Employment Law for Businesses & Employers

The legal and regulatory landscape facing businesses and employers is more complex than ever. Employers must navigate federal, state, and local laws covering hiring, termination, discrimination, harassment, wage requirements, and more. Bramnick Creed guides employers in compliance and litigation-avoidance strategies, and represents businesses in all aspects of employment law and litigation in Maryland, Washington DC, and Virginia.

Attorney Joe Creed leads our employer-side employment practice. He brings deep knowledge of both private sector and federal employment law, and is a former Employee Co-Chair of the American Bar Association’s Federal Sector Labor & Employment Law Committee. Contact us today to discuss your employment matter.

Employment Contracts

Protecting trade secrets, proprietary information, and market share is critical for any business. Bramnick Creed helps employers protect against unfair competition from former employees. We advise clients on negotiating, drafting, and enforcing non-compete agreements, non-solicitation agreements, non-disclosure agreements, and other employment contracts. When former employees violate these agreements, we represent employers in pursuing compliance and appropriate remedies — including through litigation when necessary.

Employment Litigation

Bramnick Creed defends employers against all manner of employment claims. Our litigation practice covers discrimination, sexual harassment, hostile work environment, retaliation, and wage violations. Our attorneys are experienced litigators in administrative forums including the EEOC, as well as in Maryland, DC, and Virginia state and federal courts. We understand that employment claims create real financial and operational challenges for employers. While we prepare every case for trial, we also pursue creative and efficient resolutions whenever possible.

Internal Investigations

When serious allegations of employment violations arise, retaining outside counsel to investigate can make a significant difference. A discrete, thorough internal investigation often reduces the likelihood or extent of employer liability — and helps executives, general counsel, and litigation counsel make informed decisions before matters escalate. The attorneys of Bramnick Creed have extensive experience conducting internal investigations across a range of employment matters.

Policies and Compliance

Establishing sound employment policies is the most effective way to protect against claims and potential liability. Bramnick Creed helps employers understand their legal obligations under federal, state, and local law, and assists in creating compliant workplace policies. Employment law changes frequently — our attorneys stay current and provide timely, practical advice. An investment in compliance today reduces the cost and disruption of disputes down the road.

Frequently Asked Questions

What should I do if an employee files an EEOC complaint against my business?

Act promptly and carefully. The EEOC will notify you of the charge and request a response — called a “Position Statement” — within a set deadline. You should retain employment counsel before responding. An attorney can help you assess the claim, gather relevant documentation, and craft a response that protects your interests. Early missteps in the EEOC process can significantly affect the outcome.

Are non-compete agreements enforceable in Maryland?

Yes, but Maryland courts scrutinize them carefully. To be enforceable, a non-compete must be reasonable in scope, geographic area, and duration, and must protect a legitimate business interest. Maryland recently banned non-competes for employees earning under a certain wage threshold. An attorney can help you draft agreements that hold up — or evaluate whether an existing agreement is enforceable.

What employment policies should every business have in place?

At minimum, employers should have written policies covering anti-discrimination and anti-harassment, workplace conduct, disciplinary procedures, wage and hour practices, and confidentiality. Depending on your size and industry, additional policies may be required under Maryland, DC, or federal law. Bramnick Creed can review your existing handbook and policies and identify gaps before they become liabilities.

When should an employer conduct an internal investigation?

Any time a credible complaint of harassment, discrimination, or serious misconduct is raised, an internal investigation is advisable. Prompt investigation demonstrates good faith, can limit liability, and creates a documented record. In some circumstances — particularly when the accused is a senior employee — retaining outside counsel to conduct the investigation adds credibility and protects attorney-client privilege.

What wage and hour laws apply to employers in Maryland and DC?

Maryland and DC each have their own minimum wage, overtime, and leave requirements that go beyond federal law. For example, DC’s minimum wage is among the highest in the country, and both jurisdictions have paid sick leave requirements. Employers with employees in multiple jurisdictions must comply with each jurisdiction’s rules. Bramnick Creed advises employers on compliance across Maryland, DC, and Virginia.

For more information about how Bramnick Creed assists businesses in employment law matters, or for a consultation, contact Joe Creed at (301) 760-3344 or JCreed@BramnickCreed.com.