Employment Law & Litigation

Relationships between employers and employees are more closely regulated–and more fraught with risk–than ever before.

For an employer, creating a thoughtful, responsive and defensible workplace takes more than good will and team spirit. As an employee, understanding your rights and living up to your obligations is a full-time job. We have extensive experience in helping employers and employees balance and protect their interests. From email privacy and social media usage to litigation involving sexual harassment or discrimination, our attorneys help our clients achieve the benefits of managing and working in a fair and productive environment. Please call us at (301) 251-1180 or submit an online inquiry so that we may either assist you with your legal issue or provide a referral for someone who can.

Is it okay to change the company name on someone else’s employment manual and use it for my business?

That’s a bad idea, and not just because a good employment manual needs to reflect the specific nature and personality of your business. It also needs to assure your compliance with federal, state and local laws. We review many existing policies and a lot of them contain errors, oversights or out-of-date language. Adopting someone else’s mistakes or bad judgment is no defense if an employment issue arises. We see to it that our clients have strong, compliant manuals that treat employees fairly and protect the interests of your business.

Should I have employment agreements with salespeople and other employees?

If an employee could do your business real harm by moving to a competitor, you should probably ask that person to sign an employment agreement at the time of hiring. Sometimes, for instance, it is better to have the flexibility of an “at-will” employment relationship. We will learn about the nature of your business as well as the style and substance of your relationships with relevant employees. We can consider alternatives such as non-compete, non-solicitation and non-disparagement provisions – then work to create realistic, enforceable agreements.

Is the severance package I’ve been offered a fair one?

Do NOT sign off on an employment separation agreement until you talk to us. What you are being paid is just one factor you need to consider. For instance, is your employer agreeing not to contest an unemployment claim and to give you at least a neutral reference? Other nagging issues can continue past your final day, such as the ability to retrieve personal items or computer files that are rightfully yours. While your employer may not typically offer such terms proactively, we can work to negotiate a more favorable agreement that gives you as much protection as possible.

  • Employment Contracts
  • Executive Compensation Planning
  • Manuals and Training
  • Wage and Hour Compliance
  • Employment Disputes and Negotiations
  • Employee Profit Sharing and Equity Reward Plans
  • Severance Plans and Agreements
  • Restrictive Covenants and Trade Secrets Litigation
  • Harassment and Discrimination Claims