Maryland Hiring laws & HR compliance analysis

Maryland Hiring: What you need to know

The Maryland Fair Employment Practices Act prohibits employers from refusing to hire an applicant because of race, color, religion, sex, age, national origin, marital status, sexual orientation, gender identity, genetic information, disability, or because an individual refuses to submit to a genetic test or make test results available (MD State Govt. Code Sec. 20-601 et seq.). The Act covers employers with 15 or more employees. Detailed information is available.
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The Reasonable Accommodations for Disabilities Due to Pregnancy Act requires Maryland employers to provide accommodations for disabilities caused or contributed to by pregnancy (MD State Govt. Code Sec. 20-609).
Employers are prohibited from requesting or requiring a job applicant or employee to disclose any username, password, or other means for accessing a personal account or service through an electronic communications device, including computers, telephones, personal digital assistants, and other similar devices (MD Labor and Empl. Code Sec. 3-712).
The Maryland Job Applicant Fairness Act prohibits employers from using an applicant's or employee's credit report when making hiring or discharge decisions or to determine a rate of pay or other conditions of employment (MD Lab. and Empl. Code Sec. 3-711). There are exceptions for banks and credit unions, investment advisors, and employers that are required by law to consider an individual's credit history or credit report. In addition, an employer may use a credit report if there is a bona fide, substantially job-related purpose (e.g., managerial jobs, jobs with access to personal information of customers or employees, jobs that involve issuing payments, ...

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