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Maryland Government Contractors: What you need to know

Maryland law requires that each contract for procurement include a nondiscrimination clause, prohibiting discrimination in any manner by the contractor against an employee or applicant for employment because of sex, race, age, color, creed, or national origin. The contractor must include a similar clause in every subcontract except a subcontract for standard commercial supplies or raw materials. Each contractor and subcontractor must post conspicuously a notice setting forth the provisions of the clause in a place that is available to employees and applicants. If the nondiscrimination clause is omitted from a contract or subcontract subject to the law, the state may declare the contract to be void (MD Code State Fin. and Proc. Sec. 13-219).
Commercial nondiscrimination policy. The state has established a commercial nondiscrimination policy that prohibits the state from entering into a procurement contract with a business entity that has discriminated against subcontractors, suppliers, vendors, or commercial customers on the basis of race, color, religion, ancestry, national origin, sex, age, marital status, sexual orientation, or disability.
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The state Living Wage Law applies to state services contracts and subcontracts in excess of $100,000 for services awarded on or after October 1, 2007. Covered "service contracts" include maintenance services and information technology services but do not include construction, construction-related services, architectural and engineering services, energy performance contracts, supplies (including commodities and printing), real property, or the purchase of goods. For information on living wage rates, see the state Department on Labor, Licensing ...

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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