Best Employment Lawyers in Baltimore, MD

FAQs

• What is the non-emergency contact number for the local police station in Baltimore, Maryland?

  The non-emergency contact number of the Baltimore Police Department is 311.

• Where can I get a copy of police reports for incidents related to my case in Baltimore, Maryland?

  Incident reports can be requested from the Baltimore Police Department via email to CCU@baltimorepolice.org or by sending a mail-in form to the Community Correspondence Unit at 242 W. 29th Street, Baltimore, Md. 21211.

• What are the rights of employees in Baltimore?

  Baltimore employees and employers follow Maryland laws and federal statutes for labor and employment. These include rights that cover minimum wages, overtime pays, benefits, leaves and paid times off, safe working environments, and mass layoff notifications. For example, the Maryland Fair Employment Practices Act protects employees from discrimination, and the Equal Pay for Equal Work law prevents unfair pay rates and employment opportunities.

• Can you sue your employer for wrongful termination in Baltimore?

  Yes, Baltimore employees can sue their employers for wrongful termination even with Maryland's at-will employment doctrine. The at-will doctrine is limited by local, state, and federal statutes, and it prevents employers from dismissing someone because of race, age, sex, or gender. Other instances of illegal termination include breach of implied contracts, breach of actual contract, public policy, and harassment.

• Can an employee quit without any notice in Baltimore?

  The at-will employment doctrine of Maryland provides the freedom to Baltimore employees to accept new jobs at any time or terminate their relationship with an employer at any time, with or without notice. However, this is only allowed if there are no existing express contracts, agreements, or policies in place.

• What is the statute of limitations for employment law claims in Baltimore?

  Employment law claims in Baltimore have a three-year statute of limitations. Employees must follow this time period based on the start date of the initial instance that caused the lawsuit. However, some claims have shorter windows, like those involving the Fair Employment Practices Act, which gives the complainant only six months to file a claim based on discrimination with the Maryland Commission on Human Rights.

• Can an employer hold the final paychecks of employees who quit in Baltimore?

  Baltimore employers follow Maryland rules on final paychecks, which states that the final paychecks should be given on the next scheduled payday, regardless of whether the employee was terminated or if they quit. The final paycheck must include other types of compensation on top of the regular wages, like bonuses, commissions, and accrued sick and vacation pay.

• 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.

• What are some workers\' rights related to injury and illness?

  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.