About Amy Epstein Gluck

Amy Epstein Gluck is a partner in the Washington D.C. office of FisherBroyles, LLP, a national law firm. She 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. Email Amy at Amy Gluck@fisherbroyles.com

Time’s Up!

By: Amy Epstein Gluck

Some mighty powerful women have been getting together to create a plan to combat sexual harassment, gender inequality, retaliation, and to try to change “the way things are.” As my mom used to say, these women have “had it up to here!” (An aside: where’s “here”? I never got that, and my […]

Diversity & Inclusion Done Right

We’ve talked about G.E.’s goals to achieve gender parity by “balancing the equation,” here, by introducing a council to inform future retention strategies, including career advancement and leadership development opportunities for women, and by implementing employee programs and benefits that engender a fair and inclusive culture where all employees can thrive.

Other companies are successfully moving […]

“’The Weinstein Effect’” on Holiday Parties—No Booze? What A Snooze!

By: Amy Epstein Gluck

Human Resources Departments are wringing their proverbial hands this month about the company holiday party.

Open bar?

No bar?

Drinks tickets? Like, 2 per person.

No party at all?

What to do, what to do. In this article, WaPo features reporter Lavanya Ramanathan writes about these considerations that companies, particularly their HR departments, are contending with as […]

Sexual Harassment Prevention 101

It has been quite a year in employment law!

The exposure and explosive aftermath of the Harvey Weinstein sexual harassment scandal opened the floodgates for sexual harassment claims, which rippled across industries and workplaces with employers reevaluating their policies and committing to end such treatment. However, we see that confusion remains about what actually constitutes unlawful […]

“Too Butch”— Sex Stereotyping

By:  Amy Epstein Gluck

While discrimination on the basis of sexual orientation is still not expressly prohibited by Title VII of the Civil Rights Act of 1964 (“Title VII”), the federal anti-discrimination law that prohibits sex discrimination, (although the issue is currently before the courts) discrimination on the basis of gender stereotypes is proscribed. By the […]

Setting the Record Straight on (Sexual) Harassment

By: Amy Epstein Gluck

People are confused!

From Uber to a well-known jewelry chain, ad agencies and TV hosts, from Harvey Weinstein to restaurant employees, I hear more and more that there is confusion about what actually constitutes sexual harassment or racial harassment or age-based harassment, etc.—let’s call it unlawful harassment.

Recently, the spouse of one of my […]

Employer Update: Minimizing Gender Bias and Eradicating Sexual Harassment

By Amy Epstein Gluck

So how do we even attempt to clear up this mess in the workplace, the “bro clubs,” and other “hotbeds” of sexual harassment saturating the media recently, and which we talked about here?

Behaviors need to change—ok, there’s no doubt about that.

You can consider some recent lists—treat the women you work with like […]

Oh Harvey! We’ll Need a Memo to the File

By Amy Epstein Gluck

Until last Thursday, the name Harvey Weinstein evoked popular culture of the 1990’s and 2000’s. Weinstein is the producer who gave us beautiful, lyrical films like The English Patient and Chocolat. He made groundbreaking movies like Good Will Hunting, Pulp Fiction (personally, my favorite soundtrack), and Carol, and produced the popular franchises […]

The Hostess With The Mostest? Not Exactly.

By: Amy Epstein Gluck

Last Friday, on September 29, the EEOC filed a lawsuit against a restaurant in Virginia alleging that the restaurant violated federal law by subjecting an 18-year-old female employee to a sexually hostile work environment and retaliating against her by reducing her hours when she complained about the alleged harassment.

The complaint alleged that […]

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 (“LW”) inquired about the legality of a company’s implementation of an appraisal system that included ratings for attendance at corporate social […]