Laurel, MD Employment Lawyers

Knowledgeable Employment Law Attorneys Representing Clients in Laurel, Maryland

When you suspect that your rights are being violated at your workplace, you may feel powerless to do anything about it. However, you have legal options to enforce those rights. To figure out your best course of action, reach out to a Laurel employment law attorney who can represent you in a dispute with your employer.

At Freedman Law, LLC, we represent both employees and employers in issues of employment law. Attorney Lindsay A. Freedman has successfully fought for clients in state and federal court, providing aggressive advocacy and smart counsel to people in need. We are well-versed in the laws protecting employees, so do not hesitate to reach out to us today.

Collecting Unpaid Wages From Your Employer

When you work hard, you expect to be paid fairly and on time. Unfortunately, wage violations still occur in Laurel and throughout Maryland. Employers may fail to pay minimum wage, refuse to compensate employees for overtime, misclassify workers as independent contractors, require off-the-clock work, or withhold final paychecks. These practices can place significant financial strain on employees and their families.

Both federal and Maryland laws protect workers from wage theft. The Fair Labor Standards Act sets nationwide standards for minimum wage and overtime, while Maryland wage laws provide additional safeguards. In many cases, non-exempt employees must receive overtime pay at one and one-half times their regular rate for hours worked over 40 in a workweek. Employers also must maintain accurate payroll records and pay earned wages in a timely manner.

If your employer has failed to pay you properly, you may be entitled to recover unpaid wages, and in some cases, additional damages and attorney's fees. Wage claims are subject to time limits, so prompt action is important. Careful documentation of hours worked, pay stubs, communications, and employment policies can strengthen your claim.

What Can You Do About Workplace Discrimination?

Workplace discrimination occurs when an employer takes adverse action against an employee or job applicant because of a protected characteristic rather than qualifications or performance. Federal laws such as Title VII of the Civil Rights Act, along with Maryland's Fair Employment Practices Act, prohibit discrimination based on race, color, religion, sex, pregnancy, national origin, disability, age, and other protected traits.

Discrimination can take different forms. It may involve being passed over for promotion, paid less than similarly situated coworkers, disciplined more harshly, subjected to offensive comments, or terminated for unlawful reasons. In some situations, discriminatory practices are systemic, reflected in hiring patterns or workplace policies that disproportionately affect certain groups.

If you believe you are experiencing discrimination, you may need to file a charge with the Equal Employment Opportunity Commission or the Maryland Commission on Civil Rights before bringing a lawsuit. These agencies investigate complaints and may attempt mediation or issue a right-to-sue notice. Preserving evidence, including emails, performance reviews, and witness information, can be critical in proving your case.

FMLA Violations in Laurel, MD

The Family and Medical Leave Act provides eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Covered reasons may include a serious health condition, caring for a spouse, child, or parent with a serious health condition, or the birth or adoption of a child.

Employers who are subject to the FMLA must restore employees to the same or an equivalent position after qualifying leave. They may not interfere with an employee's right to take leave or retaliate against an employee for exercising those rights. Violations can include denying leave despite eligibility, failing to maintain health benefits during leave, or terminating an employee for requesting time off under the Act.

FMLA disputes often involve questions about eligibility, notice requirements, or whether a medical condition qualifies as serious under the law. If your employer has denied leave or taken adverse action against you after you requested or used FMLA leave, legal guidance can help clarify your options.