Merritt Green | McLean Employment Lawyer

Here are some client reviews from www.avvo.com. Review of Merritt Green legal services

** Excellence! -- If you are looking for a Lawyer that is exceptionally competent and candid then Merrit Green is your counsel. He pursues your case based on facts and in my case that resulted in a very significant settlement and preservation of a 31 year career. He knows his business and personifies confidence and skill.

**Superb legal services.
Mr. Green offers a blend of legal based advice tempered with common sense. Too often those two criteria do not mix well but Mr. Green pulls it off beautifully. During a recent contentious legal process Mr. Green kept is on the straight and narrow with his legal advice but was able to empathize with our business concerns and steadily advised us to an ultimate win via the courts. I highly recommend Mr. Green's services and, although I can't say that I look forward to using his services in the future, should the need arise I will do so without hesitation.

**Turn Key Solutions for Small Business
Our company has been partnered with GC for over 4 years. During that time, they have been able to provide sound legal advice in a surprisingly broad spectrum of legal areas including government contracts, HR, and commercial real estate. Timely, reliable insights are par for course. I recommend GC for small businesses that would appreciate the flexibility of a well-rounded legal counsel.

** Would recommend for any labor - wage disputes.
Merritt was responsive and informative throughout my settlement. He easily explained my rights and planned a concise settlement for me. Merritt was always available for my questions either by phone or e-mail. We settled for an anticipated sum within several weeks. I would highly recommend Merritt J. Green with legal assistance concerning any labor wage disputes you may encounter.

**Merritt Green gets an A+ for integrity and quality of service
I have worked with Merritt and other attorneys at General Counsel since 2006. General Counsel has provided a wide variety of legal services in both sector within which I have worked; for-profit and non-profit. I would describe the work completed as exceptional, the ongoing support as superior and the relationship with both of my employers as a true partnership. General Counsel worked on employment law issues, immigration and visa challenges, contract and lease advisement, trademark projects and served as general counsel for 5 of the last 8 years. The team at General Counsel is the only firm I use.

**Superb attorney -- Mr Green not only handled my case very effectively, he was also a Pilar of support throughout the whole thing. I could feel that he truly cared about me and what I was going through at that time. Indeed a rare trait to find nowadays. I highly recommend him.

(1) Pregnancy Discrimination:After informing her manager that she was pregnant, employee was fired within ten days. During this time, she went from being "superstar" employee, to manager consistently finding fault with her until her termination. Our attorneys filed EEO Charge, filed lawsuit against business, and, when employer realized that we were willing to continue fighting for employee's rights, were able to achieve settlement of almost 2 times the employee's annual salary.(2) Race Discrimination:Employee was African American female working for government contractor. She was one of the first employees hired by the company and while the company was small and growing, she served as business/office manager and was instrumental to growth and management of company. Unfortunately, as company grew, she saw more and more white employees being hired and promoted while she (and other African Americans), did not experience such opportunities. When it became apparent that she was not going to receive promotions, she sought legal assistance to defend her rights. Our attorneys filed race discrimination charge of discrimination charge and lawsuit. At judicial settlement conference, case was settled for more than employee's annual salary.

After starting General Counsel, P.C. in 2004, I built firm client by client based on strong relationships and providing excellent legal services. We strongly believe in building long term relationships with our clients. And, most importantly, we believe that as attorneys, it is our duty to serve our clients.

Clients should seek an attorney that combines intelligence, experience, and compassion. Intelligence and experience are necessary to understand and successfully protect a clients' rights. Compassion is necessary to ensure your attorney is strong advocate for you - not simply doing a job.

For employment law cases, local knowledge can be very important because of the differences in employment law from DC, MD or VA. And, if a case proceeds to litigation, it is helpful to have experience with the judge or court.

During a free phone consultation, I can provide potential client information about the law and his/her potential legal rights. Best advice I can give a potential client is that before you call attorney or have a free phone consultation with attorney, be prepared. Do a bit of research. Begin to understand your legal rights and potential claims. If the potential client is informed and understands some of the basics of his/her legal rights, it is much more likely that he/she will find an attorney willing to assist.

