<section article="gle" article_name="Labor and Employment" number="3-101" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="1" subtitle_name="Definitions; General Provisions"> <level label="a"> <text>In this title the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Commissioner” means the Commissioner of Labor and Industry.</text> </level> <level label="c"> <level label="1"> <text>“Employ” means to engage an individual to work.</text> </level> <level label="2"> <text>“Employ” includes:</text> <level label="i"> <text>allowing an individual to work; and</text> </level> <level label="ii"> <text>instructing an individual to be present at a work site.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-102" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="1" subtitle_name="Definitions; General Provisions"> <level label="a"> <text>In addition to any duties set forth elsewhere, the Commissioner shall:</text> <level label="1"> <text>enforce Subtitle 2 of this title;</text> </level> <level label="2"> <text>carry out Subtitle 3 of this title;</text> </level> <level label="3"> <text>enforce Subtitle 4 of this title;</text> </level> <level label="4"> <text>enforce Subtitle 9 of this title;</text> </level> <level label="5"> <text>enforce Subtitle 16 of this title; and</text> </level> <level label="6"> <text>enforce a local minimum wage law.</text> </level> </level> <level label="b"> <text>If the Governor declares an emergency or disaster, then, with the consent of the Governor, the Commissioner may suspend enforcement of any provision of Subtitle 2 of this title until the emergency or disaster ends.</text> </level> <level label="c"> <text>The Commissioner has the same powers and duties in enforcing a local minimum wage law as the Commissioner has in enforcing Subtitle 4 of this title.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-103" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="1" subtitle_name="Definitions; General Provisions"> <level label="a"> <text>Except as otherwise provided in this section, the Commissioner may conduct an investigation to determine whether a provision of this title has been violated on the Commissioner’s own initiative or may require a written complaint.</text> </level> <level label="b"> <text>The Commissioner may conduct an investigation under Subtitle 3 of this title, on the Commissioner’s own initiative or on receipt of a written complaint of an employee.</text> </level> <level label="c"> <text>The Commissioner may conduct an investigation to determine whether Subtitle 5 of this title has been violated on receipt of a written complaint of an employee.</text> </level> <level label="d"> <text>The Commissioner may conduct an investigation to determine whether Subtitle 6 of this title has been violated on receipt of a written complaint of a sales representative.</text> </level> <level label="e"> <level label="1"> <text>The Commissioner may investigate whether § 3–701 of this title has been violated on receipt of a written complaint of an applicant for employment.</text> </level> <level label="2"> <text>The Commissioner may investigate whether § 3–702 of this title has been violated on receipt of a written complaint of an applicant for employment or an employee.</text> </level> <level label="3"> <text>The Commissioner may investigate whether § 3–704 of this title has been violated on receipt of a written complaint of an employee.</text> </level> <level label="4"> <text>The Commissioner may investigate whether § 3–710 of this title has been violated on receipt of a written complaint of an employee as provided in § 3–710(d)(1) of this title.</text> </level> <level label="5"> <text>The Commissioner may investigate whether § 3–711 of this title has been violated on receipt of a written complaint of an employee as provided in § 3–711(d)(1) of this title.</text> </level> <level label="6"> <text>The Commissioner may investigate whether § 3–712 of this title has been violated on receipt of a written complaint of an employee or applicant.</text> </level> </level> <level label="f"> <level label="1"> <text>The Commissioner may investigate whether § 3–801 of this title has been violated on receipt of a written complaint of an employee.</text> </level> <level label="2"> <text>The Commissioner may investigate whether § 3–802 of this title has been violated on receipt of a written complaint of an employee.</text> </level> </level> <level label="g"> <text>The Commissioner may investigate whether Subtitle 9 of this title has been violated:</text> <level label="1"> <text>on the Commissioner’s own initiative;</text> </level> <level label="2"> <text>on receipt of a written complaint signed by the person submitting the complaint; or</text> </level> <level label="3"> <text>on referral from another unit of State government.</text> </level> </level> <level label="h"> <text>The Commissioner may conduct an investigation to determine whether Subtitle 10 of this title has been violated on receipt of a written complaint of an employee.</text> </level> <level label="i"> <text>The Commissioner may conduct an investigation to determine whether Subtitle 12 of this title has been violated on receipt of a written complaint of an employee.</text> </level> <level label="j"> <text>The Commissioner may conduct an investigation to determine whether Subtitle 14 of this title has been violated on receipt of a written complaint of an applicant or employee.</text> </level> <level label="k"> <text>The Commissioner, on the Commissioner’s own initiative or on receipt of a written complaint, may conduct an investigation of whether a local minimum wage law has been violated.</text> </level> <level label="l"> <level label="1"> <text>The Commissioner may conduct an investigation to determine whether Subtitle 13 of this title has been violated on receipt of a written complaint by an employee.</text> </level> <level label="2"> <text>To the extent practicable, the Commissioner shall keep confidential the identity of an employee who has filed a written complaint alleging a violation of Subtitle 13 of this title unless the employee waives confidentiality.</text> </level> </level> <level label="m"> <text>The Commissioner may conduct an investigation to determine whether Subtitle 16 of this title has been violated on receipt of a written complaint by an employee.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-104" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="1" subtitle_name="Definitions; General Provisions"> <text>The Commissioner may delegate any power or duty of the Commissioner under § 3–102(c) of this subtitle and Subtitles 2, 4, 5, and 9 of this title.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-105" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="1" subtitle_name="Definitions; General Provisions"> <level label="a"> <text>This section applies only to an employer action taken under:</text> <level label="1"> <text>Subtitle 2 of this title;</text> </level> <level label="2"> <text>Subtitle 3 of this title;</text> </level> <level label="3"> <text>Subtitle 4 of this title;</text> </level> <level label="4"> <text>Subtitle 5 of this title;</text> </level> <level label="5"> <text>Subtitle 9 of this title; or</text> </level> <level label="6"> <text>Title 18 of the State Finance and Procurement Article.</text> </level> </level> <level label="b"> <text>An employer may not:</text> <level label="1"> <text>discharge, demote, discriminate against, take other adverse action, or threaten to take adverse action against an employee because the employee:</text> <level label="i"> <text>inquires about the rights and responsibilities of the employer or employee under a provision of law listed in subsection (a) of this section;</text> </level> <level label="ii"> <text>makes a complaint, or communicates an intent to make a complaint, to the employer, the Commissioner, or another person regarding a violation of a provision of law listed in subsection (a) of this section; or</text> </level> <level label="iii"> <text>testifies, intends to testify, or otherwise assists in any manner in an investigation, proceeding, or hearing under a provision of law listed in subsection (a) of this section; or</text> </level> </level> <level label="2"> <text>hinder or delay the Commissioner or an authorized representative of the Commissioner in the enforcement of this section or a provision of law listed in subsection (a) of this section.</text> </level> </level> <level label="c"> <text>The Commissioner:</text> <level label="1"> <text>may investigate a violation of this section on the Commissioner’s own initiative or on receipt of a written complaint; and</text> </level> <level label="2"> <text>shall conduct the investigation and enforcement of a violation of this section in accordance with subsections (d) and (e) of this section.</text> </level> </level> <level label="d"> <level label="1"> <text>Within 90 days after the receipt of a written complaint, the Commissioner shall conduct an investigation and attempt to resolve the issue informally through mediation.</text> </level> <level label="2"> <level label="i"> <text>If the Commissioner is unable to resolve an issue through mediation during the period stated in paragraph (1) of this subsection and the Commissioner determines that an employer has violated this subtitle, the Commissioner shall issue an order.</text> </level> <level label="ii"> <text>An order issued under subparagraph (i) of this paragraph:</text> <level label="1"> <text>shall describe the violation;</text> </level> <level label="2"> <text>shall direct, if appropriate, the recovery of lost wages and damages equal to the amount of wages, salary, employment benefits, or other compensation denied or lost, and any actual economic damages;</text> </level> <level label="3"> <text>may, in the Commissioner’s discretion, seek reinstatement or the hiring of employees with or without back pay; and</text> </level> <level label="4"> <text>may, in the Commissioner’s discretion, assess a civil penalty of up to $1,000 for each employee for whom the employer is not in compliance with this title.</text> </level> </level> </level> <level label="3"> <text>The actions taken under paragraphs (1) and (2) of this subsection are subject to the hearing and notice requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> </level> <level label="e"> <level label="1"> <text>Within 30 days after the Commissioner issues an order, an employer shall comply with the order.</text> </level> <level label="2"> <text>If an employer does not comply with an order within the time period stated in paragraph (1) of this subsection:</text> <level label="i"> <text>the Commissioner may:</text> <level label="1"> <text>with the written consent of the employee, ask the Attorney General to bring an action on behalf of the employee in the county where the employer is located; or</text> </level> <level label="2"> <text>bring an action to enforce the order for the civil penalty in the county where the employer is located; and</text> </level> </level> <level label="ii"> <text>within 3 years after the date of the order, an employee may bring a civil action to enforce the order in the county where the employer is located.</text> </level> </level> <level label="3"> <text>If an employee prevails in an action brought under paragraph (2)(ii) of this subsection to enforce an order, the court may award:</text> <level label="i"> <text>three times the value of the employee’s lost wages and damages equal to the amount of wages, salary, employment benefits, or other compensation denied or lost;</text> </level> <level label="ii"> <text>punitive damages in an amount to be determined by the court;</text> </level> <level label="iii"> <text>reasonable counsel fees and other costs;</text> </level> <level label="iv"> <text>injunctive relief, if appropriate; and</text> </level> <level label="v"> <text>any other relief that the court determines is appropriate.</text> </level> </level> </level> <level label="f"> <level label="1"> <text>A person may not:</text> <level label="i"> <text>make or cause to be made a groundless or malicious complaint to the Commissioner; or</text> </level> <level label="ii"> <text>in bad faith, bring an action under a provision of law listed in subsection (a) of this section or a proceeding related to the subject of a provision of law listed in subsection (a) of this section.</text> </level> </level> <level label="2"> <text>The Commissioner shall investigate any allegation that a person violated paragraph (1) of this subsection.</text> </level> <level label="3"> <level label="i"> <text>If the Commissioner determines that a person has violated paragraph (1) of this subsection, the Commissioner may assess the person an administrative penalty of up to $1,000.</text> </level> <level label="ii"> <text>An administrative penalty assessed under subparagraph (i) of this paragraph is subject to the notice and hearing requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="iii"> <text>A person who must defend an action taken as a result of a groundless or malicious complaint may be entitled to recover attorneys’ fees.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-201" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>In this subtitle, “minor” means an individual who is under the age of 18 years.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-202" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>The policy of the State is to encourage the development of minors by allowing them to engage in occupations that prepare them for responsible citizenship, yet to protect them from occupations that will be injurious to their mental, moral, or physical welfare.