Thatcher Law Firm Thatcher Zavaro & Mani 2026-06-02T12:50:22Z https://www.thatcherlaw.com/feed/atom/ WordPress /wp-content/uploads/sites/1303761/2024/03/cropped-Untitled-4-32x32.jpg by Thatcher Zavaro & Mani <![CDATA[Maryland’s Proposed “Living Wage For All Act” (Maryland HB 1220/SB 886)]]> https://www.thatcherlaw.com/?p=53793 2026-03-05T21:50:12Z 2026-03-05T21:50:12Z What the Bill Seeks to Do At a high level, the proposal is designed to:
  • Establish a higher statewide wage floor intended to reflect a “living wage,” rather than a traditional minimum tied solely to labor-market baselines.
  • Clarify enforcement mechanisms and penalties for noncompliance.
Potential Impact on Workers If enacted, the bill would:
  • Seek to increase take-home pay for low- and moderate-wage employees across the state, particularly in retail, hospitality, home care, and food service.
  • Reduce income volatility by indexing future wage increases to inflation or a similar metric, helping workers better manage housing, transportation, and childcare costs.
Potential Impact on Businesses Employers may experience:
  • Higher near-term labor costs, particularly for employers with large hourly workforces.
  • Operational adjustments, such as price recalibration, scheduling changes, or revised staffing models.
  • A potential competitive leveling effect: statewide standards can reduce patchwork compliance burdens that arise when local jurisdictions adopt differing wage floors.
What to Watch Next
  • Final Bill Text: Specific wage figures, indexing mechanics, phase-in schedules, and exemptions are likely to be refined in committee. Key thresholds and dates remain to be determined.
  • Amendments and Coalition Positions: Expect active engagement from labor organizations, chambers of commerce, local governments, and sector-specific trade groups as the bill advances.
Bottom Line: The Living Wage For All Act aims to shift Maryland’s wage policy from a static minimum to a dynamic standard tied to the cost of living.  Its ultimate impact will turn on core design choices, such as how high the wage floor is set, how quickly it phases in, and how indexing and enforcement are structured. For answers to your employment law questions, call our office at 301-441-1400 to schedule an appointment with one of Thatcher Zavaro & Mani’s attorneys. www.thatcherlaw.com Follow us on: ]]> On Behalf of Thatcher Zavaro & Mani <![CDATA[5 Benefits of Mediation for Employers]]> https://www.thatcherlaw.com/?p=53775 2025-05-28T02:42:01Z 2025-05-28T02:38:31Z Mediation offers a practical approach to resolving workplace disputes and can be particularly beneficial for employers in Washington. Communication and collaboration through mediation can lead to positive outcomes for those involved.

Cost Savings

Litigation can be expensive and time-consuming, especially in Washington where legal fees and court costs can add up quickly. Mediation provides a cost-effective alternative by reducing the need for prolonged legal battles. Employers save money by avoiding court fees and minimizing the disruption to business operations. The mediation process often involves fewer resources and less time, leading to significant savings.

Faster Resolutions

Disputes can slow down productivity and create tension in the workplace. Mediation facilitates quicker resolutions and allows businesses to address issues promptly. While court proceedings can take months or even years, mediation sessions can may be completed in a matter of days or weeks. This speed helps employers maintain momentum and focus on their core business activities.

Confidentiality

Mediation ensures confidentiality. This is crucial for maintaining trust and privacy. Washington law supports the confidentiality of mediation sessions, protecting sensitive information from becoming public. This assurance allows parties to speak freely without fear of repercussions. Employers benefit from keeping disputes out of the public eye, preserving their reputation and avoiding unnecessary scrutiny.

Preservation of Relationships

Workplace disputes can damage employee-employer relationships. Mediation focuses on communication and understanding which can preserve these relationships. By focusing on mutual interests and finding common ground, mediation can foster a collaborative environment. Employers can maintain a positive workplace culture by resolving conflicts amicably, which is essential for long-term success.

More Flexible Agreements

Unlike court rulings, mediation allows for creative and flexible solutions tailored to the needs of both parties. Employers can negotiate terms that suit their specific circumstances. This can result in agreements that are more sustainable and satisfactory. This flexibility is invaluable for addressing unique challenges and fostering innovation.

Considering Mediation?

