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June Marie Marshall

June Marie Marshall

Marshall Conflict Resolution
  • Employment Law, Divorce, Family Law
  • Maryland
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Summary

My passion has always been to help people. To this end, I focus my practice on mediation, family law, and labor and employment law (including Federal employment law). Acting as a mediator, I help parties resolve their disputes amicably without extensive litigation. However, mediation is not always the best method for everyone. In those instances, I provide legal representation. My goal is to help people resolve their disputes through mediation or litigation, whichever is appropriate.

Practice Areas
  • Employment Law
  • Divorce
  • Family Law
Fees
  • Free Consultation
    Free 15 minute telephone consultation
  • Rates, Retainers and Additional Information
    Hourly fee: $250 to 350 per hour
Jurisdictions Admitted to Practice
Maryland
U.S. Supreme Court
Languages
  • English: Spoken, Written
Professional Experience
Attorney
Marshall Conflict Resolution
- Current
My responsibilities include law firm management, providing legal assistance in areas involving family law (divorce, child custody, property division) and Labor and Employment Law. I also provide mediation and arbitration assistance with family law, labor relations, employment and community disputes.
Member/Chair
Maryland State Labor Relations Board
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Served as the Member/Chair of the Maryland State Labor Relations Board (Board). The Board is responsible for administering and enforcing provisions of Title 3 - Collective Bargaining as it relates to Maryland State employees.. The Board is also responsible for creating new bargaining unit guidelines; monitoring elections; investigating unfair labor practice charges and lockouts; and any other powers or duties provided for elsewhere in the Collective Bargaining Statute.
General Attorney/Senior Attorney
Federal Labor Relations Authority
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-Represented the Government at hearings and other proceedings in order to enforce the Federal Service Labor-Management Statute. -Provided mediation and other alternative dispute resolution (ADR) assistance throughout all phases of the unfair labor practice charge investigation, analysis, and litigation process. -Processed representation petitions incorporating ADR techniques from initial filing to drafting Decision and Orders for the Regional Director’s signature; served as hearing officer at representation hearings. -Conducted quarterly basic and advanced training on the Federal Service Labor Management Relations Statute for agency and labor representatives. -Served as EEO Counselor for FLRA employees from 2009 to 2013.
Labor Relations Specialist
Federal Service Impasses Panel (FLRA)
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-Investigated employer and/or labor union requests for negotiation impasse assistance; analyze oral and written position statements submitted by the parties; research and apply, as appropriate, Federal law, regulations, and case precedent to parties' position statements; provided Presidential appointees and senior staff with written summaries and analyses of parties' positions. - Provided mediation assistance throughout all phases of the Panel process.
Education
University of Maryland Francis King Carey School of Law
J.D. / Law (2000)
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University of Maryland - University College
B.S. / Business & Management (1995)
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Awards
Baltimore's Finest 2014
Proactive Sources
Baltimore's Finest 2014 Profile Series is a WHO'S WHO on area professionals demonstrating excellence in the fields of law, healthcare, business and finance. Baltimore's Finest 2014 Profile Series is produced by Proactive Resources for the June 11, 2014 issue of the City Paper.
Professional Associations
Maryland Volunteer Lawyers Service, Inc.
Member
- Current
Maryland Council for Dispute Resolution
Member
- Current
American Bar Association
Member
- Current
Maryland State Bar
Member
- Current
Websites & Blogs
Website
Legal Answers
11 Questions Answered

Q. My employment contract states 4 weeks notice must be given if I quit - what happens if I only give 2 weeks notice?
A: If both parties agree then nothing. Otherwise, the Employer could claim a breach of contract. It depends on if there is language in the agreement stating the penalty for a breach of contract. You should also consider what the Employer would lose if you did not provide four weeks notice. That may give you an idea of the penalty.
Q. Can I deny visitation if other aren't wants to take my child in a car when he has a suspended license and on drugs?
A: Yes, your Order is for supervised visitation. It appears that the child's safety is a big concern.
Q. My son is four years old. His Father has been absent for the whole four years and still. Can he sue me in Family Court?
A: Yes, he can still file for custody. However, that does not mean he will get it. If it is not in the child's best interest for the father to have sole or joint custody, the judge will not award it. He may get visitation rights. He will also have to pay child support, if he isn't already.
Q. Can/will the judge dismiss child support if he states that's he's been looking for a job but can't find one?
A: It is unlikely. Both parents are responsible for taking care of their children. A judge may lower child support temporarily, depending on the father's finances. If he was laid off, he should be getting unemployment though. You should retain a lawyer to assist you to get all of the father's financial records. Also the question of the father's potential for employment will be a factor.
Q. Is it possible to sue the Post Office pro se?
A: Did you work for the Post Office? If you were a PO employee, you would be covered under the NLRB, EEOC, or the collective bargaining agreement (if you were in the bargaining unit). You raise more than one dispute here, e.g., suspension and EEOC complaint. Each are different areas and have time limits. I can't help you without more information. When were you suspended? Were you in a bargaining unit? When did you file your EEO complaints filed? Have you tried to follow up with the EEOC? Were you a probationary employee?
Q. Is it possible to sue an employer in Maryland?
A: Generally, employment is "at will" in the state of Maryland, i.e., at the will of the employer or at the will of the employee. You may have a breach of contract if you can show that you and the employer made a contract for employment and the employer breached that contract by dismissing you. You would have to have evidence that there was a contract (oral or written agreement between the parties), there was consideration (money or promises exchanged), and the employer breached the contract and of course harm (cost of moving?). In an employer/employee relationship, it is hard to show that a contract for employment was made. You or a lawyer would have to look at the evidence you have to determine if you have enough (witnesses, documentation, etc.) to file in court. You also have to decide whether pursuing the matter is worth it to you.
Q. What happens if my ex loses his job because he lied about his credentials?
A: Reporting that a spouse is operating without a license should not itself affect child support payments. Child support payments are based on the Maryland child support guidelines. On the other hand, there may be an impact on child support payments if the former spouse loses his/her job and has no income. The spouse could file with the court for a modification of child support payments because he/she does not have an income. It would be up to a judge to decide whether to modify child support payments either temporarily or permanently.
Q. Order ended Nov '16, paying arrears since. Now ex is filing to extend till child is out of school. Now May, legal?
A: Here is what I found: Under Maryland law, child support continues until the minor child reaches the age of 18. It may be extended to age 19 if the child is still enrolled in high school. If there is past-due child support, the agency will continue to enforce payment until the arrears are paid in full, regardless of the age of the child.
Q. Can parents in marylandrefuse to feed cloth or adbandon their child if they are 19 but still in high school with learnin
A: Article ­ General Provisions §1–401. (a) (1) The age of majority is 18 years. (2) Except as provided in subsection (b) of this section or as otherwise specifically provided by statute, an individual at least 18 years old is an adult for all purposes and has the same legal capacity, rights, powers, privileges, duties, liabilities, and responsibilities that an individual at least 21 years old had before July 1, 1973. (b) An individual who has attained the age of 18 years and who is enrolled in secondary school has the right to receive support and maintenance from both of the individual’s parents until the first to occur of the following events: (1) the individual dies; (2) the individual marries; (3) the individual is emancipated; (4) the individual graduates from or is no longer enrolled in secondary school; or (5) the individual attains the age of 19 years.
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Contact & Map
Main Office
1400 Front Street, Suite 202
Lutherville/Timonium, MD 21093
USA
Telephone: (301) 799-2405