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

Explaining Some Employment Implications of Overturning Roe v. Wade

The Supreme Court of the United States (SCOTUS) ruling that overturned Roe v. Wade on June 24, 2022 poses countless legal questions and presents serious challenges for stakeholders, including employers. What does employment law have to do with abortion rights, you might ask. Well, I’ll tell you, and I’ll tell you something else: the ramifications…
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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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Siding With Transgender Employee, Iowa Supreme Court Sidesteps Bostock

Last week, the Iowa Supreme Court upheld a 2019 jury verdict that found the state discriminated against a transgender state prison employee by denying him the use of men’s restrooms and locker rooms at his workplace. The ruling means former Iowa state prison nurse Jesse Vroegh, a former Iowa Department of Corrections (DOC) nurse, won…
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Administrators, Not Ministers—Bostock Bars Discriminatory Termination of Drama Teacher at Catholic High School

Last week, a federal judge ruled in favor of a gay former drama teacher who lost his job at Charlotte Catholic High School after he announced on social that he and his male partner were getting married. A federal court in North Carolina deemed the organization’s actions discriminatory on the basis of sex. Even though…
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What Does the EEOC Do Anyway? Oh, And It Issued Its New Compliance Manual on Religious Discrimination

Yesterday, January 15, 2021, the U.S. Equal Employment Opportunity Commission (EEOC) approved revisions to EEOC’s Compliance Manual Section on Religious Discrimination (“Manual”). I’ve fielded some questions lately about the EEOC, so I wanted to clarify for employers what the EEOC does and does not do: The EEOC is not a court. The EEOC does not make…
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SCOTUS: Discrimination Based on Sexual Orientation or Transgender Status is Sex Discrimination And Violates Federal Law

By: Amy Epstein Gluck An employer who fires or takes an adverse action against an individual merely for being gay or transgender violates Title VII of the Civil Rights Act of 1964 (“Title VII”). So said the Supreme Court of the United States (“SCOTUS”) on June 15, 2020, a little more than eight months after…
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You Were Genetically Built To Work Like A Dog, KaBobby!

Here’s one last post for the old year, may it rest in peace.  And it’s a doozy.* (Apology upfront: the employee at issue was allegedly told that he was “genetically built” to work two jobs because of his national origin, not to work like a dog. I took a little poetic license because it sounded…
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Fired For Having A Brain Tumor Or A Seizure, Or Mocked For Being Disabled – Why Does This Happen?

Human nature is sometimes an inscrutable thing. Why do some people – adults! – find it necessary to harass those with disabilities? Is it simple bullying? Or maybe a fear-based projection or displacement or some other defense mechanism? And why treat adversely – like firing – someone who comes forward and says he has a…
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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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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