Germantown, Maryland Employment Law Attorneys

Experienced Lawyers for Employment Matters in Germantown

When faced with issues of employment like wage theft, discrimination, or wrongful termination, you may feel like you are fighting an uphill battle against your employer. However, you do not have to deal with these problems on your own. A Germantown, MD employment lawyer can help you assert your rights, standing up for you in negotiations or litigation for a proper remedy.

At Freedman Law, LLC, we have helped thousands of clients with legal issues in the workplace, with a track record of securing stellar results and significant settlements. You can trust us to provide you with aggressive representation and counsel, keeping your best interests at heart.

Common Examples of Wage Theft in the Workplace

Wage theft can take many shapes, and understanding the most common forms is the first step toward protecting your rights.

One frequent violation is unpaid overtime. Under the Fair Labor Standards Act (FLSA), non-exempt employees must receive time-and-a-half for hours worked beyond 40 in a workweek. Yet some employers misclassify workers as exempt or simply refuse to track overtime properly. When overtime goes unrecorded or unpaid, employees lose out on compensation they have rightfully earned.

Another widespread issue is off-the-clock work. This occurs when employers require employees to begin tasks—such as setting up equipment or checking emails—before clocking in or after clocking out. Even brief unpaid tasks add up over weeks and months, effectively stealing wages from those who perform them.

Tip deductions also contribute to wage theft in industries like hospitality and service. When tips are pooled or shared improperly, or when employers claim an illegal tip credit without informing workers, servers and bartenders often find their take-home pay diminished.

Finally, misclassification of workers as independent contractors rather than employees allows some businesses to evade minimum-wage and overtime requirements, payroll taxes, and benefits. Independent contractors shoulder the cost of their own taxes and protections, even when their day-to-day duties mirror those of employees.

Were You a Victim of Wrongful Termination?

Losing a job can feel destabilizing even in the best of times, but being fired for an unlawful reason compounds that hardship. Wrongful termination occurs when an employer dismisses an employee in violation of federal, state, or contractual protections. In Maryland, at-will employment generally permits dismissal for any reason so long as it is not illegal. However, termination motivated by discrimination, retaliation, or a breach of contract crosses the line into wrongful conduct.

Discrimination-based firings often hinge on protected characteristics such as race, gender, age, religion, disability, or national origin. If an employer uses any of these traits as a basis for termination, the dismissal may violate Title VII of the Civil Rights Act or the Maryland Fair Employment Practices Act. Similarly, workers who blow the whistle on unsafe conditions or illegal practices are shielded by anti-retaliation provisions. An adverse action taken in response to a good-faith report of wrongdoing may constitute wrongful termination.

Contractual employment relationships also limit an employer's ability to fire without cause. If your employment agreement stipulates that you can only be terminated for "just cause," a discharge without specified grounds may breach that contract.

State and Federal Laws Against Workplace Discrimination

Maryland employees are protected by a layered framework of anti-discrimination laws. Federally, Title VII prohibits employers with 15 or more employees from discriminating on the basis of race, color, religion, sex, or national origin. The Americans with Disabilities Act (ADA) requires reasonable accommodations for qualified individuals with disabilities, while the Age Discrimination in Employment Act (ADEA) safeguards workers aged 40 and over.

Maryland's Fair Employment Practices Act prohibits discrimination based on marital status, sexual orientation, gender identity, and genetic information. The Maryland Healthy Working Families Act also bars retaliation against employees who exercise their right to paid sick and safe leave.

These state and federal laws share common goals of ensuring equal opportunity in hiring, promotions, wages, and working conditions. Employers found in violation may face civil penalties, mandatory back pay, reinstatement of wrongfully terminated employees, and attorneys' fees.