Katelyn P. Brady

Katelyn P. Brady

T: 410.347.8725
F: 410.223.4322

Ms. Brady represents businesses and individuals in various types of civil litigation, including labor, employment, contract, and personal injury actions in state and federal courts, as well as administrative forums throughout Maryland.  Her labor and employment experience encompasses a range of challenges an employer might face in an employment relationship, including employment discrimination, wage and hour disputes, unfair labor practice claims, and tort-related matters. In addition to her litigation experience, Ms. Brady counsels employers regarding employment policies, handbooks, internal investigations, and compliance with relevant state and federal laws.

Memberships & Activities

  • Member: Baltimore City Bar Association
  • Member: Baltimore County Bar Association
  • Member: District of Columbia Bar Association
  • Member: Maryland State Bar Association


Client Alert: Congress Enacts New FMLA and Paid Sick Leave Requirements in Response to COVID-19

On March 18th, the U.S. Senate approved the Families First Coronavirus Response Act, which was recently passed by the House of Representatives.  The legislation now awaits signature by the President.  Among a host of measures relating to health services and other forms of aid, the Act contains two new laws creating employee leave rights that will apply to a broad spectrum of employers.  Under the terms of the new statute, these employee leave provisions will take effect within 15 days of the law being enacted.  Below is brief overview of the key provisions of those two components of the Act.

District of Columbia Universal Paid Leave Act

Under the Universal Paid Leave Act (“UPLA”), beginning in July 2020, employees in the District of Columbia will have the option of taking three types of paid leave: up to eight weeks of parental paid leave taken within a year of giving birth, placing a child in adoption or foster care, or changing the custody of a child; up to six weeks of family paid leave to care for or provide companionship to a seriously ill family member; and up to two weeks of medical paid leave after the employee is diagnosed with or had an occurrence of a serious health condition.

5 Questions Employers Should Ask Every Year (A Webinar)

On January 23, David Stevens and Katelyn Brady presented a webinar addressing the five HR issues that are frequent stumbling blocks for employers seeking to maintain compliance and avoid costly litigation.


Webinar: 5 Questions Employers Should Ask Every Year

This one hour webinar will address five HR issues that are frequent stumbling blocks for employers seeking to maintain compliance and avoid costly litigation, with the last 10 minutes reserved for Q & A.