Law Office of Edward E. Sharkey LLC

The Law Office of Edward E. Sharkey LLC is a firm of dedicated business and trial lawyers in Bethesda, MD who concentrate on business law and civil litigation.

Our business attorneys represent businesses and individuals throughout Maryland, Washington DC, and the United States in the areas of business and corporate law, commercial transactions, and civil litigation, including the litigation of business, contract, securities, pension, construction, and professional liability disputes.

Our corporate lawyers have the skill and experience to handle legal matters arising at every stage of the business life cycle, from start-up to dissolution, including the negotiation and documentation of business financing, commercial transactions, employment and non-compete agreements, sales, acquisitions, leases, and licenses.

On behalf of businesses and individuals, our trial lawyers litigate cases at all levels of federal and state court, as well as every major arbitral forum.

What makes us unique?
Our business lawyers represent some of the world's largest and best-known companies. We also, however, counsel start-ups and private businesses of all sizes. Our clients benefit from our training and experience with the most sophisticated matters, but because we are a smaller firm, they enjoy a higher level of attention and more economical fees than large firms provide.

Our business lawyers also have a depth of experience in both transactional and trial work. This is uncommon, and we foster that breadth of experience. Why does this benefit our clients? A corporate lawyer can best protect a client's interest if the lawyer knows how transactions and companies unravel during disputes. Similarly, a trial lawyer can best resolve conflict for a client if the lawyer understands the rights and obligations arising from the relevant documents. Our breadth of experience also means that business clients meet most of their legal needs by partnering with our firm.

Our Bethesda, MD based business attorneys assist clients in Maryland, Washington DC, and nationwide.

Can the Government Restrict the Confidentiality Term in My Settlement Agreement?

Posted by Edward Sharkey on Wed, 12/07/2016 - 05:00

Confidentiality is key when resolving claims in the employment context. In fact, sometimes it is the most important part of a settlement or severance agreement. Recently, federal regulators have decided the business world needs feedback on how much confidentiality is reasonable. The government is concerned that some confidentiality provisions may discourage employees from participating in certain protected activity - like whistleblowing.

Small Businesses Struggle With Pending Changes to Overtime Law

Posted by Edward Sharkey on Wed, 10/05/2016 - 04:00

Small businesses are running out of time to become compliant with the new overtime rule announced by the Obama administration last summer. The Department of Labor has confirmed the rule, making it final, and it will go into effect on December 1. The National Federation of Independent Business (NFIB) is pushing for a delay, contending that many small businesses are not ready.

The Most Common Way Employers Get in Trouble with the EEOC

Posted by Edward Sharkey on Mon, 03/28/2016 - 04:00

The EEOC recently released its annual report detailing enforcement and litigation data for 2015. Employer retaliation topped the list of most common charges, representing 44.5% of all charges filed. The EEOC is currently working on new guidance for employers on the topic of retaliation.

Whatever You Say Can, And Will, Be Used Against You

Posted by Edward Sharkey on Fri, 03/04/2016 - 05:00

What tops my list of most useful legal advice for business owners? Other people record you a lot more than you know. This includes customers, employees, and counter-parties. And a recent verdict from Fairfax County, VA illustrates the potential cost. A patient who was ridiculed by his doctors while under anesthesia was awarded $500,000 by a jury.

Would the EEOC Like Your Employment Test?

Posted by Edward Sharkey on Wed, 02/10/2016 - 05:00

A lot of businesses test prospective employees. Pre-employment tests typically assess cognitive skills, personality traits, and language proficiency - all sorts of information that a reasonable business would want to know before adding a person to their team. Intuition or common sense, however, is not the legal standard. The EEOC looks at such tests pretty closely. They are interested in whether a test could have an outsize impact on any group protected by Title VII of the Civil Rights Act.

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