If you’re looking into an employment law issue, you may have heard of the EEOC (Equal Employment Opportunity Commission), and the MCCR (Maryland Commission on Civil Rights). They have similar goals, but apply differently, and differ in terms of their proceedings. Here, we explore what makes them unique, and the impact they have on employees.

What is the EEOC?

EEOC stands for “Equal Employment Opportunity Commission”. The EEOC is an agency that enforces federal laws to protect employees and job applications from harassment and discrimination at work.

The Equal Employment Opportunity Commission was founded on the 2nd July, 1965, with the goal of enforcing Title VII. Subsequently, in the 1990, the EEOC also enforced the Americans With Disabilities Act for individuals with disabilities.  All companies with 15 or more employees must adhere to the rules of the EEOC. There are many examples of how this fits into everyday life at work – from preventing discrimination in the hiring process, to ensuring equal training opportunities.

The EEOC protects against discrimination based on:

  • Race, color, and national origin
  • Religion
  • Sex (including sexual orientation, gender identity, and pregnancy)
  • Age (40+ years)
  • Disability
  • Genetic information

What is the MCCR?

MCCR stands for Maryland Commission on Civil Rights. The MCCR explains its goal as follows:

It is the mission of the Maryland Commission on Civil Rights to ensure opportunity for all through the enforcement of Maryland’s laws against discrimination in employment, housing, public accommodations, and state contracts… Our vision is to have a State that is free from any trace of unlawful discrimination.

In terms of employment, the MCCR has a similar goal to the EEOC but on a state level; the MCCR protects workers in Maryland from harassment, retaliation, discrimination, and more.

When Do I Need a Labor and Employment Attorney?

Both the EEOC and MCCR have their own individual and complex processes. If you are getting ready to engage with either authority, it is wise to thoroughly understand the filing process and needs for EEOC and MCCR claims.

Representation by a reputable labor and employment attorney is the best way to navigate the process.

Choose Strategic and Aggressive Representation that Protects Your Rights

The labor and employment attorneys at Joseph, Greenwald & Laake are here to represent you. We believe in a fairer future, with teams of experts working on job discrimination cases like yours.

From filing the charge of discrimination to preparing you for mediation and representing you, we can give your case the best possible chance of success.

Contact Joseph, Greenwald & Laake today, for a free consultation with our labor and employment law experts.

We are delighted to congratulate 13 of our attorneys for being selected by their peers for inclusion in the 29th Edition of The Best Lawyers in America:

Andrew E. Greenwald

  • Medical Malpractice Law – Plaintiffs
  • Personal Injury Litigation – Plaintiffs

Burt Kahn

  • Medical Malpractice Law – Plaintiffs
  • Personal Injury Litigation – Plaintiffs

David Bulitt

  • Family Law Mediation
  • Collaborative Law: Family Law
  • Family Law

Debora Fajer-Smith

  • Personal Injury Litigation – Plaintiffs

Jay P. Holland

  • Employment Law – Individuals

Jeffrey Hannon

  • Family Law

Jeffrey N. Greenblatt

  • Family Law

Patrick W. Dragga

  • Family Law

Reza Golesorkhi

  • Family Law

Stephen A. Friedman

  • Personal Injury Litigation – Plaintiffs

Steven M. Pavsner

  • Personal Injury Litigation – Plaintiffs

Timothy Maloney

  • Appellate Practice
  • Employment Law – Management

Timothy P. O’Brien

  • Trusts and Estates

All lawyers named to The Best Lawyers in America© publication were recognized by their peers in the legal industry for their professional excellence in 146 practice areas. For the 2023 Edition of The Best Lawyers in America, 8.3 million votes were analyzed, which resulted in the inclusion of more than 62,000 lawyers, or approximately 5% of lawyers in private practice in the United States.

The selection of these lawyers in this prestigious peer-reviewed publication continues to demonstrate the quality of the legal services that we provide at JGL and our unswerving dedication to client service.

