Unmasking Discriminatory Termination
Whether based on race, gender, age, religion, or pregnancy, discriminatory termination is a violation of your civil rights. In Maryland’s professional landscape, bias is often subtle—a pattern of disparate treatment or a sudden "performance decline" after years of success.
We represent workers who have been targeted by biased decision-makers. We focus on uncovering the evidence—emails, internal data, and witness testimony—needed to prove that your protected characteristic was the real reason you were let go.
Discrimination claims in Maryland are governed primarily by Title VII of the Civil Rights Act and the Maryland Fair Employment Practices Act (FEPA). These laws prohibit disparate treatment and adverse employment actions based on race, sex, religion, national origin, and pregnancy. Maryland law often provides a broader reach than federal law, covering smaller employers that might otherwise fall outside federal jurisdiction.
We focus on the "pretext" analysis—the legal framework used to show that an employer’s stated reason for a firing (such as "restructuring" or "cultural fit") was actually a cover for unlawful bias. Whether in federal court or before state administrative agencies, we ensure the focus remains on the evidentiary record of disparate treatment and bias.
Our Workplace Discrimination Attorneys
Attorney
Nathan Holliman
Nathan Holliman is an attorney at Fortis Employment Law specializing in high-stakes employment disputes. A Peggy Browning Fellow with an elite background in Alternative Dispute Resolution (ADR), Nathan leverages sophisticated negotiation strategies to secure leverage and results for recently terminated Maryland professionals.
FAQs
Is discrimination harder to prove than retaliation?
Often, yes. In a retaliation case, we have a clear timeline starting with your complaint. In a pure discrimination case, we have to dig deeper into corporate records and comparative data to prove that your protected characteristic was the motivating factor behind the firing.
Can discrimination be proven through patterns in the workplace?
Absolutely. If an employer consistently "restructures" older workers or pregnant employees out of the company while keeping others, that pattern can be used to establish an unlawful motive for your specific termination.
Do I need direct proof—like a recording or email—to prove discrimination?
Direct evidence is rare. Most Maryland discrimination cases are proven through circumstantial evidence, such as "similarly situated" employees being treated better than you, or your employer violating their own internal discipline policies. And don't record anything without the consent of all involved—that's illegal in Maryland.