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Maryland Employment and Labor Law

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Maryland employment law protects Maryland employees in certain matters related to their hiring, working conditions, pay and job termination. Maryland employment violations can result in employees filing lawsuits against their employer, depending on the circumstances surrounding the complaint.

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Maryland Minimum Wage

minimumwageMaryland's minimum wage is scheduled for the following incremental increases from December 2014 through July 2018:
  • $8.75 as of 7/1/16
  • $9.25 as of 7/1/17
  • $10.10 as of 7/1/18
Tipped employees must earn at least the state minimum wage rate when combining tips and hourly wages, and employers must pay at least $3.63 per hour. Amusement and recreation establishments must pay at least 85 percent of the state's minimum wage. Employees under the age of 20 must earn at least 85 percent of the state's minimum wage for their first six months of employment.

Maryland Overtime

Most employees must be paid overtime wages at a rate of time-and-a-half for all hours worked in excess of 40 in a week. The exceptions to this are people who work in bowling establishments and on-premise care providers (not counting hospitals) who receive overtime for more than 48 hours in a week and agriculture workers who receive overtime for more than 60 hours in a week.

Maryland Wrongful Termination

wrongfultermmarylandlaborthumb Maryland is an at-will employment state, meaning that an employee can be fired at any time for any reason or for no reason. In other words, even terminations that seem unfair may still be legal. There are some exceptions to the at-will doctrine.

Employees cannot be fired for discriminatory reasons, such as for their race, gender, age, disability or membership in a protected class. Employees also cannot be fired for asserting or enforcing their rights, such as their right to minimum wage or their right to file a workers' compensation claim. Employers cannot fire an employee for refusing to commit a criminal act or for reporting for either military service or jury duty.

Maryland also recognizes express contracts. If an employer has a written contract with an employee and the job termination violates that contract, the employee may be able to file a wrongful termination lawsuit against the employer.

Maryland Prevailing Wage

Maryland's Prevailing Wage law ensure that workers employed on certain contracts are treated fairly in regards to hours worked, wages paid and employment conditions. The law applies to construction projects of $500,000 or more, depending on the circumstances of the contract, although the contract must involve some state funding.

Maryland Occupational Safety and Health

Maryland's Occupational Safety and Health (MOSH) covers any employer in Maryland who has one or more employees, except those covered by other laws, such as the Federal Mine Safety and Health Act. MOSH protects workers' rights to safe workplaces and gives employees the right to file complaints for workplace violations.

Maryland Parental Leave

The Maryland Parental Leave Act allows eligible employees six workweeks of unpaid parental leave during any 12-months for the birth of a child or placement of a child in adoption or foster care. Employees must have worked with the employer for 12-months, worked 1,250 hours during that 12 months and be employed at a site with or nearby at least 15 employees. The MPLA governs employers with between 15 and 49 employees.

Maryland Employment and Labor Law Legal Help

If you or a loved one has suffered Maryland Employment and Labor Law losses, please click the link below and your complaint will be sent to a Maryland Employment lawyer who may evaluate your claim at no cost or obligation.
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MARYLAND EMPLOYMENT LAW LEGAL ARTICLES AND INTERVIEWS

Maryland Employment Lawsuits Revived on Appeal
Maryland Employment Lawsuits Revived on Appeal
March 17, 2017
Greenbelt, MD: A Maryland labor and employment lawsuit against DirecTV LLC (DirecTV) and DirectSat USA, LLC (DirectSat) that was lost for the plaintiffs when a Maryland judge tossed the lawsuit in 2015, has been resurrected on appeal. In January, a three-judge appellate panel determined that plaintiffs indeed had a case and the matter can move forward [READ MORE]


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