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

Don’t Panic! We Have A Button For You!

Well, another panic button law was just passed – this time in New Jersey. The first state to pass such a law! Just a few weeks ago I posted about a union local in Seattle representing 5,000 hotel and hospitality workers, which reacted to guests sexually harassing room cleaning and room service staff and pushed for and got enacted…
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New York City May Soon Require Employers To Conduct Sexual Harassment Training: Are You Ready?

Not many places in the US require sexual harassment training by private employers but New York City may soon become one of them.  (See, e.g., Maine and California). According to the New York Times, the City Council is likely to pass the “Stop Sexual Harassment in New York City Act” which would mandate such training for the…
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Sexual Harassment Can Happen … Anywhere

“I am always surprised that some people think that workplace sexual harassment occurs only in certain types of businesses or workplaces.  But we know that workplace sexual harassment can happen anywhere, anytime, and to anyone – there is no exempt place or person. Of course, compliant and savvy employers can minimize the chances of it…
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To Sexually Harassing Lawmakers: “This Is Inappropriate And We Won’t Tolerate It"

Just when you thought that it was safe for politicians to come out and harass. … My post yesterday was about a Kentucky lawmaker who thinks that sexual harassment training is “ridiculous” and just “political correctness.”  He wants the 3-hour per year mandatory training for lawmakers reduced to 30 minutes.  He does not want to…
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“What Are You Like In Bed?” Not A Good Thing To Ask An Employee…Nor is Groping

By: Amy Epstein Gluck Just in case you worried because I haven’t written about sexual harassment in a while, do not be alarmed! I’ve been obsessed with my twitter feed, like much of the country. But…never fear! Sexual harassment is alive and well. Indeed, it is thriving. Last week, a waitress at an Olive Garden…
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Top Five Reasons Not To Have An Anti-Sexual Harassment Policy (As Told By An Employer)

Clients don’t always listen to your pearls of wisdom.  Most of the time – but not always.  It’s their business, after all. A few years ago I had a potential client about three years into building a successful start-up.  But he pushed back hard against my admonition that with his growing business he should have an…
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Combatting Workplace Sexual Harassment: From the Top Down

By Richard Cohen The EEOC has long gone to bat for vulnerable workers, as readers of this blog know.  Indeed, it is one of the EEOC’s priorities set out in its Strategic Enforcement Plan (“SEP”). I have written that in the many cases brought by the EEOC, “The common thread is the vulnerability of these workers: where they are powerless,…
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Sexual Harassment: What We Think We Know

By: Amy Epstein Gluck In July, I wrote about (what I’ve labeled my WTF article) Gretchen Carlson’s sexual harassment lawsuit against Roger Ailes. Things have moved quickly since then. This past Friday, Circa interviewed me about various employment issues, including sexual harassment.  On a break from the interview, a young millennial male (I’m sure you’ve…
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HOTBEDS of Sexual Harassment

By: Amy Epstein Gluck Where might one find veritable hotbeds of sexual harassment? Not a bar or restaurant.   Not a hotel.   Not college campuses.   Not just at Fox News (wink). Hint:   USA Today reports that our state capitols exude a “fraternity atmosphere” that make some state capitols “hotbeds of sexual harassment.”  That’s right –…
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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