Wrongfully Fired in Maryland? Signs You May Have an Employment Law Case

Losing your job can be sudden and confusing. Many Maryland workers walk away from a termination wondering if what happened was unfair, unethical, or even illegal. If you were fired and something about it does not sit right, you may be asking an important question, “Was this wrongful termination?”

At Lebau & Neuworth our employment lawyers regularly speak with employees who feel overwhelmed after being let go. Our attorneys can help you understand what wrongful termination means in Maryland, help you recognize common warning signs, and learn what steps you can take next. Contact us today at (410) 296-3030 if you believe your termination might have been the result of unfair or illegal practices.

What Does “Wrongful Termination” Mean in Maryland?

Maryland is an at will employment state, which means employers can generally terminate employees for almost any reason, including no reason at all. However, there are important exceptions. A termination may be considered wrongful if it violates federal law, Maryland law, or an employment agreement.

Wrongful termination often occurs when an employer fires someone for an illegal reason, even if that reason is disguised as something else. These cases can be subtle, which is why many employees are unsure whether they actually have a claim.

Examples of potentially illegal termination include being fired:

For discriminatory reasons such as race, sex, age, disability, religion, or pregnancy
In retaliation for reporting harassment, discrimination, or other illegal conduct
After exercising legal rights such as taking medical leave or requesting accommodations
For refusing to participate in unlawful activities

Understanding how these laws apply to your situation is the first step in determining whether your termination crossed a legal line.

Common Signs You Were Wrongfully Fired

While every situation is different, certain red flags frequently appear in wrongful termination cases. If any of the following feel familiar, it may be worth speaking with an employment lawyer in Maryland.

Fired After Reporting Discrimination or Harassment

One of the most common signs of wrongful termination is retaliation. If you reported workplace discrimination or harassment and were fired soon afterward, your termination may be illegal.

Retaliation can follow complaints involving:

Sexual harassment
Racial or gender based discrimination
Hostile work environments
Unequal pay or treatment

Even if your employer claims your firing was due to performance or restructuring, the timing and surrounding circumstances matter. Maryland and federal laws protect employees who speak up about unlawful workplace behavior.

Let Go After Taking Protected Leave

Employees in Maryland have the right to take certain types of leave without fear of losing their jobs. This includes leave under the Family and Medical Leave Act, military leave, and other legally protected absences.

Warning signs include being fired shortly after:

Taking medical or family leave
Requesting time off for a serious health condition
Returning from maternity or paternity leave

Employers are not allowed to punish workers for exercising these rights, even if the leave caused an inconvenience.

Termination Without Proper Cause or Documentation

While at-will employment allows for termination without cause, sudden firing without documentation can still raise concerns, especially if it contradicts past performance reviews or company policies.

Potential red flags include:

Positive reviews followed by abrupt termination
No prior warnings or disciplinary actions
Shifting explanations for why you were fired

Your Rights as an Employee in Maryland

Maryland employees are protected by a combination of state and federal employment laws. These laws are designed to prevent unfair firing and ensure basic workplace rights.

Your rights may include protection from termination based on:

Discrimination under Title VII, the ADA, and Maryland anti-discrimination laws
Retaliation for whistleblowing or reporting illegal activity
Violations of employment agreements or policies
Exercising rights related to wages, benefits, or overtime

In addition, some workers are covered by contracts, severance agreements, or non-compete agreements that further limit when and how you can be terminated.

What You Should Do If You Suspect Wrongful Termination

If you believe you were wrongfully fired in Maryland, taking the right steps early can make a significant difference.

Consider doing the following:

Write down everything you remember about the events leading up to your termination
Save emails, performance reviews, and company policies
Avoid signing severance or separation agreements without legal advice
Keep records of conversations with supervisors or HR

You may also want to review whether your termination affects other issues such as severance, employee benefits, or non compete agreements. Each of these can impact your legal options.

How an Employment Lawyer Can Help You

Wrongful termination cases are rarely straightforward. An experienced employment lawyer can help you understand whether what happened to you was illegal and what remedies may be available.