Mediation offers a lot of benefits for employers looking to resolve disputes effectively. If you are facing workplace conflicts and seeking a resolution, you may want to seek help from a legal professional. An experienced mediator can help you navigate the mediation process smoothly and achieve outcomes that may fulfill the needs of all parties involved. ]]> by Claire Morgan <![CDATA[A Cornerstone of Employment Law: The Birth of the Monthly Labor Review]]> https://www.thatcherlaw.com/?p=53774 2025-05-06T17:14:11Z 2025-05-06T17:14:11Z For answers to your employment law questions, call our office at 301-441-1400 to schedule an appointment with one of Thatcher Zavaro & Mani’s attorneys. www.thatcherlaw.com Follow us on: ]]> by Claire Morgan <![CDATA[Changes to Employment Law: Maryland’s 2025 General Assembly Legislative Session]]> https://www.thatcherlaw.com/?p=53773 2025-04-29T17:13:25Z 2025-04-29T13:37:14Z th, 2025, The Maryland General Assembly concluded its legislative session.  Three employment-related bills were passed and will become law. Delayed: FAMLI Program Maryland’s Paid Family and Medical Leave Insurance (FAMLI) program, first passed in 2022, has been delayed for the third time. According to Maryland’s Labor Secretary, Portia Wu, the reason for this delay is the current shift in federal funding and unstable economic conditions in the U.S., as well as the General Assembly’s “prudent” nature and their desire to provide a stable program—even if this results in delays. This update is set to take effect on June 1, 2025. Despite these shifts in the implementation timeline, employers should begin planning for future compliance requirements, particularly around payroll contributions and benefit coordination. Under the newly passed legislation:
  • Contributions are set to begin on January 1, 2027.
  • Benefits will be available starting January 3, 2028.
  • The initial contribution rate will be set on May 1, 2026.
  • The state will annually set contribution and benefit rates based on program costs and the Consumer Price Index (CPI).
  • New rules redefine how an employee’s wage rate is calculated for benefits with an anchor date, defined as when the employee completes their application for benefits OR FAMLI leave is implemented (whichever occurs first), to determine the applicable wage period for benefits.
Expanded: Military Employment Protections The Employment and Insurance Equality for Service Members Act broadens the state’s protections for military service members and their dependents. These key updates include:
  • Coverage now applies to all uniformed services and members of reserve units including the Public Health Service and the National Oceanic and Atmospheric Administration.
  • Employers may show preference to eligible veterans and veteran spouses in hiring decisions.
  • Under specific circumstances, employees are entitled to receive leave from their employer on the day direct family members are deployed or return from active duty.
  • Once implemented, the FAMLI program will cover certain military-related leave.
Clarified: Parental Leave Act The following clarification has been provided on the Parental Leave Act:
  • Employers already covered by the Family and Medical Leave Act (FMLA)—i.e., those with 50 or more employees—are exempt from this state requirement.
  • If an employer has between 15 and 49 employees, the Parental Leave Act applies to them.
  • The Act grants up to six (6) weeks of unpaid leave for childbirth, adoption, or accepting/facilitating a foster care placement.
How Will Maryland Employers Be Affected? These laws will have a significant impact once effective. Employers should begin preparing for the delayed—though not quite imminent—FAMLI program and ensure HR policies are updated to reflect enhanced military protections. How Will Maryland Employees Be Affected? While the most sweeping change—the FAMLI program—has been delayed, employees can expect expanded benefits and protections once the new timelines take effect.
  • Paid leave is coming, though later than originally planned. Starting in 2028, eligible employees will be able to take up to 24 weeks of partially paid leave for qualifying family or medical reasons.
  • Military families will see immediate benefits, including the right to take job-protected leave for qualifying deployment-related events.
  • Eligible veterans and their spouses may also see improved job prospects, as more employers are now permitted to extend preferential hiring to these groups.
For questions about compliance or updates to employment policies, please call our office at 301-441-1400 to schedule an appointment with one of Thatcher Zavaro & Mani’s attorneys. www.thatcherlaw.com Follow us on: ]]> by Claire Morgan <![CDATA[Can My Political Views Get Me Fired?]]> https://www.thatcherlaw.com/?p=53769 2024-11-05T21:30:26Z 2024-11-05T21:30:26Z th, 2024, is Election Day. On this day, the American people cast their votes to decide who the next leader of the country will be. With Donald Trump (R), Kamala Harris (D), and various third-party candidates on the ballot, disagreements are inevitable. From lively debates on social media, to workplace discussions about contentious elections, employees' political beliefs are often on display.  As a result of the political climate, employees may experience and complain about political affiliation discrimination. What is Political Affiliation Discrimination? Political affiliation discrimination occurs when an individual is treated adversely in the workplace because of their political beliefs or party membership. This can include:
