Antisemitism In the Workplace
By Amy Epstein Gluck | | Bystander Intervention, Race, Religion, and National Origin
Antisemitic sentiment continues to rise. Maybe you saw the swastikas hand-drawn on the columns at Union Station in Washington, DC this morning? No? Here’s a local news report about the drawings, which were found the day after National Holocaust Remembrance Day. Last year, the Equal Employment Opportunity Commission (“EEOC), the federal agency that enforces federal…
Read More Uber and the EEOC Settle Their Differences
By Amy Epstein Gluck | | Abuse in the Workplace, Discrimination in the Workplace, Diversity and Inclusion, EEOC, Sex Discrimination, Sexual Harassment
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…
Read More A Recipe For Sexual Harassment Liability
By Amy Epstein Gluck | | Abuse in the Workplace, EEOC, Sexual Harassment
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…
Read More Employers, Are Your Supervisors Prepared for Accommodation Requests for Mental Health Issues?
By Amy Epstein Gluck | | Accommodation of Disabilities, Disabilities and Accommodations (ADA), Discrimination in the Workplace, Uncategorized
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…
Read More Manager Training Time!
By Amy Epstein Gluck | | Accommodation of Disabilities, Disabilities and Accommodations (ADA), Family Medical Leave Act (FMLA), General Employer Guidance
By: Amy Epstein Gluck Guess what I’m doing this week? Nope, not at the beach. No, no, I’m not sipping a cappuccino at a charming Parisian bakery. And, no, I’m not holed up in my basement office becoming more Vitamin D deficient by failing to step outside. I’m TRAINING! What kind of training, you ask?…
Read More Come See Me at the EEOC Baltimore Seminar on August 26th to Talk HR
By Amy Epstein Gluck | | EEOC, Marijuana in the Workplace
By Amy Epstein Gluck Hello, and happy end of summer! Like Rich, I am excited to participate in an EEOC panel in Baltimore at the EEOC Training Institute’s seminar about the Future of HR. Details: Where: Crowne Plaza Baltimore at the Inner Harbor, 105 W. Fayette Street When: August 26, 2019, at 9 a.m. Topic:…
Read More Offsite Is Not Off Limits: Case Study on the Consequences of Failing to Address Culture and Claims Of Harassment
By Amy Epstein Gluck | | Abuse in the Workplace, Discrimination in the Workplace, EEOC, Sex Discrimination, Sexual Harassment
By: Amy Epstein Gluck Earlier, I came across this story (hello, insomnia) about one company (not our client!) who did not take the steps we have recommended in our blog to prevent harassment and retaliation, and is now being excoriated for it in the press. This Buzzfeed article on the problems one tech start-up presents a…
Read More Up In The Air—To Address Sexual Harassment, Follow Your Procedures
By Amy Epstein Gluck | | Abuse in the Workplace, Discrimination in the Workplace, EEOC, General Employer Guidance, Sex Discrimination, Sexual Harassment, Workplace Safety
By: Amy Epstein Gluck So, I’m on a Southwest flight to New Orleans (woohoo!!) to hang out with my FisherBroyles partners for a few days. I am psyched! Being me, on the flight, I started chatting with the flight attendant about her job and ask her about her experiences with sexual harassment in her workplace, which,…
Read More The 4th Circuit Says: Rumor Has It
By Amy Epstein Gluck | | Abuse in the Workplace, Discrimination in the Workplace, Sex Discrimination, Sexual Harassment
By Amy Epstein Gluck I am going to lay out the lede up front: last week, the U.S. Court of Appeals for the Fourth Circuit reversed the dismissal of a plaintiff’s hostile work environment claim based on sex-based rumors. It considered the claims to be rooted in unlawful sex stereotypes about women. What Was This…
Read More Diversity and Inclusion: Best Response To Increased Sexual Harassment
By Amy Epstein Gluck | | Discrimination in the Workplace, EEOC, LGBTQ+, Sexual Harassment
By: Amy Epstein Gluck On Halloween, I intend to head down to the U.S. Equal Employment Opportunity Commission (EEOC) for a public meeting titled “Revamping Workplace Culture to Prevent Harassment” with EEOC Commissioner Chai Feldblum. I plan on adding my 2 cents. Why? Well, I’ll tell you. Earlier this month, the EEOC released preliminary data for this year reporting…
Read More 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.
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.