GREENBELT, Md., August 16, 2022 – Yesterday Joseph, Greenwald & Laake, P.A., filed a Complaint (Cosmann v. Booz Allen Hamilton Inc. (PDF)) to hold national consulting firm Booz Allen Hamilton (NYSE: BAH) accountable for refusing to provide reasonable accommodations for an employee’s disability, actively preventing her from seeking additional billable client projects, and then ultimately terminating her employment as a result. The lawsuit seeks relief for unlawful disability discrimination and retaliation in violation of the Americans with Disabilities Act as amended (“ADA”) and the Virginia Values Act (“VVA”).

The Complaint alleges the following: Plaintiff Deirdre N. Cosmann alleged in the Complaint that she was a long-time, high-performing employee of Defendant Booz Allen Hamilton, all until she encountered a new manager who did not want to accommodate her disability.  Ms. Cosmann was diagnosed with migraines and required telework approximately six to eight days a month for her disability. Booz Allen granted this accommodation back in 2013, but in the Complaint, Ms. Cosmann alleges that when she moved on to a new project in June 2019 her new “Job Manager” refused to abide by the existing accommodation, despite Ms. Cosmann’s disability needs and the fact that other employees on the project teleworked. Ms. Cosmann alleges in the Complaint that the Job Manager intentionally scrutinized her work, berated her in front of her client and colleagues, and demanded Ms. Cosmann show detailed activity logs of her time spent teleworking, a requirement not extended to any other teleworking employee. According to the Complaint, Ms. Cosmann continued to request accommodations for her disability and escalated the issue with official complaints to Booz Allen, but the company did not intervene. Ms. Cosmann alleges that Booz Allen removed her from her project and then refused to consider her for other jobs due to her need for telework. 

According to Ms. Cosmann as detailed in the Complaint, when Booz Allen switched to full-time telework due to the onset of the COVID-19 pandemic in early 2020, Booz Allen still did not accommodate, and denied Ms. Cosmann the telework benefits it provided to all other employees. Booz Allen allegedly insisted that Ms. Cosmann (and only Ms. Cosmann) could not work at Booz Allen jobs due to her need to telework, and unceremoniously terminated her in the midst of the pandemic.

As outlined in the Complaint, filed in federal court, Booz Allen’s actions were in direct violation of the ADA. Additionally, Booz Allen blatantly disregarded its commitment to The Federal Procurement Policy, which “permit[s] telecommuting by employees of Federal Government contractors in the performance of contracts entered into with executive agencies,” and Booz Allen’s obligations under the Federal Acquisition Regulations, which state that a federal “agency shall generally not discourage a contractor from allowing its employees to telecommute in the performance of Government contracts.” Booz Allen also did not abide by its Contract and Preliminary Work Statement with the federal government (Ms. Cosmann’s client), which did not prohibit telework.

“Booz Allen repeated denial of Ms. Cosmann’s requests for reasonable accommodations for her disability is nothing short of a blatant refusal to comply with federal anti-discrimination laws. Booz Allen failed Ms. Cosmann at every stage, from repeatedly denying her accommodations, allowing her Job Manager to retaliate against her, removing her from her project just two weeks after she finally got a formal reasonable accommodation in place, refusing to consider her for jobs because she needed episodic telework, and then terminating her due to her disability,” said Michal Shinnar, Senior Counsel at Joseph Greenwald & Laake, PA, and co-counsel for Ms. Cosmann. “Booz Allen should have had systems in place to stop all of this misconduct and ensure its employee received equal treatment and accommodations. But, instead, Booz Allen at all levels condoned these blatant violations of the ADA. We believe a jury will agree that Booz Allen acted unlawfully and will award Ms. Cosmann with the proper damages.”

“Booz Allen denied Ms. Cosmann the telework benefits it gave to other employees during the COVID-19 pandemic, removed her from a major contract despite protests from the client, refused to give her new work, and terminated her in early 2020 even when Booz Allen had instituted a company-wide policy to not lay off employees until July 2020,” said Lenore Garon of the Law Office of Lenore Garon, PLLC, and co-counsel for the Plaintiff. “No employee should have been fired due to their need to occasionally telework for a disability at a time when everyone in the company was teleworking due to COVID-19. It is evident that Booz Allen Hamilton actively penalized and targeted Ms. Cosmann for her disability which is a clear violation of the Americans with Disabilities Act.”

