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Lindsay A Freedman
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Top Employment Attorney in Maryland & Virginia
Lindsay A. Freedman is one of the top-rated employment lawyers in the County. He has successfully represented thousands of workers in a wide range of employment litigation — obtaining millions of dollars in damages for his clients. Mr. Freedman founded Freedman Law, LLC, to fight for workers' rights and provide a voice to those who have been wronged in the workplace. He litigates all types of employment law matters—for both employees and employers—including discrimination, sex harassment, disability, whistleblower, and wage and hour claims.
Mr. Freedman’s practice regularly includes Title VII of the Civil Rights Act, Family and Medical Leave Act, Fair Labor Standards Act, Americans with Disabilities Act, Age Discrimination in Employment Act, Equal Pay Act, False Claims Act, Maryland Wage Payment and Collection Law, non-compete agreements, employment/severance agreements, contracts, and insurance claims.
A Northern Virginia native, who now resides in the suburbs of Maryland, he represents businesses of all sizes across Maryland, Virginia, and the greater Washington D.C. region. Mr. Freedman fights for families in their darkest hour, and obtains significant settlements for those having experienced discrimination or a wrongful termination. In addition, he strategically advises companies and navigates them through the myriad of regulatory issues that impact their business. In the wake of the 2008 financial crisis, he represented individuals in bankruptcy, foreclosure, debt collection, and consumer litigation/fraud claims. He also advises his clients regarding estate planning and wills.
Mr. Freedman has been repeatedly named Super Lawyers “Rising Star” in both Washington, D.C. and Maryland. He is a former member of the prestigious Board of Governors for the Federal Bar Association, Maryland Chapter. On behalf of the FBA, he chairs an annual pro bono "Wills for Veterans" event to celebrate our nation’s service-members.
- 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
- Maryland Court of Appeals
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- Virginia
- Virginia State Bar
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- 4th Circuit
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- 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
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- George Mason University School of Law
- J.D.
- Honors: Graduated Cum Laude
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- Rising Star in Maryland/Washington D.C.
- Super Lawyers
- 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
- Rising Star in Maryland/Washington D.C.
- Super Lawyers
- Federal Bar Association - Maryland Chapter
- Current
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- Virginia Employment Lawyers Association
- Current
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- Metropolitan Washington Employment Lawyers Association
- Current
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- Maryland Employment Lawyers Association
- Member
- Current
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- 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
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