|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
State Employment Law Articles
Article Index » maryland: 10 Most Recent Articles Report Link To Pay or Not to Pay: Maryland Legislature Addresses Common Employee Leave Issues.McGuire Woods LLP - July 25, 2008 Two laws of particular importance to Maryland employers were passed by the Maryland General Assembly this past session. The first was intended to correct the confusion in Maryland law created by an unpublished 2007 decision of the Maryland Court of Special Appeals as to whether employees had to be paid their accrued but unused vacation upon termination. The second was intended to give employees flexibility in the use of employer paid time off in the event of an immediate family member’s illness. Report Link Controversial Maryland Flexible Leave Act Becomes Law.Jackson Lewis LLP - June 12, 2008 Governor Martin O'Malley has signed the Maryland "Flexible Leave Act" into law. Effective October 1, 2008, Maryland businesses employing 15 or more employees must allow their employees to use any form of accrued leave with pay to care for an immediate family member who is ill. Report Link Amended Maryland Wage Payment & Collection Law Helps Employers.Jackson Lewis LLP - May 14, 2008 Maryland Governor Martin O'Malley signed into law emergency legislation amending the Maryland Wage Payment and Collection Law, Md. Code Lab. & Empl. §§ 3-504 & 3-505, on April 24, 2008, to provide employers with a safe harbor against the requirement that they pay out accrued paid leave upon termination of employment. Under the new law, an employer's written vacation pay or other paid leave policy will govern whether the employer is required to pay out unused accrued leave upon termination of employment. The amendment is retroactive and covers employees whose employment terminated after November 1, 2007. Report Link Maryland Enacts New Law Limiting the Payment of Accrued Leave Upon Termination.Ogletree Deakins - April 30, 2008
Maryland recently amended its Wage Payment and Collection Law, Md. Code §§ 3-501et seq., in a manner that affords employers a powerful statutory defense to employee lawsuits for monetary compensation and/or trebled damages for not compensating a departing employee on termination for accrued unused leave. As amended, the Maryland law now provides that an employer's written leave policy will dictate whether or not the employee is entitled upon termination to recover accrued unused leave provided the leave policy was communicated to a new employee at the time of hire. It provides no shield to employers that do not have a written policy that limits compensation for accrued leave to a terminated employee. Report Link Maryland County Council Amends Its Human Rights Code to Prohibit Gender Identity Discrimination in Workplace.Jackson Lewis LLP - January 17, 2008 Montgomery County, Maryland, has amended its Human Rights law to add "gender identity" to the list of categories that are protected from discrimination in employment, housing or public accommodation. As a result of this amendment to the Human Rights and Civil Liberties Chapter of the Montgomery County Code, employers will be prohibited from discriminating against employees or applicants for employment based on their gender identity. Report Link Employer's Lawsuit Against Employee Filing Discrimination Claim Not Retaliatory Per Se Under Ohio Law.Jackson Lewis LLP - January 11, 2008 Employers' lawsuits against employees who have engaged in protected activity are not necessarily unlawfully retaliatory, the Supreme Court of Ohio held in Greer-Burger v. Temesi, Slip Op. No. 2007-Ohio-6442 (2007). Report Link Maryland Changes Position on Unused Vacation Pay Policy.Jackson Lewis LLP - January 10, 2008 Unused vacation time is a "wage" under Maryland law and must be paid to departing employees regardless of the employer's policy, Maryland's Labor Department has ruled. The agency responsible for administering Maryland's wage and hour laws has quietly reversed its longstanding position on an employee's right to payment of unused vacation at termination. The Employment Standards Service of the Maryland Department of Labor, Licensing and Regulation (DLLR) previously maintained that employees had no right to payment for accrued, unused vacation at termination, so long as their employers' policy clearly denied them such a right. Report Link Maryland Changes Position on Unused Vacation Pay Policy.Jackson Lewis LLP - January 02, 2008 Unused vacation time is a "wage" under Maryland law and must be paid to departing employees regardless of the employer's policy, Maryland's Labor Department has ruled. The agency responsible for administering Maryland's wage and hour laws has quietly reversed its longstanding position on an employee's right to payment of unused vacation at termination. The Employment Standards Service of the Maryland Department of Labor, Licensing and Regulation (DLLR) previously maintained that employees had no right to payment for accrued, unused vacation at termination, so long as their employers' policy clearly denied them such a right. Report Link Maryland Employers' Resolution for 2008: Implement Data Privacy and Security Safeguards.Jackson Lewis LLP - December 20, 2007 Beginning January 1, 2008, Maryland imposes new obligations on how businesses use and maintain personal information about individuals residing in the State, which likely would include employees and applicants for employment. Indeed, employers have an inherent need to obtain personal information about employees and applicants for employment for many purposes, including identification and verification of employment status, background checks, benefits and leave administration, contact information and simply for running their businesses. How employers use and maintain such information is increasingly subject to legislation in many states. Report Link Maryland Employers Face New Vulnerability Under Amended Article 49B.Hogan & Hartson LLP - July 27, 2007 The Maryland Legislature has amended its discrimination statute, Article 49B of the Maryland Code, in a manner that will expose Maryland employers to increased damages and new judicial risks in state court lawsuits. The new provisions became effective on October 1, 2007.
|
Count and Sub-TopicsArticles Found: 10NO SUBTOPICSEmployment Law Seminars
Managing Business Exposures Successfully: Are You "All In" For The Continual Wave Of Workplace Risks?
Irving
2008-9-4 Jackson Lewis LLPTOP TEN WAYS TO VIOLATE WAGE-HOUR LAWSSacramento
September 9, 2008 Shaw Valenza LLPUnlocking The Mystery Of Employee Privacy RightsLos Angeles
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsCosta Mesa
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSacramento
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSan Francisco
2008-9-9 Jackson Lewis LLPEmployee vs. ContractorColumbia
September 9, 2008 Nexsen PruetEmployee Free Choice Act: Labor’s Attack on Your Employees’ Right to ChooseOnline
September 9, 2008 McGuire WoodsThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActStamford
2008-9-10 Jackson Lewis LLPHOW TO CONDUCT EFFECTIVE INTERNAL INVESTIGATIONSSan Francisco
September 11, 2008 Shaw Valenza LLP |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds