A federal judge recently ruled that the National Institutes of Health acted illegally when it terminated more than $1 billion in research grants. The decision carries implications beyond the scientific community. For employees across industries, this ruling offers a reminder that arbitrary or discriminatory terminations do not go unchallenged under the law. The Court’s Decision
Buying or selling a business feels straightforward on paper. Two parties agree on terms, lawyers draft documents, and the deal closes. In practice, mergers and acquisitions are among the most dispute-prone transactions in commercial law. The details are dense, the stakes are high, and disagreements often surface only after the ink is dry. Maryland businesses
Small businesses put real resources into building their brand, developing their processes, and creating original work. When another party uses, copies, or claims ownership over that work without authorization, the damage can be significant. Intellectual property disputes are not just a concern for large corporations. They happen regularly to small and mid-sized businesses, and the
Getting fired is hard enough. Getting fired because you spoke up about something at work is a different kind of wrong. A lot of employees use the terms “retaliatory termination” and “wrongful termination” interchangeably, but they are not the same thing. Understanding the difference can matter a great deal when you are trying to figure
Most workers have heard the term “reasonable accommodation,” but few understand what it actually means in practice. Under the Americans with Disabilities Act and the Maryland Fair Employment Practices Act, employers are required to provide adjustments that allow qualified employees with disabilities to perform their job duties. The law does not demand that employers do
Most people assume a wrongful termination claim requires an employer to actually fire you. That assumption leaves a lot of workers without answers. Constructive dismissal is the legal theory that says, under certain conditions, a resignation can be treated as a termination. If your employer made your working conditions so unbearable that staying was not