Employer Liability

Prevent When Possible and Defend When Necessary

Careful hiring and management are fundamental to your company’s ability to avoid employment litigation, but sometimes these precautions are not enough. Using experienced litigators to implement strategies to prevent litigation is ideal; having experienced litigators to defend against litigation is essential. Our employment law attorneys serve in both capacities to protect your business.

Employment Litigation Does Not Discriminate

We handle employment litigation in a wide variety of areas in nearly every industry. Companies of all sizes, like yours, have trusted our employment litigation attorneys to represent them:

• Healthcare entities
• Corporate entities
• Schools and school systems
• Civic and community organizations
• Non-profit organizations
• Local governments

We Handle Sensitive Matters With Care and Professionalism

Some employers find themselves faced with allegations of a particularly sensitive nature, such as sexual abuse committed by one of their employees. The allegation may be that the employer is vicariously liable for the employee’s alleged misconduct, or alternatively that the employer is directly liable for its own failure to properly hire, supervise, or retain the alleged wrongdoer.  As an example, the firm handles cases brought under Maryland’s Child Victims Act (CVA), enacted in 2023, which allows tort claims of alleged child sexual abuse to be brought against non-perpetrator institutional defendants at any time, including claims dating as far back as the 1950s or 1960s. The Goodell DeVries Employer Liability practice group understands the complexities and sensitive nature of both modern and historic claims, and the legal, operational, and reputational challenges they present.

Get the Best Defense and Offense

Our employment attorneys handle every type of dispute and are qualified to defend your organization against any employment attack. This expertise helps you prevent incidents, as well. We support clients with:

• Defending employers against claims based on alleged misconduct by employees
• Handling whistleblower and fraud claims
• Defending discrimination and wage and hour claims
• Handling non-competition, non-solicitation, and confidentiality disputes
• Defending credentialing disputes
• Drafting employment policies and manuals
• Drafting employment contracts
• Advising on compliance with regulatory and statutory requirements