  • Disparate treatment or biased decision-making: Limited advancement opportunities, termination, etc.
  • Harassment: Unwanted words or conduct based on your political affiliation.
  • Retaliation: Punishment for complaining about disparate treatment or harassment due to your political affiliation.
Who is Protected? Political affiliation is NOT a protected category in all jurisdictions. In Maryland, Prince George’s County, Howard County, and Montgomery County all prohibit political affiliation discrimination in the workplace through local laws. Additionally, the amended Civil Service Reform Act of 1978 (CSRA) prohibits political affiliation discrimination against federal employees. Employers should establish clear guidelines and policies regarding acceptable behavior and speech in the workplace. These policies should ensure that all employees, regardless of their political beliefs, are treated in a non-discriminatory manner. If you have questions about discrimination in the workplace, or any other employment law issue, call our office at 301-441-1400 to schedule an appointment with one of our attorneys. www.thatcherlaw.com Follow us on: ]]> by Stephanie Hubelbank <![CDATA[Does Age Discrimination Still Happen?]]> https://www.thatcherlaw.com/?p=53766 2024-10-08T20:27:51Z 2024-10-08T20:24:41Z Businesses should keep in mind the importance of ensuring compliance with federal, state and local anti-age-discrimination laws.  If you have questions about age discrimination in the workplace, or any other employment law issue, please call our office at 301-441-1400 to schedule an appointment with one of our attorneys. www.thatcherlaw.com Follow us on: ]]> by Claire Morgan <![CDATA[Can I Be Fired for Something I Didn’t Do?]]> https://www.thatcherlaw.com/?p=53749 2024-09-10T21:41:38Z 2024-09-10T21:41:38Z At-Will Employment Maryland, in addition to 48 other states, use the at-will employment doctrine. This means that both employers and employees can generally terminate the employment relationship at any time, for any reason or no reason at all.  This can sometimes cause confusion when an employee believes they didn’t deserve to be terminated. For example:
  1. Misunderstandings: An employee may be terminated due to a misunderstanding or error. For example, if a supervisor misinterprets your actions or receives inaccurate information about your performance or actions.
  2. False Accusations: False accusations can stem from personal conflicts, misunderstandings, or even deliberate malice. While employers should ideally conduct a thorough investigation before making termination decisions, there is generally no legal obligation to do so.
What is Illegal? Even if an employee is at-will, there are protections in place to prevent wrongful termination. These protections include:
  1. Discrimination: Federal and state laws, such as Title VII of the Civil Rights Act of 1964 or Maryland Code §20-602, prohibit firing employees based on protected categories such as race, color, national origin, sex, disability, and religion.
  2. Retaliation: It’s illegal for employers to retaliate against employees for asserting their rights, such as filing a complaint about workplace safety, reporting harassment, or taking family or medical leave.
  3. Breach of Contract: An employer must honor the terms of any employment contract that specifies the terms of termination or other forms of discipline.
What can I do? Keep a detailed record of events leading up to your termination, including any communications. An attorney specializing in employment law can help you understand your rights, assess whether you have a case for wrongful termination, and guide you through the legal process if necessary. If you have questions about wrongful terminations, or other employment law issues, please call our office at 301-441-1400 to schedule an appointment with one of our attorneys. www.thatcherlaw.com Follow us on: ]]> by Stephanie Hubelbank <![CDATA[Are Non-Compete Agreements Back?]]> https://www.thatcherlaw.com/?p=53748 2024-08-27T21:16:44Z 2024-08-27T21:15:24Z th; however, last week a federal court in Texas found the rule unlawful.  The Texas court’s final judgment invalidated the rule, directed the FTC not to enforce it, and prohibited the rule from taking effect nationwide.  This decision is a relief to employers who have been in a holding pattern and uncertain how to proceed while courts decided whether the final rule would go into effect. Despite remaining uncertainties, employers in Maryland, Virginia, or other states without non-compete bans may continue to enter and enforce them, so long as they are carefully crafted to be no more restrictive than necessary. The Texas court’s decision did not reference the Pennsylvania or Florida cases that have also issued rulings on the FTC’s non-compete ban.  