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-203" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>This subtitle does not apply to an activity that a minor performs if the activity:</text> <level label="1"> <text>is performed outside the school hours set for that minor;</text> </level> <level label="2"> <text>does not involve manufacturing or mining;</text> </level> <level label="3"> <text>is not a hazardous occupation restricted under § 3–213(c)(1) or (2) of this subtitle for that minor; and</text> </level> <level label="4"> <text>is limited to:</text> <level label="i"> <text>farm work that is performed on a farm;</text> </level> <level label="ii"> <text>domestic work that is performed in or about a home;</text> </level> <level label="iii"> <text>work that is performed in a business that a parent of the minor or a person standing in place of the parent owns or operates;</text> </level> <level label="iv"> <text>caddying on a golf course;</text> </level> <level label="v"> <text>instructing on an instructional sailboat;</text> </level> <level label="vi"> <text>delivery of newspapers to consumers;</text> </level> <level label="vii"> <text>making an evergreen wreath in or about a home;</text> </level> <level label="viii"> <text>work performed as a counselor, assistant counselor, or instructor in a youth camp certified under the Maryland Youth Camp Act; or</text> </level> <level label="ix"> <text>work that is performed as an unpaid volunteer in a charitable or nonprofit organization, if:</text> <level label="1"> <text>a parent of the minor or a person standing in the place of the parent consents in writing; and</text> </level> <level label="2"> <text>for hazardous work in a volunteer fire department or company or volunteer rescue squad, the minor:</text> </level> <level label="A"> <text>is at least 16 years old; and</text> </level> <level label="B"> <text>has completed or is taking a course of study about fire fighting or rescue.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-204" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>For purposes of this subtitle and during reasonable business hours, the Commissioner may:</text> <level label="1"> <text>enter and inspect a place of employment;</text> </level> <level label="2"> <text>inspect the employment records of an employee; or</text> </level> <level label="3"> <text>question any employee.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-205" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>Unless an employer possesses a work or special permit for a minor, the minor may not work for the employer.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-206" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <text>A parent or guardian of a minor may apply for a work permit by completing an online application that includes:</text> <level label="1"> <text>verification of the minor’s age;</text> </level> <level label="2"> <text>a description of the work to be performed by the minor;</text> </level> <level label="3"> <text>approval by the parent or guardian of the minor’s employment; and</text> </level> <level label="4"> <text>any other information the Commissioner may require.</text> </level> </level> <level label="b"> <text>After reviewing an online application for a work permit, the Commissioner may issue the permit if the employment is allowed under this subtitle for the minor for whom the permit is sought.</text> </level> <level label="c"> <level label="1"> <text>The Commissioner may issue a work permit that authorizes a minor to be employed in an occupation that otherwise would be restricted under § 3–213 of this subtitle, if the minor:</text> <level label="i"> <text>is exempted, under § 7–301(d)(2)(i) of the Education Article, from attendance in public school because the emotional, mental, or physical condition of the minor makes instruction detrimental to the progress of the minor;</text> </level> <level label="ii"> <text>is to be employed only in office work;</text> </level> <level label="iii"> <text>is to be employed in work that is performed outside of all rooms where goods are manufactured or processed; or</text> </level> <level label="iv"> <text>is to be employed in work that a county school system obtains and supervises as part of a work–study, student–learner, or similar program for which the employment is an integral part of the course of study.</text> </level> </level> <level label="2"> <text>The Commissioner shall issue a work permit that authorizes a minor to be employed:</text> <level label="i"> <text>in an occupation that otherwise would be restricted under § 3–213 of this subtitle if the minor is granted an exception by the Commissioner because, after investigation, the Commissioner determines that neither the work nor the work site where the work is to be performed is hazardous to the minor; or</text> </level> <level label="ii"> <text>in an occupation that otherwise would be restricted under § 3–213(c)(1) or (2) of this subtitle, if the minor:</text> <level label="1"> <text>has completed a course of study in that occupation at an accredited school and has been graduated from the school; or</text> </level> <level label="2"> <text>is granted an exception by the Commissioner because employment in that occupation is part of a work–study, student–learner, or apprentice program under a federal, State, or local governmental agency.</text> </level> </level> </level> </level> <level label="d"> <level label="1"> <text>Subject to paragraph (2) of this subsection, the Commissioner shall release the name, home address, and telephone number of a minor who is at least 16 years old and has a work permit to the following organizations that request and have registered with the Department for the purpose of receiving the information:</text> <level label="i"> <text>employers and apprenticeship sponsors;</text> </level> <level label="ii"> <text>educational programs and institutions; and</text> </level> <level label="iii"> <text>local workforce development boards that have systems to share the information with employers, apprenticeship sponsors, and educational programs and institutions that register with the local workforce development board for the purpose of receiving the information.</text> </level> </level> <level label="2"> <text>The Commissioner may release information relating to a minor only if a parent or guardian of the minor or the minor elects to allow the sharing of the information.</text> </level> <level label="3"> <text>The Department shall adopt regulations necessary to carry out this subsection, including the process by which a parent or guardian of the minor or the minor may opt in to the sharing of information under paragraph (2) of this subsection.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-207" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <text>Subject to this section, the Commissioner may issue a special permit for a minor of any age to be employed as an entertainer, model, or performer.</text> </level> <level label="b"> <text>An applicant for a special permit shall submit to the Commissioner a completed application on the form that the Commissioner provides.</text> </level> <level label="c"> <text>The Commissioner shall issue a special permit if, after investigation, the Commissioner is satisfied that:</text> <level label="1"> <text>the employment will not be detrimental to the health or welfare of the minor;</text> </level> <level label="2"> <text>the minor will be supervised adequately; and</text> </level> <level label="3"> <text>the education of the minor will not be neglected.</text> </level> </level> <level label="d"> <text>A special permit shall contain notarized signatures that show the consent of:</text> <level label="1"> <text>a parent of the minor or a person standing in place of the parent; and</text> </level> <level label="2"> <text>the employer.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-208" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>A work permit or special permit authorizes a minor to work for an employer as specified in the permit.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-209" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>Except as otherwise provided in this subtitle, a minor under the age of 14 years may not be employed or allowed to be employed.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-210" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <level label="1"> <text>A minor may not be employed or allowed to be employed for more than 5 consecutive hours without a nonworking period of at least one-half hour.</text> </level> <level label="2"> <text>Except as provided in subsections (b) and (c) of this section, in a calendar day:</text> <level label="i"> <text>the total school and work hours of a minor may not exceed 12 hours; and</text> </level> <level label="ii"> <text>the minor shall have at least 8 consecutive hours that are not school or work hours.</text> </level> </level> </level> <level label="b"> <text>The Commissioner may grant to a minor an exception to the restrictions in subsection (a)(2) of this section if the Commissioner determines that there will be no hazard to the health or welfare of the minor.</text> </level> <level label="c"> <text>A minor who is 16 or 17 years old and serves as an election judge, under § 10–202 of the Election Law Article, may work more than 12 hours on an early voting day or on election day only, subject to consent from at least one parent or guardian.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-211" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <level label="1"> <text>Except as provided in subsection (b) of this section, a minor under the age of 16 years may not be employed or allowed to be employed:</text> <level label="i"> <text>before 7:00 a.m.;</text> </level> <level label="ii"> <text>from the day after Labor Day through the day before Memorial Day, after 8:00 p.m.;</text> </level> <level label="iii"> <text>from Memorial Day through Labor Day, after 9:00 p.m.; or</text> </level> <level label="iv"> <text>more than:</text> <level label="1"> <text>4 hours on a day when school is in session;</text> </level> <level label="2"> <text>8 hours on a day when school is not in session;</text> </level> <level label="3"> <text>23 hours in a week when school is in session for 5 days; or</text> </level> <level label="4"> <text>40 hours in a week when school is not in session.</text> </level> </level> </level> <level label="2"> <text>The hours of work allowed under paragraph (1)(iv) of this subsection do not include any hours that a minor works in a bona fide work-study or student-learner program while school normally is in session.</text> </level> </level> <level label="b"> <text>The Commissioner may grant to a minor an exception to the restrictions under this section if the Commissioner:</text> <level label="1"> <text>receives the written consent of a parent of the minor or a person standing in the place of the parent; and</text> </level> <level label="2"> <text>determines that:</text> <level label="i"> <text>there will be no hazard to the health or welfare of the minor; and</text> </level> <level label="ii"> <text>granting the exception will not impede the minor in fulfilling school graduation requirements.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-212" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <text>This section does not apply to a minor who:</text> <level label="1"> <text>is a child of the manager, operator, or owner of the business establishment from or to which a check, money, or negotiable instrument is being transported; or</text> </level> <level label="2"> <text>is transporting a check, money, or negotiable instrument that the minor received as payment for merchandise that the minor delivered or for a service that the minor performed.</text> </level> </level> <level label="b"> <level label="1"> <text>A minor may not be employed, between 8:00 p.m. and 8:00 a.m., to transport to or from a business establishment checks, money, or negotiable instruments, including payroll funds or business receipts.</text> </level> <level label="2"> <text>A minor may not be employed, between 8:00 a.m. and 8:00 p.m., to transport to or from a business establishment checks, money, or negotiable instruments that have a value in excess of $100.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-213" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <text>Except as otherwise provided in this subtitle, a minor may not be employed or allowed to work:</text> <level label="1"> <text>in, about, or in connection with the manufacturing of a hazardous substance;</text> </level> <level label="2"> <text>in, about, or in connection with:</text> <level label="i"> <text>a blast furnace;</text> </level> <level label="ii"> <text>a distillery where an alcoholic beverage is manufactured, bottled, wrapped, or packed;</text> </level> <level label="iii"> <text>a railroad;</text> </level> <level label="iv"> <text>an engineer, firefighter, or pilot on a vessel that is engaged in commerce; or</text> </level> <level label="v"> <text>a dock or wharf other than a marina where pleasure vessels are sold or served; or</text> </level> </level> <level label="3"> <text>in, about, or in connection with:</text> <level label="i"> <text>the erection or repair of an electrical wire;</text> </level> <level label="ii"> <text>the cleaning, oiling, or wiping of machinery; or</text> </level> <level label="iii"> <text>an occupation that is prohibited by law.