An employment lawyer in Maryland can help by:

Evaluating whether your firing violated state or federal law
Explaining your rights and potential claims
Communicating with your employer or their attorneys
Negotiating severance or settlement agreements
Filing formal complaints or lawsuits when appropriate

Legal guidance can also help you avoid common mistakes, such as missing deadlines or unintentionally waiving your rights.

Why Towson and Baltimore Workers Choose Lebau & Neuworth

At Lebau & Neuworth, we have a long history of representing employees throughout Towson, Baltimore, and across Maryland. We understand that an unexpected termination can create significant emotional stress and financial uncertainty, particularly when a job loss feels unfair or unexplained. Our team takes the time to listen to each client’s story, answer questions, and provide clear guidance so clients feel informed and supported at every stage.

Clients choose Lebau & Neuworth because we offer:

Deep experience in Maryland employment law and a strong understanding of state and federal workplace protections.
Personalized attention with direct access to attorneys who remain actively involved in each case.
Strategic advocacy tailored to the unique facts and goals of every client.
A reputation for standing up to unfair workplace practices and holding employers accountable.

Whether a matter involves wrongful termination, employment agreements, whistleblowing claims, or severance negotiations, we remain focused on protecting our clients’ rights and helping you move forward with confidence.

Let’s Review Your Case. It’s Free to Talk

If you are unsure whether you were wrongfully fired, you do not have to figure it out alone. Speaking with an experienced employment lawyer can provide clarity and peace of mind.

Contact us today at (410) 296-3030 to schedule a confidential consultation to discuss your unique situation and learn what options may be available to you.

Start with the Right Legal Support Today

Being fired can leave you feeling powerless, but understanding your rights is an important first step forward. If you believe your termination may have been illegal, trusted legal support can help you move ahead with confidence.

Lebau & Neuworth is committed to helping Maryland workers protect their careers and hold employers accountable when the law is violated. If you were wrongfully fired in Maryland, now is the time to get answers and explore your legal options with a team that understands what you are going through.

Can I Sue My Employer for Wrongful Termination in Maryland?

Being fired under false accusations can be stressful, confusing, and damaging to your career. Many employees wonder if they have the right to sue their employer when they are unfairly blamed or dismissed.

Lebau & Neuworth helps employees navigate these situations, providing guidance and legal support to protect your rights. Wrongful termination claims are not always straightforward. You must be able to show that your termination was illegal or violated specific protections. Knowing your options early can prevent further career setbacks and help you pursue compensation for lost wages or other damages.

What Does Wrongful Termination Mean in Maryland?

Understanding what constitutes wrongful termination in Maryland is essential for employees who believe they have been unfairly fired. While Maryland is an at-will employment state, meaning employers can generally terminate employees for any reason, there are important exceptions that protect workers from illegal or unjust firings.

Wrongful termination occurs when an employee is fired in violation of federal or state laws, public policy, employment contracts, or company policies, including situations where false accusations are used as a pretext for dismissal. Knowing these protections can help you recognize whether your termination may have been unlawful and whether you have grounds to pursue legal action.

Understanding At-Will Employment

Maryland is an at-will employment state, which generally allows employers to terminate employees for any reason or no reason at all, as long as the termination does not violate state or federal law. Exceptions to at-will employment exist to protect employees from illegal terminations, including firings based on discrimination, retaliation, or violations of public policy.

Even in at-will situations, employees may have legal protections through employment contracts, union agreements, or company policies. When an employer ignores these protections and fires an employee under false pretenses, the employee may have grounds for a wrongful termination claim.

When False Accusations Cross Legal Lines

Being accused of misconduct or poor performance is not always wrongful. Legal issues arise when accusations are knowingly false, malicious, or intended to retaliate against an employee for exercising their legal rights. Examples of false accusations that may support a claim include claiming an employee violated company policy when there is no evidence, or blaming an employee for a mistake made by another person.

Wrongful termination based on false accusations can also occur if the employer violates contractual agreements or internal policies that guarantee fair treatment. For example, if your employment contract specifies progressive discipline before termination and the employer fires you immediately based on false claims, that may be grounds for legal action.

Can I Sue My Employer for Wrongful Termination Based on False Accusations?

