Kator, Parks, Weiser & Harris, PLLC

A Washington, D.C. based law firm with a civil practice in employment law

Kator Parks Weiser & Harris

Kator, Parks, Weiser & Harris, PLLC, is a Washington, D.C. based law firm with a civil practice in employment law, and a special concentration on employment law involving Federal employees. Our lawyers have extensive experience representing workers before Federal courts, the MSPB, and the EEOC, in individual cases and class actions. Click here to learn more about KPWH.

Class Actions

Kator, Parks, Weiser & Harris, PLLC, has extensive experience representing workers in class actions. Our attorneys have handled cases involving tens of thousands of workers, challenging the practices of employers in Federal courts, State courts, and before the EEOC. Find out more about our firm’s current and past class actions by clicking here.

New on KPWH Blog

KPWH Challenges Trump Administration Delay of Organic Livestock Policies

On March 1, 2018, Kator, Parks, Weiser & Harris joined the American Society for the Prevention of Cruelty to Animals (ASPCA) in filing an amicus curiae brief supporting a critical case brought by the Organic Trade Association against the Trump Administration for its continued delays in implementing the Organic Livestock and Poultry Practices Rule.

KPWH is proud to join with the ASPCA to fight efforts by the Trump Administration to delay the rules that were crafted by career USDA officials. Learn more about KPWH and ASPCA's amicus curiae brief and the case here.

Maryland Guarantees Workers Paid Sick Leave

Maryland’s Healthy Working Families Act went into effect on February 11, 2018.  The Maryland Department of Labor, Licensing, & Regulation has not yet issued final guidance on the Act, so it is important for both employees and employers to understand its effects.

Qualifying workers are now entitled to accrue paid sick leave of at least 1 hour per 30 hours worked.  Employees can use this leave for several purposes, including caring for their own medical needs or those of certain family members, obtaining preventative medical care, as well as maternity and paternity leave.  Importantly, the Act also allows employees to use take leave in situations involving sexual assault, domestic violence, or stalking.

For these benefits to go into effect, both the employer and employee must be covered by the Act.

The Act created two standards based on the size of the employer.  Employers with at least 15 employees must provide paid sick leave to qualifying employees, while those below that threshold are need only provide unpaid sick leave. Different standards may apply to employers in certain industries as well.

The Act does not apply to part-time employees working less than 12 hours per week, or certain employees in the construction, agriculture, or health and human services industries.  In certain circumstances, union employees may also have their rights modified under the Act by their collective bargaining agreement.

The Act also prohibits retaliation against employees who assert their right to use accrued leave.  Employees’ protected activity includes both utilizing leave provided under the Act and raising or participating in claims alleging violations under the Act.

Covered employers are required to provide notices to and develop policies for their employees, describing the extent of their benefits under the Act.  Covered employers are also subject to new recordkeeping and inspection standards.

Employees can file complaints regarding violations of the Act by contacting the Maryland Commissioner of Labor and Industry.  More information on the Act and its effects can be by contacting the Maryland Department of Labor, Licensing, & Regulation (DLLR) and through guidance on DLLR’s website.

The Healthy Working Families Act contains several particular standards regarding who is covered and the extent of the benefits afforded to a given employee.  The Act is further complicated by similar local and federal laws, including the Family and Medical Leave Act (FMLA).

Employees and businesses looking to determine their particular rights and obligations under the Act should consult an attorney.  To discuss these possibilities under the Act, you can contact Kator, Parks, Weiser & Harris, PLLC.

KPWH Files Brief on Behalf of Dozens of Civil Rights Groups Opposing Sex Harassment of Students

Kator, Park, Weiser & Harris, P.L.L.C. attorneys Cathy Harris and Daniel Clark joined with the National Women’s Law Center to file an amicus brief with the U.S. Court of Appeals for the Fourth Circuit on behalf of almost 50 civil rights organizations in support of female student victims of cyber harassment. The brief supports the position that the University of Mary Washington did not fulfill its legal duty under Title IX, which requires schools to address sexual harassment against students. Kator, Park, Weiser & Harris, P.L.L.C. is proud to stand with the National Women’s Law Center to advance the cause of equal access to education for all students, and to advance and protect women’s equality and opportunity.