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.

Maryland Takes a Step Forward on its Wrongful Discharge Law

A claim for wrongful discharge exists in Maryland, when not based on some statute like an anti-discrimination law, only if a worker can prove that his or her termination violated a clearly stated Maryland public policy and the worker has no other remedy. However, that is not easy to do in Maryland.

A case recently discussing and possibly expanding the law of wrongful discharge in Maryland is Kelly v. Emerge, Inc., No. RDB-19-2090 (10/10/18). In this case, the Plaintiff, Ms. Kelly, worked as a residential counselor who witnessed two residents fighting. She instructed one of the residents to contact the police after she reported the incident in writing to management. The next day, Ms. Kelly was suspended; then, shortly after that, she was fired.

Ms. Kelly claimed she had been wrongfully discharged for reporting criminal activity and for making a mandated report of abuse under Family Law § 14-302 (Reporting abuse, etc.). The employer argued that Ms. Kelly failed to state a claim because she did not directly report the incident to the police. The Court wisely rejected that argument, stating:

Plaintiff argues that her employment termination violated two clear public policy mandates: … a policy of encouraging reports of suspected abuse or neglect of vulnerable adults, as human service workers must do pursuant to Md. Code Ann., Fam. Law § 14-101. ..
Emerge [the employer] maintains that her claim fails as a matter of law because she did not personally contact police to report suspected criminal activities and she did not perfectly follow the reporting procedures outlined in Section 14-302. To adequately state a wrongful discharge claim arising from reports of unlawful activity, Plaintiff must allege that she reported the activity to the appropriate authority rather than "merely investigate suspected wrong-doing and discuss that investigation with co-employees or supervisors." Wholey, 803 A.2d at 496. …
It would likewise be inappropriate to dismiss Plaintiff's wrongful termination claim at this stage merely because Plaintiff did not perfectly execute her legal rights. Plaintiff alleges that she "contacted law enforcement" by "permit[ing] one of the residents to contact police" regarding a physical altercation between two residents. (Compl. ¶¶ 20, 41.) Her decision to facilitate a call to police to report suspected criminal activity, as opposed to dialing 9-1-1 herself, does not negate her wrongful discharge claim. To dismiss her claim on this basis alone would run afoul of Bleich, which counsels against requiring Plaintiffs to flawlessly report suspected unlawful activity.

This is a good case for Maryland workers and protects them from unscrupulous employers.

If you feel you may have been a victim of a wrongful discharge from a place of employment, Lebau & Neuworth may be able to help. Contact our experienced attorney at (410) 296-3030 or lebauneuworth.com/contact-us.