In the Pennsylvania case, the court made a preliminary finding that the FTC had legal authority to issue the final rule, and that the plaintiff could not establish irreparable harm if the FTC rule went into effect. By contrast, in the Florida case, the court granted a preliminary injunction against the rule. The FTC will likely appeal the Texas court’s decision to the 5th Circuit. The Pennsylvania case, in which the district court reached the opposite conclusion at the preliminary injunction stage, could create a circuit split if upheld by the 3rd Circuit. Such a split would need to be resolved by the U.S. Supreme Court. Aside from the federal rule in question, businesses must be aware of their states' laws on non-compete agreements as they may already be unlawful in your area. If you have questions about non-compete agreements, other restrictive covenants, employment contracts, severance/separation agreements, or other employment law issue, please call our office at 301-441-1400 to schedule an appointment with one of our attorneys. www.thatcherlaw.com Follow us on: ]]> by Stephanie Hubelbank <![CDATA[Are Terminated Employees Entitled to Commissions?]]> https://www.thatcherlaw.com/?p=53742 2024-08-23T21:05:58Z 2024-08-23T21:05:58Z Under the Maryland Wage Payment and Collection Law (MWPCL), employers are required to pay their employees’ wages for all work they have performed. Wages are broadly defined as all compensation that is due to an employee, including:
  • Commissions
  • Bonuses
  • Fringe benefits
  • Overtime wages
  • Any other remuneration promised in exchange for service
Employers must pay their employees for work performed prior to their termination. Most often, employers must pay commissions by the next scheduled pay period after termination, and if they fail to do so, employers risk having to pay liquidated damages up to triple the amount of the unpaid wages, as well as their employee’s attorneys’ fees and costs. If you are an employee who has not received earned financial compensation, or are an employer facing allegations of unpaid wages, you should speak with an employment attorney. If you have questions about commissions, or any other employment law issues, please call our office at 301-441-1400 to schedule an appointment with one of our employment and labor attorneys. www.thatcherlaw.com Follow us on: ]]> by Claire Morgan <![CDATA[An Employer’s Duty to Retain Employee Information]]> https://www.thatcherlaw.com/?p=53741 2024-08-13T17:28:43Z 2024-08-13T15:35:56Z Recordkeeping Requirements The EEOC is a federal agency that enforces laws such as Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA). To ensure that these laws are enforced appropriately, and that employees' rights are protected, the EEOC has specific recordkeeping requirements that employers must adhere to regardless of whether a Charge of Discrimination has been filed against the employer. In accordance with the Code of Federal Regulations and the Age Discrimination in Employment Act (“ADEA”), the EEOC requires private employers to retain general employment records for a minimum of 1 year from the record’s creation date or the employee’s separation, whichever comes later. Educational institutions, state, and local governments must retain these same documents for 2 years from the record’s creation date or the employee’s separation. General employment records include application forms, performance evaluations, disciplinary actions, emails, and all other records related to employment. If an employee files a Charge of Discrimination, the recordkeeping requirement is extended. Employers must retain records relevant to the Charge for the duration of the investigation and any additional legal proceedings that follow. Outside of the EEOC, the Fair Labor Standards Act (“FLSA”) requires that all payroll records, including information on wages, hours worked, and other compensation details, must be kept for a minimum of 3 years. Why Recordkeeping Matters In addition to legal compliance, the proper retention of employee records can be helpful in many ways:
  • Evidence in Disputes: In the event of a legal dispute, having comprehensive records could help an employer defend against claims.
  • Data Integrity: Retaining records ensures that companies have accurate data for internal audits and reviews, which can improve overall HR practices and compliance.
Best Practices for Recordkeeping
  1. Develop a Record Retention Policy: Establish a clear policy outlining how long different types of records will be kept and ensure all employees involved are trained on these procedures.
  2. Implement Secure Storage Solutions: Whether physical or digital, ensure records are stored securely to protect employee information.
  3. Stay Current with the Help of an Employment Attorney: Laws and regulations can change. Regularly consult with an employment law attorney to review and update your recordkeeping practices to maintain compliance.
If you have questions about an employer’s duty to retain employee information, or any other employment law issues, please call our office at 301-441-1400 to schedule an appointment with one of our attorneys. www.thatcherlaw.com Follow us on: ]]>