Employee Rights Lawyers for Chesapeake, Virginia
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Meet some of our Chesapeake Employee Rights Lawyers
Rebecca S.
I absolutely love helping my clients buy their first home, sell their starters, upgrade to their next big adventure, or transition to their next phase of life. The confidence my clients have going into a transaction and through the whole process is one of the most rewarding aspects of practicing this type of law. My very first class in law school was property law, and let me tell you, this was like nothing I’d ever experienced. I remember vividly cracking open that big red book and staring at the pages not having the faintest idea what I was actually reading. Despite those initial scary moments, I grew to love property law. My obsession with real estate law was solidified when I was working in Virginia at a law firm outside DC. I ran the settlement (escrow) department and learned the ins and outs of transactions and the unique needs of the parties. My husband and I bought our first home in Virginia in 2012 and despite being an attorney, there was so much we didn’t know, especially when it came to our HOA and our mortgage. Our real estate agent was a wonderful resource for finding our home and negotiating some of the key terms, but there was something missing in the process. I’ve spent the last 10 years helping those who were in the same situation we were in better understand the process.
"Rebecca you were awesome I appreciate you working with me and helping me get this done. I look forward to working with you in the future."
Michael T.
I have been in practice since 1990 and practice in D.C., Maryland, and Virginia. I am an experienced litigator and look forward to resolving your legal questions as efficiently as possible.
"Easy to work with. Great communication. Helped steer us in the right direction to make sure we filed the right document for our needs."
Anita P.
I specialize in assisting families and individuals with their end-of-life and incapacity planning needs, utilizing Wills, Trusts, and a range of other services.
"Anita was exactly what I was looking for: responsive and fully on top of the assignment."
Jonathan M.
Owner and operator of Meek Law Firm, PC. Meek Law Firm provides comprehensive business law representation, precise and informed representation for real estate transactions in the commercial and residential markets of North and South Carolina and efficient succession and estate planning for business owners and individuals.
"He educated and did a through job with making sure that all the bases were covered in the contract reviewed. I do hope to work with again."
Tina R.
15 years for legal experience; expertise in contracts, healthcare, ERISA, physicians, financial services, commercial contracts, employment agreements, etc. I am adept at all contracts and can provide you with efficient and quality services. I have worked at a law firm, financial services company, consulting ,and non-profit.
"Tina provided collaborative and professional work that helped me understand my employment contract."
Jason H.
Jason has been providing legal insight and business expertise since 2001. He is admitted to both the Virginia Bar and the Texas State Bar, and also proud of his membership to the Fellowship of Ministers and Churches. Having served many people, companies and organizations with legal and business needs, his peers and clients know him to be a high-performing and skilled attorney who genuinely cares about his clients. In addition to being a trusted legal advisor, he is a keen business advisor for executive leadership and senior leadership teams on corporate legal and regulatory matters. His personal mission is to take a genuine interest in his clients, and serve as a primary resource to them.
"Wonderful attorney! He was extremely professional, answered all of my questions and was patient with my complicated legal situation. Don’t hesitate to hire him."
Charlotte L.
I hold a B.S. in Accounting and a B.A. in Philosophy from Virginia Tech (2009). I received my J.D. from the University of Virginia School of Law in 2012. I am an associate member of the Virginia Bar and an active member of the DC bar. Currently, I am working as a self-employed legal consultant and attorney. Primarily my clients are start-up companies for which I perform various types of legal work, including negotiating and drafting settlement, preparing operating agreements and partnership agreements, assisting in moving companies to incorporate in new states and setting up companies to become registered in a state, assisting with employment matters, drafting non-disclosure agreements, assisting with private placement offerings, and researching issues on intellectual property, local regulations, privacy laws, corporate governance, and many other facets of the law, as the need arises. I have previously practiced as an attorney at a small DC securities law firm and worked at Deloitte Financial Advisory Services LLC. My work experience is dynamic and includes many short-term and long term experience that span across areas such as maintaining my own blog, freelance writing, and dog walking. My diverse background has provided me with a stong skill set that can be easily adapted for new areas of work and indicates my ability to quickly learn for a wide array of clients.
Jaime H.
20 years experienced attorney. Practice areas LLC & Corp/Deeds/ Contracts/Wills Trusts/
"Todd was excellent. Smart, responsive, fast, and accurate. Very pleased!"
January 4, 2022
Amy Sue L.
