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What Employers Should Know About Sexual Harassment and Why They Should Have a Written Policy

Sexual harassment in any workplace is completely unacceptable and it can be difficult for employees to seek out legal services. Here’s what employers need to know:

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The Best Lawyers in America

Best Lawyers is pleased to announce that Singleton Law Group has attorneys selected for inclusion in the 2014 Edition of The Best Lawyers in America.

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Finally, John Leopold gets jail time for what we got started!

It was in 2009, when Karla Hamner first had us file a lawfsuit against John Leopold and Anne Arundel County alleging sexual harassment, gender discrimination and retaliation.

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John Singleton Earns 9.8 Avvo Rating

Avvo is a site offering visitors lawyer reviews, legal advice, and the ability to ask questions to lawyers in their network.

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Advantages of Hiring a Top-Rated Lawyer

Why should you be a bit picky when hiring your lawyer? Because not only do top-notch attorneys—like those at Singleton Law Group—have a better shot at winning your case, but they can also provide better help every step of the way, making the process better in a variety of ways.

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Maryland Workplace Fraud Act

Maryland’s Workplace Fraud Act (WFA) prohibits employers from designating certain employees as “independent contractors” in order to avoid their obligation to pay taxes and provide workers’ compensation and other benefits that employees are entitled to under law.

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John Singleton named to 2013 Maryland Super Lawyers List

John Singleton from the Singleton Law Group has been named as one of the 2013 Maryland Super Lawyers by Maryland Super Lawyers Magazine.

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Effective Strategies for Mounting a Successful Sexual Harassment Case

The following PDF is a chapter I wrote from the book, “Representing Employees in Sexual Harassment Cases”.

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Choosing a Lawyer, Part 1 of 3

Looking for an employment lawyer who can best represent your interests?

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New Developments in Maryland Employment Law

Effective October 1, 2011, the “Job Applicant Fairness Act,” prohibits employers from using an applicant’s or employee’s credit report or history to take a prohibited employment action against that individual.

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