Luchansky Law

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Tomorrow: 8:30 am - 5:30 pm

13 Years

in Business

(410) 522-1020Call Visit WebsiteVisit Website Map & DirectionsDirections606 Bosley Ave Ste 3bTowson, MD 21204 Write a ReviewWrite Review

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Mon - Fri:	8:30 am - 5:30 pm

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https://www.employmentattorneymd.com

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Attorneys, Business Law Attorneys, Business Litigation Attorneys, Divorce Attorneys, Domestic Violence Attorneys, Employment Discrimination Attorneys, Family Law Attorneys, Labor & Employment Law Attorneys, Patent, Trademark & Copyright Law Attorneys, Sexual Harassment Attorneys

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Details

Phone: (410) 522-1020

Address: 606 Bosley Ave Ste 3b, Towson, MD 21204

Website: https://www.employmentattorneymd.com

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Luchansky Law

Restraining Order
The attorneys at Luchansky Law have successfully litigated these issues including obtaining temporary restraining orders, and preliminary and permanent injunctions.

Business and Corporate Law

Corporate Law
While employees are the lifeblood of a business, there first must be a business to hire those employees. For most employers, that means registering your business as a corporation, LLC, or partnership in the states where you do business. Unless your employees are all working remotely, they’ll need offices or other physical locations to work in and equipment or furniture to fill those offices and physical locations. If you sell products or services, you’ll need to have contracts with customers and suppliers.
Business Disputes
At Luchansky Law, Joe continues to litigate employment law and business disputes, including wage and hour claims under the Fair Labor Standards Act, wage collection issues under the Maryland Wage Payment and Collection Act, and ADA, ADEA, FMLA, and discrimination claims in agency proceedings and in federal and state courts.
Trade Secrets
Unfair Competition
A “non-competition provision” is the part of an agreement that prohibits a former employee from working at all for another employer that competes with the original employer. This provision is the broadest of all the restrictive provisions in the agreement because it closes off entirely the possibility of the former employee working for a certain group of employers. For this reason, courts scrutinize the “non-compete provision” most closely to make sure it is narrowly tailored to meet the employer’s legitimate interest in protecting against unfair competition.

Wrongful Termination
Our practice is focused on preventing problems. We help our clients navigate the maze of wrongful termination laws that impact their business decisions and develop practical solutions that minimize legal risks.
Employment Discrimination
Employment Contract
Employee agreements are not one-size-fits-all, despite what a Google search may tell you. Beyond the standard terms of any employment agreement, such as the wages and benefits to be paid and the hours the employee is expected to work, a well-drafted employment agreement will detail the rights and responsibilities of the parties and the expectations of the employee.
Employment Litigation
The laws governing wrongful termination continue to evolve and expand, as wrongful termination lawsuits constitute a substantial percentage of employment litigation cases. Our attorneys closely monitor changes in the law in order to provide regular, prompt and practical guidance and advice to our clients. We believe that employers should be permitted to focus on what they do best: which is to operate their companies. At Luchansky Law, our clients do not have to worry about whether they are compliant with the employment laws that regulate their businesses because we are here to provide them with that guidance. We perform employment law audits to ensure our clients are compliant with the latest employment laws, we provide regular employment law updates, and we always are available to answer time sensitive questions that arise in the workplace.
Non-compete Agreement
What most businesses know is that a non-compete is something a company uses to have employees agree not to work for a competitor when they leave the company. That is true – as far as that understanding goes. But there is more to what we call “non-competes” than just that one point. Agreements that are often referred to as “Non-Compete Agreements” often contain more than just a “non-compete” clause. They also usually contain non-solicitation clauses (for customers and for employees), as well as confidentiality or trade secret clauses. Technically, that is why these agreements often generically are called, “Restrictive Covenant Agreements.” Sometimes, however, they have long, technically accurate titles, such as, “Non-Competition, Non-Solicitation, and Confidentiality and Trade Secrets Agreement.” Nevertheless, as may be evident by now, people often just refer to these agreements colloquially as, “Non-Compete Agreements” – even when they contain non-solicitation and confidentiality provisions as well.
Severance Agreement
He also utilizes his excellent writing skills in the drafting and review of various employment- and business-related agreements, such as employment agreements, non-compete agreements, severance agreements, and subcontract agreements. Joe takes an aggressive yet measured approach to the matters he handles with an eye on toward achieving a successful result in an efficient manner.
Sexual Harassment
All employers know that maintaining a workplace that is free from sexual harassment is the right thing to do. A harassment-free workplace shows respect for all employees at work and creates a safe work environment. It also happens to be good for business. Complaints of sexual harassment are unsettling, distracting, time-consuming, and expensive.

Disability Discrimination
For many employers, by the time they get to the end of the preceding paragraph, their heads are spinning and questions inevitably arise. How do I know if an employee is disabled? When can I ask for medical information from an employee? What kind of medical information can I require? Do I have to provide the accommodation that my employee is asking for? When can I refuse to provide an accommodation? All of these questions carry legal implications and require sensitive, sophisticated assistance and it’s easy for employers acting without assistance make mistakes. No wonder that more than a third of all charges filed with the EEOC allege disability discrimination.

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