FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

FisherBroyles Employment Law Blog

Helping Employers Implement Efficient and Equitable Solutions to their Workplace Problems

Uber and the EEOC Settle Their Differences

By: Amy Epstein Gluck Way back when, i.e., in February 2017 and pre-#Metoo, an Uber employee published an online (i.e., very public) expose of what she considered to be a toxic culture at Uber and management’s failure to do anything about it—especially when alleged sexual harassment involved a rainmaker. I wrote about it here and…
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A Recipe For Sexual Harassment Liability

By: Amy Epstein Gluck I used to cook most nights for my family. But several years ago, my husband took over. He has become a master chef in the last few years, and the kitchen has become his domain. He has a smoker, he has a grill, he has utensils the names of which I do…
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Employers, Retaliating Against An Employee Who Discloses a Disability Is a Sure Way To Get Sued

By: Amy Epstein Gluck Let’s start with this fun fact: retaliation is the most frequently filed discrimination claim. Need proof? I’ll provide some statistics from the U.S. Equal Employment Opportunity Commission (EEOC): Fiscal Year (FY) 2018 data shows that retaliation continued to be the most frequently filed charge filed; retaliation charges comprised 51.6% of all charges…
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How To Prevent and Correct Sexual Harassment By Customers

By: Amy Epstein Gluck Employers, we know that you are trying your hardest to prevent sexual (and other unlawful) harassment in your workplace. You’re training your supervisors, employees, and, in many states, even your independent contractors. You have policies, procedures, and a clear reporting and investigation procedure. You are training your workforce, and you have…
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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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When Equal Pay Audit Results Lead to Retaliation Claims

By Amy Epstein Gluck Equal pay is getting a lot of press these days. Indeed, it seems to be a “Hot HR Topic.” (Yes, that IS a thing! OK, just for employment law nerds.) There’s a federal law requiring employers to provide equal pay for equal work, and, employers should know that most states have…
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Ridiculed At Work For Her Disability: EEOC

Workplace harassment is not limited to sexual or racial categories, although those are the most common. A new lawsuit by the EEOC shows how cruel people can be – ridiculing a disabled worker because of her disability. A Michigan egg producer was sued for hostile work environment and retaliation by the EEOC on behalf of a…
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Who's The "Boss"?

By Amy Epstein Gluck No, not Tony Danza or even Judith Light (yes, I was a teenager in the 80s), but New York. The New York Senate passed a trio of bills yesterday to protect women’s health rights, in general, and female employees’ rights in particular. The Boss Bill—What It Says The “Boss Bill”  prohibits…
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Retaliation: What Is Temporal Proximity?

It’s that wonderful time of the year when we remind everyone about the concept of retaliation in discrimination law. It’s pretty important: in 2016, then-EEOC Chair Jenny R. Yang said that “Retaliation is asserted in nearly 45 percent of all charges we receive and is the most frequently alleged basis of discrimination.”  That half of all…
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A Federal Jury Sends a Message in the #MeToo Era

By: Amy Epstein Gluck #MeToo is real. That is, #MeToo as a movement or an era or even a concept applies to real people of all backgrounds, to blue collar as well as white collar workers. One thing I know for sure—no one sets out desiring to be in the #MeToo club. In fact, I’d…
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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