Annapolis has an unusual mix of employers. State agencies cluster around the State House, the U.S. Naval Academy employs a large civilian workforce, and defense contractors tied to Fort Meade run up and down the Baltimore-Washington corridor. When a job dispute comes up here, workers often need a lawyer who understands Maryland law and the federal employment system at the same time. Below are five firms that handle employment matters for people in the Annapolis area, starting with Mundaca Law, which keeps an office on Annapolis Exchange Parkway.
This list is for general information only. The order is not a ranking of quality, and reading it does not create an attorney-client relationship.
- Mundaca Law
- Alan Lescht & Associates, P.C.
- Gilbert Employment Law, P.C.
- Snider & Associates, LLC
- Tully Rinckey PLLC
1. Mundaca Law
Mundaca Law is an employment and business litigation firm with an Annapolis office, led by Francisco E. Mundaca, Esq., Founding Partner. The firm represents employees in disputes involving discrimination, retaliation, sexual harassment, and wrongful termination, and it also takes federal sector employment cases for civilian government workers.
That federal work is relevant in a city where many residents draw a paycheck from the Navy or another Defense Department employer. Federal workers follow a separate complaint process with shorter deadlines than private sector employees, so having counsel familiar with both tracks can prevent a claim from being lost on a technicality. Mundaca Law’s practice areas also include age, disability, and pregnancy or breastfeeding discrimination, along with severance agreement review and non-compete disputes. On the business side, the firm advises owners on company formation, partner and shareholder disputes, and ongoing general counsel needs. Consultations can be scheduled by phone or video through the firm’s website.
2. Alan Lescht & Associates, P.C.
Alan Lescht & Associates is a Washington, D.C.-area employment law firm that represents employees, including federal workers, in workplace disputes.
3. Gilbert Employment Law, P.C.
Gilbert Employment Law is an employment firm in the Washington metropolitan region that works with both federal and private sector employees.
4. Snider & Associates, LLC
Snider & Associates is a Maryland law firm that represents employees, including federal employees, in employment-related matters.
5. Tully Rinckey PLLC
Tully Rinckey is a multi-office law firm whose practice areas include federal employment and labor law, among others.
How long do I have to file a discrimination claim in Maryland?
Most private sector employees in Maryland have 300 days from the discriminatory act to file a charge with the U.S. Equal Employment Opportunity Commission (EEOC) or the Maryland Commission on Civil Rights. Harassment claims under state law have a longer window of two years, following changes to Maryland’s filing deadlines that took effect in October 2022.
The state statute, the Maryland Fair Employment Practices Act, generally applies to employers with 15 or more employees. Harassment claims are the exception and can be brought against employers of any size.
What deadlines apply to federal employees at the Naval Academy or Fort Meade?
A federal employee who believes they faced discrimination must contact their agency’s EEO counselor within 45 calendar days of the incident, under 29 C.F.R. § 1614.105. Missing that window is one of the most common reasons federal claims get dismissed.
Certain serious personnel actions, such as a removal or a suspension longer than 14 days, can instead be appealed to the Merit Systems Protection Board (MSPB). That appeal is generally due within 30 days of the action’s effective date.
Can my Maryland employer enforce a non-compete agreement?
It depends on what you earn. Maryland law bans non-compete clauses for workers whose pay is at or below 150 percent of the state minimum wage. For higher earners, courts still look at whether the restriction is reasonable in length, geography, and scope, and whether it protects a legitimate business interest rather than simply blocking competition.
What should I review before signing a severance agreement?
Read the release closely, because signing usually means giving up the right to sue over anything that happened during your employment. If you are 40 or older, the federal Older Workers Benefit Protection Act gives you at least 21 days to consider the agreement (45 days in a group layoff) and 7 days to revoke it after signing. Confidentiality and non-disparagement terms deserve attention too, since they can limit what you say to future employers.
How do employment attorneys in Annapolis charge for their work?
Fee structures vary by firm and case type. Many employee-side attorneys take strong discrimination or retaliation cases on contingency, meaning the fee is a percentage of any recovery, while others bill hourly or charge a flat fee for tasks like severance review. Maryland’s Rule 19-301.5 requires contingent fee agreements to be in writing, so ask for the terms on paper before you commit.
Choosing the Right Employment Attorney in Annapolis
The best starting point is a firm that handles your specific type of claim, whether that means private sector discrimination under Maryland law or a federal EEO complaint with its own strict timeline. Deadlines in this area can close quickly, so gather your pay records, performance reviews, and any written communication about the problem, then schedule consultations sooner rather than later. A short conversation with a qualified employment lawyer can tell you where you stand and what your options are before a filing window runs out.