Severna Park, Maryland Employment Law Attorneys

Dedicated Lawyers for Employment Law Cases in Severna Park, MD

Safeguarding your rights as an employee requires a strong understanding of the law and a willingness to advocate for yourself. For most people, this is a daunting task. By working with a Severna Park, MD employment law attorney, you can identify possible violations of your rights in the workplace and take legal action to protect yourself.

At Freedman Law, LLC, we have the resources and skills to represent clients in a variety of employment law issues, ranging from wage and hour violations to claims of discrimination. Attorney Lindsay A. Freedman has been named as one of the best employment lawyers in Annapolis, as he has helped numerous residents of Maryland facing legal troubles in the workplace.

FMLA Protections for Employees in Severna Park

Serious health issues and family responsibilities do not pause simply because someone has professional obligations. The federal Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave within a 12-month period for specific family and medical reasons. In certain military caregiver situations, even longer leave may be available.

To qualify for FMLA protections, an employee generally must have worked for a covered employer for at least 12 months, have logged at least 1,250 hours of service during the previous year, and work at a location where the employer has at least 50 employees within a 75-mile radius. Covered reasons for leave include the employee's own serious health condition, the birth or adoption of a child, and the need to care for a spouse, child, or parent with a serious health condition.

FMLA leave is unpaid, but it preserves the employee's job. When leave concludes, the employer must generally restore the employee to the same or an equivalent position with the same pay, benefits, and terms of employment. Employers may not interfere with, restrain, or deny the exercise of FMLA rights, and they may not retaliate against an employee for requesting or taking protected leave.

Disputes can arise when employers deny leave requests, miscalculate eligibility, or discipline employees for absences that should have been protected. Careful documentation and a clear understanding of FMLA requirements are critical in evaluating these claims.

How Do Non-Compete Agreements Work in Maryland?

Non-compete agreements are contracts that limit an employee's ability to work for a competitor or start a competing business after leaving a job. In Maryland, these agreements are not automatically enforceable. Courts evaluate whether the restriction is reasonable in scope, geographic area, and duration, and whether it protects a legitimate business interest.

Employers may have valid interests in protecting trade secrets, confidential information, customer relationships, and goodwill. However, a non-compete agreement that is overly broad or that imposes an undue hardship on the employee may not be upheld. For example, a restriction that prevents an employee from working in an entire industry across a wide region for several years may be considered excessive.

Maryland law also places limitations on non-compete agreements for certain lower-wage employees. Employers must draft these agreements carefully, and employees should review them before signing or when considering new employment opportunities. When disputes arise, courts balance the employer's business interests against the employee's right to earn a living.

Common Wage and Hour Violations in Maryland

Wage and hour disputes remain one of the most frequent sources of employment litigation. Maryland law establishes minimum wage requirements, overtime standards, and rules governing timely payment of wages. Employers must generally pay non-exempt employees one and one-half times their regular rate for hours worked beyond 40 in a workweek.

Violations may include unpaid overtime, failure to pay earned commissions, improper deductions from paychecks, withholding final wages, or requiring off-the-clock work. Misclassification is another common issue. Some employees are incorrectly labeled as independent contractors or as exempt from overtime, depriving them of lawful compensation.

Employees who suspect wage violations should retain pay stubs, time records, employment agreements, and communications regarding hours and compensation. These materials can help establish whether wages were improperly withheld. Maryland law may allow recovery of unpaid wages, and in certain circumstances, additional damages.