Ms. Leavens is a corporate attorney with 10 years of experience as the General Counsel, Chief Compliance Officer and Corporate Secretary of a Congressionally chartered, non-profit corporation, and more than 20 years of experience as an advisor to executive officers and boards of directors in for-profit and non-profit organizations. She has substantial experience within in-house legal departments managing cross-functional teams comprised of multiple business units and attorneys on large-scale mission critical projects, and within a global law firm as a manager of public and private, domestic and international, multi-party business transactions. She has unique experience implementing government-sponsored business initiatives. Ms. Leavens was honored in 2015 as one of Washington, D.C.’s Top Corporate Counsel by Bisnow and the Association of Corporate Counsel; nominated in 2014 for the Association of Corporate Counsel (WMACCA) Outstanding Chief Legal Officer Award; and the recipient in 2014 of WMACCA’s Community Service Award.
May 22, 2023
Christopher M.
Skilled and experienced business attorney with vast experience in a wide array of commercial contracts. Strong emphasis on the lodging and hospitality practice field, including real estate acquisition and disposition, management agreements, franchise agreements, design & construction contracting and finance.
May 23, 2023
Meagan K.
Meagan Kirchner has nearly a decade of experience in Immigration law. She has significant experience working on H-2B immigration matters. Her practice also focuses on business immigration, particularly representing corporate clients pursuing H, E3, TN, O, and L nonimmigrant classifications, as well as lawful permanent residence (EB-1A, NIW, EB-1C). Meagan has represented clients in a variety of industries including agriculture, hospitality, healthcare, IT, engineering, and finance. Meagan has a Bachelor of Science degree in Business from George Mason University and a Juris Doctor degree from the George Mason University School of Law. She is licensed to practice law in Virginia and is also a member of the American Immigration Lawyers Association (AILA).
John W.
I am a business lawyer with 30+ years of experience, with a specialization in the life sciences industry. I have been general counsel at 5 different companies - both large and growing, as well as small and emerging. I have built legal teams and have extensive experience with Boards of Directors.
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Browse Lawyers NowEmployee Rights Legal Questions and Answers
Employee Rights
Employee Non-Disclosure Agreement
Georgia
Version: Can an Employee Non-Disclosure Agreement prevent me from discussing my employment conditions with others?
Version: Can an Employee Non-Disclosure Agreement restrict or prohibit me from discussing my employment conditions, such as salary, benefits, and working conditions, with colleagues or other individuals outside of my workplace? I recently signed an NDA with my employer and I'm unsure if it covers these types of discussions, as I believe transparency in these matters is important for ensuring fair treatment and preventing exploitation. I want to understand my rights and obligations under this agreement.
Jerome L.
This is an excellent question, and one that many employees have as workplace transparency becomes increasingly important. In general, while Employee Non-Disclosure Agreements (NDAs) can restrict the sharing of confidential business information, they cannot legally prevent you from discussing your own employment conditions—such as salary, benefits, hours, and working conditions—with others. 1. Federal Protections Under the NLRA The National Labor Relations Act (NLRA) protects most private-sector employees’ rights to discuss terms and conditions of employment, including: Pay and bonuses Hours and schedules Workplace policies Benefits Working conditions These discussions are considered “protected concerted activity,” especially when they relate to improving workplace conditions or comparing treatment. 2. NDAs Cannot Override Federal Law Even if an NDA includes language that attempts to restrict these discussions, such provisions are likely unenforceable if they conflict with federal labor protections. However, your NDA can lawfully prohibit disclosure of: Trade secrets Business strategies Client lists Proprietary systems or processes 3. State Laws May Provide Additional Protection Some states go further by enacting laws that expressly ban employers from preventing salary or benefit discussions, or penalizing employees for doing so. What You Can Do: Review your NDA carefully to identify what it defines as “confidential information.” Look for language that appears overly broad or vague, especially if it includes general employment terms. If you are uncertain, a legal review can help determine whether any clause may violate federal or state protections. I would be happy to help interpret your NDA and ensure your rights are protected while respecting any legitimate confidentiality obligations.
Employee Rights
Severance Agreement
Washington
Can a severance agreement be enforced if I feel pressured to sign it due to a short timeframe and lack of legal counsel?
I recently lost my job and was presented with a severance agreement by my employer. However, I feel pressured to sign it because the company has given me a short timeframe to review and accept the agreement, and I do not have access to legal counsel to help me understand the terms and potential implications. I am concerned that if I sign the agreement without fully understanding it, I may be waiving important rights or benefits that I am entitled to. Can a severance agreement be enforced under these circumstances?
Merry K.