Employees in Maryland may have the right to file a lawsuit if they were terminated due to false claims. The key is proving that your termination violated employment law, contractual obligations, or public policy. Common legal bases for filing include discrimination based on race, gender, age, religion, or disability, as well as retaliation for whistleblowing or reporting illegal activity.

A successful claim often requires evidence showing that the employer acted improperly, that the accusations were false, and that the termination caused financial or personal harm. Consulting with an experienced Maryland employment lawyer can help determine whether your situation qualifies for a wrongful termination claim.

Evidence That Can Support Your Wrongful Termination Claim in Maryland

Strong evidence is critical when pursuing a wrongful termination case. Some of the most helpful documentation includes:

Emails or written communication that contradicts the employer’s accusations
Performance reviews showing positive or satisfactory work performance
Witness statements from colleagues or supervisors who can attest to the truth
Employment contracts or company policies detailing disciplinary procedures
Any official records of complaints or incidents related to your termination

Maintaining thorough documentation from the start can improve your chances of success. Even small details, such as notes from meetings or conversations about the alleged incident, may help demonstrate that your termination was unjust.

Steps to Take After Being Fired Under False Accusations

Being wrongfully accused at work can be one of the most stressful and damaging experiences an employee can face. However, the actions you take immediately after your termination can make a significant difference. By staying composed, gathering evidence, and seeking legal guidance early, you can protect your rights and start building a strong case for justice.

Remain Professional and Request Documentation

After a termination, it is important to stay calm and professional. Request documentation regarding your firing, including termination letters, performance records, or any statements that justify the employer’s decision. These documents can be crucial if you pursue a legal claim.

Avoid responding in anger or publicly criticizing your employer. Doing so may harm your case or complicate employer negotiations. Instead, focus on collecting evidence and documenting everything related to your termination.

Protect Your Finances and Benefits

Being fired can create immediate financial stress. Review your severance agreement, if provided, and understand your rights to unemployment benefits. Keep records of lost wages and benefits, including bonuses, health insurance, and retirement contributions. These details will be important if you seek compensation through a wrongful termination claim.

Seek Legal Guidance Early

Consulting with a Maryland employment lawyer as soon as possible ensures you do not miss important deadlines. An attorney can help you understand your rights, evaluate the strength of your case, and guide you in taking the next steps. Early intervention can also prevent your employer from destroying evidence or making statements that weaken your claim.

What Compensation Could You Recover in a Maryland Wrongful Termination Case?

If your wrongful termination claim is successful, you may be entitled to recover lost wages, including pay and benefits, and additional damages for emotional distress or harm to reputation. Compensation may also include reinstatement to your former position in certain cases, though this is less common.

The amount of damages depends on factors such as the duration of unemployment caused by the termination, the severity of the false accusations, and the overall impact on your career. A skilled employment lawyer can help quantify these losses and fight for the full amount of compensation you deserve.

How Lebau & Neuworth Helps Employees Fired Under False Accusations

Lebau & Neuworth’s experienced wrongful termination attorneys provide comprehensive support for employees fired under false accusations. Our attorneys:

Review your employment situation and evaluate potential claims
Consult with witnesses, colleagues, and experts to gather evidence
Analyze contracts, policies, and termination records for legal violations
Advise on the best strategies for negotiation or litigation
Represent you in court if necessary to protect your rights

Our goal is to provide guidance that helps you recover financially and professionally while minimizing stress. We understand the challenges of being unfairly terminated and work to ensure your voice is heard and your rights are enforced. Our experienced employee rights lawyers can also help with the legality of non-compete clauses, severance agreements, false claims, and more.

Speak with a Maryland Wrongful Termination Attorney Today

Our experienced Maryland employment attorneys will carefully review the details of your situation, help you understand your legal options, and guide you through each step of the process. From gathering supporting documentation to negotiating with your former employer or pursuing a formal claim, we are committed to helping you seek the justice and compensation you deserve while providing clear, compassionate guidance every step of the way.

Do not wait to take action if you believe your termination was unjust or based on false accusations. The sooner you reach out, the better we can protect your rights and preserve crucial evidence. Contact us today at (410) 296-3030 for a free, confidential consultation.

