Total Articles: 10
Ogletree Deakins • June 06, 2018
In reaction to a litany of high-profile scandals, Maryland has joined a growing number of states in enacting legislation intended to prevent employers from sheltering perpetrators of sexual harassment. Approved by Governor Larry Hogan on May 15, 2018, the Disclosing Sexual Harassment in the Workplace Act of 2018 (DSHWA) purports to ban employment contracts requiring sexual harassment claims to be resolved through private arbitration. It also mandates that large employers report certain information about sexual harassment settlements to the Maryland Commission on Civil Rights, which in turn can make some of that information available to the public. Hampered by weak enforcement provisions and faced with a potential preemption challenge, however, DSHWA may not have a significant impact on current employer strategies for avoiding and managing sexual harassment claims.
The #MeToo movement revealed that a culture of sexual harassment thrives in secrecy and that bringing sexual harassment and misconduct claims to light is essential to ending these unlawful practices. To that end, Congress disallowed taking as a business deduction the cost of any settlement of a sexual harassment case that includes a nondisclosure agreement and many states, like New York, are enacting new laws targeting employers that hide sexual harassment settlements.
Goldberg Segalla LLP • February 12, 2018
The Maryland Healthy Working Families Act — which establishes mandatory sick leave in Maryland — takes effect on February 11, 2018. Although the act had been vetoed by Governor Hogan in 2017, the Maryland Senate and House of Delegates successfully voted to override the veto earlier this year.
Ogletree Deakins • January 23, 2018
On January 12, 2018, the Maryland General Assembly overrode Republican Governor Larry Hogan’s May 25, 2017 veto of legislation requiring Maryland employers to provide sick and safe leave to their employees. By overriding the governor’s veto, the general assembly made Maryland the ninth state to adopt a mandatory sick leave statute. Maryland’s legislation, known as the Maryland Healthy Working Families Act, provides employees with up to 40 hours of sick and safe leave annually. Unless the general assembly delays the Act’s effective date, employers will need to conform their leave policies on or before February 11, 2018.
Jackson Lewis P.C. • January 17, 2018
Certain Maryland employers must begin offering paid sick and safe leave to their employees under the Maryland Healthy Working Families Act beginning February 12, 2018.
Littler Mendelson, P.C. • January 17, 2018
On January 12, 2018, the Maryland legislature overrode Governor Larry Hogan’s (R) 2017 veto of the Healthy Working Families Act, Maryland HB 1 (“the Act”), enacting legislation that requires Maryland businesses to provide covered employees with sick and safe leave. The Act says it preempts local sick and safe leave laws that were enacted on or after January 1, 2017, which may include the Prince George’s County law.1 However, Montgomery County’s law will remain in effect.2 The Act is scheduled to become effective on February 11, 2018.
XpertHR • January 17, 2018
The Maryland General Assembly has voted to override Governor Larry Hogan's veto of a 2017 bill to enact the Maryland Healthy Working Families Act (HWFA). The governor had vetoed the bill at the end of the 2017 legislative session, stating that its one-size-fits-all approach would harm small businesses.
Jackson Lewis P.C. • June 22, 2017
On October 1, 2016, Montgomery County’s Earned Sick and Safe Leave law became effective. This law allows all employees, with few exceptions, that work in Montgomery County, Maryland, to accrue paid and/or unpaid sick and safe leave, depending on the size of their employer, to use for their own illness, an illness of a family member and (originally) five other specific reasons. Since its passage the Montgomery County Council has amended the law once and is considering a further amendment.
Littler Mendelson, P.C. • November 07, 2016
Effective immediately, employers in Montgomery County, Maryland must allow eligible employees in the County to use up to 56 hours of paid sick and safe leave provided under Montgomery County’s sick and safe leave law for birth, adoption, foster care, or bonding with the employee’s child. The County Council adopted this measure to bridge gaps in employees’ ability to use paid leave for various combinations of parental leave under federal and state laws.
Ogletree Deakins • May 31, 2016
Maryland recently passed into law sweeping revisions to its existing equal pay law. The new law, signed by Governor Hogan on May 19, 2016, will take effect on October 1, 2016. With the passage of the Equal Pay for Equal Work Act, Maryland joins California and New York in expanding pay equity protections. The act significantly amend the current statute, Md. Code, Labor and Employment, §3-301, et seq. and expands both the scope of the law and its remedies.