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.
Written warnings are meant to document inappropriate behavior or performance issues, creating a record that can be referred to later or ultimately used to justify termination.
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.
Despite the many state and federal laws that bar sexual harassment in the workplace, sexual harassment is still a major problem. Every year, the Equal Employment Opportunity Commission (EEOC), investigates thousands of sexual harassment claims. In fact, in 2016 this federal agency investigated nearly 13,000 sexual harassment cases.
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.
A recent report has found that wage theft against low-wage workers totals about $280 million for 2012, which is double the amount that is stolen through robberies on the street, bank robberies, and gas station and convenience store robberies. Yet for most of us we don’t think about unpaid or underpaid overtime as theft in the same way we would if someone stopped us on the street and took our money.