At Lebau & Neuworth, we stand with Maryland workers who face unfair treatment at work. If your employer is violating labor laws—whether it’s unpaid wages, unsafe conditions, or illegal discrimination—you don’t have to stay silent. Many people don’t realize that reporting workplace violations is a protected action under federal and state law. This blog breaks down what to expect and how to take the right steps to hold your employer accountable.

Common Reasons to Report an Employer

Before taking action, it’s important to understand what types of behavior may violate labor laws. If you’re dealing with any of the following, it may be time to file a complaint:

• Unpaid wages or denied overtime
• Unsafe or hazardous working conditions
• Retaliation after reporting discrimination or harassment
• Misclassification as an independent contractor
• Violations of leave rights under FMLA

These issues often fall under the authority of the U.S. Department of Labor (DOL), the Occupational Safety and Health Administration (OSHA), or the Maryland Department of Labor.

Step-by-Step: How to Report Your Employer in Maryland

Taking action can feel overwhelming, but breaking it into steps can help. Here’s a general guide for Maryland workers thinking about filing a report.

1. Try Talking to Management First

Not every violation is done with bad intent. Sometimes supervisors or HR aren’t even aware of what’s going wrong. If you feel safe doing so, consider starting by raising your concerns internally. It might resolve the issue without needing to escalate further.

But if nothing changes—or you’re met with resistance—it’s time to move forward.

2. Start Documenting Everything

Whether or not you’ve spoken up yet, you should begin writing things down:

• Dates and times of the violation(s)
• Who was involved
• What was said or done
• Emails, texts, or written warnings

This kind of detailed record will be important if you decide to move forward with a complaint or legal action.

3. Identify the Correct Agency

Different problems go to different places. For example:

• Unpaid wages or overtime? Report to the Wage and Hour Division of the DOL.
• Unsafe conditions? That’s for OSHA.
• Issues with state-specific wage laws or licensing violations? You may need the Maryland Department of Labor.

Talking to an employment lawyer can help you figure out where your report should go.

4. File Your Complaint

In most cases, you can file a complaint online, by phone, or in person. Most federal and Maryland agencies also allow you to file anonymously—though there may be limits on how deeply they can investigate without your identity.

Here are a few ways Maryland employees commonly report workplace issues:

• Wage violations: U.S. DOL Wage & Hour Online Complaint Form
• OSHA safety issues: Call 1-800-321-6742 or file online
• State-specific concerns: Visit the Maryland Department of Labor site for local options

If you’re unsure about where to file or what to include, a lawyer can guide you through the process and help avoid mistakes.

Watch for Retaliation—And Document It

You have the legal right to report workplace violations. But that doesn’t mean every employer will respect that.

Retaliation is illegal. It can show up in subtle or direct ways, including:

• Being demoted, transferred, or isolated
• Sudden negative performance reviews
• Pay cuts or reduced hours
• Getting fired shortly after speaking up

If this starts happening, don’t wait—document everything and speak to an employment attorney immediately.

Can I File an Anonymous Complaint Against My Employer?

Yes. In many cases, especially with OSHA and the Wage and Hour Division, you can submit your complaint without sharing your name. Just know that anonymous reports may not always lead to full investigations if there’s not enough detail.

If you’re worried about retaliation or job security, an attorney can often help you file while protecting your privacy.

Don’t Wait—There Are Time Limits

Many labor law complaints must be filed within a specific time frame. For example:

• Wage claims under the Fair Labor Standards Act: Usually within 2 years
• OSHA safety complaints: Within 30 days of the unsafe act or retaliation
• FMLA violations: Usually within 2 years, but retaliation claims may be tighter

Waiting too long can mean losing your right to take legal action.

Stand Up for Your Rights with Help from a Maryland Employment Lawyer

If you're considering filing a report—or already have—Lebau & Neuworth can help protect your rights. Our team has decades of experience representing employees throughout Maryland and the DC Metro Area. We know how to deal with employers who break the law, and we’ll stand by your side every step of the way.

Don’t try to handle this alone. Contact Lebau & Neuworth today for a confidential consultation and take the first step toward workplace justice.

Insight from Maryland Employment Lawyers

When a company changes hands, it can send shockwaves through the workplace. If your employer is part of a merger or acquisition (M&A), you're probably wondering what this means for your job, benefits, and future. At Lebau & Neuworth, our employment attorneys have helped countless Maryland workers navigate these transitions—and we know how stressful and confusing this time can be.

