FB EMPLOYMENT DISCRIMINATION BLOG

Performance Ratings Conditioned Upon After-Work Social Events Attendance

By: Amy Epstein Gluck Back in July, I talked to Washington Post columnist Karla Miller, who writes an excellent Sunday column called @workadvice for WaPo’s weekly Magazine. The subject of our chat: a letter writer [...]

Mark of The Beast: To The Supreme Court?

Way back in 2015 I reported on a religious discrimination suit brought by the EEOC against a Pennsylvania coal company for refusing to accommodate (and forcing to retire) an Evangelical Christian who had been an [...]

Who Do You Think The EEOC Targets Most Under The Disabilities Act?

My recent article in Above The Law provides a few hints: "The EEOC sued a senior living community in Colorado for refusing to accommodate an employee with fibromyalgia.  The employee’s job? The Health & Wellness [...]

The ADA’s Interactive Process—Not “One and Done”

By:  Amy Epstein Gluck “I provided medical leave for Joe Schmoe [or Sally Jessie]. Aren’t I done? Haven’t I complied with the law?” Sometimes yes, and sometimes no. Yesterday, the Equal Employment Opportunity Commission (EEOC), [...]

Sexual Harassment of Medical Personnel – A Huge Problem

"A new U.S. study has found that 'More than 80 percent of nearly 900 physical therapists surveyed [80 percent of whom are women] said they have encountered sexual remarks, touches, indecent exposure and sexual assault. [...]

Is It Ok For A Supervisor to Ask A Subordinate To Cook For Him In the Nude? Not So Much.

By: Amy Epstein Gluck  Is it Ok for a company’s Human Resources (“HR”) department to respond to said subordinate employee’s complaint of being asked to cook in the nude for her supervisor “oh that’s just [...]

“Doing What’s Right – Not Just What’s Legal”