You Will Benefit From Our Employment Law Experience

At your job, you have the right to function in an environment free of fear and discrimination, with fair wages and a safe work environment free of unlawful intimidation or mistreatment. When issues arise, it is crucial to work with experienced employment law attorneys who can help you understand your rights and obtain favorable results.

At Jackson & Associates Law Firm in Upper Marlboro, we represent employers and employees in Prince George’s County, Maryland, and the surrounding area in employment matters.

As a client, you will benefit from the experience of our lead employment law lawyer, Pamela L. Ashby (of counsel). She has worked on both sides of employment law matters, for employers and employees. This is something you rarely find in an employment law firm, giving us a uniquely varied perspective in all of the employment law cases we handle.

A Wide Range Of Issues

We represent clients in all types of employment law claims in private and federal employment contexts, including:

• Discrimination
• Wage and hour issues
• Misclassification
• Unpaid wages
• Harassment (sexual or other illegal harassment)
• Failure to pay vacation time
• Off-the-clock work
• Unlawful termination
• Severance agreements (review)
• Employment agreements (review and drafting)
• Regulatory violations

In all of our cases, we focus on providing clients with efficient, detail-oriented, results-driven representation.

Retaliation Claims Under Maryland Law

Retaliation represents one of the most frequently overlooked yet powerful claims available to Maryland workers. When employees report illegal workplace conduct or assert their legal rights, the law protects them from punishment by their employers. Maryland law prohibits employers from retaliating against employees who engage in protected activities including filing discrimination complaints, reporting wage theft, participating in workplace investigations or opposing unlawful employment practices.

Retaliation can take many forms beyond termination, including demotions, pay reductions, schedule changes, hostile work environments or exclusion from important projects. The timing of adverse employment actions often reveals retaliatory intent. When discipline occurs shortly after an employee files a complaint, courts scrutinize the employer’s stated reasons carefully. Workers should document everything when they suspect retaliation, including emails, text messages and any changes in how supervisors treat them.

Understanding The EEOC And MCCR Charge Process

Filing a discrimination charge with the Equal Employment Opportunity Commission or the Maryland Commission on Civil Rights can feel overwhelming without proper guidance. Maryland workers typically have 300 days from the discriminatory act to file a charge with the EEOC, though filing sooner is always advisable. The MCCR has a six-month filing deadline for most discrimination claims. Missing these deadlines can permanently bar your ability to pursue legal action.

After filing, the agency investigates your allegations by requesting information from your employer and issues a determination letter indicating whether it found reasonable cause to believe discrimination occurred. Following this investigation, the agency issues a Notice of Right to Sue, which gives you 90 days to file a lawsuit in court. This 90-day deadline is strict and cannot be extended.

Employment Law For Federal Government Contractors In Maryland

Maryland’s proximity to Washington, D.C., means many workers hold positions with federal government contractors, creating unique employment law considerations. These workers enjoy specific protections under federal contracting regulations that extend beyond standard employment laws.

The Service Contract Act establishes minimum wage and benefit requirements for employees working on certain federal service contracts. Contractors must pay prevailing wages and provide specific fringe benefits as determined by the Department of Labor. Workers on covered contracts have the right to proper compensation even when their direct employer fails to comply.

Federal contractors must also comply with affirmative action requirements and maintain specific workplace policies. Security clearance issues add complexity, as adverse employment actions related to clearances require careful legal analysis.

You Are Never Out Of The Loop

You deserve and need to know what is happening with your employment law matter. That is why Jackson & Associates Law Firm offers Clio legal management software, which allows you to log in at any time to check the status of your case.

How To Contact Us

At Jackson & Associates Law Firm, LLC, we will give you an honest assessment of your case and its chances for success. To schedule an appointment, call us at 301-264-7082 or contact us online.

We have offices in Upper Marlboro, Maryland and Washington, D.C.