What to Do if You’re Facing a Hostile Work Environment in Maryland

If going to work causes you anxiety or distress because of ongoing mistreatment, harassment, or bullying, you may be dealing with more than just a difficult workplace. You could be experiencing what Maryland law defines as a hostile work environment.

Maryland workers have legal protections, but many are unaware of their employee rights or unsure of how to exercise them. At Lebau & Neuworth, we help individuals understand whether your experiences meet the legal definition of a hostile work environment and guide you through the steps to assert your rights and protect yourself in the face of injustice.

What Qualifies as a Hostile Work Environment in Maryland?

A hostile work environment exists when unwelcome, discriminatory conduct becomes so frequent or severe that it creates an abusive or intimidating workplace. This conduct must interfere with an employee’s ability to perform their job and must be based on legally protected characteristics.

Under both federal law (Title VII of the Civil Rights Act) and Maryland law (MFEPA: Maryland Fair Employment Practices Act), a hostile work environment often involves harassment based on:

Race or color
Sex, sexual orientation, gender identity, or pregnancy
Religion
National origin
Age
Disability
Marital status
Genetic information

Signs of Workplace Harassment and Bullying

Recognizing when workplace behavior crosses the legal threshold can be difficult. Many employees experience hostility for months or even years before realizing they have grounds for legal action. Common signs of a hostile work environment include:

Repeated offensive jokes, slurs, or comments based on race, gender, or another protected category
Unwelcome sexual advances, suggestive remarks, or inappropriate messages
Being excluded from meetings or projects without valid reason
Unequal treatment in work assignments or performance evaluations
Public ridicule or humiliation by coworkers or supervisors
Constant, baseless criticism or attempts to undermine performance
Retaliation after raising concerns or supporting another employee's complaint

Even if the person responsible claims they were "just joking," the law evaluates how the conduct affects your ability to work, not the intent behind it. Don’t let yourself be manipulated into believing the harassment you are experiencing is normal. Reach out to an experienced workplace discrimination lawyer to discuss your potential claim.

Steps to Take: Document, Report, Protect Yourself

If you believe you are working in a hostile environment, it is important to take steps to protect yourself and preserve your rights. Consider the following actions:

Document everything: Keep detailed records of incidents, including dates, times, individuals involved, and any witnesses. Save emails, messages, or other communications that support your experience.
Report the behavior: Follow your employer’s internal procedures for reporting harassment. Submit your complaint in writing and retain a copy. Reporting the issue formally demonstrates that you gave your employer the opportunity to address the problem.
Prioritize your mental health: Talk to a trusted friend, counselor, or therapist. Harassment can take a toll on your emotional well-being, and it is important to have support.
Consult a qualified attorney: If your employer fails to take action or if the harassment continues, legal counsel can help you understand your options. An attorney can also guide you in preparing a claim and advocating for your rights under Maryland and federal law.

Maryland and Federal Laws Protecting Employees

Employees in Maryland are protected by a combination of federal and state laws that prohibit discrimination, harassment, and retaliation in the workplace.

Title VII of the Civil Rights Act: Applies to employers with 15 or more employees and prohibits workplace harassment based on protected characteristics.
Maryland Fair Employment Practices Act (MFEPA): Covers employers with as few as 15 employees and offers broader protections under Maryland law.
Senate Bill 450 (2024 Maryland Law Update): Removes the “severe or pervasive” requirement for sexual harassment claims under Maryland law. This update makes it easier for employees to bring valid claims when facing sexual harassment in the workplace.
Maryland Commission on Civil Rights (MCCR): Enforces state anti-discrimination laws and accepts workplace harassment complaints for investigation.
Equal Employment Opportunity Commission (EEOC): The federal agency that enforces Title VII and investigates claims of workplace discrimination and harassment.

An experienced hostile work environment lawyer in Maryland can help you understand which laws apply to your situation and determine the best course of action to seek justice on your behalf.

Filing with the EEOC or MCCR: Deadlines You Cannot Miss

There are strict deadlines for filing a workplace harassment claim. Missing these deadlines may limit your ability to seek legal remedies so it is important to act fast.

EEOC: You must file a complaint within 300 days of the last incident of harassment.
MCCR: You also have 300 days under Maryland law to file with the Commission.