To learn more about Joseph, Greenwald & Laake’s Labor and Employment practice, click here.

Media Contact: Lauren Smith, MBA | media@jgllaw.com | (202) 656-1774

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About Joseph, Greenwald & Laake

Joseph, Greenwald & Laake, P.A., is one of the most trusted law firms serving Washington, DC, and the suburban Maryland area. For more than 50 years, our law firm has represented a variety of clients, including individuals, small businesses and multimillion-dollar corporations. From simple to complex legal needs, our law firm is prepared to deliver strategic solutions with high standards. Call or e-mail us at Joseph, Greenwald & Laake, P.A. to schedule a consultation with an experienced attorney. We offer reliable counsel on how best to proceed and what your rights and responsibilities are.

This is the first in a series of recaps on the reported cases coming out of the Maryland appellate courts: the Maryland Court of Appeals, and the Maryland Court of Special Appeals. This post provides a synopsis of the Courts’ opinions, as detailed by Joseph, Greenwald & Laake associate.

Here, we begin with recaps and explanations of the cases decided by the courts in January 2022.

(Note: The Maryland Court of Appeals’ attorney grievance and bar matters will not be covered.)

Gateway Terry, LLC v. Prince George’s County, et al.

In this case, the Maryland Court of Special Appeals was asked whether a California limited liability company, owned by the Los Angeles County Employees Retirement Association (LACERA), was exempt from paying certain state and county taxes, in connection with the purchase of real estate for nearly $187 million.

The LLC’s argument was based on Maryland and Prince George’s County laws that exempt “the State,” “an agency of the State,” or “a political subdivision” in or of “the State,” from paying transfer taxes and taxes associated with the recording of deeds to real property.

The case turned on whether “the State” referred only to Maryland, or whether it also referred to the other 49 states and the “agencies and political subdivisions” of those states. The Court held that “the State” as used in the relevant state and county laws here, could refer only to the State of Maryland. The LLC also argued that the statutes were discriminatory because they were not being applied to Maryland and other States equally. The Court rejected this argument, too.

The Court did not even address whether the LLC here, owned by LACERA, was a “political subdivision” of California, because the answer to that question would not change the Court’s conclusion that “the State,” referred only to Maryland.

In total, Maryland and Prince George’s County collected slightly more than $4.5 million in taxes in connection with the LLC’s acquisition of real property.

Williams v. eWrit Filings, LLC

The property management company for an apartment building hired eWrit Filings to bring several failure to pay rent (FTPR) actions against Williams, a tenant of the building, who was late on rent payments throughout 2017 and 2018.

In response, Williams filed a lawsuit against eWrit on the theory that eWrit was not a licensed debt collector in Maryland, and thus illegally engaged in debt collection by filing the FTPR actions. The Circuit Court agreed with eWrit’s argument that filing FTPR actions were not debt collection activity, and granted eWrits motion to dismiss the lawsuit.

The question presented on appeal was whether one entity filing FTPR actions on behalf of another entity was a debt collection activity, and therefore had to be carried out by a state-licensed debt collector.

The Court held that the filing of the FTPR actions was a debt collection activity, because FTPR actions seek repossession of the leased premises and a monetary judgment, and are therefore the collection of a “consumer claim,” under Maryland law. Under Maryland law, the collection of any consumer debt is a debt collection activity. Thus, it followed, eWrit had to be licensed to file these FTPR actions. The Court also found that entities like eWrit that attempt to recover unpaid rents on behalf of landlords are not exempted from the licensure requirements, unlike licensed real estate brokers or their agents, which are exempt.

Tenants should be aware of this decision. If an FTPR action is filed against a tenant, the tenant should endeavor to determine whether the entity filing the action is a licensed debt collector. Landlords should only hire agencies to file FTPR actions that are licensed debt collectors. Via NMLS Consumer Access, tenants are able to search the name of any entity that files an FTPR action, to see if they are licensed to do so. Landlords should also utilize this resource, to avoid hiring an unlicensed entity.

