When an employee makes a complaint about a co-worker or supervisor, it's crucial to get to the truth. After all, employers must take reasonable steps to protect employees from discrimination and harassment, which are among the most common complaints. At the same time, both the accused and the accuser have reputations and careers to protect. Ideally, the employer is a neutral arbiter on the issue.
When employees believe they aren't bound by noncompete agreements, employers often receive little warning when those agreements are about to be violated. Most employees don't disclose to their employers when they are job hunting, and they may accept new positions without realizing, or having decided there should not be, an issue.
Terminating an employee is never easy, even when it is an employer's only reasonable option. Making matters more complicated is the fact that a fired employee has many avenues on social media to make negative comments about his or her former employer. Employers are justifiably concerned about damage to its brand. The question becomes, how far can or should an employer go to protect its reputation online?
Last month, new rules went into effect that will soon require federal contractors to disclose labor and employment law violations.
Uber, the online ride-sharing company, has become a major player in the transportation industry in recent years. Uber relies on hundreds of thousands of drivers to transport passengers. These drivers are classified as independent contractors, and not as employees. This classification is a major benefit to Uber, as it allows the company to avoid paying drivers overtime and other benefits. This classification also prevents Uber drivers from requesting reimbursements from the company for gas, automobile depreciation and other expenses.
When you take a vehicle to a Washington D.C. area car dealer and ask for a valuation, you expect tires to be kicked and mileage to be examined, among other things. A similar kind of evaluation takes place when you go into an employment law attorney’s office to discuss a potential claim against an employer.
Regular readers might well recall that we not long ago wrote about the kinds of discrimination workers are protected from in Maryland. We noted that workers can’t be discriminated against on the basis of gender, race, age, religion and sexual orientation, among other things.
You have just been fired. You are angry. Your former boss was dismissive, curt and impolite during the meeting about termination of your employment. It can make a person wonder if this is a situation in which you might need a Maryland employment law attorney.
At first blush, the recent decision by the Maryland Court of Appeals might not appear to be especially significant. After all, the court held that overtime pay is included in the statutory definition of "wages."
The Court of Appeals recently took an opportunity to take a look at Maryland’s Wage Payment and Collection Law. That law has a particularly interesting aspect: it can triple damages in some cases and result in a plaintiff also receiving attorneys’ fees.