Why should I hire Luchansky Law?

The team at Luchansky Law is comprised of dedicated advocates who understand the challenges that employers and employees face when a workplace dispute arises. We realize that employment law is complex and that the process of sorting out those rights can be intimidating for employees and confusing for employers.

Luchansky Law is here to make the process as easy as possible for our clients while fully protecting their rights and pursuing the best results possible. Our clients feel a great release of stress and anxiety from their first meeting with us, putting their full confidence in our team’s diligence and capabilities. We have a passion for assisting our clients with their concerns in the workplace, providing necessary legal guidance, and ultimately resolving their concerns.

I am still employed, is it too early to hire Luchansky Law as my employment law firm?

No it is not too early.  In fact, we encourage you to hire us as soon as a workplace issue presents itself. Engaging us before termination can be very helpful in your effort to avoid getting fired or to negotiate a resolution while you are still employed.

I was fired. Is it too late to hire an employment lawyer?

It’s not too late to hire an employment lawyer.  Sometimes you don’t realize that something went wrong until after you are terminated.  An employment lawyer can look at the facts, and determine whether you have a case.  Also keep in mind that if your employer offers you severance, you should consult a lawyer before signing it.

Will I be speaking with an actual employment attorney during the initial consultation?

Every potential case is vetted by a Luchansky Law attorney.  You may interact with other members of our team at times.

Is everything confidential?

Lawyers are obligated to keep attorney-client communications confidential.  This rule applies to everyone at Luchansky Law, not just the lawyers.

If you take me on as a client, what is the typical time frame until of resolving a claim?

There is no one answer to this question, in part because of the many variables involved: you, your (former) employer, your lawyers, your employers’ lawyers, perhaps most importantly, the Court.  Some cases are resolved prior to litigation in a matter of months.  A case that goes all the way to trial is more likely to last 2-3 years.

What laws in Maryland protect employees from unlawful conduct?

Employees in Maryland are protected by many state and federal laws. Contact us today to discuss your case.

What proof do I need to support my case?

It is nearly impossible to prove your case without evidence. Examples of evidence are: your offer letter, the employee handbook, emails between you and your company regarding your employment or the issues you’ve raised, your termination letter, a severance agreement, pay stubs, or other documents that support your position.

Do employment law cases typically go to trial or a private settlement?

The trend today is that cases are more likely to settle than be tried.  That doesn’t mean that cases are not fought in court, but cases do not typically proceed all the way through trial. 

I do not have a written contract and have been told I am an “At-Will Employee”. What does “At-Will” mean? Am I still protected under Maryland law?

Being an at-will employee means that you can be fired at any time for any reason, unless there is an unlawful basis for doing so.  Likewise, you can quit at any time for any reason.  You are most certainly still protected by the state of Maryland and federal employment laws.

Is there a statute of limitation of when I can file a claim against my employer?

Yes, every claim has a statute of limitation, meaning that it must be filed within a certain amount of time after the claim arose.  There are many different statutes and interpretations at play, so you should consult an attorney if you are concerned about that.

What types of damages can I recover in an unlawful employment claim against my employer?

You may be entitled to back pay (pay you did not receive because of your former employer’s unlawful conduct), front pay (pay you would have earned had your employer not behaved unlawfully), emotional distress damages, punitive damages, and other non-monetary damages.