Wilkins v. State

In 2016, Wilkins alleged in post-conviction proceedings that he was denied his right of allocution at his initial sentencing hearing. The allocution is the portion of the sentencing hearing at which the defendant, either personally or through counsel, can make a statement and present information in mitigation of punishment. In 2019, the state agreed with Watkins and the matter was set for resentencing.

At the re-sentencing hearing in 2021, the prosecutor presented the facts of the case and argued that the original sentence was fair, and asked that the Court impose the same sentence. The defense conceded that the prosecutor’s presentation of the facts was accurate, then presented mitigation evidence, called a social worker to present mitigation testimony, and then Wilkins himself expressed remorse for his involvement in the killing, for which he was originally convicted.

On appeal, Wilkins presented three arguments. He argued first that the allocution he was provided was insufficient because the judge during the resentencing was unfamiliar with the case. Second, he argued that the resentencing court erred by failing to state its reasons for the sentence imposed on the record. Lastly, he argued that the resentencing court abused its discretion in sentencing him, because the resentencing judge was unfamiliar with the record of the case prior to the resentencing hearing.

The Maryland Court of Special Appeals rejected each of Wilkins’ arguments, and affirmed the resentencing.

The most interesting portion of the Court’s opinion was its discussion about the duty of replacement judges. The replacement here was under Rule 4-361(a) because it occurred after the jury’s verdict. Rule 4-361(a) only requires the replacement judge to satisfy themselves that they can properly perform their duties. Rule 4-361(b) governs the replacement of a judge during a trial, and demands substantially more. There, the replacement judge must “certify” that they have become familiar with the record of the trial. This, however, was not formally part of the Court’s opinion, because Wilkins failed to preserve the issue of the trial judge’s familiarity with the case by raising the issue during the resentencing hearing.

Reyes v. State

In 2003, Jeanette Reyes pleaded guilty to a charge of possession with intent to distribute cocaine. At the time, Ms. Reyes’ attorney advised her that the plea deal would have no immigration consequences, and she pleaded guilty based on that knowledge. When she pleaded guilty, she was also incorrectly informed that the advisory sentence she would receive would be between probation and 12 months imprisonment and that the maximum she faced was five years. During the sentencing, this error was realized, and the applicable range was six months to three years imprisonment. The maximum sentence she faced was 20 years. The error was made because the sentencing range was initially calculated as if Ms. Reyes was in possession of marijuana, and not cocaine.

When Ms. Reyes applied for U.S. citizenship in 2019, she was informed by U.S. Customs and Immigration Services that her 2003 conviction was an aggravated felony under federal law, and that she was therefore ineligible to ever become a U.S. citizen.

Ms. Reyes then filed a petition for writ of error coram nobis, which is a way of asking a court to correct a factual or legal error that affects the validity of the conviction. Ms. Reyes’ theory was that her 2003 guilty plea was made in violation of Maryland Rule 2-242(c), which requires a criminal defendant to understand the consequences of a guilty plea.

The trial court denied Ms. Reyes’ petition for coram nobis relief, based on a case called Coleman v. State. In Coleman, the Court of Special Appeals affirmed the denial of coram nobis relief because (1) the sentence Coleman received was well below the statutory maximum, (2) Coleman failed to directly appeal the sentence, and (3) and Coleman had waited 12 years since conviction and her coram nobis petition. The trial court found that the same circumstances in Coleman were present here, and denied Ms. Reyes relief. The Maryland Court of Special Appeals disagreed and found that the facts were sufficiently different to merit a different result.

The Court of Special Appeals also found that the critical inquiry is not the circumstances of when coram nobis relief was sought, whether there was a direct appeal, or whether the sentence was below the statutory maximum. Instead, the dispositive inquiry is whether a criminal defendant had actual knowledge of the maximum sentence they faced. The factors identified in Coleman were relevant, but not dispositive. The Maryland Court of Special Appeals also held that the fact a defendant knew of the maximum sentence at the sentencing hearing has no bearing on whether they had that knowledge when they pleaded guilty.

Linton v. Access Funding LLC

The Plaintiffs here are approximately 100 persons who voluntarily signed agreements to sell their structured settlements from lead paint exposure claims to Access Funding, in exchange for lump sum payments. The suit alleged negligence, misrepresentation, fraud, and conspiracy. The agreements with Access Funding contained an arbitration clause. On that basis, Access Funding filed a petition to compel arbitration.

