You know the day things changed at work. That is where our work begins.

Employment lawyers for Maryland, D.C., and Virginia employees. Employment law is all we practice.

Request a consultation Call (410) 919-2990

March 3

You told your manager you were pregnant.

46 days later

April 18

The account you built was “reassigned.”

Your situation

Three moments we see every week. Yours may be one of them.

Each one turns on a date. Read the one that sounds like yours, then tell us when it happened.

01 The day you told them

You told them you were pregnant. Then your standing changed.

Federal law, the Pregnant Workers Fairness Act, and the laws of D.C., Maryland, and Virginia prohibit employment decisions made because you are pregnant, recovering from childbirth, or need a reasonable accommodation. That covers the loud decisions and the quiet ones: the promotion that went elsewhere, the accounts that moved, the schedule request that was “not possible,” the write-up that arrived weeks after the announcement. If the timing lines up, you may have a claim. We will tell you plainly whether we think you do.

Pregnancy discrimination in Washington, D.C. Pregnancy discrimination in Maryland Talk to us about what happened

FromRegional Director, Sales

ToAccount team; HR Business Partner

SentFri, Apr 18 · 9:14 AM

SubjectRe: Q3 account transitions

BodyEffective Monday, the Northeast portfolio moves to J. Alvarez. Please update the coverage sheet.

Prototype evidence object. Production: photographed prop.

02 The day the “restructuring” started

A long record of good reviews. One new manager. Then “realignment.”

Federal law protects workers 40 and older from decisions based on age. Maryland law protects workers of any age and reaches smaller employers than federal law does. Age discrimination is almost never announced. It shows up in who was chosen and who was “transitioned,” in comments about “energy” and “fit,” and above all in when it started. If you can point to the date things changed, we can usually tell you whether the law has something to say about it.

Age discrimination in Maryland Washington, D.C. Virginia Talk to us about what happened

FormAnnual Performance Review

PeriodJan 1 to Dec 31

ReviewerDirector, Operations (new)

Rating42 · see notes

NotesTeam needs fresh energy. Discuss transition plan.

DatedMay 1

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03 The clause you signed on day one

Your contract says “arbitration.” Here is what that means.

Many workplace disputes never see a courtroom because the employee agreed, often in an offer letter, to resolve them through arbitration. Arbitration is faster than court, private, and decided by a neutral rather than a jury. It is not a dead end; it is a different room with different rules. We represent employees and employers in employment arbitration, and Joyce Smithey serves as a neutral on the American Arbitration Association Employment Arbitration Panel for matters in Maryland, D.C., and Virginia. [CONFIRM]

Arbitration for employees Selecting a neutral: Maryland Washington, D.C. Virginia Mediation

12. Dispute Resolution

Any dispute arising out of or relating to your employment shall be resolved exclusively by final and binding arbitration administered by the American Arbitration Association under its Employment Arbitration Rules.

Employee signatureDate: Day 1

Prototype evidence object. Production: photographed prop.

04 The shortest clock in employment law

Federal employee? You generally have 45 days.

If you work for a federal agency, the process starts with your agency's EEO counselor, and you generally have 45 days from the decision to contact them. Our Washington, D.C. office was opened to represent federal and D.C. government employees.

Federal and public sector employees Washington, D.C. employment lawyers Talk to us about what happened

Swipe through the pattern

The pattern Every case has two versions. The employer's version uses words like these. We know that version well: we advise employers and sit as neutrals, so we have read these memos from the other side of the table. The record usually says something else.

01“Valued team member.”

Years of positive reviews.

02“New leadership.”

A new manager arrives. Or you announce a pregnancy. Or you file a complaint.

03“Fresh energy.”

Comments about age, “commitment,” “fit,” or “bandwidth.”

04“Realignment.”

Your responsibilities shrink. Meetings happen without you.

05“Development opportunity.”

A younger, or less inconvenient, colleague gets your accounts.

06“Restructuring.”

You are out.

If this sequence looks familiar, the dates matter more than the words. Write down when each thing happened. Then call us.

The six steps are drawn from the firm's own writing on age discrimination in D.C.