Whether you're at a Baltimore tech firm being acquired by a larger competitor, or you work at a DC-based nonprofit merging with another organization, M&A events usually trigger big shifts. Here's what you should know.

Mergers vs. Acquisitions: What’s the Difference?

First, a quick breakdown:

• A merger is when two companies combine to form a new entity. Leadership structures are often redefined, and teams may be blended together.
• An acquisition happens when one company buys out another. In many cases, the purchased (or “target”) company is absorbed and no longer exists as a separate business.

While the legal distinction matters to executives, both scenarios can significantly impact employees—especially those working at the target company.

What Employees Often Face During M&A

If your company is going through a merger or acquisition, you might experience:

1. Job Losses and Restructuring

Redundancy is common in M&A events. Companies don’t need two HR departments or duplicate leadership roles. If you’re in a role that overlaps with one at the acquiring company, you might be at risk.

Other departments commonly affected:

• Finance and accounting
• Middle management
• Marketing or communications

Layoffs usually happen early in the process, but sometimes come in waves as the new leadership reevaluates structure.

2. Changes to Benefits and Pay

Your health insurance, PTO, retirement plan, or bonuses might change. In some cases, employees are asked to switch to the acquiring company’s benefit plans—which may be more limited or simply unfamiliar.

Some things to keep an eye on:

• Will your 401(k) or pension still be honored?
• Are your unvested stock options at risk?
• Does the new company offer comparable health coverage?

3. New Management and Company Culture

A merger often brings in new supervisors and new workplace expectations. Some employees thrive in this kind of reset, but others find it jarring—especially when the culture of the new company feels unfamiliar or impersonal.

You might also need to reapply for your current role, accept a new title, or be moved to a different team.

Legal Protections for Maryland Employees

You might not be able to stop the merger, but that doesn’t mean you’re powerless. In Maryland and DC, employees still have important rights during mergers and acquisitions.

For example:

• Employment contracts: If you’re under contract, your employer may owe you severance or notice before terminating your role.
• WARN Act protections: Larger layoffs may trigger the federal WARN Act, which requires employers to give 60 days’ notice in certain cases.
• Non-compete agreements: These are sometimes introduced or updated during M&As—make sure you understand any restrictions before signing.
• Discrimination or retaliation: If you’re targeted for layoff based on age, race, gender, or for speaking up about company practices, that may be illegal.

What Should You Do If You’re Facing a Merger?

Every situation is different, but here are a few steps to consider:

• Don’t sign anything under pressure. Review severance or transition agreements carefully.
• Request clarity. Ask your HR department what the changes mean for your position and benefits.
• Document everything. Keep records of communication, especially if you're concerned about discrimination or unfair treatment.
• Talk to an employment lawyer. A lawyer can help you review contracts, understand your rights, and advocate on your behalf.

Serving Maryland Workers Through Career Transitions

At Lebau & Neuworth, we’ve stood by Maryland workers for decades. We’ve helped employees across Baltimore, Silver Spring, Rockville, and the DC Metro Area protect their rights during mergers, acquisitions, and reorganizations.

If your company is being bought or merged and you’re unsure what to do, you don’t have to figure it out alone. Our team can help you understand your options, review your documents, and take action if your rights are being violated.

Schedule a Consultation Today

Call us or fill out our contact form to speak with a Maryland employment attorney. Whether you're facing a layoff or just want to make sure you're protected, Lebau & Neuworth is ready to stand up for your rights.

New Law Adjusts Who Must Follow Maryland’s Parental Leave Act

A recent change to Maryland’s employment law will have a big impact on how parental leave is handled across the state. Beginning October 1, 2025, businesses that are already covered by the federal Family and Medical Leave Act (FMLA) will no longer need to comply with Maryland’s separate parental leave law. This change is designed to streamline obligations for certain employers, but it also raises questions for workers trying to understand what leave protections they still have.

Understanding Maryland’s Original Parental Leave Rules

Maryland’s Parental Leave Act (PLA) was originally created to give employees at small-to-mid-sized companies access to unpaid, job-protected time off when welcoming a new child through birth, adoption, or foster care. The law applied to businesses with at least 15 but fewer than 50 employees. Workers had to meet certain eligibility criteria, like having worked a minimum number of hours over the past year, to qualify.

While the PLA aimed to fill in the gaps left by the federal FMLA, it also created overlapping rules for some employers—especially those hovering near the 50-employee threshold.

