Paley Rothman shares this library of resources with clients and friends of the firm to help them stay ahead of legal and business developments and trends. Here, you will find helpful tips and tools written by our attorneys. The information in the blogs and articles is not a substitute for legal advice and should not be relied on as such. Should you have any questions or want legal advice, please contact the attorney who wrote the blog or article.
Washington, D.C. recently joined 22 other states which have laws legalizing some use or possession of marijuana. The scope of these laws varies widely. The status of D.C.’s new law, in particular, remains questionable because Congress has the authority to overrule D.C. laws.
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Paley Rothman’s Estate & Trust Administration and Estate Planning groups are frequently called upon to explain to fiduciaries (Personal Representatives, Trustees, agents under a Power of Attorney) the duties they owe to their principals. We remind these individuals that fiduciaries must act at all times for the sole benefit of their principal.
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Companies, particularly start ups, often issue stock options to incentivize and reward select employees. Properly structured stock options can be a great recruiting tool but a poorly structured stock option can have a nasty tax surprise for the employee.
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This is a bit of a trick question. The short answer is no. If a worker is correctly classified as an independent contractor, the worker is not a “covered employee” under the Maryland Workers’ Compensation Act and the employer is not liable for the worker’s on-the-job injuries.
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The Court of Appeals of Maryland, in Spacesaver Systems, Inc. v. Adam, has held that an employment agreement which contained a “for cause” termination provision, no durational provision, and no “at-will” provision, constitutes a “continuous for-cause” contract.
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