Maryland Divorce | Personal Injury Lawyer Maryland | Maryland Drunk Driving DWI Lawyers | Maryland Divorce Lawyers | Maryland Laws
Maryland divorce lawyerBelli Weil Grozbean Maryland law firm for personal injury, malpractice, divorce, custody, employmentFamily law, Maryland divorce, Maryland legal separation, Maryland separation, Md divorce, Md separation,  Montgomery County divorce, divorce court, divorce in md, divorce in the state of maryland, divorce law, divorce laws, divorce laws in maryland,  divorce mddivorce separation, divorces in maryland, law on divorce, laws about divorce, laws of divorce, laws on divorce, marital separation, marital seperation, marital status, marriage and divorce laws, marriage separation, maryland divorce law, maryland divorces, maryland family law, maryland separation laws, md divorce law, md divorce laws, separation advice, separation and divorce, separation laws, separation maryland, separation md, state of maryland divorce


Practice Areas, Family Law, Medical Malpractice, Personal Injury, Corporate, Nursing Home Abuse, Mediation, Employment, Genereal Litigation, Criminal Law
Criminal Law
General Litigation
Corporate Law
Nursing Home Abuse
Auto Accident Lawyers
Child Custody Lawyers
Child Support
Divorce Attorneys
Maryland Divorce
Divorce & Family Law
Personal Injury
Medical Malpractice

OUR ATTORNEYSBWG Attorneys, Melvin M. Belli, Henry E. Weil, Stuart H. Grozbean, Zachary E. Berge, Clark U. Fleckinger II
Melvin M. Belli
Henry E. Weil
Stuart H. Grozbean
Jamie B. Maier
Clark U. Fleckinger II
Christopher R. Castellano

BWG News, Maryland Lawyers, MD Divorce AttorneyBWG NEWS

Articles & Resources, Legal, Cases, LinksARTICLES
Legal Articles
Link Resources
BWG Blog

CONTACT BWGContact Belli, Weil, & Grozbean for a Free Consultation
Contact Us
FREE Consultation*

Belli, Weil & Grozbean, P.C.
111 Rockville Pike, Ste 980
Rockville, Maryland 20850
(301) 738-5700 (phone)
(301) 738-5708 (fax)



Washington, DC Registry

Maryland Child Support Software

*Please Note: Telephone Conversation / consultation does not create an attorney client privilege and is only meant to provide general information. If you intend to create an attorney client relationship and privileges you must set an office appointment. Free consultation does not apply to employment matters. Free consultation for up to 10 minutes.

**Affiliate offices are separately owned and operated law firms. No other inference of connection is implied or represented. Law firm does not assume any responsibility or liability express or implied as to any other affiliate office.

***Credit card fees may apply.

Termination Agreements - Maryland Employement Laws

FREE CONSULTATION* (301) 738-5700

Termination of Employement

You have just been called into a meeting with your supervisor or HR person and informed that your job position has been eliminated or they just tell you that you have been terminated and no reason is given.

What are your rights and what should you do?

In most states, unless you are under written contract, your employment is called “at will”. Under employment at will, employees have no "property rights" to their job; employers are free to dismiss employees "at will," without any reason or cause.

Many companies will then proceed to an exit interview. This is where they inform you of certain rights and warn you about giving out information about their company.

You maybe asked to sign an agreement that could be disastrous  to you  and because you are still in a state of shock sign without understanding everything contained in the document.

For example, in a recent case the employer terminated employee and offered him a severance package containing a few months wages. At first glance it sounded good and allowed him time to find a new job without having to sell the house and car. However, buried in the small print is a non-compete which tells him he can not do what he has always done for a living for two years, sell. What this means is that they have eliminated him as a potential competitor because he gave up the right to sell for 2 years for a couple of months severance pay.

Fortunately, he had enough wit about him not to sign and see a lawyer. The lawyer helped him negotiate a severance package without getting into a hole.

Remember, the only reason an employer wants you to sign an agreement is to benefit them. It is perfectly alright to sign an agreement provided that it is fair on both sides.

There are reasons that an employer may not terminate you.

  • No discharge for discriminatory reason (for example, age, sex, race, disability).
  • No discharge just because employees exercise their rights under a Worker's Compensation Act, , or other state, federal or local law which establishes specific rights or benefits to an employee.
  • Public Policy (i.e., being a witness at a trial).
  • Collective bargaining agreements or specified contracts of employment.

Unjust Dismissal

Employers today are often finding themselves in the defendant's seat refuting an  'unjust dismissal' claim brought by a disgruntled employee. While 'unjust dismissal' cases are defined state-by-state, here are some issues for every employer to consider:

  • Unjust dismissal claims are based on the concept that employees do have some employment - security rights.
  • Former employees can argue that an implied contract exists, even when there is no written contract, which protects employees against dismissal as long as they are doing acceptable work.
  • Employees may argue that where there are written contracts, parties must practice good faith and fair dealing, not look for loopholes or hidden meanings to escape obligations (such as finding an excuse to dismiss in order to avoid paying a bonus).
  • To defend such cases, Employers must show sufficient cause (a defensible reason) for dismissing employees.
  • When courts rule that there was "unjust dismissal," employees may receive lost wages and benefits as well as possible damages awarded for:
  • Emotional distress--emotional stress and humiliation caused by a discharge.
  • Abusive discharge--employee is insulted or verbally abused as well as dismissed.
  • Outrageous conduct--the intentional infliction of emotional distress, as in deliberately harassing an employee to force resignation or being extremely abusive or cruel in the course of dismissal.
  • Negligent evaluation--when company conducts performance reviews but fails to alert employee that employment is in jeopardy from poor performance.
  • Defamation--harming a person's reputation by libel or slander.
  • Punitive damages--awards used to punish a defendant and to prevent repetition of the offense by the defendant or others.
  • If you think you have been terminated wrongly, consult with a lawyer. Know your rights.


    A Maryland law firm also serving the District of Columbia and the Nations. Maryland lawyers who understand the laws and how to protect your rights


    FREE CONSULTATION* (301) 738-5700

    < Back to Articles

    Our Attorneys Understand
    Maryland Divorce Laws!


    Top Maryland Lawyers
    Belli, Weil & Grozbean | Top Attorneys in Maryland 2009