The Lipp Law Firm, PC

Call Lipp Law: (703) 896-7704

The Lipp Law Firm, PC

Labor

Lipp Law has extensive experience advising clients on employment law matters. Principles of employee fairness, past practices, employment contracts, and collective bargaining agreements can be effectively handled by our labor and employment attorneys.

We also defend charges filed with the National Labor Relations Board (NLRB). Contact us to help your business maintain employment policies and effective management operations.

What Industries Does Lipp Law Represent in Labor & Employment Issues?

One of the main industries our firm’s employment lawyers focus on is the technology industry, including information technology (IT), hardware, software, staffing, and cybersecurity companies. Specifically, the firm specializes in cases of labor shortage in the tech industry. We have meeting locations in Reston and Fairfax, which are situated along the Northern Virginia tech corridor.

Non-compete and wage and hour defense are what our litigation practice is known for. Non-compete and non-solicitation disputes are common in the technology industry which has a mobile labor force. Also, many new and growing companies are sued over wage and hour and overtime disputes, which we have experience handling in an efficient and cost-effective manner.

Our firm has vast experience with many other industries, including government contracting, teaching/education, construction, restaurant/food service, marketing, political organizations, legal, health care, pet sitting, entertainment, professional services, and more. We love to represent entrepreneurs starting companies of their own because it’s exciting to see them grow and evolve.

We have many women-owned organizations, contractors, and executives as clients. In fact, Lipp Law is 100% female owned and led.  (READ MORE)

Employer Alert in Virginia

Employees in Virginia who are not paid promptly may be entitled to double or triple the amount of their unpaid wages, plus employment attorneys’ cost and fees, according to the Virginia Wage Payment Act. This law provides current employees with a powerful tool to recover the compensation they are owed. (READ MORE)

What Are Specific Laws Government Contractors Need to Know?

Federal contractors based in Maryland, Washington, DC and Virginia are represented by the Lipp Law Firm. Our clients know that the FAR (Federal Acquisition Regulation) law applies to them. For instance, the FAR requires all government contractors to maintain workplaces that are drug-free. However, this can create potential legal issues for states where marijuana use is legal when used for a specific medical condition.

The United States federal government requires employers to maintain workplaces free of drugs, but marijuana is legal in Washington, DC. Virginia legalized recreational marijuana use and possession in 2021, and in November 2022, Maryland residents will vote on marijuana legalization.

Despite legalization and decriminalization measures regarding marijuana use and possession in the DMV, federal employers can still terminate a federal employee for using marijuana if they’re located within the DMV vicinity.

In Washington, DC, Maryland and Virginia, there are no implemented statutes that are employment-specific – at least ones that would offer protection for the employee in this situation. This leaves employees unprotected. (READ MORE)

How to Avert Litigation When Terminating an Employee?

First, you should meet with your legal counsel to review all documentation relevant to the termination. This way, you’ll know if the termination can legally happen. The documents you’ll need to review are the employment agreement, employee handbook, email correspondence between the employee and the company, the employee’s personnel file, and other documents supporting the firing.

Lipp Law reviews all termination-related documentation and flags anything that might create a legal issue with the termination. We analyze a company’s legalities based on Title VII of the Civil Rights Act of 1964, which is a federal law that applies to organizations with at least 15 employees and covers discrimination against certain protected classes (for instance, gender, sexual orientation, race, gender identity, national origin, and more).

The Americans with Disabilities Act (ADA) is a federal law prohibiting discrimination against disabled employees by employers with at least 15 employees. The ADA requires employers to follow certain steps when an employee requests workplace accommodation due to a disability.

The Age Discrimination in Employment Act (ADEA) is a federal law prohibits discrimination against individuals at least 40 years old by employers with at least 20 employees. Both laws are enforced by the Equal Employment Opportunity Commission (EEOC).

Depending on what state your employee is working from, there are likely going to be additional laws that apply to the potential termination. Many states have their own human rights acts that apply to smaller employers that may not fall under the scope of Title VII, the ADEA, or the ADA.  So, it is important to understand exactly what employment laws apply to the employee being terminated, and to reduce legal exposure as much as possible.

Our knowledgeable, efficient, and compassionate employment lawyers work tenaciously to ensure employment law compliance for Virginia, Washington, DC, and Maryland companies and executives.  We aid in the transition when an employee is let go from their position and moves on to new prospects. Whether you’re an employer or an employee, Lipp Law is here to help you with all labor and employment-related legal requirements.

Kathryn Megan Lipp, Esq.

Call Lipp Law
(703) 896-7704
We look forward to serving your needs.

Before You Go...

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