Workplace matters
Employment
Employment problems often involve overlapping frameworks: internal policy, state and federal statutes, and sometimes a collective bargaining agreement. Documenting what happened and when is essential.
General legal information only, not legal advice. This guide reflects Maryland practice; other states and countries require counsel admitted in that jurisdiction. No attorney-client relationship is created by reading this guide.
Common situations
What this work usually involves
- Wrongful termination and retaliation
- Discrimination and harassment complaints
- Wage, overtime, and misclassification issues
- Leave and accommodation requests
- Severance, release agreements, and non-compete terms
Step by step
A practical sequence
- 1
Preserve your own records
Keep offer letters, policies, performance reviews, and relevant communications. Do not remove confidential company property.
- 2
Note the sequence of events
Record dates, participants, and what was said. A factual chronology supports a clearer legal assessment.
- 3
Check internal and agency deadlines
Some complaints require prompt internal action or an administrative filing. Ask counsel about applicable deadlines early.
- 4
Review any agreement before signing
Severance and release agreements can affect your rights. Have the document reviewed before you sign.
Preparation
What to gather
- Offer letter, contract, and current policies
- Performance reviews and disciplinary records
- Relevant emails and messages
- A dated chronology of events
Do not send documents or sensitive details until the team confirms a secure process.
Selective intake
Tell us what you are facing.
Send a short, non-sensitive note about the general topic. The team reviews every inquiry for fit, jurisdiction, and conflicts.
Do not include confidential facts, documents, or sensitive personal information. Sending an inquiry does not create an attorney-client relationship or mean a matter has been accepted.