</text> </level> </level> </level> <level label="b"> <text>Except as otherwise provided in this subtitle, a minor under the age of 16 may not be employed or allowed to work:</text> <level label="1"> <text>during the school hours set for that minor;</text> </level> <level label="2"> <text>about or in connection with an acid, dye, gas, lye, or paint;</text> </level> <level label="3"> <text>at, about, or in connection with:</text> <level label="i"> <text>an airport;</text> </level> <level label="ii"> <text>a brickyard;</text> </level> <level label="iii"> <text>a lumberyard;</text> </level> <level label="iv"> <text>a workroom or work site where goods are manufactured or processed;</text> </level> <level label="v"> <text>scaffolding; or</text> </level> <level label="vi"> <text>a vessel when engaged in navigation or commerce; or</text> </level> </level> <level label="4"> <text>in, about, or in connection with:</text> <level label="i"> <text>construction;</text> </level> <level label="ii"> <text>an occupation that causes dust in an injurious quantity;</text> </level> <level label="iii"> <text>a manufacturing occupation;</text> </level> <level label="iv"> <text>a mechanical occupation;</text> </level> <level label="v"> <text>a processing occupation; or</text> </level> <level label="vi"> <text>the adjustment, cleaning, or operation of power-driven machinery except:</text> <level label="1"> <text>an office machine; or</text> </level> <level label="2"> <text>machinery used in a school or government institution as part of vocational training.</text> </level> </level> </level> </level> <level label="c"> <text>The Commissioner may prohibit minors being employed in an occupation if:</text> <level label="1"> <text>after a public hearing, the Commissioner determines that employment in the occupation should be prohibited to minors;</text> </level> <level label="2"> <text>the Commissioner adopts by reference a determination by the United States Secretary of Labor under the federal Fair Labor Standards Act of 1938 that the occupation is hazardous; or</text> </level> <level label="3"> <text>after investigation, the Commissioner determines that the occupation is injurious to:</text> <level label="i"> <text>the health or welfare of minors; or</text> </level> <level label="ii"> <text>the morals of minors under the age of 16 years.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-214" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>Each employer shall keep posted conspicuously in each place where a minor is employed a printed notice of the provisions of this subtitle, in a form that the Commissioner requires.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-215" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <text>After review, the Commissioner may revoke a work permit or special permit if the permit is not issued in accordance with the requirements of the Commissioner.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-216" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <text>A person may not:</text> <level label="1"> <text>interfere with or hinder the performance of any duty of the Commissioner under this subtitle; or</text> </level> <level label="2"> <text>knowingly give false information to the Commissioner.</text> </level> </level> <level label="b"> <text>A person may not knowingly:</text> <level label="1"> <text>employ a minor in violation of a provision of this subtitle; or</text> </level> <level label="2"> <text>allow a minor to be employed in violation of a provision of this subtitle.</text> </level> </level> <level label="c"> <level label="1"> <text>A person who violates any provision of subsection (a) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000 or imprisonment not exceeding 90 days or both.</text> </level> <level label="2"> <text>A person who violates any provision of subsection (b) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $10,000 or imprisonment not exceeding 1 year or both.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-217" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="2" subtitle_name="Employment of Minors"> <level label="a"> <text>The Commissioner may assess a civil penalty against a person who:</text> <level label="1"> <text>violates § 3–216(a) or (b) of this subtitle; or</text> </level> <level label="2"> <text>willfully or repeatedly employs a minor in violation of § 3–213 of this subtitle.</text> </level> </level> <level label="b"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, a civil penalty assessed under subsection (a)(1) of this section may not exceed:</text> <level label="i"> <text>before July 15, 2027, $16,035 for each violation; or</text> </level> <level label="ii"> <text>beginning July 15, 2027, the amount set by the Commissioner under subsection (c) of this section for each violation.</text> </level> </level> <level label="2"> <text>A civil penalty assessed under subsection (a)(2) of this section may not exceed:</text> <level label="i"> <text>before July 15, 2027, $72,876 for each violation; or</text> </level> <level label="ii"> <text>beginning July 15, 2027, the amount set by the Commissioner under subsection (c) of this section for each violation.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>Subject to paragraph (2) of this subsection, beginning January 1, 2027, and each calendar year thereafter, the Commissioner shall increase the maximum penalties in effect under subsection (a) of this section by increasing each civil penalty amount by the percentage increase, if any, in the Consumer Price Index for All Urban Consumers or a successor index published by the federal Bureau of Labor Statistics as necessary to comply with federal law.</text> </level> <level label="2"> <text>The adjustment under paragraph (1) of this subsection shall be effective July 15 each year.</text> </level> </level> <level label="d"> <text>A civil penalty under this section shall be paid into the General Fund of the State.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-301" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <level label="1"> <text>“Employer” means:</text> <level label="i"> <text>a person engaged in a business, industry, profession, trade, or other enterprise in the State;</text> </level> <level label="ii"> <text>the State and its units;</text> </level> <level label="iii"> <text>a county and its units; and</text> </level> <level label="iv"> <text>a municipal government in the State.</text> </level> </level> <level label="2"> <text>“Employer” includes a person who acts directly or indirectly in the interest of another employer with an employee.</text> </level> </level> <level label="c"> <text>“Gender identity” has the meaning stated in § 20–101 of the State Government Article.</text> </level> <level label="d"> <text>“Posting” means a solicitation intended to recruit applicants for a specific available position, including recruitment done directly by an employer or indirectly through a third party.</text> </level> <level label="e"> <level label="1"> <text>“Wage” means all compensation for employment.</text> </level> <level label="2"> <text>“Wage” includes board, lodging, or other advantage provided to an employee for the convenience of the employer.</text> </level> </level> <level label="f"> <text>“Wage range” means the minimum and maximum hourly rate or minimum and maximum salary for a position, set in good faith by reference, to:</text> <level label="1"> <text>any applicable pay scale;</text> </level> <level label="2"> <text>any previously determined minimum and maximum hourly rate or minimum and maximum salary for the position;</text> </level> <level label="3"> <text>the minimum and maximum hourly rate or minimum and maximum salary of an individual holding a comparable position at the time of the posting; or</text> </level> <level label="4"> <text>the budgeted amount for the position.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-302" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <text>This subtitle applies to an employer of both men and women in a lawful enterprise.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-303" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <text>In addition to any powers set forth elsewhere, the Commissioner may:</text> <level label="1"> <text>use informal methods of conference, conciliation, and persuasion to eliminate pay practices that are unlawful under this subtitle; and</text> </level> <level label="2"> <text>supervise the payment of a wage owing to an employee under this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-304" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <text>In this section, “providing less favorable employment opportunities” means:</text> <level label="1"> <text>assigning or directing the employee into a less favorable career track, if career tracks are offered, or position;</text> </level> <level label="2"> <text>failing to provide information about promotions or advancement in the full range of career tracks offered by the employer; or</text> </level> <level label="3"> <text>limiting or depriving an employee of employment opportunities that would otherwise be available to the employee but for the employee’s sex, sexual orientation, or gender identity.</text> </level> </level> <level label="b"> <level label="1"> <text>An employer may not discriminate between employees in any occupation by:</text> <level label="i"> <text>paying a wage to employees at a rate less than the rate paid to other employees if the employees work in the same establishment and perform work of comparable character or work on the same operation, in the same business, or of the same type and the pay difference is based on the race, religious beliefs, sex, gender identity, or sexual orientation of the employees; or</text> </level> <level label="ii"> <text>providing less favorable employment opportunities based on sex, race, religious beliefs, sexual orientation, disability, or gender identity.</text> </level> </level> <level label="2"> <text>For purposes of paragraph (1)(i) of this subsection, an employee shall be deemed to work at the same establishment as another employee if the employees work for the same employer at workplaces located in the same county of the State.</text> </level> </level> <level label="c"> <text>Except as provided in subsection (d) of this section, subsection (b) of this section does not prohibit a variation in a wage that is based on:</text> <level label="1"> <text>a seniority system that does not discriminate on the basis of sex, sexual orientation, or gender identity;</text> </level> <level label="2"> <text>a merit increase system that does not discriminate on the basis of sex, sexual orientation, or gender identity;</text> </level> <level label="3"> <text>jobs that require different abilities or skills;</text> </level> <level label="4"> <text>jobs that require the regular performance of different duties or services;</text> </level> <level label="5"> <text>work that is performed on different shifts or at different times of day;</text> </level> <level label="6"> <text>a system that measures performance based on a quality or quantity of production; or</text> </level> <level label="7"> <text>a bona fide factor other than sex, sexual orientation, or gender identity, including education, training, or experience, in which the factor:</text> <level label="i"> <text>is not based on or derived from a gender–based differential in compensation;</text> </level> <level label="ii"> <text>is job related with respect to the position and consistent with a business necessity; and</text> </level> <level label="iii"> <text>accounts for the entire differential.</text> </level> </level> </level> <level label="d"> <text>This section does not preclude an employee from demonstrating that an employer’s reliance on an exception listed in subsection (c) of this section is a pretext for discrimination on the basis of sex, sexual orientation, gender identity, religious beliefs, race, or disability.</text> </level> <level label="e"> <text>An employer who is paying a wage in violation of this subtitle may not reduce another wage to comply with this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-304.1" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <text>An employer may not:</text> <level label="1"> <text>prohibit an employee from:</text> <level label="i"> <text>inquiring about, discussing, or disclosing the wages of the employee or another employee; or</text> </level> <level label="ii"> <text>requesting that the employer provide a reason for why the employee’s wages are a condition of employment;</text> </level> </level> <level label="2"> <text>require an employee to sign a waiver or any other document that purports to deny the employee the right to disclose or discuss the employee’s wages; or</text> </level> <level label="3"> <text>take any adverse employment action against an employee for:</text> <level label="i"> <text>inquiring about the employee’s wages or another employee’s wages;</text> </level> <level label="ii"> <text>disclosing the employee’s own wages;</text> </level> <level label="iii"> <text>discussing another employee’s wages if those wages have been disclosed voluntarily;</text> </level> <level label="iv"> <text>asking the employer to provide a reason for the employee’s wages; or</text> </level> <level label="v"> <text>aiding or encouraging another employee’s exercise of rights under this section.