How Senate Bill 785 Changes Things

With the signing of Senate Bill 785, the law has been updated to exclude companies that are already covered by FMLA—even if they fall below the 50-employee threshold this year. What matters is whether a business met the FMLA’s headcount requirement (50 or more employees for at least 20 workweeks) in the current or previous year. That’s because coverage under FMLA is based on employee counts across a 12-month period, not a single point in time.

Why This Matters for Employers and Employees

For employers, this shift simplifies compliance—no more juggling two sets of parental leave rules. For workers, it means your rights may now hinge solely on the FMLA, especially if you’re employed at a company that fluctuates near that 50-person threshold.

It’s also important to remember that even if your company currently has fewer than 50 employees, it could still be considered an FMLA-covered employer if it met the employee count requirement earlier in the year or the previous one.

Need Legal Guidance on Parental Leave in Maryland?

Understanding Your Rights Going Forward

If you’re unsure whether your company still has to provide state-level parental leave—or if you’re trying to navigate a denied leave request—it’s a good idea to get legal advice. The overlap between federal and state laws can be tricky, especially when company size and eligibility requirements come into play.

Whether you're evaluating your eligibility for job-protected leave, navigating FMLA-related issues, or concerned about potential workplace retaliation for requesting time off, our team at Lebau & Neuworth can help clarify your options.

At Lebau & Neuworth, we’ve seen how important clear parental leave protections are for Maryland workers. If you're unsure about how this change applies to you—or whether your employer is handling leave requests properly—we're here to help. You don’t have to navigate workplace laws on your own. Reach out to our team for experienced, straightforward legal guidance.

Maryland has officially joined the growing list of states limiting the use of non-compete agreements for healthcare professionals. Starting July 1, 2025, a new law will make many non-compete and conflict of interest clauses unenforceable for certain healthcare and veterinary workers across the state.

If your business is located in Maryland, or if you’re a healthcare employer in Baltimore or Towson, now is the time to take a closer look at your employment agreements and think through how this change might impact your current contracts and future hires.

Let’s break down what this law covers, who it applies to, and what you can start doing now to stay ahead of the deadline.

The Basics: What the New Law Does

Maryland House Bill 1388 (HB 1388) amends the state’s Labor and Employment Code to limit or prohibit non-compete and conflict of interest provisions in contracts for a wide group of licensed healthcare and veterinary professionals. These changes reflect a broader trend across the country to restrict the use of non-compete agreements—especially in industries like healthcare, where workforce shortages and patient access are major concerns.

The new rules don’t apply to every type of employee, and there are some exceptions, mostly based on salary and licensing. But for many employers in the healthcare space, this will require some real changes to how employment contracts are structured going forward.

Who the Law Applies To

This law focuses on healthcare professionals who are licensed under Maryland’s Health Occupations Article and provide direct patient care. That includes physicians, physician assistants, nurses, dentists, counselors, therapists, and other similar roles where the employee is directly interacting with patients.

Veterinary professionals are also covered under a different section of the law. In fact, veterinary practitioners and veterinary technicians are affected slightly earlier—the non-compete ban for that group kicks in on June 1, 2024.

To figure out if the ban applies to your employees, you’ll need to look at two key factors:

1. Does the employee provide direct patient care or veterinary services?
2. What is their total annual compensation?

If an employee meets those criteria, and they earn $350,000 or less per year, then non-compete and conflict of interest provisions will not be enforceable at all, starting July 1, 2025.

For employees earning more than $350,000, employers can still include non-compete language, but only with strict limitations. The restrictions can’t last more than one year from the last day of employment and must be limited to a 10-mile radius from the employee’s primary place of work.

There’s also an added responsibility for employers: if a patient asks where a former employee is now practicing, and that employee was subject to a non-compete, you’ll be required to share that information.

What Counts as a Non-Compete or Conflict of Interest Clause?

The law uses broad language. Any contract language that restricts an employee from working for a competitor or starting a similar business after they leave your practice could fall under this new ban.

Conflict of interest clauses are also included if they function like a non-compete—meaning they block someone from continuing their profession somewhere else in the same field.

On the other hand, the law specifically does not ban confidentiality agreements or rules about using patient lists or proprietary business information. Non-solicitation clauses are also still allowed, which means employers can still prevent former employees from directly recruiting patients or staff after leaving.

Does This Apply to Current Employment Contracts?

The new law will only apply to contracts signed on or after July 1, 2025. This means your existing non-compete clauses won’t suddenly become invalid overnight. That said, employers should still be thinking about how this change could affect employee relations.

