Jonathan C. Puth
Owner, Correia & Puth, PLLCJonathan C. Puth is a founding member of Correia & Puth and an advocate for the civil rights of employees. Mr. Puth represents targets of sexual harassment, workplace discrimination, whistleblower retaliation, and employees with claims for wages, commissions, and contract rights. Mr. Puth represents transgender employees subjected to workplace discrimination and others facing discrimination and retaliation because of who they are. Mr. Puth also negotiates severance agreements and employment contracts, and severance negotiations. Mr. Puth served as counsel to the plaintiff class in Hartman v. Powell, a gender discrimination class that won the largest employment discrimination award in the history of the Civil Rights Act ($565 million), and Mr. Puth was awarded the 2000 Trial Lawyer of the Year award by Trial Lawyers for Public Justice for his work on that landmark case. Mr. Puth has for years been selected for inclusion by Super Lawyers and by Best Lawyers for his work representing employees in the Washington, DC region, and is awarded the highest attorney peer review rating by Martindale-Hubbell. His firm Correia & Puth is named by U.S. News and World Report its highest rating for Best Law Firms in Washington DC, which also ranks the firm nationally. From the start of his career, Mr. Puth has devoted his practice to the representation of employees, not employers, in claims of sex harassment, whistleblower retaliation, discrimination, wage and commission theft, severance negotiations, contract disputes, and employee counseling. Mr. Puth is past President of the Metropolitan Washington Employment Lawyers Association (MWELA), a voluntary bar association of over 350 members dedicated to the representation of employees and to the advancement of employee rights. Mr. Puth is admitted to practice before the state courts and federal courts of the District of Columbia and Maryland, and the United States Supreme Court.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Civil Rights
- Americans with Disabilities Act (ADA), Discrimination, Employment, Fair Housing, Police Misconduct, Privacy Law
- Credit Cards Accepted
- Contingent Fees
- District of Columbia
- District of Columbia Bar
-
- Maryland
-
- English: Spoken, Written
- Owner
- Correia & Puth, PLLC
- - Current
- Georgetown University Law Center
- J.D.
- -
-
- Trial Lawyer of the Year
- Trial Lawyers for Public Justice
- AV Preeminent
- Martindale Hubbel
- Top Rated Employment & Labor Attorney
- Super Lawyers
- Best Law Firms, Correia & Puth, PLLC
- US News and World Report
- District of Columbia Bar # 439241
- Member
- Current
-
- Trial Lawyers Assocaition of Metropolitan Washington, DC
- Member
- - Current
-
- American Association of Justice
- Member
- - Current
-
- Public Justice
- Member
- - Current
-
- Metropolitan Washington Employment Lawyers Association
- Board Member
- - Current
-
- National Employment Lawyers Association
- Member
- - Current
-
- Metropolitan Washington Employment Lawyers Association
- President
- -
-
- Q. Wage theft, discrimination, harassment, retaliation in Maryland, are there pro bono or contingency attorneys in Maryland
- A: Check the Metropolitan Washington Employment Lawyers Association for attorneys who regularly represent employees. www.mwela.org. We routinely handle these types of claims and you may contact my office.
Correia & Puth, PLLC
1400 16th Street, NW, Suite 450
Washington, DC 20036
202.602.6500 tel
www.correiaputh.com
- Q. Can I still file with the eeoc if I passed the 180 day limit to file with the mchr (Maryland)
- A: Yes, you have 300 days to file with the EEOC in Maryland, where there is a state deferral agency. If you are referring to Montgomery County office of human rights you should also be timely.
By the way, if you're late with a filing it doesn't matter usually if it's one day late or 100. Either way in most instances you're out of luck.
- Q. I am 14 years old. Work at a tutoring place in Maryland. I make 9 an hour (which is less than the state minimum wage)
- A: Your employer may not be required to pay you minimum wage because of your age and the nature of the work. The state Department of Labor that administers the minimum wage indicates that workers under 16 working less than 20 hours a week. https://www.dllr.state.md.us/labor/wages/wagehrfacts.shtml
It is illegal to pay employees differently by gender, so if the other employees getting paid differently are of a different gender or gender identity that would be illegal if you are doing equal work. https://www.dllr.state.md.us/forms/equalpay.pdf
Importantly, that same law makes it illegal for your employer to take action against you, like firing, because you discussed wages with other employees. ... Read More