While you can file with either agency, speaking with a workplace harassment attorney can help you determine the best strategy based on the facts of your case. Filing with one agency usually protects your rights under both state and federal law.

Remote Harassment and the “New Workplace” in Maryland

With many employees now working remotely or in hybrid roles, workplace harassment has taken new forms. Maryland laws protect employees from harassment even when it occurs outside a traditional office setting.

Examples of remote harassment include:

Inappropriate messages through email or internal chat systems
Harassing comments during video meetings
Exclusion from virtual meetings or collaborative platforms
Use of personal contact information to send offensive content outside work hours

If you are being harassed while working remotely, you still have full protection under Maryland employment law. The digital distance does not give anyone an excuse to make your work life worse.

Retaliation After Reporting Harassment: Your Rights

It is illegal for an employer to retaliate against you for reporting workplace harassment or participating in an investigation. It is your employers responsibility to acknowledge what is happening and make amends. Retaliation may look like:

Termination or demotion
Poor performance reviews
Reduction in hours or duties
Exclusion from meetings or key decisions
Hostile behavior from supervisors or coworkers

Even if the original harassment complaint is not ultimately proven, it is unlawful for your employer to punish you for raising concerns in good faith. Retaliation is a separate legal claim that can be pursued in addition to a harassment complaint.

When to Contact a Hostile Work Environment Lawyer in Maryland

If you feel unsafe, unsupported, or targeted at work, you do not have to face the situation alone. Speaking with an experienced workplace harassment attorney can help you determine whether your experience qualifies as a hostile work environment. You may be entitled to financial compensation, reinstatement, or other remedies.

At Lebau & Neuworth, we represent employees across Maryland who have been subjected to harassment, discrimination, or retaliation in the workplace. We understand the emotional and professional toll these experiences can take, and we are committed to helping you take action with confidence and dignity.

Whether you are still employed or have been forced to leave, we can help you evaluate your options and build a strong legal case.

Your workplace should be a place of respect and professionalism. If your job fails to uphold this simple responsibility to you, we can help you get the justice you deserve for your unfair treatment.

What Qualifies As Wrongful Termination In Maryland?

Losing your job is never easy, but if you suspect your termination wasn't fair, you have more options than you think. Wrongful termination occurs when an employer violates state or federal employment laws, such as dismissing an employee for discriminatory reasons, retaliating against whistleblowers, or failing to honor employment agreements. Maryland employees are protected by laws that uphold their rights in the workplace, and understanding these laws is the first step toward justice.

If you believe your firing was unjust, the experienced team at Lebau & Neuworth is ready to fight for your rights. Contact us today to have a strong advocate on your side. With a simple and free consultation about your case, you can take the first steps toward holding your employer accountable.

What Is Considered Wrongful Termination in Maryland?

Wrongful termination in Maryland occurs when an employer dismisses an employee in violation of state or federal employment laws. This can include firing someone based on discriminatory factors such as race, gender, age, or religion. Retaliation against employees who report unsafe working conditions, harassment, or other workplace violations is another example of wrongful termination. Employers who breach the terms of a written or implied employment contract also open themselves up to liability for unjustly letting employees go. These actions are not only violations of the law but betray the trust employees place in their employers.

Maryland employees who believe they’ve been wrongfully terminated have the right to seek justice. By consulting with an experienced employment attorney, workers can get clarity about their situation, understand their legal protections, and pursue fair remedies. Legal support empowers employees to hold their employers accountable and helps them rebuild their lives after an unjust dismissal.

Legal Grounds for Wrongful Termination Claims

Understanding the legal grounds for wrongful termination claims is crucial for Maryland employees who suspect their dismissal was unjust. Wrongful termination occurs when an employer violates specific employment laws while firing an employee, depriving them of their rights in the workplace. To identify whether a claim is valid, employees should look for key legal violations that might have occurred during their termination. Maryland, like other states, offers protections under both state and federal laws to ensure workers are treated fairly.