During a free phone consultation, I need to make a relatively quick determination as to whether, or not, it is case we would take on contingency basis. So, I need: (1) name of employer (to ensure no conflict); (2) brief statement of why potential clients believes he/she needs attorney - for example, ""I believe I was illegally fired because of my age, sex, race, national origin, etc."" (3) Potential client should be able to provide specific examples of potential discrimination - NOT simply state that boss was mean or my termination unfair.

I believe that I have the intelligence, experience and compassion to be a strong advocate for our clients. Further, I believe that I take each case personally and have a strong desire to serve and protect each client.

Helping clients overcome and move beyond discrimination.

My family keeps me (very) busy. If/when I have any free time, I enjoy going hiking or kayaking.

I've served as the Chairman of the Greater McLean Chamber of Commerce. I've served on the Board of Directors for the Community Business Partnership. I was a co-founder, served as President, and am currently a member of the Washington Executives Association.

• Member, Virginia State Bar Association
  Member, District of Columbia State Bar Association
  Member, Colorado State Bar Association
  Member, Maryland State Bar Association
  Greater McLean Chamber of Commerce, Chairman, 2011 - 2013
  Community Business Partnership, Board of Directors, 2009 - 2013
  McLean Chamber of Commerce, Board of Directors, 2008 - Present
  Washington Executive Association, Founder/Former President/Member, 2007 - Present
  Associate, American Bar Association, Labor and Employment Law Section Associate Editor, The Developing Labor Law, 2001 - Present
  Eagle Scout Business Networking, 2012 to Present

• Outstanding Eagle Scout, 2015
  Chairman of the Board, Greater Mclean Chamber of Commerce
  Founder/President, Washington Executives Association
  Chairman's Award, Greater McLean Chamber of Commerce, 2013
  Legal Elite, Washington Smart CEO Magazine, 2009
  Outstanding Member of the Year, Greater McLean Chamber of Commerce, 2009
  Justinian Honorary Law Society, Syracuse University College of Law, 1997
  Scholastic Excellence - Constitutional Law, Syracuse University College of Law, 1997
  Scholastic Excellence - Property Law, Syracuse University College of Law, 1997
  Editor in Chief, The Labor Lawyer, 1997
  Associate Editor, Syracuse Law Review, 1997
  College of Law Scholar, Syracuse University College of Law, 1997

• FLSA Case - Failure to Pay Wages Practice Area: Employment & Labor Date: 2014 Outcome: Successful settlement EEO Charge of Discrimination Practice Area: Employment & Labor Date: July 08, 2013 Outcome: Charges dismissed Description: Employee filed EEO Charge. Through my arguments representing the employer, the charge was dismissed. Advice regarding Non-Competition Agreement Practice Area: Employment & Labor Date: January 01, 2014 Outcome: Allowed employee to proceed with career within boundaries of non-competition agreement. Description: Employee had signed non-competition agreement and wanted advice on perimeters of what he could (and could not) do.

• Employment Counselor; Bid Protest Weekly; Government Contracts Counselor; Intellectual Property Counselor; Corporate Counselor

Merritt Green has been a Premium Member since June 15, 2015.
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Why Employers (and Employees) Need to Pay Attention to the Fair Labor Standards Act  (2015-07-17 07:17:28)
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Defamation in the Workplace  (2015-07-17 07:18:39)
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Primer on Severance Agreements  (2017-05-13 11:35:58)
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Does Your Company’s Severance Agreement Discriminate Against Employees?  (2017-05-13 11:40:27)
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Is Your Non-Compete Agreement Enforceable  (2017-05-13 11:42:13)
If your company’s non-compete agreement was not specifically tailored for business/employment relationship, it may be unenforceable.

Court Determines Gov’t Contractor’s Non-Compete Unenforceable  (2017-05-13 11:44:08)
In litigation between two competing government contractors, Fourth Circuit affirmed district court’s summary judgment against plaintiff. Former Employee and her new employer did NOT violate non-compete agreement because, in part, non-compete was overly-broad and, as such, unenforceable.

Company and Company Owner Liable for FLSA Violations – Workers Not Independent Contractors  (2019-09-06 07:36:41)
In a recent case, the Court found workers were improperly classified as independent contractors and entitled to back pay for missing overtime compensation. The court determined that the workers were dependent on the business rather than in business for themselves and, thus, were employees. The Court also found that the owner of the employer business was also an “employer” and was personally liable for unpaid wages owed to the employees.