My answer depends on many factors. First, if you are an "at will" employee (no employment contract), the employer can fire you for zero reason and with zero notice, and you have no rights unless you can prove that the employer is violating state or federal law (such as firing you for illegal discriminatory reasons, for submitting a safety complaint, or something similar). If you do have an employment contract, or possibly if you are 40 or older, you have the right to be given 21 days to review a severance proposal. I suggest that you submit a proposal here on Contracts Counsel, with a short turnaround, and ask an employment attorney to review the proposal and your employment situation with you. I generally engage in this sort of review myself, but, unfortunately, am not available until the end of January. Another option is to find an attorney through this national employee's attorney organization: NELA.org In either case, prepare yourself to pay $300 - $500 for a thorough review and discussion. Good luck to you.
Employee Rights
Noncompete Agreement
California
i work for a employer from illinois ,however i am in california. My contract has non compete clause. will that be enforceable
My employer has placed me in a position thru another vendor. My employer contract with that vendor is ending. So vendor contacted me. However I am in contract with my employer for 1 year contract.
Christopher M.
Short answer: Probably no, non-compete and non-solicitation clauses are not usually enforceable on an employee in California. Long Answer: Regardless of the choice of law provision in your contract, if an enforcement action is brought against you in California, the California courts will dismiss it as it goes against the "public policy of the state" unless your employer can make a really compelling case. Most states respect the stated public policy of other states when deciding matters against their citizens, so even if the case was brought in another states courts your soon to be former employer would probably be powerless to get a judgement enforcing your non-compete.
Employee Rights
Complaint Letter
Washington
Can I file an EEOC complaint if I believe I have experienced workplace discrimination based on my gender?
I am seeking legal advice regarding a potential EEOC complaint I am considering filing against my employer due to what I believe is gender-based discrimination. I have been working at a small tech company for the past two years, and I have noticed a pattern of unequal treatment and opportunities given to male employees compared to female employees. This includes being passed over for promotions, receiving lower pay than my male counterparts with similar qualifications and experience, and being subjected to derogatory comments and harassment. I have tried addressing these issues internally but have not seen any significant changes, so I am now considering filing an EEOC complaint. I would like to know if I have a valid case and what steps I should take to proceed with the complaint.
Merry K.
If there are at least 8 employees, you can file a complaint with the Washington State Human Rights Commission; if there are at least 15 employees, you can ALSO file with the EEOC (HRC will do this for you if you ask when you file with them). If you work in certain large cities in WA, you can also file with city or county anti-discrimination agencies. Evaluating your complaint is something that I can't do through this question/answer format, but from what you've said so far, it sounds as though you have a valid complaint - I'm not sure, however, whether you can file in regards to anything that happened more than 180 days ago (but may be able to include that if it's part of a pattern/practice). I don't know whether any of the other WA attorneys signed up with CC have my level of employment and discrimination experience, but you can find such attorneys through NELA.org, a national organization of employment attorneys. I also want to let you know that when you file with a government agency, the agency is neutral; they don't represent you. Also, there are long, long waits, and they will try to push you toward a fast settlement. It is a mandatory prerequisite to file with EEOC prior to filing an employment discrimination case in federal court, but for state court there are no such prerequisites. I'm not taking new work until the end of October and no longer engage in litigation, but would be happy to review the situation with you as part of a Contracts Counsel project in late September as a one-hour or so consultation. Unfortunately, I won't have any real free time until then. Merry A. Kogut keypenlaw@gmail.com
Employee Rights
Employment Termination Letter
Washington
Can you explain the legal process and potential liabilities involved in terminating employees?
I am the owner of a small business and I am currently facing the difficult decision of terminating several employees due to financial constraints caused by the ongoing pandemic. While I understand the necessity of downsizing, I want to ensure that I am following the correct legal process and minimizing any potential liabilities that may arise from terminating employees. I would greatly appreciate it if you could explain the legal steps involved in terminating employees, including any notice requirements, severance packages, and potential legal risks that I should be aware of.
Merry K.
I am sorry to hear about the financial difficulties. If the employees are "at will" (that is, no employment contract) you can terminate or lay them off with zero advance notice and zero reason given and no requirement for severance. The exceptions would be if you were violating the law (for example, if you only terminated people of color). If you have 100 or more employees and are terminating 50 or more, you would need to provide advance notice. If any employee has an employment contract, you will need to read the contract carefully and follow any termination requirements, such as a particular length of notice or a severance package - again, only if you have promised to do so in an employment (or other) contract. I would be available to help you through a Contracts Counsel project, but unfortunately the soonest I'd be available is January 24th, because of other commitments.
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Employee Rights lawyers by top cities
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Employee Rights lawyers by nearby cities
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