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

Making Employees’ Mental Health Disclosures Matter

The ubiquity of mental health issues during the pandemic has been well documented. I always start a post about mental health with statistics. I think it’s important to see how pervasive mental health issues are—they affect people regardless of their economic status, politics, sex, race, age, national origin, religion, sexual orientation, or gender identity. They…
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ICYMI—Webinar Recording of COVID-19 Vaccine Mandates Considerations At Work

Last month, the U.S. Food and Drug Administration (FDA) approved the Pfizer/BioNTech COVID-19 vaccine for use by people 16 years of age and older. Yet, COVID-19 cases are still surging throughout most of the country thanks to the Delta Variant. Eager to get bodies back in office chairs, more employers are developing and implementing COVID-19…
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Employers, How Are You Handling Ruff Requests?

As COVID-19 vaccines become more readily available to more people and states ease gathering restrictions, employees are steadily, if slowly, returning to the office. As life returns to a semblance of normal, I wonder if employers will see an increase in requests from employees to bring their emotional support animals (“ESAs”) to work. Indeed, mental…
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Employers, Are Your Supervisors Prepared for Accommodation Requests for Mental Health Issues?

By: Amy Epstein Gluck If your answer is anything other than “yes, absolutely,” we should really talk. The Americans with Disabilities Act (ADA) protects qualified employees with mental health impairments the same as it does employees with physical disabilities—as long as the employee can perform the essential functions of the job and the accommodation does not impose…
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How Do We Destigmatize and Accommodate Mental Health Impairments In The Workplace?

In honor of #mentalhealth awareness day, I remind you: There is a lot of talk these days about diversity and inclusion. And about accommodating those with disabilities. Remember: providing accommodations applies to employees with mental impairments too. Recently, the US Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the anti-discrimination laws, has reminded…
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Failing To Provide Accommodations for Mental Health Issues Comes At A Price

By: Amy Epstein Gluck Employers must catch on: mental illness is prevalent in our workplaces. According to the National Alliance on Mental Illness (NAMI), approximately 1 in 5 adults —43.8 million, or 18.5%—experiences mental illness in a given year, and of those adults, about 1 in 25 adults in the U.S.—9.8 million, or 4.0%—experiences a serious mental illness…
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Employers, Do You Have “Meaningful Measures” In Place to Combat Disability Discrimination? #ADA

By:  Amy Epstein Gluck What’s not a good idea? Terminating an employee who requests a reasonable accommodation. Or failing to even discuss said accommodation. One employer found this out the hard way. Yesterday, the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the federal anti-discrimination laws including the Americans With Disabilities Act (ADA),…
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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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New Jersey Federal Court: Employer Need Not Waive Drug Test for Medical Marijuana User

By: Amy Epstein Gluck Remember—despite the legalization of medical marijuana in a majority of states, marijuana remains illegal under the federal Controlled Substances Act (“CSA”), which lists cannabis as a prohibited Schedule 1 illegal drug. What does it mean to be a Schedule 1 drug? “Schedule I drugs, substances, or chemicals are defined as drugs…
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Fizzy Drinks and The Red Hot Chili Peppers

Wondering what the title of this post is about? It seems that an 18-year old woman was about to enter a Belfast concert by the Red Hot Chili Peppers when her “fizzy drink” was confiscated by security. So? Well, she suffers from type 1 diabetes and the “fizzy drink” was Lucozade, which she always carries…
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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