</text> </level> </level> </level> <level label="b"> <level label="1"> <text>Subject to paragraph (2) of this subsection, an employer may, in a written policy provided to each employee, establish reasonable workday limitations on the time, place, and manner for inquiries about or the discussion or disclosure of employee wages.</text> </level> <level label="2"> <text>A limitation established under paragraph (1) of this subsection shall be consistent with standards adopted by the Commissioner and all other State and federal laws.</text> </level> <level label="3"> <text>Subject to subsection (d) of this section, limitations established under paragraph (1) of this subsection may include prohibiting an employee from discussing or disclosing the wages of another employee without that employee’s prior permission.</text> </level> </level> <level label="c"> <text>Except as provided in subsection (d) of this section, the failure of an employee to adhere to a reasonable limitation included in a written policy under subsection (b) of this section shall be an affirmative defense to a claim made against an employer by the employee under this section if the adverse employment action taken by the employer was for a failure to adhere to the reasonable limitation and not for an inquiry, a discussion, or a disclosure of wages in accordance with the limitation.</text> </level> <level label="d"> <level label="1"> <text>A prohibition established in accordance with subsection (b)(3) of this section against the discussion or disclosure of the wages of another employee without that employee’s prior permission may not apply to instances in which an employee who has access to the wage information of other employees as a part of the employee’s essential job functions if the discussion or disclosure is in response to a complaint or charge or in furtherance of an investigation, a proceeding, a hearing, or an action under this subtitle, including an investigation conducted by the employer.</text> </level> <level label="2"> <text>If an employee who has access to wage information as part of the essential functions of the employee’s job discloses the employee’s own wages or wage information about another employee obtained outside the performance of the essential functions of the employee’s job, the employee shall be entitled to all the protections afforded under this subtitle.</text> </level> </level> <level label="e"> <text>Nothing in this section shall be construed to:</text> <level label="1"> <text>require an employee to disclose the employee’s wages;</text> </level> <level label="2"> <text>diminish employees’ rights to negotiate the terms and conditions of employment under federal, State, or local law;</text> </level> <level label="3"> <text>limit the rights of an employee provided under any other provision of law or collective bargaining agreement;</text> </level> <level label="4"> <text>create an obligation on any employer or employee to disclose wages;</text> </level> <level label="5"> <text>permit an employee, without the written consent of an employer, to disclose proprietary information, trade secret information, or information that is otherwise subject to a legal privilege or protected by law; or</text> </level> <level label="6"> <text>permit an employee to disclose wage information to a competitor of the employer.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-304.2" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <level label="1"> <text>This subsection applies only with respect to a position for work that will be physically performed, at least in part, in the State.</text> </level> <level label="2"> <text>An employer shall:</text> <level label="i"> <text>disclose in each public or internal posting for each position the wage range and a general description of benefits and any other compensation offered for the position; and</text> </level> <level label="ii"> <text>if a public or internal posting for a position was not made available to an applicant for the position, disclose to the applicant the information required to be disclosed in a public or internal posting under item (i) of this paragraph:</text> <level label="1"> <text>before a discussion of compensation is held with the applicant; and</text> </level> <level label="2"> <text>at any other time on request of the applicant.</text> </level> </level> </level> </level> <level label="b"> <text>An employer shall set the wage range disclosed under subsection (a)(2) of this section in good faith.</text> </level> <level label="c"> <level label="1"> <text>The Commissioner shall develop and make available to employers a form that an employer may use to comply with subsection (a) of this section.</text> </level> <level label="2"> <text>An employer may comply with subsection (a) of this section by:</text> <level label="i"> <text>completing the form developed under paragraph (1) of this subsection;</text> </level> <level label="ii"> <text>including the completed form in each public or internal posting for a position; and</text> </level> <level label="iii"> <text>otherwise making the completed form available to applicants as required under subsection (a) of this section.</text> </level> </level> </level> <level label="d"> <level label="1"> <text>An employer may not:</text> <level label="i"> <text>retaliate against or refuse to interview, hire, or employ an applicant for employment or promote or transfer an employee because the applicant or employee:</text> <level label="1"> <text>did not provide wage history;</text> </level> <level label="2"> <text>requested the wage range in accordance with this section; or</text> </level> <level label="3"> <text>exercised any rights under this section; and</text> </level> </level> <level label="ii"> <text>except as provided in paragraph (2) of this subsection:</text> <level label="1"> <text>rely on the wage history of an applicant for employment in screening or considering the applicant for employment or in determining the wages for the applicant; or</text> </level> <level label="2"> <text>seek the wage history for an applicant for employment orally, in writing, or through an employee or an agent or from a current or former employer.</text> </level> </level> </level> <level label="2"> <text>After an employer makes an initial offer of employment with an offer of compensation to an applicant for employment, an employer may:</text> <level label="i"> <text>subject to paragraph (3) of this subsection, rely on the wage history voluntarily provided by the applicant for employment to support a wage offer higher than the initial wage offered by the employer; or</text> </level> <level label="ii"> <text>seek to confirm the wage history voluntarily provided by the applicant for employment to support a wage offer higher than the initial wage offered by the employer.</text> </level> </level> <level label="3"> <text>An employer may rely on wage history under paragraph (2) of this subsection only if the higher wage does not create an unlawful pay differential based on protected characteristics under § 3–304 of this subtitle.</text> </level> </level> <level label="e"> <text>This section may not be construed to prohibit an applicant for employment from sharing wage history with an employer voluntarily.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-305" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <level label="1"> <text>Each employer shall keep each record that the Commissioner requires on:</text> <level label="i"> <text>wages of employees;</text> </level> <level label="ii"> <text>job classifications of employees; and</text> </level> <level label="iii"> <text>other conditions of employment.</text> </level> </level> <level label="2"> <text>Each employer shall keep a record of compliance with § 3–304.2 of this subtitle for each position for at least 3 years after:</text> <level label="i"> <text>the position is filled; or</text> </level> <level label="ii"> <text>if the position is not filled, the position was initially posted.</text> </level> </level> <level label="3"> <text>An employer shall keep the records required under this subsection for the period of time that the Commissioner requires.</text> </level> </level> <level label="b"> <text>On the basis of the records required under this section, an employer shall make each report that the Commissioner requires.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-306" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <text>On request of an employer, the Commissioner shall provide without charge a copy of this subtitle to the employer.</text> </level> <level label="b"> <text>Each employer shall keep posted conspicuously in each place of employment a copy of this subtitle.</text> </level> <level label="c"> <text>The Commissioner, in consultation with the Maryland Commission on Civil Rights, shall develop educational materials and make training available to assist employers in adopting training, policies, and procedures that comply with the requirements of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-306.1" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <text>Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall:</text> <level label="1"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="2"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="b"> <text>The Attorney General may bring an action under this section in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-307" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <level label="1"> <text>If an employer knew or reasonably should have known that the employer’s action violates § 3–304 of this subtitle, an affected employee may bring an action against the employer for injunctive relief and to recover the difference between the wages paid to employees of one sex, sexual orientation, gender identity, religious beliefs, or race, or who have a disability and the wages paid to employees of another sex, sexual orientation, gender identity, religious beliefs, or race, or who do not have a disability who do the same type work and an additional equal amount as liquidated damages.</text> </level> <level label="2"> <text>If an employer knew or reasonably should have known that the employer’s action violates § 3–304.1 of this subtitle, an affected employee may bring an action against the employer for injunctive relief and to recover actual damages and an additional equal amount as liquidated damages.</text> </level> <level label="3"> <text>An employee may bring an action on behalf of the employee and other employees similarly affected.</text> </level> </level> <level label="b"> <text>On the written request of an employee who is entitled to bring an action under this section, the Commissioner may:</text> <level label="1"> <text>take an assignment of the claim in trust for the employee;</text> </level> <level label="2"> <text>ask the Attorney General to bring an action in accordance with this section on behalf of the employee; and</text> </level> <level label="3"> <text>consolidate 2 or more claims against an employer.</text> </level> </level> <level label="c"> <text>An action under this section shall be filed within 3 years after the employee receives from the employer the wages paid on the termination of employment under § 3–505(a) of this title.</text> </level> <level label="d"> <text>The agreement of an employee to work for less than the wage to which the employee is entitled under this subtitle is not a defense to an action under this section.</text> </level> <level label="e"> <text>If a court determines that an employee is entitled to judgment in an action under this section, the court shall allow against the employer reasonable counsel fees and other costs of the action, as well as prejudgment interest in accordance with the Maryland Rules.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-308" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <text>An employer may not:</text> <level label="1"> <text>willfully violate any provision of this subtitle;</text> </level> <level label="2"> <text>refuse entry to the Commissioner or an authorized representative of the Commissioner into a place of employment that the Commissioner is authorized under this subtitle to inspect; or</text> </level> <level label="3"> <text>violate § 3–304.2 of this subtitle.</text> </level> </level> <level label="b"> <text>The Commissioner may bring an action for injunctive relief and damages against a person who violates subsection (a)(1) of this section.</text> </level> <level label="c"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, an employer who violates any provision of subsection (a)(2) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $300.</text> </level> <level label="2"> <level label="i"> <text>This paragraph does not apply to a violation of § 3–304.2 of this subtitle.</text> </level> <level label="ii"> <text>If an employer is found to have violated this subtitle two or more times within a 3–year period, the Commissioner or a court may require the employer to pay a civil penalty equal to 10% of the amount of damages owed by the employer.</text> </level> <level label="iii"> <text>Each civil penalty assessed under this paragraph shall be paid to the General Fund of the State to offset the cost of enforcing this subtitle.