Annapolis-Based Employment Law Attorney
Serving Clients Throughout Maryland, the DMV Area, North Carolina, and Federal Employees Throughout the U.S.
You have the right to be treated in comportment with employment laws. These laws were passed to ensure that employees, including Maryland State employees and Local Government (County, bi-county, and municipal) employees, are not discriminated against, are not retaliated against for engaging in protected activity, to ensure that they receive all wages they are entitled to, and to ensure that all other benefits they are entitled to are not denied.
At the Law Office of Ruth Ann Azeredo LLC, we have helped many government employees assert their rights against their employers. We have decades of experience representing Federal, Maryland State employees and Local Government employees in their various types of employment claims
Employees have a right to be paid for the work they perform for their employer. Federal and State laws set out requirements for employers in the payment of wages and set out remedies for the employee when these requirements are not adhered to.
Further, employees have rights pertaining to the accrual of sick leave and when they may use it, along with rights pertaining to accrued annual leave and the payment of that annual leave when their employment ends.
The Law Office of Ruth Ann Azeredo, LLC is experienced in assisting employees with their wage, leave and benefit matters. If you believe your employer has failed to pay you earned wages or has failed to provide you required leave and benefits, we can help you assert your rights.
Whether you are a business needing assistance in drafting Employment Agreements and Severance Agreements or an employee who needs assistance in reviewing these agreements and negotiating the terms of the agreements, the Law Office of Ruth Ann Azeredo, LLC has decades of experience drafting, reviewing and negotiating these agreements. We also represent employees and businesses when disputes arise under these agreements, including bringing claims or defending claims in court or arbitration.
Most employment is “at will.” This means that an employee may be terminated for any reason, or no reason at all, as long as it is not illegal or contrary to public policy.
Employees and Applicants for employment are protected from various types of discrimination and from retaliation for complaining about illegal conduct
Federal, State and, in some instances, even local laws, may provide protections to employees to be free from discrimination and retaliation in the workplace. Some of the laws may only apply to certain employees. For instance, if you are a federal employee, state and local laws will not apply to your employment.
Generally speaking, the federal anti-discrimination laws that apply to most employees are Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act and/or Rehabilitation Act (ADA/Rehab Act), and the Equal Pay Act. Veterans may also have some protections under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
Not only are most employees covered by these Federal laws, but most states have enacted their own anti-discrimination laws, including Maryland, North Carolina, and Virginia. Similarly, the District of Columbia also has a robust anti-discrimination law.
In addition, certain counties within Maryland have passed their own anti-discrimination laws, including Prince George’s County, Montgomery County, Baltimore County, and Howard County. Some of these local government laws provide additional protected bases. This means that where a federal or state law may not provide a basis for a claim, you may have rights pursuant to a local government law.
Along with anti-discrimination laws, are laws that protect employees from retaliation when they have complained about discrimination or when they have complained about other wrongdoing (whistleblower laws).
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