There have been several recent and important developments in the on-going COVID-19 pandemic response in the District of Columbia and Maryland that affect employers.
Articles About Maryland Labor and Employment Law.
Key Legislation Emerging from Maryland and Local Ordinances to Remember
It is safe to say that spring 2020 will not soon be forgotten. While the COVID-19 pandemic dominated the news and the attention of federal and state governments alike, the Maryland General Assembly passed several new laws affecting the workplace. In addition to the emergency measures implemented to address
Maryland Enacts Mandatory WARN Act Obligations for Even Small Job Actions
Maryland recently enacted amendments to its Economic Stabilization Act to require that an employer implementing a “reduction in operations” must provide 60 days’ advance notice to employees and others, and also provide continuation of health, pension, severance and/or other benefits to affected employees on terms yet to be developed
Maryland Governor Outlines Phased Reopening Plan Post-COVID-19 Shutdown
Maryland Governor Larry Hogan has introduced the Maryland Strong: Roadmap to Recovery, a three-stage plan for the state to restart its economy and begin lifting COVID-19 restrictions.
Maryland Mandates Face Coverings at Retail Stores, On Public Transportation under COVID-19 Emergency
People in Maryland must wear face coverings at retail stores (i.e., grocery stores, pharmacies, liquor stores, and restaurants) and on all forms of public transportation under a new Executive Order signed by Governor Larry Hogan. The Order also establishes other physical distancing requirements for retail establishments.
Maryland Issues Stay-At-Home Order; Travelers Into Maryland Ordered To Self-Quarantine
Maryland Governor Larry Hogan has signed a new Executive Order (Order) that mandates all individuals living in Maryland to stay at home unless they work in “Essential Businesses,” are engaged in “Essential Activities,” or are engaged in other limited activity. The Order went into effect at 8:00 p.m. on March 30, 2020, and will remain effective until after the termination of the state of emergency and the proclamation of the catastrophic health emergency has been rescinded, or until rescinded, superseded, amended, or revised by additional orders.
What Employers Need to Know About Maryland’s Approach to COVID-19
Maryland has taken far-reaching and proactive steps to minimize the impact of the 2019 novel coronavirus (COVID-19), including expanding unemployment insurance, prohibiting the termination of employees who have been isolated or quarantined, limiting gatherings of 10 people or more, and closing non-essential businesses.
Proposed Project Labor Agreement in Baltimore Opposed by Large Companies, Minority Construction Contractors
An effort by several Baltimore City Councilmembers to mandate project labor agreements (PLAs) for certain large city contracts has triggered strong opposition from the city’s contracting community.
Maryland Becomes Latest State to ‘Ban the Box’
Maryland has joined a growing number of jurisdictions by enacting a “ban-the-box” law prohibiting employers from asking job applicants about their criminal history on the initial job application. The new Maryland law, the Criminal Record Screening Practices Act, will take effect on February 29, 2020.
Maryland Enacts a Statewide “Ban-the-Box” Law
During the 2019 legislative session, Governor Larry Hogan vetoed the Criminal Records Screening (or “Ban-the-Box”) Act. On January 30, 2020, however, the Maryland General Assembly overrode the governor’s veto, making it unlawful for any employer in the State of Maryland with 15 or more employees to inquire into an applicant’s criminal history before the employer conducts its first in-person interview. The law takes effect on February 29, 2020. Importantly, the law does not preempt the more restrictive ban-the-box ordinances enacted in Montgomery County, Prince George’s County, and Baltimore City.
Maryland Again Amends its Data Breach Notification Law
In response to trends, heightened public awareness, and a string of large-scale data breaches, states continue to enhance their data breach notification laws. In 2017 Maryland amended its Personal Information Protection Act (PIPA) with expansion of the definition of personal information, modification of the definition of “breach of the security of the system”, establishing a 45-day timeframe for notification and expansion of the class of information subject to Maryland’s data destruction laws. Now, Maryland has again amended PIPA, with HB 1154 in effect from October 1, 2019, notably enhancing the requirements for a business once it becomes aware of a data security breach.
October Brings Employment Law Changes to Maryland
October in Maryland is a time of ripening pumpkins and falling leaves. October 1 is also the date when many (but not all) laws passed by the Maryland General Assembly go into effect. This year’s batch of new employment laws contains a couple of “tricks” for employers and “treats” for employees and the plaintiff’s bar who represent them.
Get Ready for Maryland’s New Employment Laws Going into Effect October 1
New Maryland laws governing the workplace will take effect on October 1, 2019.
Maryland Approves Minimum Wage Increase to $15 an Hour
Maryland has become the sixth state in the nation to adopt a minimum wage of $15.00 per hour. The state’s Democratic-controlled legislature overrode Republican Governor Larry Hogan’s veto on March 28, 2019. The current minimum wage in Maryland is $10.10 per hour.
Maryland Raises Minimum Wage
Maryland joined the parade of states raising the minimum wage to the magic number of $15 per hour when the state legislature voted to override the veto of Governor Larry Hogan on March 28, 2019. The minimum wage for employers with 15 or more employees will increase annually commencing January 1, 2020 until it reaches the $15 per hour level on January 1, 2025. The minimum wage for smaller employers will increase annually at a slower pace, and reach $15 on July 1, 2026. The initial increase for all employers effective January 1, 2020 raises the minimum wage to $11 per hour from the current $10.10.