|Letters of Intent: don’t assume you can’t be bound to terms within a letter of intent
The fact that a letter of intent contemplates future agreements does not alone render the terms unenforceable.
|BTLG client wins derivative action
BTLG client 1st Team Fitness LLC wins verdict against partner Francesco "Frank" Illiano for direct and derivative claims of more than $500,000 with findings of fraud and conversion
|What Time is Compensable Under FLSA
The Portal to Portal Act exempts certain activities from compensable time covered under the Fair Labor Standards Act.
|BTLG client wins defense verdict in $3M contract litigation
BTLG client AB Construction wins complete defense verdict after six-day trial in which the plaintiff had sought a multi-million dollar award
|Piercing the corporate veil: Fraud and Paramount Equities
Fraud remains the rule for piercing the corporate veil in Maryland
|Trademarks: When a company name is considered merely descriptive
A mark is considered merely descriptive if it describes an ingredient, quality, characteristic, function, feature, purpose or use of the specified goods or services.
|Retirement Can Cause A Member to Involuntarily Withdraw From an LLC
A provision in a limited liability company Operating Agreement stating that a member’s termination of employment shall be an involuntary withdrawal of a member may also include the situation where a member retires from the company.
|Maryland Parental Leave Act
The Maryland Parental Leave Act provides eligible employees with the right to take up to six (6) weeks of unpaid paternal leave during any twelve (12) month period
|Recovery of Overtime Wages Subject to Enhanced Damages under Maryland Wage Payment and Collection Law
In the case of Peters v. Early Healthcare Giver, Inc. the Court of Appeals of Maryland determined that overtime wages are recoverable both under the Maryland Wage and Hour Law (“MWHL”) and the Maryland Wage Payment and Collection Law (“MWPCL”)
|Employment agreements: for-cause termination provisions versus at-will employment
A for-cause termination provision can turn, what the parties intended to be at-will employment, in to perpetual employment subject only to termination for-cause.
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