Offers Video ConferencingTap to Call This Lawyer
Lindsay A Freedman
Lawyers, want to be a Justia Connect Pro too? Learn more ›
Top Employment Attorney in Maryland & Virginia
Lindsay A. Freedman, Esq., a distinguished attorney based at Freedman Law, LLC, has a robust background in handling various legal matters across federal and state courts, predominantly focusing on employment and business litigation. At the firm, which he established, Freedman passionately advocates for worker rights and represents individuals facing injustices at their workplaces.
His legal portfolio spans defending and advising both employees and employers. This includes handling cases related to discrimination, sexual harassment, disability issues, whistleblowing, and wage disputes. Freedman is well-versed in numerous legislative frameworks such as Title VII of the Civil Rights Act, the Family and Medical Leave Act, the Fair Labor Standards Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Equal Pay Act, among others. His expertise also extends to advising on matters like non-compete clauses, employment or severance agreements, various contracts, and insurance claims. Over the years, Freedman has achieved substantial recoveries for clients who have faced wrongful termination, harassment, and other illegal workplace practices, securing multiple million-dollar settlements.
Originally from Northern Virginia and now residing in Maryland's suburbs, Freedman serves a diverse clientele including small and large businesses throughout Maryland, Virginia, and the wider Washington D.C. area. He also dedicates his skills to advising these businesses on regulatory compliance and strategic planning, ensuring they navigate complex legal landscapes effectively. Post-2008 financial crisis, he expanded his practice to include representing individuals in bankruptcy, foreclosure, debt collection, and consumer litigation/fraud issues. Furthermore, Freedman offers legal guidance on estate planning and wills.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Business Law
- Business Contracts, Business Dissolution, Business Finance, Business Formation, Business Litigation, Franchising, Mergers & Acquisitions, Partnership & Shareholder Disputes
- Zoom
- Credit Cards Accepted
- Maryland
- Supreme Court of Maryland
-
- Virginia
- Virginia State Bar
-
- 4th Circuit
-
- English
- Managing Partner
- Freedman Law, LLC
- - Current
- Senior Associate
- Thatcher Law Firm
- Staff Attorney
- Maryland Legal Aid
- Indiana University - Indiana University-Bloomington
- B.A.
- Honors: Graduated with Higher Distinction
-
- George Mason University School of Law
- J.D.
- Honors: Graduated Cum Laude
-
- Rising Star in Maryland/Washington D.C.
- Super Lawyers
- Elite Lawyer
- Elite Lawyer
- Rising Star in Maryland/Washington D.C.
- Super Lawyers
- Best Employment Lawyers in Annapolis
- Expertise.com
- Rising Star in Maryland/Washington D.C.
- Super Lawyers
- Federal Bar Association - Maryland Chapter
- Current
-
- Virginia Employment Lawyers Association
- Current
-
- Metropolitan Washington Employment Lawyers Association
- Current
-
- Maryland Employment Lawyers Association
- Member
- Current
-
- Freedman Law Workplace Rights Scholarship
- Freedman Law, LLC
- Admitted to Practice in Federal Court in Maryland & Virginia
- United States District Court
Lindsay Freedman - The Managing Partners Podcast
- Q. Can you get fired while in the middle of a PIP (improvement plan)?
- A: In Virginia, unless you have an employment contract or government/union due process protections, you are generally considered an employee at-will. This means that generally a company can terminate you for any or no reason — so long as they are not violating a law.
Many employment laws may offer certain protections here depending on your circumstances. A company cannot discriminate against you based on a protected status (for example, race, age, religion, sex, disability, etc) nor retaliate against you for opposing some type of illegal or protected activity.
The alleged "mistakes" that the company refused to substantiate could be false and "pretextual," i.e., covering ... Read More
