Greenbelt, MD Employment Lawyers

Experienced Employment Law Attorneys for Clients in Greenbelt

As an employee in the state of Maryland, you are entitled to certain rights and protections. However, not many people know their rights, which can lead to abuses of power by employers. If you suspect that you have been treated unfairly at your job, reach out to a Greenbelt, Maryland employment law attorney today.

At Freedman Law, LLC, we have the skills and resources to investigate a wide variety of employment law issues. We can handle negotiations with your employer, file complaints with state and federal agencies, and proceed to litigation if a resolution cannot be reached outside of court. Attorney Lindsay Freedman has over a decade of legal experience, so you can trust him to provide you with highly qualified counsel.

Are You Being Discriminated Against at Work?

Workplace discrimination occurs when an employer treats an employee or job applicant unfavorably because of a protected characteristic rather than performance or legitimate business reasons. Both federal and Maryland laws prohibit discrimination in hiring, firing, promotions, compensation, job assignments, training, and other terms and conditions of employment.

Discrimination is not always obvious. It can be subtle, systemic, or disguised as a neutral workplace policy that disproportionately affects certain groups. Common types of unlawful workplace discrimination include:

• Racial Discrimination: Employers may not treat employees differently because of their race, skin color, or ethnicity. This includes biased hiring decisions, unequal discipline, racial harassment, or segregation in job assignments.
• Gender Discrimination: This category includes discrimination based on sex, pregnancy, sexual orientation, gender identity, or gender expression. Unequal pay, denial of promotions, sexual harassment, and adverse treatment related to pregnancy are all prohibited under state and federal law.
• Disability Discrimination: Employers cannot discriminate against qualified individuals with physical or mental impairments. This includes refusing to hire someone because of a disability or failing to provide reasonable accommodations.
• Age Discrimination: Employees who are 40 years of age or older are protected under federal law from adverse employment actions based on age. This may include layoffs that disproportionately affect older workers or comments suggesting a preference for "younger" employees.
• Religious Discrimination: Employers must not discriminate based on an employee's sincerely held religious beliefs. They are also required to provide reasonable accommodations for religious practices unless doing so would create undue hardship.

If you suspect discrimination, it is important to document incidents, preserve communications, and seek legal guidance promptly. Employment claims are subject to strict deadlines, and early action can help protect your rights.

What You Need to Know About Disability Accommodations in Maryland

Under the Americans with Disabilities Act, employers must provide reasonable accommodations to qualified employees with disabilities unless doing so would cause undue hardship. A disability may include a physical or mental impairment that substantially limits one or more major life activities, such as walking, seeing, hearing, concentrating, or working.

Reasonable accommodations are adjustments that allow an employee to perform the essential functions of their job. These may include modified work schedules, remote work arrangements, assistive technology, job restructuring, leave for medical treatment, or changes to workplace policies. The key question is whether the accommodation enables the employee to do the job without imposing significant difficulty or expense on the employer.

Employees typically must inform their employer of the need for an accommodation. This does not require specific legal language. Once notified, the employer is expected to engage in an interactive process to determine an appropriate solution. A refusal to engage in good faith discussions, unnecessary delays, or outright denial without justification may violate the law.

If your request for accommodation has been ignored or denied without explanation, you may have a claim for disability discrimination or failure to accommodate.

What Is Wrongful Termination?

Maryland is generally an at-will employment state, which means employers may terminate employees for almost any reason or no reason at all. However, that does not mean an employer can fire someone for an illegal reason.

Wrongful termination occurs when an employee is fired in violation of a law or public policy. Examples include termination based on race, sex, disability, religion, age, or other protected characteristics. It also includes retaliation for reporting discrimination, harassment, wage violations, or other unlawful conduct. Firing an employee for taking legally protected leave, such as certain medical or family leave, may also constitute wrongful termination.

In some cases, wrongful termination claims arise from employment contracts, employee handbooks, or policies that limit the employer's right to terminate. If an employer promises termination only for cause and then fires an employee without justification, contractual claims may be available.

Determining whether a termination was unlawful requires careful review of the circumstances, documentation, and employer policies. An experienced employment law attorney can evaluate whether your discharge may have violated state or federal law.