</text> </level> </level> </level> <level label="d"> <level label="1"> <text>If the Commissioner determines that an employer has violated § 3–304.2 of this subtitle, the Commissioner:</text> <level label="i"> <text>shall issue an order compelling compliance; and</text> </level> <level label="ii"> <text>may, in the Commissioner’s discretion:</text> <level label="1"> <text>for a first violation, issue a letter to the employer compelling compliance;</text> </level> <level label="2"> <text>for a second violation, assess a civil penalty of up to $300 for each employee or applicant for employment for whom the employer is not in compliance; or</text> </level> <level label="3"> <text>for each subsequent violation, assess a civil penalty of up to $600 for each employee or applicant for employment for whom the employer is not in compliance if the violation occurred within 3 years after a previous determination that a violation had occurred.</text> </level> </level> </level> <level label="2"> <text>In determining the amount of the penalty, if assessed, the Commissioner shall consider:</text> <level label="i"> <text>the gravity of the violation;</text> </level> <level label="ii"> <text>the size of the employer’s business;</text> </level> <level label="iii"> <text>the employer’s good faith; and</text> </level> <level label="iv"> <text>the employer’s history of violations under this subtitle.</text> </level> </level> <level label="3"> <text>If the Commissioner assesses a penalty under paragraph (1)(ii) of this subsection, the penalty shall be subject to the notice and hearing requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-309" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="3" subtitle_name="Equal Pay for Equal Work"> <level label="a"> <text>In this section, “Commission” means the Equal Pay Commission.</text> </level> <level label="b"> <text>There is an Equal Pay Commission in the Division of Labor and Industry.</text> </level> <level label="c"> <text>The Commission consists of the following members:</text> <level label="1"> <text>the Secretary of Labor, or the Secretary’s designee;</text> </level> <level label="2"> <text>the Commissioner, or the Commissioner’s designee;</text> </level> <level label="3"> <text>the Executive Director of the Commission on Civil Rights, or the Executive Director’s designee; and</text> </level> <level label="4"> <text>the following members, appointed by the Governor:</text> <level label="i"> <text>three representatives of business in the State who have been nominated by State business organizations and business trade associations;</text> </level> <level label="ii"> <text>two representatives of labor organizations who have been nominated by labor federations;</text> </level> <level label="iii"> <text>two representatives of organizations:</text> <level label="1"> <text>whose objectives include the elimination of pay disparities between individuals of one sex or gender identity and minorities and nonminorities; and</text> </level> <level label="2"> <text>who have undertaken advocacy, educational, or legislative initiatives in pursuit of those objectives; and</text> </level> </level> <level label="iv"> <text>three representatives of higher education or research institutions:</text> <level label="1"> <text>who have experience and expertise in the collection and analysis of data concerning pay disparities; and</text> </level> <level label="2"> <text>whose research has been used in efforts to promote the elimination of those disparities.</text> </level> </level> </level> </level> <level label="d"> <text>To the extent practicable, the composition of the Commission shall reflect the race, gender, and geographic diversity of the population of the State.</text> </level> <level label="e"> <level label="1"> <text>The term of a member appointed by the Governor is 4 years.</text> </level> <level label="2"> <text>The terms of the members are staggered as required by the terms provided for the members of the Commission on June 1, 2016.</text> </level> <level label="3"> <text>At the end of a term, a member continues to serve until a successor is appointed and qualifies.</text> </level> <level label="4"> <text>A member who is appointed after a term has begun serves only for the rest of the term and until a successor is appointed and qualifies.</text> </level> </level> <level label="f"> <text>The Governor shall designate the chair of the Commission.</text> </level> <level label="g"> <text>A member of the Commission:</text> <level label="1"> <text>may not receive compensation; but</text> </level> <level label="2"> <text>is entitled to reimbursement for expenses under the Standard State Travel Regulations, as provided in the State budget.</text> </level> </level> <level label="h"> <text>The Commission shall:</text> <level label="1"> <text>continually evaluate the extent of wage disparities in the public and private sectors in the State between individuals of one race, sex, or gender identity and individuals of another race, sex, or gender identity, based on all available data;</text> </level> <level label="2"> <text>establish a mechanism for the Commissioner to collect data from employers in the State to assist the Commission in its efforts to evaluate the disparities listed in item (1) of this subsection;</text> </level> <level label="3"> <text>develop a comprehensive strategy to determine and recommend best practices regarding equal pay for equal work to individuals, employers, and policymakers;</text> </level> <level label="4"> <text>study and make recommendations regarding whether and to what extent administrative and legal processes and remedies can be streamlined and harmonized across this subtitle and other employment antidiscrimination laws;</text> </level> <level label="5"> <text>develop partnerships with private sector entities and other public sector entities to identify:</text> <level label="i"> <text>methods of developing a data collection mechanism;</text> </level> <level label="ii"> <text>effective methods of outreach through which the Commission may raise the awareness of employers about the provisions of this subtitle; and</text> </level> <level label="iii"> <text>potential funding sources to help the Division of Labor and Industry absorb costs associated with staffing the Commission and implementing the Commission’s charge; and</text> </level> </level> <level label="6"> <text>share data and findings with the Commissioner to assist in enforcement actions under this subtitle.</text> </level> </level> <level label="i"> <text>On or before December 15, 2017, and on or before December 15 of each year thereafter, the Commission shall submit a report to the Governor and, in accordance with § 2–1257 of the State Government Article, the Senate Finance Committee and the House Economic Matters Committee regarding any findings and recommendations, including any recommended legislation.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-401" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Employer” includes a person who acts directly or indirectly in the interest of another employer with an employee.</text> </level> <level label="c"> <text>“Federal Act” means the federal Fair Labor Standards Act of 1938.</text> </level> <level label="d"> <text>“Wage” means all compensation that is due to an employee for employment.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-402" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>The General Assembly finds that wages in some occupations in the State have been insufficient to provide adequate maintenance and to protect health.</text> </level> <level label="b"> <text>The purpose of this subtitle is to set minimum wage standards in the State to:</text> <level label="1"> <text>provide a maintenance level that is consistent with the needs of the population for their efficiency, general well-being, and health;</text> </level> <level label="2"> <text>safeguard employers and employees against unfair competition;</text> </level> <level label="3"> <text>increase the stability of industry;</text> </level> <level label="4"> <text>increase the buying power of employees; and</text> </level> <level label="5"> <text>decrease the need to spend public money for the relief of employees.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-403" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <text>This subtitle does not apply to an individual who:</text> <level label="1"> <text>is employed in a capacity that the Commissioner defines, by regulation, to be administrative, executive, or professional;</text> </level> <level label="2"> <text>is employed in a nonadministrative capacity at an organized camp, including a resident or day camp;</text> </level> <level label="3"> <text>is under the age of 16 years and is employed no more than 20 hours in a week;</text> </level> <level label="4"> <text>is employed as an outside salesman;</text> </level> <level label="5"> <text>is compensated on a commission basis;</text> </level> <level label="6"> <text>is a child, parent, spouse, or other member of the immediate family of the employer;</text> </level> <level label="7"> <text>is employed in a drive–in theater;</text> </level> <level label="8"> <text>is employed as part of the training in a special education program for emotionally, mentally, or physically handicapped students under a public school system;</text> </level> <level label="9"> <text>is employed by an employer who is engaged in canning, freezing, packing, or first processing of perishable or seasonal fresh fruits, vegetables, or horticultural commodities, poultry, or seafood;</text> </level> <level label="10"> <text>engages in the activities of a charitable, educational, nonprofit, or religious organization if:</text> <level label="i"> <text>the service is provided gratuitously; and</text> </level> <level label="ii"> <text>there is, in fact, no employer–employee relationship;</text> </level> </level> <level label="11"> <text>is employed in a cafe, drive–in, drugstore, restaurant, tavern, or other similar establishment that:</text> <level label="i"> <text>sells food and drink for consumption on the premises; and</text> </level> <level label="ii"> <text>has an annual gross income of $400,000 or less;</text> </level> </level> <level label="12"> <text>is employed in agriculture if, during each quarter of the preceding calendar year, the employer used no more than 500 agricultural–worker days;</text> </level> <level label="13"> <text>is engaged principally in the range production of livestock;</text> </level> <level label="14"> <text>is employed as a hand–harvest laborer and is paid on a piece–rate basis in an operation that, in the region of employment, has been and customarily and generally is recognized as having been paid on that basis, if:</text> <level label="i"> <text>the individual:</text> <level label="1"> <text>commutes daily from the permanent residence of the individual to the farm where the individual is employed; and</text> </level> <level label="2"> <text>during the preceding calendar year, was employed in agriculture less than 13 weeks; or</text> </level> </level> <level label="ii"> <text>the individual:</text> <level label="1"> <text>is under the age of 17;</text> </level> <level label="2"> <text>is employed on the same farm as a parent of the individual or a person standing in the place of the parent; and</text> </level> <level label="3"> <text>is paid at the same rate that an employee who is at least 17 years old is paid on the same farm;</text> </level> </level> </level> <level label="15"> <text>is a covered employee under the Secure Maryland Wage Act; or</text> </level> <level label="16"> <level label="i"> <text>has entered into a contract to play baseball at the minor league level; and</text> </level> <level label="ii"> <text>is compensated in accordance with the terms of a collective bargaining agreement that expressly states the wages and working conditions of employees.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-404" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <text>This subtitle does not diminish:</text> <level label="1"> <text>the right of employees to bargain collectively with their employers through representatives whom the employees choose to establish wages or other conditions of employment in excess of the applicable minimum under this subtitle; or</text> </level> <level label="2"> <text>a right of an employee that is granted under the federal Act.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-405" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <text>An agreement to work for less than the wage required under this subtitle is void.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-408" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>The Commissioner may ascertain what wage is paid in any occupation in the State.</text> </level> <level label="b"> <level label="1"> <text>In an investigation under this subtitle, the Commissioner shall try to negotiate with an employer to obtain the testimony or documentary evidence that is needed to determine whether a violation exists.</text> </level> <level label="2"> <text>If the Commissioner is unable to obtain evidence by negotiation, the Commissioner may issue a subpoena for the attendance of a witness to testify or the production of documentary evidence that relates to the subject matter of the complaint.</text> </level> <level label="3"> <text>Each application for a subpoena under this subsection shall:</text> <level label="i"> <text>be under oath; and</text> </level> <level label="ii"> <text>describe in detail:</text> <level label="1"> <text>the nature, purpose, and scope of the investigation;</text> </level> <level label="2"> <text>each witness to be subpoenaed; and</text> </level> <level label="3"> <text>each record to be inspected.