Under the Maryland Structured Settlement Protection Act, a structured settlement transfer must be approved by a court, and the court must find that the transferor received independent professional advice as to the legal and financial implications of the transfer agreement. The means by which Access Funding secured court approval is central to the case. After the Plaintiffs signed these agreements with Access Funding, Access Funding placed them in touch with an attorney, Charles E. Smith, who signed letters indicating that he had explained to all of the Plaintiffs the legal and financial implications of the transfer and the agreement they had signed. These letters were then submitted to the court by Access so the transfers could be approved. Unbeknownst to the Plaintiffs, Charles E. Smith was affiliated with and received payment from Access, and thus did not provide “independent professional advice” as required by the Maryland Structured Settlement Protection Act.

The Plaintiffs alleged that Access used Mr. Smith to specifically prevent them from fully understanding and appreciating the transfer agreement’s binding arbitration clause.

The Circuit Court for Baltimore City granted Access Funding’s petition to compel arbitration, but did so without specifically addressing the validity, and therefore the existence of the arbitration clause. In essence, the court presumed the validity of the agreement without a real inquiry. Generally, arbitration agreements are presumed to be valid because they are matters of contract.

This was an error, as Judge Nazarian explained for the Maryland Court of Special Appeals in a superb written opinion. The sale of structured settlements, the Court said, are not simply arms-length contractual agreements. Maryland law requires that a court approve the sale of structured settlements. And a court can only do so, under the Maryland Structured Settlement Protection Act, if it finds that the party selling their structured settlement in exchange for a lump sum cash payment received “independent” professional advice. And here, the courts ratification of the transfer agreements was, at least allegedly, fraudulently obtained because the transferors did not receive independent professional advice, as required.

The Court of Special Appeals reversed and directed the Circuit Court to inquire as to the validity of the arbitration agreement, given the circumstances in which it was obtained. Access Funding appealed the decision, and the Court of Special Appeals will consider the case this coming term.

GREENBELT, MD., August 1, 2022 – Joseph Greenwald & Laake P.A. is pleased to announce that Reed Spellman and Valerie Grove have been elevated to Partner status.

“The firm is thrilled to add them both to our Board as Partners. They are incredibly bright and unwavering advocates for their clients.” said Paul Riekhof, Managing Director. “It is extremely well-deserved, and we look forward to their continued success at JGL.”

Reed counsels individuals and families in a wide range of estate planning and post-mortem planning issues, including anything from a simple will to advanced tax planning, as well as probate administration, trust administration, and estate tax filings and issues.

Ms. Grove concentrates her practice in the representation of injured victims of medical malpractice and has more than 20 years of experience in medical negligence cases.

About Joseph Greenwald & Laake

For more than 50 years, Joseph Greenwald & Laake has worked with individuals and businesses in Maryland and the District of Columbia, taking on the most complex of legal issues with sophisticated counsel and a personal touch. JGL serves clients in virtually all areas of the law.

Represented a father in a custody battle played out in the media where the client’s ex-wife was dating a prominent sports figure. The ex-wife was denying visitation with the child in Maryland. The court was successfully persuaded after an eight-day trial to modify the custody order to 50/50 custody and a fixed schedule that the father had sought for years. The cross-examination of the ex-wife and her financial issues ultimately led to federal indictments by the Internal Revenue Service in U.S. District Court for tax fraud and tax evasion.

Jay Holland obtained an injunction requiring Prince George’s County to hire 64 highly qualified firefighters whose employment offers had been rescinded based on an illegal affirmative action policy.

JGL partner Brian Markovitz brought this action to apply PPA claims to be made under the Maryland Wage and Hour Law and Maryland Wage Payment and Collection Law. This would increase pack pay by $500 per day. 

Read More

Appellate Court of Maryland issued a Reported Opinion in Favor of JGL client.

Click here to read more.

GREENBELT, MD., July 14, 2022 – Yesterday, in a victory for Maryland workers, the Maryland Court of Appeals (PDF) held that workers in Maryland have greater protections than under a 1940s-era federal law, and must be paid for all of their hours worked.