The clock

Every claim runs on a clock. Here is how to read yours.

The line below marks the deadlines that matter most, counted from the day of the decision. Enter your own date to draw your window on it. Beside the tool is the reason we can speak about these deadlines with some authority: the commentary on the rules that set them.

Counted from the day of the decisionApproximate. Confirmed by an attorney.

Draw your window

When did it happen?

Deadlines start on the day of the decision, not the day you understood it. Tell us the date, or the month if that is what you remember, and where you work. We will draw your window on the line above.

When I only remember the month

Where do you work?

Maryland Washington, D.C. Virginia I am a federal employee

This is an estimate from the date you entered, not legal advice. Your facts may change the answer. [Every rule to be confirmed by the firm before publication.]

Request a consultation Call (410) 919-2990

The people

Who reads your timeline.

Joyce E. Smithey

Managing Partner

Chambers USA ranks Joyce in Band 1 for Labor & Employment: Mainly Plaintiffs, Maryland. She co-authored the Fourth Edition of Maryland Rules Commentary and is a contributing author of the MSBA Maryland Employment Law Deskbook. She teaches employment law to graduate students and to other lawyers, and serves in the leadership of the Maryland State Bar Association's Labor and Employment Law Section. [CONFIRM current role] She also sits as a neutral arbitrator and mediator. Clients describe her the way Chambers does: direct, prepared, respectful, and relentless about the details.

Read Joyce's full profile

Our attorneys

The team behind every timeline.

Reuben W. WolfsonPartnerChambers USA Band 1

Lisa L. WalkerPartnerChambers USA Band 2

David MoonAttorney [CONFIRM title]

Timothy M. HartmanSenior Associate

Krista Johnson SmileyAttorney [CONFIRM title]

Alexus N. ViegasAttorney [CONFIRM title]

Ben BarlowAttorney [CONFIRM title]

Maryo BittarAttorney [CONFIRM title]

Max BreeneAttorney [CONFIRM title; photo pending]

Ben WaschlerAttorney [CONFIRM title; photo pending]

Barnett Q. BrooksOf Counsel

Liesel SchoplerOf Counsel [photo pending]

Meet all of our attorneys · Band tags indicate Chambers USA rankings in Labor & Employment: Mainly Plaintiffs, Maryland.

Both sides of the table

We also advise employers, and Joyce serves as a neutral in arbitration and mediation. That is not a conflict of interest. It is the reason we can usually tell you what the other side's lawyers will argue before they argue it.

Who we stand with

We represent LGBTQ+ employees in workplace discrimination matters and sponsor Annapolis Pride. [CONFIRM current] LGBTQ+ workplace discrimination

Who answers the phone

When you call, you reach our intake team in Annapolis, not an answering service. They will ask what happened and when, and put your matter in front of the right attorney. [CONFIRM]

If you are not an employee

Selecting a neutral? Joyce Smithey serves as an arbitrator and mediator in employment matters in Maryland, D.C., and Virginia.

Review the arbitrator profile

Advising an employer? We counsel employers on handbooks, investigations, restrictive covenants, and claim prevention.

Talk to us about prevention

“Joyce is respected as a zealous advocate for her clients while also being respectful. She is diligent in staying abreast of legal developments.” Chambers USA, client commentary [CONFIRM year]

Chambers USA ranks Smithey Law Group in Band 1 for Labor & Employment: Mainly Plaintiffs, Maryland.

Documented outcomes

U.S. Court of Appeals, Fourth CircuitFavorable ruling in a sexual harassment case. [CONFIRM from opinion]
U.S. Court of Appeals, Fourth CircuitFavorable ruling in a retaliatory failure-to-rehire case. [CONFIRM]
U.S. District Court, Maryland$146,000 in attorney's fees awarded to the firm's client following judgment against a volunteer fire department. [CONFIRM]
U.S. District Court, Maryland$135,144.91 in fees and costs awarded following a sexual harassment jury verdict against Prince George's County. [CONFIRM]

Past results do not guarantee future outcomes. Every case turns on its own facts. Read the opinions

In their words

DiscriminationAfter consulting three other lawyers, I hired Ms. Smithey. Ms. Smithey won all three counts of my case.

