Cliff has been practicing law since 1993, when he joined Kollman & Saucier, P.A. when it was a two-person firm.  Cliff helps public and private employers solve problems and litigate disputes regarding a wide range of workplace issues.  He believes that careful thinking and hard work will solve nearly every problem.

Cliff works closely with human resources professionals and other employer representatives to work through workplace conflict, as well as employee performance and disciplinary matters.  Making sure employers have a strong foundation in place with appropriate policies and procedures, employee handbooks, employment contracts, non-disclosure agreements, non-compete agreements, separation agreements, and other employment-related documents is also a big part of Cliff’s practice.  With luck, dealing with problems before the occur and managing them carefully as they occur can prevent larger difficulties down the road.

Cliff also works closely with a variety public and private institutions of higher education, handling both employee and student-related concerns involving discrimination claims, academic accommodations, and disciplinary issues.

Legal issues that frequently arise in Cliff’s practice include but are not limited to those arising under Title VII, Title IX, the ADA, the FMLA, the FLSA, WARN, and all their state and local counterparts dealing with the employment relationship, employment discrimination, wage and hour requirements, and other employment-related topics.  While representing public sector employers other federal and constitutional claims arise, as well as the impact of special limitations and immunities granted to public entities.

When matters cannot be resolved in-house, Cliff represents employers in front of administrative agencies, including the Equal Employment Opportunity Commission, the Maryland Commission on Civil Rights, local anti-discrimination agencies, the U.S. Department of Labor, and the U.S. Department of Education Office for Civil Rights.  He has also successfully presented and argued cases at the trial and appellate levels in state and federal courts.

Cliff co-authored several chapters in Understanding Employment Regulations, a publication of the American Subcontractors Association, and he taught “Hospitality Law” for the School of Business and Management at the Baltimore International Culinary College.

Cliff earned his law degree from the University of Maryland School of Law (1993), where he graduated with high honors including Order of the Coif. He also has a B.S. in Finance (1989) and an M.B.A. (1993) from the University of Maryland.

As a triple-degree Terp, Cliff is an avid fan of the University of Maryland football, as well as the men’s and women’s basketball and lacrosse teams.  Cliff has also been a Baltimore Raven’s season ticket holder since 1996, and he has stayed active in his community through volunteer coaching youth sports, including soccer, basketball, and lacrosse.  He enjoys travel, golf, the outdoors, and hanging out with his family and friends.

  • University of Maryland (1989)
  • University of Maryland (M.B.A. 1993)
  • University of Maryland School of Law (1993)
  •  Order of the Coif
Court Admissions
  • Maryland
  • U.S. District Court, Maryland
  • U.S. District Court, District of Columbia
  • Fourth Circuit Court of Appeals
  • U.S. Supreme Court

Recent Posts

No Magic Words Necessary to Request FMLA Leave
Posted On: 10/05/2020
There are no magic words an employee needs to utter to trigger rights under the Family and Medical Leave Act (“FMLA”).  The Ninth Circuit’s recent decision in Rouse v. Wynn Las Vegas, LLC, No. 18-17452 (9th Cir. 2020) illustrates the point.  In that case, Rouse sent his employer an email saying he wanted to take […]
Stress Caused By A Difficult Supervisor Is Not A Disability
Posted On: 10/01/2020
Employers often encounter claims that an employee is suffering work-related stress and needs an accommodation for a disability.  The employee often wants reassignment to a different supervisor, usually because of the supervisor’s management style, although the employee may characterize the problem as harassment, bullying, or in other pejorative terms.  Assuming it turns out that the […]
Sex-Plus Age Claim Viable Under Title VII
Posted On: 07/31/2020
In Frappied v. Affinity Gaming Black Hawk, the U.S. Court of Appeals for the Tenth Circuit became the first federal appeal s court to recognize that Title VII of the Civil Rights Act 1964 permits “sex-plus age” claims.  The case arose from a lawsuit filed against a gaming company.  The eight female plaintiffs alleged the […]

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