Explaining the circumstances, the Court stated that the State’s wage and hour law “means what it says,” and that workers, represented by Joseph Greenwald & Laake, are entitled to compensation from the time they are “required by the employer to be on the employer’s premises, on duty or at a prescribed workplace.”

In an expansive 59-page opinion, the Court meticulously reviewed two cases of laborers working for different subcontractors on the construction of the MGM Grand Hotel. In those cases, “the workers accessed the construction site via buses, supplied by the general contractor for the project, that took them from the parking area to the construction site and back. The workers were not compensated for wait and travel time, either coming or going from the parking area, which in total averaged approximately two hours per day.” Workers were told that this was the only way they could get onsite, and that they could be fired for reporting to work any other way. The question in both cases was whether the time spent assembling at the parking area as required by their employer, and being bussed to the construction site, constituted “work” compensable under Maryland’s wage and hour law. The lower courts applied federal law and dismissed the cases, but the Court of Appeals reversed in a 7-0 decision, concluding that Maryland law was not so restrictive, and that whether the workers were entitled to compensation for the time their employers required them to spend in transit, was a matter for the jury to decide.

“This was a tremendous victory for Maryland workers. When the boss tells workers to do something, even outside of their regular duties, they are working, and now they will get paid,” said Brian Markovitz, a Principal at JGL who represented the workers. 

“Maryland’s highest court has issued a decision that is fundamentally fair to all concerned,” said attorney Steven Pavsner, who argued the case on behalf of Mr. Amaya. “Employers cannot reasonably expect to benefit from free labor, and workers cannot reasonably be expected to work for free.” 

“This ruling sends a clear message to Maryland workers: your time is valuable. Maryland took a stand to protect the health and welfare of workers by crafting its wage and hour laws to prevent corporations from demanding their workers’ time but not paying for it, ” said Erika Jacobsen White, Principal at JGL and co-author of the briefing.

Media Contact: Lauren Smith, MBA | media@jgllaw.com | (202) 656-1774

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About Joseph, Greenwald & Laake

Joseph, Greenwald & Laake, P.A., is one of the most trusted law firms serving Washington, DC, and the suburban Maryland area. For more than 50 years, our law firm has represented a variety of clients, including individuals, small businesses and multimillion-dollar corporations. From simple to complex legal needs, our law firm is prepared to deliver strategic solutions with high standards. Call or e-mail us at Joseph, Greenwald & Laake, P.A. to schedule a consultation with an experienced attorney. We offer reliable counsel on how best to proceed and what your rights and responsibilities are.

Many genuine, loving couples choose to get a prenuptial agreement to protect themselves, one another, and their families. Here, we outline some of the most common reasons, to help you decide if a prenuptial agreement is right for you.

What is a Prenuptial Agreement?

Many of our clients ask, what exactly does a prenup do? A prenuptial agreement is a legal document that defines what will remain individual, personal property and what will become jointly owned property at the time of marriage. In addition, you may also use a prenuptial agreement to define alimony expectations. This process gives you the opportunity to carefully plan for both of your best interests without the stress that inevitably comes with divorce; you’re essentially protecting your futures, no matter what they may hold.

Advantages of a Prenuptial Agreement

There are many advantages to completing a prenuptial agreement ahead of your wedding day. Here are just a few:

  • A prenuptial agreement can significantly reduce the cost of divorce. According to Bankrate, the average divorce costs around $15,000 per person, but can reach $100,000 depending on complexity.
  • It leads to fairer terms, as decisions are not made in anger.
  • A prenuptial agreement can make for a more harmonious marriage, with greater communication and without the tension that would otherwise be caused when new decisions are made. For example:
    • It is helpful for partners that give up their careers to take care of children to make this decision with an awareness of the protection they have in place, preventing anxiety and resentment.
    • It protects a wealthier partner with business ownership or family inheritance. It also protects ownership of sentimental items and family heirlooms.
    • It can define and protect you from taking on your partner’s debt if they enter the marriage with loans or credit card bills.

Who Needs a Prenuptial Agreement?