Client [CONFIRM text]

When others said noReuben saw the potential in my case when several other lawyers did not. Took it to the finish line, with excellent communication along the way.

Eric Cioffi

AgeMs. Smithey represented me in an age discrimination suit against my nonprofit organization employer. I was 64 and asked to retire early.

Client [CONFIRM text]

Disability, public employerLisa Walker was excellent. She was there every step of the way.

Trish Barry-Utzig

BelievedThey believed in me when no one else would.

Angellina Johnson [CONFIRM text]

Read all testimonials

Quoted on employment law by

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Tell us what happened, and when. Call (410) 919-2990 or use the form. Choose your state and your issue so the right attorney reviews it.
Meet with an employment attorney. Bring what you have: emails, reviews, contracts, pay records, the severance agreement if there is one. We will explain which laws apply and what your options are.
Decide with a clear plan. Negotiation, an agency charge, arbitration, or a lawsuit. You choose the path. We move before the deadlines close.

What to expect at your first consultation

Request a consultation

Tell us what happened, and when.

A few sentences and the date are enough to start. Your message reaches our intake team in Annapolis, and an attorney reviews it before we call you back. [CONFIRM intake flow]

Name

Phone

Email

Where do you work?

What is this about?

When did it happen? (approximate, optional)

What happened?

We return calls and messages within one business day. [CONFIRM standard]
Prefer to talk? (410) 919-2990

Prototype form, not connected.

Answers

Questions people ask us first.

Can you sue your employer for emotional distress in Maryland?In some circumstances, yes, usually as part of a discrimination, harassment, or retaliation claim rather than on its own. Read the answer
How do you prove age discrimination in Maryland?Through timing, comparisons to younger coworkers, changes in reviews, and the employer's shifting explanations, more than through any single comment. Read the answer
What happens during an EEOC investigation in Maryland?Intake, a charge, notice to your employer, an exchange of positions and documents, then a determination or a right-to-sue letter. Read the answer
Should I sign a severance agreement?Not before someone reads it. Signing usually waives claims you may not know you have. Read the answer
It didn't happen at work. Can they fire me anyway?Often, yes, but there are limits, and they depend on what you did, where, and why the employer says it matters. Joyce has taught this question to other lawyers at the DC Bar. Read the answer [CONFIRM target]
Is Maryland an at-will employment state?Yes, but at-will has limits: an employer cannot fire you for a reason the law forbids, or in violation of a contract. Read the answer

All answers

Offices

Six offices. One main line.

(410) 919-2990 Fax (410) 280-1602 · Monday to Friday, 8:30 a.m. to 5:00 p.m.

Annapolis, main office706 Giddings Ave #200
Annapolis, MD 21401
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Baltimore300 E. Lombard Street, Suite 840
Baltimore, MD 21202
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Bethesda4701 Sangamore Rd #100N
Bethesda, MD 20816
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Columbia9520 Berger Rd
Columbia, MD 21046
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Washington, D.C.1100 13th St NW, Suite 800
Washington, DC 20005
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Virginia Beach316 Office Square Ln #101
Virginia Beach, VA 23462
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Please direct all mail and service of process to the Annapolis office. Satellite offices do not receive legal or official correspondence.

Map pins are approximate for the prototype. [CONFIRM coordinates before launch]

Recognition

Badges as shown on the firm's current site. [CONFIRM each is current before launch]

You know the day things changed at work. That is where our work begins.

Three moments we see every week. Yours may be one of them.

You told them you were pregnant. Then your standing changed.

A long record of good reviews. One new manager. Then “realignment.”

Your contract says “arbitration.” Here is what that means.

12. Dispute Resolution

Federal employee? You generally have 45 days.

Every claim runs on a clock. Here is how to read yours.

When did it happen?

Who reads your timeline.

Joyce E. Smithey

The team behind every timeline.

If you are not an employee

Documented outcomes

In their words

Quoted on employment law by

What happens when you call.

Tell us what happened, and when.

Questions people ask us first.

Six offices. One main line.