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

Workplace Religious Discrimination: The EEOC Seeks To Address A Growing Issue

The number of posts which I have written on the subject of religious discrimination keeps growing:  employers still have not learned to accommodate religious beliefs and practices, and the EEOC keeps pursuing such cases. The EEOC has just stated that “Religious discrimination remains an issue in the American workplace. In fiscal year 2015, EEOC received…
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Appearance Policies Versus Religious Practices: A Delicate Legal Balance

Since employment discrimination lawyers are seeing more and more religious discrimination cases being brought, it may be time, once again, to re-visit the subject. Can an employer fire someone for wearing a veil or hijab? Or a turban? Having dreadlocks? Growing sidelocks? Asking for time off on the Sabbath? Does a corporate policy on employee appearance…
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From Your Friends At The EEOC (Once Again): Do Not Forget To Accommodate Religious Beliefs!

I partially titled my post the other day “most religious accommodations are not unduly costly.”  I prefaced the post by saying that “one thing is certain: the EEOC has decidedly not abandoned its efforts to pursue claims of employment discrimination based upon religion.” As if to put an exclamation point on this, the EEOC just announced another…
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Mark of the Beast v. Biometric Scanning

Well, I guess a little timely research now and then can’t hurt. Mea culpa. I wrote last week about religious discrimination and accommodations, and highlighted two “Mark of the Beast” cases.  One was denied review by the Supreme Court, and I said about the other that “as far as I know the case is still…
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The Mark Of The Beast Meets The Internal Revenue Code

Religious discrimination cases are dominating headlines – indeed, we are in a period right now where religious rights are frequently being weighed and balanced against other rights, including of course, employers’ rights, in an effort to accommodate religious beliefs — a societal and legal priority. I have often written about what used to be a Title VII…
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The EEOC: "Religious Freedom and Inclusiveness"

Religious discrimination, formerly a backwater of discrimination law, has shot to the forefront in recent years.   Public policy and the expansion of the reach of Title VII meet claims of religious discrimination.   The political/legal struggles will likely take a while to resolve, if at all.   But one thing is certain: the EEOC has decidedly not abandoned its…
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We're Back! The Employment Discrimination Blog Is Back At A New Home!

Faithful readers of my former ABA award-winning law firm blog may be forgiven if they have forgotten me — and my blog. It’s been almost seven months since I left my former law firm, Fox Rothschild, which then saw fit to erase my byline from the 1000+ articles which I posted (replacing me with the…
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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