Maryland Violence in the Workplace laws & HR compliance analysis

Maryland Violence in the Workplace: What you need to know

State law prohibits individuals from carrying or wearing a dangerous weapon of any kind (including knives, switchblades, stars, and nunchakus) concealed on or about his or her person (MD Criminal Law Code Sec. 4-101).
The owner of a business or property may carry a concealed handgun within the confines of the business establishment during the course of employment. The owner may designate a supervisory employee who is licensed to carry a gun to carry a concealed gun in the facility while the owner is absent from the facility (MD Criminal Law Code Sec. 4-203). A person may not transport or store a handgun, whether concealed or in the open, in any parking lot used by the public or on school property unless the person is a law enforcement officer or member of the active-duty armed forces.
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Employers are liable when they fail to protect an employee who has a court order against the employee's domestic partner from contacting him or her at work (Gantt v. Security USA, Inc., and VSI, Inc., 356 F.3d 547 (4th Cir. MD 2004), cert denied 534 U.S. 814 (2004)). The existence of a protective order should warn employers not only of the danger to the specific individual but also of the potential liability of harm to coworkers caused by allowing the employee's partner into the workplace.
An employer may not terminate an employee solely because of job time lost as a result of the employee’s response to a subpoena requiring the employee to appear as a witness in any civil or criminal proceeding, including discovery proceedings, or the employee’s attendance at a proceeding that the employee has a right to attend as a victim of a crime (MD Courts and Judicial ...

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