Here are some common legal grounds for wrongful termination claims in Maryland:

Discrimination-based termination tied to race, gender, age, religion, disability, or other protected characteristics.
Retaliation for reporting workplace violations, such as harassment, unsafe conditions, or illegal practices.
Firing in violation of employment contracts, including written, implied, or oral agreements.
Termination for taking protected leave, such as time off under the Family and Medical Leave Act (FMLA) or state laws.
Dismissal in violation of public policy, such as firing someone for refusing to commit an illegal act or for serving on a jury.

Understanding the legal grounds for wrongful termination equips Maryland employees with the knowledge to evaluate their situation and determine if their dismissal violated state or federal laws. If the circumstances of your termination appear to align with one or more of these legal violations, it’s a clear signal to consult with an experienced employment attorney who can provide guidance and pursue justice on your behalf.

Maryland-Specific Laws Affecting Wrongful Termination

While federal laws such as the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA) set essential baselines, state-specific statutes like the Maryland Fair Employment Practices Act (FEPA) go further to protect workers. FEPA not only enforces prohibitions against discrimination based on race, gender, age, or disability but also addresses retaliation more comprehensively, ensuring employees can safely report workplace violations without fear of losing their job.

Additionally, Maryland’s Healthy Working Families Act strengthens these protections by guaranteeing eligible employees access to paid sick leave, a benefit not fully covered under federal law. These state-level laws bridge gaps in federal legislation, reinforcing workers’ rights in critical areas like discrimination, retaliation, and access to protected leave of absence. With these added layers of protection, Maryland employees can feel more confident when challenging unjust terminations and holding their employers accountable for violating their rights.

How to Prove Wrongful Termination in Maryland

Proving wrongful termination in Maryland relies on building a strong, evidence-based case. This process involves collecting documentation that directly supports your claims, such as records or communications showing discrimination, instances of retaliation, or breaches of an employment contract. It’s essential to present a coherent narrative of events that links your termination to unlawful motives or actions by your employer.

By connecting the evidence to legal violations, you can demonstrate that your dismissal was not justified, strengthening your position and creating a compelling case for claims of wrongful termination. Attorneys can help you gather the necessary documentation, build a strong case, and understand the specific laws that apply to your situation. They will guide you step-by-step, from evaluating your claim to presenting evidence in court or during negotiations.

When arguing a wrongful termination claim, judges consider several key factors. Understanding what needs to be demonstrated can strengthen your case. These factors often include:

Evidence of discrimination based on a protected characteristic, such as race, gender, or age.
Proof of retaliation for reporting violations, such as unsafe working conditions or harassment.
Clear documentation of an employment contract and proof that the terms were violated.
Records showing termination after taking legally protected leave, such as family or medical leave.
Any related communications, including emails or performance reviews, that contradict the stated reason for your termination.

It’s not just about losing your paycheck; it can affect your confidence, damage your professional reputation, and make finding a new position more challenging. The financial strain, paired with the frustration of being treated unfairly, can leave you wondering what to do next. Talking to a wrongful termination attorney can help you decide if legal action is right for your situation and guide you through the process.

What to Do If You Believe You Were Wrongfully Terminated

If you believe you’ve been wrongfully terminated, it’s important to remember that your efforts and dedication as an employee don’t go unnoticed, and your rights matter. Maryland has specific protections for workers, and these rules are meant to ensure that employers don’t misuse their power. If you think you were dismissed for an unlawful reason, taking some of these steps can help you stand up for yourself and seek a fair resolution.

Speak with an experienced employment attorney who can evaluate your case, explain your options, and guide you through the legal process.
Review your employer’s policies and your employment contract for any violations.
Document everything that might support your claim, such as emails, texts, performance reviews, or witness statements.
Write down the details of your termination, including what was said, who was involved, and the justification your employer provided.
Contact the Maryland Department of Labor or a relevant agency for guidance.

If you believe you were wrongfully terminated, reaching out to Lebau & Neuworth for a free consultation is an important first step. During the consultation, you’ll have the opportunity to share your experience and learn more about your legal options. Our attorneys can help you determine whether your case qualifies as wrongful termination and provide clarity on the support you may need. Taking advantage of this free resource can help you make informed decisions about how to proceed.

