Latest Cases & Legal Insights

Maryland is "at-will," but that isn't a magic wand for HR. If you were fired after reporting harassment or unpaid wages, you didn't just "complain"—you engaged in protected activity. When a company pops that bubble, it’s retaliation, not a "business pivot." At Fortis, we don't handle office drama; we handle illegal firings. If your termination meeting felt like a scripted lie, don't sign that severance just yet. Let’s see if they broke the law.

Fired after asking for a medical accommodation? Maryland law requires more than a "no." Employers must engage in a collaborative "interactive process" and conduct an individualized assessment of your needs. At Fortis Employment Law, we represent Maryland employees whose rights were ignored. Learn how the interactive process works, why a summary denial is often illegal, and why you must act within 300 days to protect your claim. If you were forced out, we can help you hold the

Maryland is an "at-will" employment state, but that isn't a license for employers to break the law. While you can be fired for "no reason," you cannot be fired for an illegal one. From retaliation after an HR complaint to discrimination or whistleblowing, the exceptions to at-will employment are where real legal leverage is found. Learn how to identify if your "at-will" termination was actually a wrongful discharge and what evidence you need to hold a Maryland employer accoun

Filing an EEOC charge in Maryland is more than a procedural step; it is the first stage of a potential lawsuit. Whether you are navigating a "Charge of Discrimination" or preparing for mediation at the Baltimore Field Office, you need an advocate who views the process through a litigation lens. Learn how the 300-day filing rule works, the importance of the rebuttal statement, and why having a Maryland EEOC attorney is critical to protecting your rights and maximizing your lev