers To Give Nursing Mothers At Work A Break

I nursed all three of my children when they were infants (they are horrified by this, naturally). When I returned to work, I pumped breastmilk at three – yes three – different law firms. Nothing comes as close to the terror of someone banging on your office door while you’re half-dressed and trying to pump…
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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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Ah, The “Mommy Track” At BigLaw – Fast Track To Lower Pay and Marginalization

As you know, we here at FisherBroyles have only wonderful things to say about BigLaw.  Being refugees of BigLaw ourselves, we all loved (among so many other things): … its cutthroat intra-firm competition (what better way to hone necessary legal skills!); … its long hours devoted solely, of course, to client interests and personal/professional development;…
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One Mama's Memo: Anti-Discrimination and Anti-Retaliation Policies Must Be Enforced To Be Effective

By: Amy Epstein Gluck Your anti-discrimination, -harassment, and -retaliation policies must be enforced to be effective. It’s likely that this is no news flash, but in practice, people tend to forget. Case in point: yet another public memo to a household name company demonstrating that all that glitters may not be gold. What am I…
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The EEOC sees health care folks as fat, juicy targets in disability cases

It’s been some time now since I’ve written about the EEOC and “low hanging fruit” – so let me explain to new readers. My review of the cases brought by the EEOC in the last few years leads me to believe that the EEOC finds that targeting health care professionals for disability or pregnancy discrimination yields…
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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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Psst…did you know it was Disability Awareness Month?

By:  Amy Epstein Gluck Well, it is! And, in honor of that, I bring you a new law affecting most New York City employers, at least those with more than four employees. The law applies to all of your employees, whether full- or part-time, interns (paid or unpaid), temps, and protects more NYC employees than…
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Low Hanging Fruit 2018 – EEOC Targets Healthcare Providers

Ah, the new year! Awake from my holiday hibernation I thought that, based on a number of new cases and settlements, it was time to revisit the EEOC’s apparent targeting of healthcare professionals and companies for alleged disability and pregnancy law violations! That’s right – a subject near and dear to my heart because it’s…
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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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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