</text> </level> </level> </level> <level label="4"> <text>A subpoena may not be issued unless the application is approved by the Attorney General as to form and substance.</text> </level> <level label="5"> <text>If a person fails to comply with a subpoena issued under this subsection, on a complaint filed by the Commissioner, a circuit court may compel compliance with the subpoena.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-410" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <text>In addition to any regulation specifically required by this subtitle, regulations that the Commissioner adopts to carry out this subtitle may include:</text> <level label="1"> <text>definitions of the terms “administrative capacity”, “executive capacity”, “professional capacity”, and “outside salesman”;</text> </level> <level label="2"> <text>a scale of wages that is suitable for learners and apprentices but is at least 80% of the minimum wage under this subtitle; and</text> </level> <level label="3"> <text>a wage for a special case or class of case if the Commissioner finds the wage appropriate to:</text> <level label="i"> <text>avoid undue hardship;</text> </level> <level label="ii"> <text>prevent the curtailment of employment opportunity; and</text> </level> <level label="iii"> <text>safeguard the minimum wage under this subtitle.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-413" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Employer” includes a governmental unit.</text> </level> <level label="3"> <text>“Small employer” means an employer that employs 14 or fewer employees.</text> </level> </level> <level label="b"> <text>Except as provided in subsection (d) of this section and § 3–414 of this subtitle, each employer shall pay:</text> <level label="1"> <text>to each employee who is subject to both the federal Act and this subtitle, at least the greater of:</text> <level label="i"> <text>the minimum wage for that employee under the federal Act; or</text> </level> <level label="ii"> <text>the State minimum wage set under subsection (c) of this section; and</text> </level> </level> <level label="2"> <text>to each other employee who is subject to this subtitle, at least the greater of:</text> <level label="i"> <text>the highest minimum wage under the federal Act; or</text> </level> <level label="ii"> <text>the State minimum wage set under subsection (c) of this section.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, the State minimum wage rate is:</text> <level label="i"> <text>for the 12–month period beginning January 1, 2023, $13.25 per hour; and</text> </level> <level label="ii"> <text>beginning January 1, 2024, $15.00 per hour.</text> </level> </level> <level label="2"> <text>The State minimum wage rate for a small employer is:</text> <level label="i"> <text>for the 12–month period beginning January 1, 2023, $12.80 per hour; and</text> </level> <level label="ii"> <text>beginning January 1, 2024, $15.00 per hour.</text> </level> </level> </level> <level label="d"> <text>An employer may pay an employee a wage that equals a rate of 85% of the State minimum wage established under this section if the employee is under the age of 18 years.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-414" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>In this section, “federal certificate” means a certificate that the United States Department of Labor issues to a work activities center or other sheltered workshop to allow the workshop to pay an individual less than the wage otherwise required for that individual under the federal Act.</text> </level> <level label="b"> <level label="1"> <text>Beginning October 1, 2020, the Commissioner may not authorize a work activities center or other sheltered workshop to pay an employee with a disability less than the minimum wage otherwise required under this subtitle for the employee.</text> </level> <level label="2"> <text>Beginning October 1, 2020, a work activities center or workshop may pay an employee with a disability less than the federal prevailing wage of pay to the extent authorized by federal law if the work activities center or other sheltered workshop:</text> <level label="i"> <text>was authorized by the Commissioner before October 1, 2016, to pay an employee with a disability less than the minimum wage that was otherwise required under this subtitle for the employee through the acceptance of a federal certificate; and</text> </level> <level label="ii"> <text>the work activities center or workshop maintains the federal certificate.</text> </level> </level> </level> <level label="c"> <text>The Commissioner shall accept a federal certificate if a work activities center or other sheltered workshop submits that certificate to the Commissioner within 10 days after the workshop receives the certificate.</text> </level> <level label="d"> <level label="1"> <text>Each certificate that the Commissioner issues under this section shall state the period for which the certificate is in effect.</text> </level> <level label="2"> <text>The acceptance of a federal certificate does not apply automatically to an individual whom a work activities center or other sheltered workshop continues to employ after the individual completes a training program that the workshop runs.</text> </level> </level> <level label="e"> <level label="1"> <text>The Commissioner may revoke acceptance of a federal certificate if:</text> <level label="i"> <text>the United States Department of Labor revokes the federal certificate; or</text> </level> <level label="ii"> <text>at any time before revocation by the Department of Labor and after an investigation and hearing, the Commissioner finds good cause to revoke the acceptance.</text> </level> </level> <level label="2"> <text>The Commissioner shall send notice of a hearing under this subsection, by certified mail, to the holder of the federal certificate at least 30 days before the hearing.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-415" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>Except as otherwise provided in this section, each employer shall pay an overtime wage of at least 1.5 times the usual hourly wage, computed in accordance with § 3–420 of this subtitle.</text> </level> <level label="b"> <text>This section does not apply to an employer that is:</text> <level label="1"> <text>subject to 49 U.S.C. § 10501;</text> </level> <level label="2"> <text>a nonprofit concert promoter, legitimate theater, music festival, music pavilion, or theatrical show; or</text> </level> <level label="3"> <text>an amusement or recreational establishment, including a swimming pool, if the establishment:</text> <level label="i"> <text>operates for no more than 7 months in a calendar year; or</text> </level> <level label="ii"> <text>for any 6 months during the preceding calendar year, has average receipts that do not exceed one–third of the average receipts for the other 6 months.</text> </level> </level> </level> <level label="c"> <text>This section does not apply to an employer with respect to:</text> <level label="1"> <text>an employee for whom the United States Secretary of Transportation may set qualifications and maximum hours of service under 49 U.S.C. § 31502;</text> </level> <level label="2"> <text>a mechanic, partsperson, or salesperson who primarily sells or services automobiles, farm equipment, trailers, or trucks, if the employer is engaged primarily in selling those vehicles to ultimate buyers and is not a manufacturer;</text> </level> <level label="3"> <text>a driver if the employer is engaged in the business of operating taxicabs; or</text> </level> <level label="4"> <text>unless a collective bargaining agreement between an employer and a labor organization provides otherwise, an employee of the employer if:</text> <level label="i"> <text>the employer is subject to Title II of the federal Railway Labor Act;</text> </level> <level label="ii"> <text>the employer does not require the employee to work more than 40 hours during 1 workweek; and</text> </level> <level label="iii"> <text>the employee voluntarily enters into an agreement with another employee to trade scheduled work hours and as a result the employee works more than 40 hours during a single workweek.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-416" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>This section applies:</text> <level label="1"> <text>to a project undertaken by an investor–owned electric company or gas and electric company that:</text> <level label="i"> <text>involves the construction, reconstruction, installation, demolition, restoration, or alteration of any electric infrastructure of the company, and any related traffic control activities; and</text> </level> <level label="ii"> <text>is funded by federal funds to meet the State’s policy goals for electric system planning under Title 7, Subtitle 8 of the Public Utilities Article, including funds made available under the federal Infrastructure Investment and Jobs Act or the federal Inflation Reduction Act; and</text> </level> </level> <level label="2"> <text>only to the portion of the project supported by the federal funds.</text> </level> </level> <level label="b"> <text>An investor–owned electric company or gas and electric company shall require a contractor or subcontractor on a project described in subsection (a) of this section to:</text> <level label="1"> <text>pay the area prevailing wage for each trade employed, including wages and fringe benefits;</text> </level> <level label="2"> <text>offer health care and retirement benefits to the employees working on the project;</text> </level> <level label="3"> <text>participate in an apprenticeship program registered with the State for each trade employed on the project;</text> </level> <level label="4"> <text>establish and execute a plan for outreach, recruitment, and retention of State residents to perform work on the project, with an aspirational goal of 25% of total work hours performed by Maryland residents, including residents who are:</text> <level label="i"> <text>returning citizens;</text> </level> <level label="ii"> <text>women;</text> </level> <level label="iii"> <text>minority individuals; or</text> </level> <level label="iv"> <text>veterans;</text> </level> </level> <level label="5"> <text>have been in compliance with federal and State wage and hour laws for the previous 3 years;</text> </level> <level label="6"> <text>be subject to all State reporting and compliance requirements; and</text> </level> <level label="7"> <text>maintain all appropriate licenses in good standing.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-418" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>In this section, “board, lodging, or other advantage” means a facility or service that an employer customarily provides to an employee.</text> </level> <level label="b"> <text>Unless a collective bargaining agreement excludes board, lodging, or other advantage from the wage of an employee, an employer may include, as part of the wage, the cost that the employer incurs in providing the advantage to the employee.</text> </level> <level label="c"> <text>An employer shall compute the cost of board, lodging, or other advantage in accordance with the regulations that the Commissioner adopts.</text> </level> <level label="d"> <text>The Commissioner may provide, by regulation, for computation of the cost of board, lodging, or other advantage on the basis of:</text> <level label="1"> <text>the actual cost; or</text> </level> <level label="2"> <text>the reasonable cost of the board, lodging, or other advantage for a defined class of employees and in a defined area, based on:</text> <level label="i"> <text>the average cost to the employer or groups of employers who are situated similarly;</text> </level> <level label="ii"> <text>the average value to groups of employees; or</text> </level> <level label="iii"> <text>any other appropriate measure of fair value.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-419" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <level label="1"> <text>Except as provided in § 3–1604(d) of this title, this section applies to each employee who:</text> <level label="i"> <text>is engaged in an occupation in which the employee customarily and regularly receives more than $30 each month in tips;</text> </level> <level label="ii"> <text>has been informed by the employer about the provisions of this section; and</text> </level> <level label="iii"> <text>has kept all of the tips that the employee received.</text> </level> </level> <level label="2"> <text>Notwithstanding paragraph (1)(iii) of this subsection, this section does not prohibit the pooling of tips.</text> </level> </level> <level label="b"> <text>Subject to the limitations in this section, an employer may include, as part of the wage of an employee to whom this section applies:</text> <level label="1"> <text>an amount that the employer sets to represent the tips of the employee; or</text> </level> <level label="2"> <text>if the employee or representative of the employee satisfies the Commissioner that the employee received a lesser amount in tips, the lesser amount.</text> </level> </level> <level label="c"> <text>The tip credit amount that the employer may include under subsection (b) of this section may not exceed the minimum wage established under § 3–413 of this subtitle for the employee less $3.63.