You could run into issues if your newer hires are offered more flexible or less restrictive contracts than employees who have been with you longer. It’s not hard to imagine how that might cause friction among your team, so it’s worth considering whether it makes sense to revisit existing agreements before the law goes into effect.

How This Connects to the National Non-Compete Conversation

Maryland’s move comes at a time when the Federal Trade Commission (FTC) is also working to eliminate non-compete agreements across many industries. While the FTC’s rule is still being challenged and doesn’t apply to nonprofit healthcare organizations, Maryland’s law adds another layer of protection that applies statewide no matter what happens at the federal level.

This law reflects a broader shift in employment law. Legislators are focusing more on employee mobility, competition in the job market, and access to care. Maryland’s healthcare system is no exception.

What Employers in Maryland, Baltimore, and Towson Should Do Now

With a little over a year until the law takes effect, employers have time to prepare, but not forever. Here's what you can start doing now:

• Review your current employment contract templates for healthcare and veterinary staff.
• Identify which employees are likely to fall under the new compensation thresholds.
• Decide whether you’ll revise existing agreements to keep things consistent across your team.
• Make sure your non-solicitation and confidentiality clauses are strong enough to protect your business interests without relying on a non-compete.

It’s also a good idea to stay in touch with an experienced employment attorney who can help you interpret the law as it gets closer to the enforcement date and help you avoid any unintentional missteps.

Preparing Your Maryland Healthcare Practice for the Non-Compete Ban

The new healthcare non-compete law in Maryland is a major shift for employers and employees alike. Whether you’re based in Baltimore, Towson, or elsewhere in Maryland, it’s important to start thinking now about how your business will adapt. While the law is focused on healthcare and veterinary professionals, it reflects a larger movement that may continue to expand across other industries.

At Lebau & Neuworth, we help businesses navigate changing employment laws and revise contracts that align with new regulations. If you’re unsure how this law will affect your workplace or want help preparing updated agreements, we’re here to help.

Let’s make sure your business is ready when July 2025 rolls around.

At Lebau & Neuworth, we are proud to stand up for employees who are denied fair compensation, and we’re thrilled to share another significant victory.

The Case: Ward v. IBM

Tammy Ward dedicated more than 30 years to IBM, excelling in her role as a sales representative for IBM services. Her outstanding performance brought millions of dollars in revenue to the company and earned her well-deserved recognition. However, after closing two major deals, IBM refused to pay her the incentive compensation she had rightfully earned.

Ms. Ward did everything she could to resolve the issue within IBM’s internal channels. When those efforts were met with silence and resistance, she turned to us. We filed a lawsuit on her behalf in federal court in Maryland: Ward v. International Business Machines Corporation, Case No. 1:24-cv-00685-BAH (D. Maryland).

IBM Tried to Dismiss the Case - Twice. They Failed.

IBM filed two separate motions to dismiss the case, arguing that Ms. Ward’s claims were not legally valid. The federal court rejected all of IBM’s arguments in a detailed and decisive opinion.

Key Legal Victories for Employee Rights

The Court’s decision is a powerful affirmation of workers’ rights in Maryland. Here are the highlights:

1. Claims Under the Maryland Wage Payment and Collection Law (MWPCL):

This law protects employees’ rights to receive timely and full payment of wages, which are broadly defined to include commissions, bonuses, fringe benefits, and other compensation promised for services rendered.

IBM argued that Ms. Ward’s commissions weren’t “wages” because the company retained full discretion over incentive compensation. The Court firmly rejected that argument, finding that IBM did not have absolute discretion to deny payment for commissions that were already earned.

2. Breach of Contract:

The Court ruled that Ms. Ward had successfully stated a breach of contract claim. IBM’s reliance on a so-called disclaimer in its compensation documents wasn’t enough to defeat her right to pursue the claim.

3. Unjust Enrichment and Promissory Estoppel:

The Court also allowed Ms. Ward’s common law claims to go forward. Unjust enrichment occurs when one party benefits from the work of another without providing fair compensation. Promissory estoppel prevents a party from going back on a promise that someone else relied on to their detriment.

Both claims reflect the basic principle that promises made, especially in the workplace, must be honored.

What This Means for Workers

This case is a major step forward for employee rights in Maryland. It reinforces the importance of employers paying what they promise. Period.

If you’ve been denied fair wages, commissions, or other earned compensation, you don’t have to fight alone. We’re here to help.

Let us stand up for your right to be paid.

Reach out to Lebau & Neuworth at https://lebauneuworth.com to learn more about your rights and how we can