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Best Employment Lawyers in
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2020

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Here Are The Top Employment Lawyers Near 20149

Welter Law Firm, P.C.

For more than 20 years, Welter Law Firm PC has provided employment law litigation services for employers in Washington, D.C., and nationwide. Its attorneys advocate for clients in cases involving wage and hour compliance, leave of absence, drug and alcohol issues, disability accommodations, and termination. The firm provides counsel during the drafting and in the implementation of policies and employee handbooks as well as executive employment and severance agreements. It also advises on workplace privacy and safety.

20130 Lakeview Center Plz Ste 400, Ashburn, VA 20147

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BerlikLaw

Reston-based BerlikLaw is a legal firm that accepts cases on employment-related matters. It represents employees who experience harassment, discrimination, and other illegal actions at work. The legal team assists clients in stopping those behaviors, and it files lawsuits when necessary to fight for compensation for financial, emotional, and reputational damage. Employees can also get help in negotiating severance packages. The firm helps employers draft non-competition agreements that comply with laws and represents both employees and employers in disputes over agreements.

1818 Library St Ste 500, Reston, VA 20190

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Berenzweig Leonard

With offices in McLean, Berenzweig Leonard is a business law firm that handles employment matters throughout the Washington, D.C. metro. The firm takes a proactive approach to labor issues, assisting business clients with drafting contracts, employment negotiations, and resolving disputes. Its attorneys assist companies with HR training, implementing policies and drafting handbooks that minimize liability to issues involving harassment, discrimination, and retaliation. Additionally, the firm defends against accusations of wrongful termination, failure to accommodate for disabilities, and FMLA violations.

8300 Greensboro Dr Ste 1250, McLean, VA 22102

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General Counsel, P.C.

General Counsel PC represents clients in employment law matters from its McLean office. The firm works with private and public sector companies on cases involving FMLA, wage laws, discrimination, harassment, and workplace safety. It advises business clients on how to maintain compliance with state and federal employment laws. Handbook and policy drafting is another proactive service offered by the firm to protect the legal interests of businesses. Defense for employment-related claims helps business clients minimize legal and financial effects.

6849 Old Dominion Dr Ste 220, McLean, VA 22101

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Centre Law & Consulting

Centre Law & Consulting is a Washington-based legal firm that represents clients in labor and employment matters, with a sole focus on management. Practice areas include risk assessment, investigations, audits, and training, implementing and enforcing restrictive covenants, discrimination, retaliation, and drafting and revising employment documents. Partner David Warner is in charge of the firm's litigation, audit, and investigation practices. He is a graduate of Georgetown University Law Center and a member of the District of Columbia Bar Association.

2201 Wisconsin Ave NW Ste 200, Washington, DC 20007

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Jeffrey L. Rhodes

Jeffrey L. Rhodes is an employment and business trial lawyer. His office is located in Arlington, but his service extends to Washington, D.C. residents. For over two decades, Rhodes has defended executive personnel and businesses while litigating claims of workplace discrimination, sexual harassment, wage and hour violations, and wrongful terminations. In addition to this, he drafts workplace policies and handbooks and counsels employers on how to discipline cases of employee misconduct.

2111 Wilson Blvd Fl 8, Arlington, VA 22201

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Morris E. Fischer, LLC

Morris E. Fischer LLC offers employment litigation services to clients in the Washington, DC area and to Federal employees across the United States. The firm handles a broad range of cases, including whistleblower claims and sexual harassment. It also provides services such as noncompete agreement reviews and security clearances. Attorney Morris E. Fischer has been practicing for more than 20 years and is licensed to practice in D.C., New York, and Maryland. He is a member of the National Employment Lawyers Association and the Metropolitan Washington Employment Lawyers Association.

8720 Georgia Ave Ste 210, Silver Spring, MD 20910

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The Spiggle Law Firm

Founded in 2009, The Spiggle Law Firm is an Arlington-based employment law practice dedicated to representing civilian, federal and military employees throughout the metro area of Washington D.C. The firm advocates and litigates for clients penalized or discriminated against in a wide range of cases, including pregnant women sidelined, parents of sick children who had to call off work, and people fired by their supervisors without cause. It also advocates for whistleblowers suffering retaliation at work.

4830 31st St S Ste A, Arlington, VA 22206

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The Law Office of David A. Branch and Associates, PLLC

The Law Office of David A. Branch and Associates PLLC is a law firm based in Washington, DC. Mr. Branch has over 25 years of experience in employment law, specializing in employment discrimination, contracts, and wage-related claims. He and his legal team represent federal employees in cases involving non-disclosure agreements and employee handbook violations. Leading attorney David Branch is a member of the District of Columbia Bar Association and the Maryland Bar Association.

1828 L St NW STE 820, Washington, DC 20036

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Passman & Kaplan, P.C.

Active for over 25 years, Passman & Kaplan PC is a Washington-based firm providing employment law services to clients throughout the metro area. This firm is focused on serving federal employees and it helps to protect their rights against violations by employers. It assists clients in pursuing legal restitution following discrimination, wage violations, and wrongful terminations, tailoring this representation to the nuances of government departments where they work. Passman & Kaplan PC serves clients both within the U.S. and abroad.

1828 L St NW Ste 600, Washington, DC 20036

Website

Related Resources

How To Hire An Employment Lawyer

How To Hire An Employment Lawyer

With both federal and state employment laws at play, and with so much at stake in taking action against an employer, an employment lawyer can be a valuable resource in standing up to employment discrimination or harassment. Here’s how to find and hire the right attorney for your claim.

Read The Article

Expert Answers To Common Questions:

  1. What does an employment attorney do?
  2. How much should I ask for in a discrimination lawsuit?
  3. How do I prove discrimination in the workplace?
  4. Can I sue my company for a hostile work environment?
  5. What is the EEOC?
  6. How do I report an abusive boss?
  7. What laws protect employees from job discrimination?
  8. How do I file a wrongful termination claim?
  9. What is unfair treatment at work?
  10. What are some workers\' rights related to injury and illness?
  11. Can an employer force you to work?
What does an employment attorney do?
Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.
How much should I ask for in a discrimination lawsuit?
Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.
How do I prove discrimination in the workplace?

Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

Can I sue my company for a hostile work environment?
Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.
What is the EEOC?
The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.
How do I report an abusive boss?
If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.
What laws protect employees from job discrimination?
  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.
How do I file a wrongful termination claim?
You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.
What is unfair treatment at work?
Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.
Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.
Can an employer force you to work?
This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.