</text> </level> <level label="d"> <level label="1"> <text>The Commissioner shall adopt regulations, in consultation with payroll service providers and restaurant industry trade group representatives, to require restaurant employers that include a tip credit as part of the wage of an employee to provide tipped employees with a written or electronic wage statement for each pay period that shows the effective hourly tip rate as derived from employer–paid cash wages plus all reported tips for tip credit hours worked each workweek of the pay period.</text> </level> <level label="2"> <text>The Commissioner shall provide notification of the tip credit wage statement regulations on the Department’s website.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-420" future_version_removed="true" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>Except as otherwise provided in this section, an employer shall compute the wage for overtime under § 3–415 of this subtitle on the basis of each hour over 40 hours that an employee works during 1 workweek.</text> </level> <level label="b"> <text>Notwithstanding § 3–415(b)(2) of this subtitle, an employer that is not a nonprofit organization and is a concert promoter, legitimate theater, music festival, music pavilion, or theatrical show shall pay overtime for a craft or trade employee as required in subsection (a) of this section.</text> </level> <level label="c"> <text>The wage for overtime may be computed on the basis of each hour over 60 hours that an employee works during 1 workweek for an employee who:</text> <level label="1"> <text>is engaged in agriculture; and</text> </level> <level label="2"> <text>is exempt from the overtime provisions of the federal Act.</text> </level> </level> <level label="d"> <text>The wage for overtime may be computed on the basis of each hour over 48 hours that an employee works during 1 workweek:</text> <level label="1"> <text>for an employee of a bowling establishment; and</text> </level> <level label="2"> <text>for an employee of an institution that:</text> <level label="i"> <text>is not a hospital; but</text> </level> <level label="ii"> <text>is engaged primarily in the care of individuals who:</text> <level label="1"> <text>are aged, intellectually disabled, or sick or have a mental disorder; and</text> </level> <level label="2"> <text>reside at the institution.</text> </level> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-421" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>In this section, “nurse” means a licensed practical nurse or a registered nurse as defined in § 8-101 of the Health Occupations Article.</text> </level> <level label="b"> <text>Except as provided in subsections (c) and (d) of this section, an employer may not require a nurse to work more than the regularly scheduled hours according to the predetermined work schedule.</text> </level> <level label="c"> <text>A nurse may be required to work overtime if:</text> <level label="1"> <text>the work is a consequence of an emergency situation which could not have been reasonably anticipated;</text> </level> <level label="2"> <text>the emergency situation is nonrecurring and is not caused by or aggravated by the employer’s inattention or lack of reasonable contingency planning;</text> </level> <level label="3"> <text>the employer has exhausted all good faith, reasonable attempts to obtain voluntary workers during the succeeding shifts;</text> </level> <level label="4"> <text>the nurse has critical skills and expertise that are required for the work;</text> </level> <level label="5"> <text>the standard of care for a patient assignment requires continuity of care through completion of a case, treatment, or procedure; and</text> </level> <level label="6"> <level label="i"> <text>the employer has informed the nurse of the basis for the employer’s direction; and</text> </level> <level label="ii"> <text>that basis satisfies the other requirements for mandatory overtime listed under this subsection.</text> </level> </level> </level> <level label="d"> <text>In addition to the provisions of subsection (c) of this section, a nurse may be required to work overtime if:</text> <level label="1"> <text>a condition of employment includes on-call rotation; or</text> </level> <level label="2"> <text>the nurse works in community-based care.</text> </level> </level> <level label="e"> <text>This section may not be construed to prohibit a nurse from voluntarily agreeing to work more than the number of scheduled hours provided in this section.</text> </level> <level label="f"> <level label="1"> <text>Except as provided in subsections (c) and (d) of this section, a nurse may not be considered responsible for the care of a patient beyond the nurse’s predetermined work schedule if the nurse:</text> <level label="i"> <text>has notified another appropriate nurse of the patient’s status; and</text> </level> <level label="ii"> <text>has transferred responsibility for the patient’s care to another appropriate nurse or properly designated individual.</text> </level> </level> <level label="2"> <text>The employer shall exhaust all good faith, reasonable attempts to ensure that appropriate staff is available to accept responsibility for a patient’s care beyond a nurse’s predetermined work schedule.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-423" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>On request by an employer, the Commissioner shall provide without charge a copy of any summary or regulation to the employer.</text> </level> <level label="b"> <text>Each employer shall keep posted conspicuously in each place of employment:</text> <level label="1"> <text>a summary of this subtitle that the Commissioner approves; and</text> </level> <level label="2"> <text>a copy or summary of each regulation that is adopted to carry out this subtitle.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-424" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <text>Each employer shall keep, for at least 3 years, in or about the place of employment, a record of:</text> <level label="1"> <text>the name, address, and occupation of each employee;</text> </level> <level label="2"> <text>the rate of pay of each employee;</text> </level> <level label="3"> <text>the amount that is paid each pay period to each employee;</text> </level> <level label="4"> <text>the hours that each employee works each day and workweek; and</text> </level> <level label="5"> <text>other information that the Commissioner requires, by regulation, as reasonable to enforce this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-425" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>The Commissioner shall enter a place of employment to:</text> <level label="1"> <text>question employees to determine whether an employer has been and is complying with this subtitle and regulations adopted to carry out this subtitle;</text> </level> <level label="2"> <text>inspect and copy each record that an employer keeps on wages and hours of employees; and</text> </level> <level label="3"> <text>require each employer:</text> <level label="i"> <text>to attest to the truthfulness of each record that is copied and to sign the copy; or</text> </level> <level label="ii"> <text>at the option of the employer, to submit a complete, written statement about the wages, hours, name, and address of each employee, on forms that the Commissioner provides or approves.</text> </level> </level> </level> <level label="b"> <text>Each record or statement that the Commissioner or an authorized representative of the Commissioner obtains under subsection (a) of this section is confidential and may be shown only to the Commissioner, a court, or a member of the Committee.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-426" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <level label="1"> <text>A person aggrieved by a regulation or order to pay wages that the Commissioner adopts under this subtitle may file a complaint in circuit court for the county within 60 days after the date of publication of the regulation or order to pay wages to have it modified or set aside.</text> </level> <level label="2"> <text>A copy of the complaint shall be served on the Commissioner.</text> </level> </level> <level label="b"> <text>Unless the court specifically orders otherwise, the commencement of proceedings under this section may not operate as a stay of the regulation or order to pay wages.</text> </level> <level label="c"> <level label="1"> <text>The court shall determine whether a regulation or order to pay wages is in accordance with law.</text> </level> <level label="2"> <text>If a finding of fact is supported by substantial evidence, the finding is conclusive.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-427" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>If an employer pays an employee less than the wage required under this subtitle, the employee may bring an action against the employer to recover:</text> <level label="1"> <text>the difference between the wage paid to the employee and the wage required under this subtitle;</text> </level> <level label="2"> <text>an additional amount equal to the difference between the wage paid to the employee and the wage required under this subtitle as liquidated damages; and</text> </level> <level label="3"> <text>counsel fees and other costs.</text> </level> </level> <level label="b"> <text>On the written request of an employee who is entitled to bring an action under this section, the Commissioner may:</text> <level label="1"> <text>take an assignment of the claim in trust for the employee;</text> </level> <level label="2"> <text>ask the Attorney General to bring an action in accordance with this section on behalf of the employee; and</text> </level> <level label="3"> <text>consolidate 2 or more claims against an employer.</text> </level> </level> <level label="c"> <text>The agreement of an employee to work for less than the wage to which the employee is entitled under this subtitle is not a defense to an action under this section.</text> </level> <level label="d"> <level label="1"> <text>If a court determines that an employee is entitled to recovery in an action under this section, the court shall award to the employee:</text> <level label="i"> <text>the difference between the wage paid to the employee and the wage required under this subtitle;</text> </level> <level label="ii"> <text>except as provided in paragraph (2) of this subsection, an additional amount equal to the difference between the wage paid to the employee and the wage required under this subtitle as liquidated damages; and</text> </level> <level label="iii"> <text>reasonable counsel fees and other costs.</text> </level> </level> <level label="2"> <text>If an employer shows to the satisfaction of the court that the employer acted in good faith and reasonably believed that the wages paid to the employee were not less than the wage required under this subtitle, the court shall:</text> <level label="i"> <text>determine that liquidated damages should not be awarded; or</text> </level> <level label="ii"> <text>award, as liquidated damages, any amount less than the amount specified in paragraph (1)(ii) of this subsection.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-428" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <level label="a"> <text>An employer may not pay or agree to pay less than the wage required under this subtitle.</text> </level> <level label="b"> <text>A person who violates this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-431" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="4" subtitle_name="Wages and Hours"> <text>This subtitle may be cited as the Maryland Wage and Hour Law.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-501" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Employer” includes any person who employs an individual in the State or a successor of the person.</text> </level> <level label="c"> <level label="1"> <text>“Wage” means all compensation that is due to an employee for employment.</text> </level> <level label="2"> <text>“Wage” includes:</text> <level label="i"> <text>a bonus;</text> </level> <level label="ii"> <text>a commission;</text> </level> <level label="iii"> <text>a fringe benefit;</text> </level> <level label="iv"> <text>overtime wages; or</text> </level> <level label="v"> <text>any other remuneration promised for service.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-502" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <level label="1"> <text>Each employer:</text> <level label="i"> <text>shall set regular pay periods; and</text> </level> <level label="ii"> <text>except as provided in paragraph (2) of this subsection, shall pay each employee at least once in every 2 weeks or twice in each month.</text> </level> </level> <level label="2"> <text>An employer may pay an administrative, executive, or professional employee less frequently than required under paragraph (1)(ii) of this subsection.</text> </level> </level> <level label="b"> <text>If the regular payday of an employee is a nonworkday, an employer shall pay the employee on the preceding workday.</text> </level> <level label="c"> <text>Each employer shall pay a wage:</text> <level label="1"> <text>in United States currency; or</text> </level> <level label="2"> <text>by a check that, on demand, is convertible at face value into United States currency.