Contact Lebau & Neuworth for Legal Support

Being wrongfully terminated is more than just losing a job; it can feel unfair, confusing, and like a betrayal of the hard work you’ve put in. Depending on your situation, navigating the next steps may seem challenging; that’s where Lebau & Neuworth comes in. Our experienced legal team understands the complexities of employment law and is committed to advocating for workers like you who deserve better. If you believe your rights were violated, contacting Lebau & Neuworth can be the first step toward regaining a sense of stability and fairness. We’re here to listen, help build your case, and fight for the resolution you deserve.

Failure to Renew Employment Contracts Can Be Wrongful Termination

Recently, in Miller-Phoenix v. Baltimore City Board Of School Commissioners, (Md. Ct. Spec. App. May 29, 2020), the Court of Special Appeals held that failing to renew an employment contract may create a wrongful termination claim under Maryland law.

In the case, Mr. Miller-Phoenix (the employee) was a public-school teacher for Baltimore City (the employer). In October 2016, the employee signed a temporary employment contract with the employer and, the next day, filed a worker’s compensation claim for post-traumatic stress disorder (PTSD). In April 2017, the employer notified the employee that his employment contract was not being renewed and he would be terminated in June 2017.

The employee filed a lawsuit against the employer for numerous alleged violations, including wrongful termination. Specifically, the employee alleged that he was terminated in retaliation for filing his workers’ compensation claim.

At the initial level, the lower court ruled in favor of the employer on all the employee’s claims. With respect to the wrongful termination claim, the lower court ruled that non-renewal of a contract could not create a wrongful termination claim.

The employee appealed to the Maryland Court of Special Appeals. The appeals court ruled in favor of the employee finding that failing to renew an employment contract in retaliation for filing a workers’ compensation claim would violate Maryland public policy.

This is an important case for contractual employees in Maryland because it reminds employers that they can potentially be held liable for failing to renew employment contracts for reasons that violate Maryland’s public policy, including because of race, sex, disability or in retaliation for filing a workers’ compensation claim.

If you think you have been wrongfully terminated, the attorneys at Lebau & Neuworth may be able to help. We are highly experienced with handling all types of employment-related cases. For more information, contact us at (410) 296-3030 or lebauneuworth.com/contact-us.

Job Transfers that Affect Career Opportunities Could be Unlawful Retaliation

Lodging a justified complaint at work should not result in an undesired reaction from an employer, such as being transferred to another department. In fact, that type of response could be considered retaliation on the part of the employer – which goes against employment law.

Very recently, a Federal appeals court reinstated a professor’s lawsuit alleging that the University of New England retaliated against her for filing a sexual harassment complaint against her supervisor by transferring her to another department (Carlson v. University of New England, No. 17-1792 (1st Cir., Aug. 10, 2018)).

When Dr. Lara Carlson complained and asked for a new supervisor, she was told by the university that she would have to be removed from her department and be transferred to another department. Dr. Carlson, in order to avoid future harassment, agreed to the transfer. Her salary was not reduced, but the transfer resulted in her forfeiting many teaching assignments and her being removed as advisor to students.

Dr. Carlson filed a claim against the university for retaliation, in part because the university misled her about the effect the transfer would have on her job. Dr. Carlson said she agreed to the move only on the condition that she could keep her classes and continue to do her job, but she found that the transfer actually reduced her teaching and career opportunities.

In July 2017, the district court granted summary judgment for the university, finding that because the transfer was voluntary, it was not an adverse employment action. The district court held that Dr. Carlson had failed to prove that the university’s actions were retaliation for her harassment complaints, and that it was clear her transfer to another department was voluntary.

Dr. Carlson appealed the decision., and in August 2018, the appeals court agreed with Dr. Carlson and found that the district court ignored Dr. Carlson's argument that the dean of her department led her to transfer out of that department by misrepresenting how the move would affect her professional responsibilities. The court noted that a reasonable jury could find that the events described in Dr. Carlson’s complaint would not have happened but for her harassment report.

The attorneys at Lebau & Neuworth are highly experienced with handling job-related retaliation claims, so if you lodged a complaint and were subjected by your employer to unfavorable job transfers or other retaliatory actions, we may be able to help. For more information, contact us at (410) 296-3030 or lebauneuworth.com/contact-us.