Prenuptial agreements are no longer just for the rich and famous; anyone can benefit from open communication and a concept that protects the interests of both parties. If you’ve been married before, already have children, struggle with debt or own a business, a prenuptial agreement is for you. Take a look to see if any of the following factors apply to you.   

One of You Has a High Net Worth

If you have a high net worth, property, or will eventually inherit an estate, you have good reason to choose a prenuptial agreement. A prenup can give you peace of mind that your partner has the best intentions for your relationship.

One of You Struggles with Debt

Many couples have different financial backgrounds when entering a relationship. If your partner already has debt or gets into debt during your marriage, a prenuptial agreement can clarify where the debt originated, which partner will be responsible for payment of the debt, protect your assets.

One of You Will Stay at Home with the Kids

The decision to give up your job and stay at home to raise children is not taken lightly and can cause resentment without proper communication. A prenuptial agreement can help facilitate this communication now, to protect the spouse that chooses to put their career on hold.

You Have Children

Those who already have children may be concerned about protecting their inheritance. A prenuptial agreement enables you to leave money, sentimental items, and property to children from past relationships.

You’ve Been Married Before

Those that have been married before have the benefit of past experience. You may have already experienced an unpleasant divorce, and be aware of the time and cost the process incurred. Perhaps you wish you had the protection of a prenup last time. You may also have a better understanding of why a prenuptial agreement is necessary; no matter how much we love our spouse on our wedding day, the future is unpredictable.

You’re a Business Owner

There are multiple reasons why a prenup is essential to protect your business in the event of a divorce:

  • If you are a co-owner, it can protect other business partners.
  • It can protect your spouse from business debt and liabilities.
  • It can protect your ownership interests in the business in the event of a divorce.

You Value Your Privacy

A prenuptial agreement protects your right to privacy, as you agree not to disclose information about one another, in the form of social media posts or other means.

Contact Our Maryland Family Lawyers Today

It is wise to work on your prenuptial agreement in significant advance of your wedding day, as this process ensures boundaries are set while you and your spouse-to-be are in a good position to make carefully thought-out decisions.

Bear in mind that laws around prenuptial agreements vary between states, and a prenuptial agreement must meet the requirements of your state in order to be enforceable. If you need a prenuptial agreement in Maryland, the District of Columbia, or Virginia, our prenuptial agreement attorneys are here to serve you. Contact us today to set up a free consultation.

Season three of our legal podcase, JGL Law for You, touches on a wide range of topical issues to help you navigate the complexities of personal and business life.

To help you find the legal information you need, this roundup directs you to popular podcasts on whistleblowing, business law, child custody, and more.

Family Law Podcasts

Family law is always relevant. This season we produced content on the following various topic:

If you have a question on family law or divorce that you’d like to discuss with our team, contact us today.

Labor and Employment Podcasts

No matter what line of work you are in, knowing your rights as an employee is important. This season we produced a podcast that answered the question “what are the basic rights of employees?”

In this episode, we outlined what an “employment contract” is. We also discussed unions, who can be fired, and why.

We encourage you to seek legal help from our team, if you are facing an issue pertaining to employment law.

Whistleblower Podcasts

This season, we also addressed the topic of government contract fraud. The episode pertaining to this topic explored falsifying information on contract proposals, misrepresenting the status of projects to receive government funds, falsifying compliance, and concealing cybersecurity vulnerabilities.

If you’re affected by this topic, we can help – send us a message.

Business Law Podcasts

We’re also dedicated to protecting businesses across Maryland and the Washington DC metropolitan area. Our podcast on business evaluations is essential for anyone that needs to understand the process used to establish the value of a business. Learn when a business evaluation is necessary, pitfalls to avoid, and the standards a valuator must follow.

Learn more about business law for you, by talking with our team.

More 2022 Legal Podcasts

We’re proud to use our 50+ years of experience to provide information to all, via our legal podcast. Some of the other key topics covered this season include:

Ensure you always have a trusted source for legal information to hand by bookmarking our podcast page.

Contact JGL Law for Legal Advice Tailored to You

When unique challenges arise, legal advice tailored to you is essential. If any of the above topics are of concern to you, get in touch, briefly outlining your concerns. We’ll be in touch to provide the legal support you need.

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