Law Office of Neil S. Hyman, LLC Law Office of Neil S. Hyman, LLC 2026-07-03T09:20:39Z https://www.neilhymanlaw.com/feed/atom/ WordPress /wp-content/uploads/sites/1404753/2020/10/cropped-favicon-32x32.jpg On Behalf of Law Office of Neil S. Hyman, LLC <![CDATA[Signing a non-compete in Maryland: What you need to know]]> https://www.neilhymanlaw.com/?p=47451 2026-04-07T20:03:07Z 2026-04-07T20:03:07Z has changed significantly. Before signing, it is vital to determine if your agreement is legally enforceable under current state statutes.

The wage threshold: automatic protections

Maryland law provides automatic protection for employees earning below specific income levels. Under state codes, the "150% Rule" remains the definitive standard for enforceability:
  • Income limits: If you earn $24.00 per hour or less (approximately $49,920 annually), any non-compete clause in your contract is void as a matter of law.
  • Prohibited provisions: Employers cannot circumvent this rule through "choice of law" clauses that attempt to apply the laws of other states.
This statutory protection ensures that low-to-middle-income workers are not barred from finding new employment within their field of expertise.

Healthcare and veterinary professionals

Maryland has implemented strict protections to safeguard public access to care. For most licensed practitioners earning $350,000 or less, non-compete agreements are generally prohibited. Even for high-earners above this threshold, the law imposes a mandatory cap: restrictions cannot exceed one year in duration or a 10-mile radius from the primary place of employment.

The status of the Federal Trade Commission (FTC) ban

It is a common misconception that non-competes are illegal nationwide. While the FTC attempted a total ban, that rule was struck down in Ryan LLC v. FTC. Consequently, the validity of your contract rests primarily on Maryland state statutes and the "reasonableness" test applied by state courts regarding geography and duration. If your agreement exceeds what is necessary to protect legitimate business interests, it may be subject to judicial revision or total invalidation. Consulting with a labor attorney is essential to navigate these evolving Maryland standards.]]> On Behalf of Law Office of Neil S. Hyman, LLC <![CDATA[What constitutes sexual harassment in a digital workplace?]]> https://www.neilhymanlaw.com/?p=47434 2026-01-19T01:33:42Z 2026-01-19T01:33:42Z Inappropriate videos, pictures and links Sharing digital content with coworkers only takes a few clicks. Some professionals might misuse video conferencing apps to expose themselves to other employees. Others might send links to explicit content. Digital sexual harassment could even involve the creation of deepfake videos or images using one employee’s likeness. Creating or sharing inappropriate content online can constitute digital sexual harassment.

Unwanted solicitations and abusive messages

Electronic communications in writing or verbally can also lead to claims of sexual harassment. One employee might send repeated explicit advances to another. They might create a private group chat with every other co-worker where they talk negatively about one employee based on their appearance, sexuality or sex and then work together to harass that employee consistently. In some cases, managers and supervisors might even engage in quid pro quo harassment. They may try to solicit sexual favors in exchange for job opportunities or threaten workplace punishments for declining their advances. Anyone experiencing digital sexual harassment may need to document what has occurred for their own protection. Screenshots of messages, videos and images can help establish that inappropriate conduct has occurred in a digital workplace. Employees with documentation can then report the matter to management or take legal action if the company fails to protect them from continued sexual harassment. Discussing a challenging workplace situation with a legal professional can help frustrated workers assert their rights and hold their employers accountable for allowing digital sexual harassment to occur.  ]]> On Behalf of Law Office of Neil S. Hyman, LLC <![CDATA[Ageism in the workplace: Know your rights as an older employee]]> https://www.neilhymanlaw.com/?p=47426 2025-09-30T00:12:30Z 2025-09-30T00:12:30Z Age discrimination sadly continues to be quite common in American companies, particularly for older workers. This type of discrimination can manifest in various forms, making it more challenging to identify. These are some subtle signs of age discrimination to watch out for and the rights you have if you are facing them:

1. You’re facing pressure to retire early 

If you are nearing retirement age and your employer continues to offer early retirement packages, making your workload unbearable or gradually eliminating your responsibilities, this may be a red flag that they are trying to push you out. You have the right to refuse their pressure to retire, as your employer cannot determine when you end your career. 

2.Your employer keeps promoting younger, less experienced workers

If your employer keeps passing you over for someone with less experience or qualifications for a promotion, this could be a sign of age discrimination. While it can be challenging to determine if a promotion decision was discriminatory, if employers use age-coded language, or if you notice a common age trend in the other employees getting promotions, those are a few hints to listen to and watch for.  Under the Age Discrimination in Employment Act (ADEA), employers with 20 or more employees are prohibited from practicing age discrimination in promotions. They also cannot retaliate against you for speaking to someone about discrimination in promotions. 

3.Your employer and coworkers keep excluding you from meetings or social events

Being excluded from important workplace meetings, parties or happy hours, these actions could be indicative of ageism. These actions can often look like: 
  • Your manager taking you off of meetings with key clients or business stakeholders.
  • Colleagues not inviting out for drinks or other workplace events.
  • Hearing your colleagues make jokes about your age. 
  • No longer receiving important company information that younger or older employees do.
  • Coworkers or supervisors no longer include you in key workplace committee meetings you were once regularly a part of. 
You have the right to work somewhere you feel included and respected, and these subtle acts of age discrimination may constitute a hostile work environment. 

4.Your employer keeps barring you from workplace training and development opportunities

Training and development are essential for you to upskill and advance in your career. Notice that these opportunities are not equally available to you but are consistently going to workers who are younger than you. This can be another potential indicator of age discrimination. While employers generally aren't legally required to provide you with additional training, if you believe they are denying these opportunities due to your age, you have the right to pursue a discrimination claim. 

You deserve fair treatment

If you believe you're facing age discrimination in your workplace, you can address the issue with your manager or your human resources department. If they ignore your concerns even after you provide clear, factual and consistent evidence, you can work with an experienced and tenacious employment law attorney to seek justice and hold your employer accountable. ]]>