Souza Roy & Ridgell

10/16/2026

The day has finally arrived! 20 years of serving our clients. To our clients, colleagues, referral partners, friends, and community - thank you for your trust, support, and belief in our firm.

Visit our website to take a trip down memory lane and to see 20 years of service in the making.

10/15/2026

A Message From Our Firm

When Souza Roy & Ridgell was founded in 2006, we set out to build more than just a law firm - we wanted to build a place where clients feel heard, supported and confident, and where talented people could grow and make a difference. Twenty years later, we are incredibly grateful for the trust you've placed in us, the relationships we've built, and the opportunities we've had to be part of your successes, and your challenges.

Our commitment to providing practical, solutions-focused legal counsel has never wavered, and we remain dedicated to the communities we serve - today and for the next 20
years.

Thank you for being part of our story.

Dominic J. Souza | Quinn F. Roy | Jason C. Ridgell

10/15/2026

The government changed your contract. Now what?

Contract changes after award are common, and how you respond can decide whether you get paid for them. Key steps for government contractors:

Check the contract first. Review the changes clauses and confirm the direction came from the contracting officer, who typically holds the authority to bind the government.

Don’t assume only written modifications count. Informal direction can be a compensable “constructive change.”

Give written notice promptly. Deadlines vary by contract, so identify the applicable clause (such as FAR 52.243-7).

Document costs and schedule impacts as they happen, not months later.

Keep performing while you preserve your rights. The Disputes clause generally requires you to continue work during a dispute.

Read any release language before signing a modification. It could waive your right to further compensation.

Bring in counsel early on substantial or disputed changes.

At a Glance When a contractor believes the government has changed a federal contract — whether through a formal modification or informal direction — it should not simply absorb costs or perform without first reviewing the governing changes clauses and confirming the direction came from someone w...

10/13/2026

Friendly reminder! If you filed for an extension your deadline for filing your taxes is October 15th.

10/08/2026

The best weekend in Annapolis has arrived! Don’t forget to explore all the great local shops after you’ve enjoy the day at the show!

10/06/2026

Is Your Employee Handbook Up to Date?

Changes in Maryland employment law are a good reminder for businesses to periodically review their employee policies.

As employers evaluate their handbooks, some areas worth reviewing include:

• Leave Policies — including preparation for Maryland FAMLI

• Workplace Meetings & Communications — including Maryland’s new requirements effective October 1

• Wage & Hour Policies — ensuring policies reflect current requirements

• Discipline, Complaint & Reporting Procedures — making sure internal processes are clear and current

Regular handbook reviews can help employers identify outdated provisions, address changes in the law, and ensure that written policies remain consistent with current workplace practices.
Employment laws change. Your policies should keep pace.

Learn more about Souza Roy’s Employment Law practice areas at -

https://souzalaw.com/practice-areas/employment-law/

10/01/2026

New Maryland Employment Law, Effective Today (Oct. 1, 2026)
Maryland's Worker Freedom Act (SB 417) now restricts mandatory "captive audience" meetings. Maryland is the 14th state to adopt this type of law.
Key takeaways for employers:
✅ Employers cannot discipline, penalize, or threaten employees who decline to attend or listen to employer-sponsored meetings about the employer's political or religious opinions, including union-related topics.
✅ Employers cannot refuse to hire applicants who decline to participate in these meetings.
✅ These meetings aren't banned outright. Voluntary meetings are still permitted, as are communications required by law or necessary for job duties.
✅ A workplace notice will be required once the state releases a model poster (due by Nov. 1, 2026).

What employers should do now: Review your mandatory meetings and required communications, make sure attendance is truly voluntary where covered topics come up, and train managers on what they can and can't say or do.

Takeaways Effective 10.01.26, Maryland restricts mandatory meetings where employers share opinions on political or religious matters with employees and job applicants. The new law creates an administrative enforcement process with hefty penalties for violations; the model poster for workplaces is ex...

09/29/2026

Souza Roy provides superior representation for employers and employees. Our attorneys have broad experience in the practice of employment law. At Souza Roy, we understand that every company is unique. Our representation takes into consideration the mission, culture, and history of each company to fully understand the unique dynamics between employer and employee.

To learn more visit our website -

https://souzalaw.com/practice-areas/employment-law/

09/22/2026

Dominic J. Souza is the founder and Managing Principal of Souza Roy & Ridgell, where he leads the firm’s Annapolis-based practice. With more than 23 years of experience, Dominic represents businesses, banks, franchisors, developers, and individuals across a broad range of legal and business matters, including business and corporate law, mergers and acquisitions, commercial real estate, employment law, and litigation.

Learn more about Dominic, his experience, and his areas of practice on our website.

https://souzalaw.com/professionals/

09/17/2026

⚖️ Maryland Employers: New Earned Wage Access Rules Take Effect Oct. 1

Gov. Wes Moore signed SB 94 this spring, overhauling Maryland's earned wage access (EWA) framework. Key changes employers should know:

✅ EWA providers can no longer solicit, charge, or accept tips from employees
✅ Providers must disclose the tip prohibition in service contracts
✅ At least one no-cost access option must be offered and explained
✅ New advertising restrictions and anti-discrimination protections apply

Maryland now joins a growing patchwork of state EWA regulation — 12 states have enacted EWA-specific laws, and approaches vary widely (some treat it as a loan, others don't).

Bottom line: Compliance responsibility stays with the employer, even when using a third-party vendor. If you offer EWA to Maryland employees, now's the time to review your vendor contract and confirm updates are underway before Oct. 1.
Need help navigating multistate EWA compliance?

Reach out — we're happy to help you sort through the patchwork.

Maryland added new restrictions to earned wage access (EWA) programs, becoming the latest state to reshape how these services operate. For employers with