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Maryland Termination (with Discharge): What you need to know

Maryland is an “employment-at-will” state. This means that either the employer or the employee may end the employment relationship without giving either notice or a reason. However, while this is true in theory, Maryland statutes and Maryland courts have changed the traditional doctrine to some degree. In addition, collective bargaining agreements and other employment contracts may limit employment at will.
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Credit reports. The Job Applicant Fairness Act prohibits employers from, among other things, discharging employees on the basis of their credit history or credit report. The Act covers all employers except:
• Employers that are required by federal or state law to check an applicant's or employee's credit report or history;
• Financial institutions that accept deposits that are insured by a federal agency;
• A credit union share guaranty corporation that is approved by the state's financial regulation commissioner; and
• Investment advisors registered with the U.S. Securities and Exchange Commission (MD Labor and Employment Code Sec. 3-711).
Under some circumstances, employers may use a credit report or credit history, including when the employer requests the information for a "bona fide purpose" that is "substantially job-related." The employer must inform the employee of the bona fide purpose. Examples of positions for which an employer would have a substantially job-related bona fide purpose for using a credit history or report include:
• Managerial positions that involve setting the direction or control of the business, department, division, unit, or agency of a business;
• Positions that involve access to personal information, except personal information usually provided in a retail ...

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Maryland Termination (with Discharge) Resources

Termination (with Discharge) Products

The Termination Process Webinar Recording
BLR Webinar: "The Termination Process: Exit Interviews, Termination Pay, and Post-Termination Steps to Keep You Out of Court""
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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.