Maryland Employment Discrimination Defense Attorney

Lerch Early defends employers accused of discrimination in federal and state courts as well as administrative agencies. Defending discrimination claims can be costly as well as damaging to a business’ brand

Understanding Maryland’s Anti-Discrimination Laws

Maryland’s anti-discrimination laws prohibit employers from making employment decisions based on an employee’s race, color, religion, ancestry or national origin, sex, age, marital status, sexual orientation, gender identity, disability, or genetic information.

Protecting Your Business from False Discrimination Claims

Employers can take proactive steps to protect against discrimination claims. Creating sound procedures before an allegation of discrimination can best position employers to defend against claims when they are filed.

Documentation and Other Proof

Employers with contemporaneous documentation supporting their employment decisions are best-positioned to defend against discrimination claims.

When to Bring in An Employment Discrimination Defense Attorney

Employers should seek counsel whenever a current or former employee makes a verbal or written complaint of discrimination.

Let a Maryland Employment Discrimination Defense Attorney Help You Fight Discrimination Claims

Successfully defending a discrimination claim requires a coherent strategy from the very first moment an employee raises it. Lerch Early’s employment attorneys are well-positioned to craft a defense strategy quickly whenever allegations of discrimination arise in the workplace.

Speak With an Employment Discrimination Defense Attorney

Success Stories

Resolution of Davis-Bacon Claim

Challenge

The U.S. Department of Labor alleged that one of our government contracting clients had not paid its workers the wages mandated under the Davis-Bacon Act, which requires contractors and subcontractors performing work on federal or District of Columbia contracts to pay the local prevailing wage for the type of work being performed.

Strategy

We helped our client to identify the work that was performed on the project and to explain to the DOL investigator why the classifications listed in the applicable wage determination did not apply to this work. We assisted our client to prepare and submit a conformance request to DOL to obtain wage and fringe benefit rates that was appropriate for the work that our client performed. Not only were these rates more in line with the prevailing wage rates for this type of work in the area, they were also substantially lower than the rates the DOL investigator had initially selected. We then assembled a complete package that documented all wages paid and fringe benefits (health insurance, paid leave, vehicle and cell phone allowances) provided by our client to its workers on this project. By including the fringe benefits we were able to further reduce the amount of back pay owed by the client to its workers.

Result

We negotiated an agreement between our client and the DOL on back wages that was more than a 90% reduction from the original back wages demand made by DOL.

Insights

Maryland's New Heat Management Regulations

Employment attorney Nicole Behrman presented Maryland’s Occupational Safety and Health administrative heat stress standards, outlining requirements for employers to protect employees from heat hazards during Lerch, Early & Brewer’s Spring Cleaning …

Read More