</text> </level> </level> <level label="d"> <level label="1"> <text>In this subsection, “employer” includes a governmental unit.</text> </level> <level label="2"> <text>An employer may not print or cause to be printed an employee’s Social Security number on the employee’s wage payment check, an attachment to an employee’s wage payment check, a notice of direct deposit of an employee’s wage, or a notice of credit of an employee’s wage to a debit card or card account.</text> </level> </level> <level label="e"> <text>This section does not prohibit the:</text> <level label="1"> <text>direct deposit of the wage of an employee into a personal bank account of the employee in accordance with an authorization of the employee; or</text> </level> <level label="2"> <text>credit of the wage of an employee to a debit card or card account from which the employee is able to access the funds through withdrawal, purchase, or transfer if:</text> <level label="i"> <text>authorized by the employee; and</text> </level> <level label="ii"> <text>any fees applicable to the debit card or card account are disclosed to the employee in writing in at least 12 point font.</text> </level> </level> </level> <level label="f"> <text>An agreement to work for less than the wage required under this subtitle is void.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-503" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <text>An employer may not make a deduction from the wage of an employee unless the deduction is:</text> <level label="1"> <text>ordered by a court of competent jurisdiction;</text> </level> <level label="2"> <text>authorized expressly in writing by the employee;</text> </level> <level label="3"> <text>allowed by the Commissioner because the employee has received full consideration for the deduction; or</text> </level> <level label="4"> <text>otherwise made in accordance with any law or any rule or regulation issued by a governmental unit.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-504" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>An employer shall give to each employee:</text> <level label="1"> <text>at the time of hiring, written notice of:</text> <level label="i"> <text>the rate of pay of the employee;</text> </level> <level label="ii"> <text>the regular paydays that the employer sets; and</text> </level> <level label="iii"> <text>leave benefits;</text> </level> </level> <level label="2"> <text>for each pay period, a written statement on the physical pay stub or the online pay statement that includes:</text> <level label="i"> <text>the employer’s name registered with the State, address, and telephone number;</text> </level> <level label="ii"> <text>the date of payment and the beginning and ending dates of the pay period for which the payment is made;</text> </level> <level label="iii"> <text>unless the employee is exempt from overtime under federal and State law, the number of hours worked during the pay period;</text> </level> <level label="iv"> <text>the rates of pay;</text> </level> <level label="v"> <text>the gross and net pay earned during the pay period;</text> </level> <level label="vi"> <text>the amount and name of all deductions;</text> </level> <level label="vii"> <text>a list of additional bases of pay, including bonuses, commissions on sales, or other bases; and</text> </level> <level label="viii"> <text>for each employee paid at a piece rate, the applicable piece rates of pay and the number of pieces completed at each piece rate; and</text> </level> </level> <level label="3"> <text>at least 1 pay period in advance, notice of any change in a payday or wage.</text> </level> </level> <level label="b"> <text>This section does not prohibit an employer from increasing a wage without advance notice.</text> </level> <level label="c"> <text>The Commissioner shall create and make available to an employer at no charge a pay stub template that may be used by the employer to comply with this section.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-505" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>Except as provided in subsection (b) of this section, each employer shall pay an employee or the authorized representative of an employee all wages due for work that the employee performed before the termination of employment, on or before the day on which the employee would have been paid the wages if the employment had not been terminated.</text> </level> <level label="b"> <text>An employer is not required to pay accrued leave to an employee if:</text> <level label="1"> <text>the employer has a written policy that limits the compensation of accrued leave to employees;</text> </level> <level label="2"> <text>the employer notified the employee of the employer’s leave benefits in accordance with § 3–504(a)(1) of this subtitle; and</text> </level> <level label="3"> <text>the employee is not entitled to payment for accrued leave at termination under the terms of the employer’s written policy.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-506" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <text>To collect wages that employers unlawfully withhold, the Commissioner may enter into a reciprocal agreement with a labor department or other similar unit that has jurisdiction in another state over wage collection.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-507" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>Whenever the Commissioner determines that this subtitle has been violated, the Commissioner:</text> <level label="1"> <text>may try to resolve any issue involved in the violation informally by mediation;</text> </level> <level label="2"> <text>with the written consent of the employee, may ask the Attorney General to bring an action in accordance with this section on behalf of the employee; and</text> </level> <level label="3"> <text>may bring an action on behalf of an employee in the county where the violation allegedly occurred.</text> </level> </level> <level label="b"> <level label="1"> <text>If, in an action under subsection (a) of this section, a court finds that an employer withheld the wage of an employee in violation of this subtitle and not as a result of a bona fide dispute, the court may award the employee an amount not exceeding 3 times the wage, and reasonable counsel fees and other costs.</text> </level> <level label="2"> <text>If wages of an employee are recovered under this section, they shall be paid to the employee without cost to the employee.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-507.1" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>On receipt of a complaint for failure to pay wages that do not exceed $5,000, the Commissioner shall:</text> <level label="1"> <text>send a copy of the complaint to the employer alleged to have failed to pay wages; and</text> </level> <level label="2"> <text>require a written response to the complaint within 15 days.</text> </level> </level> <level label="b"> <level label="1"> <text>The Commissioner:</text> <level label="i"> <text>shall review the complaint and any response to it; and</text> </level> <level label="ii"> <text>may investigate the claim.</text> </level> </level> <level label="2"> <text>On the basis of the review and any investigation, the Commissioner may:</text> <level label="i"> <text>issue an order to pay wages under subsection (c) of this section if the Commissioner determines that this subtitle has been violated; or</text> </level> <level label="ii"> <text>dismiss the claim.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>The Commissioner may issue an order to pay wages that:</text> <level label="i"> <text>describes the alleged violation;</text> </level> <level label="ii"> <text>directs payment of wages to the complainant; and</text> </level> <level label="iii"> <text>if appropriate, orders the payment of interest at the rate of 5% per year accruing from the date the wages are owed.</text> </level> </level> <level label="2"> <text>The Commissioner shall send the order to pay wages to the complainant and to the employer at the employer’s last known business address by both regular mail and certified mail, return receipt requested.</text> </level> <level label="3"> <text>Within 30 days after receipt of the order to pay wages, the employer may request a de novo administrative hearing, which shall be conducted in accordance with Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="4"> <text>On receipt of a request for a hearing, the Commissioner shall schedule a hearing.</text> </level> <level label="5"> <text>If a hearing is not requested, the order to pay wages shall become a final order of the Commissioner.</text> </level> <level label="6"> <level label="i"> <text>If a petition for review is not filed within 30 days of the issuance of the final order, the Commissioner may proceed in District Court of the county where the employer resides or has a place of business to enforce payment.</text> </level> <level label="ii"> <text>In a proceeding under this subsection, the Commissioner is entitled to judgment in the amount of the order to pay wages and any interest due on a showing that:</text> <level label="1"> <text>the order to pay wages and interest, if any, was assessed against the employer;</text> </level> <level label="2"> <text>no appeal is pending;</text> </level> <level label="3"> <text>the ordered wages and interest, if any, are wholly or partly unpaid; and</text> </level> <level label="4"> <text>the employer was duly served with a copy of the order to pay wages and interest, if any, in accordance with this section.</text> </level> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-507.2" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>Notwithstanding any remedy available under § 3–507 of this subtitle, if an employer fails to pay an employee in accordance with § 3–502 or § 3–505 of this subtitle, after 2 weeks have elapsed from the date on which the employer is required to have paid the wages, the employee may bring an action against the employer to recover the unpaid wages.</text> </level> <level label="b"> <text>If, in an action under subsection (a) of this section, a court finds that an employer withheld the wage of an employee in violation of this subtitle and not as a result of a bona fide dispute, the court may award the employee an amount not exceeding 3 times the wage, and reasonable counsel fees and other costs.</text> </level> <level label="c"> <level label="1"> <text>In this subsection, “construction services” has the meaning stated in § 3–901 of this title.</text> </level> <level label="2"> <text>In an action brought under subsection (a) of this section, a general contractor on a project for construction services is jointly and severally liable for a violation of this subtitle that is committed by a subcontractor, regardless of whether the subcontractor is in a direct contractual relationship with the general contractor.</text> </level> <level label="3"> <text>A subcontractor shall indemnify a general contractor for any wages, damages, interest, penalties, or attorney’s fees owed as a result of the subcontractor’s violation unless:</text> <level label="i"> <text>indemnification is provided for in a contract between the general contractor and the subcontractor; or</text> </level> <level label="ii"> <text>a violation of the subtitle arose due to a lack of prompt payment in accordance with the terms of the contract between the general contractor and the subcontractor.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-507.3" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>If the Commissioner determines that an employer has violated § 3–504(a)(2) of this subtitle, the Commissioner may issue an order that:</text> <level label="1"> <text>describes the violation;</text> </level> <level label="2"> <text>directs the employer to provide the required information; and</text> </level> <level label="3"> <text>subject to subsection (b) of this section, imposes an administrative penalty of up to $500 for each employee who was not provided a pay stub or online pay statement in accordance with § 3–504(a)(2) of this subtitle.</text> </level> </level> <level label="b"> <text>The Commissioner shall send an order issued under subsection (a) of this section to the employer at the employer’s last known business address by regular mail and certified mail.</text> </level> <level label="c"> <text>The amount of a penalty imposed under this subsection shall be based on:</text> <level label="1"> <text>the gravity of the violation;</text> </level> <level label="2"> <text>the size of the employer’s business;</text> </level> <level label="3"> <text>the employer’s good faith; and</text> </level> <level label="4"> <text>the employer’s history of violations of this subtitle.</text> </level> </level> <level label="d"> <text>The actions taken under this subsection are subject to the notice and hearing requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="e"> <level label="1"> <text>Within 15 days after receiving an order issued under subsection (a) of this section, an employer may request an administrative hearing.</text> </level> <level label="2"> <text>If the employer does not request a hearing as provided under paragraph (1) of this subsection, the order of the Commissioner, including any administrative penalties, is final.</text> </level> </level> <level label="f"> <level label="1"> <text>Within 30 days after the Commissioner issues an order, an employer shall comply with the order.</text> </level> <level label="2"> <text>If an employer does not comply with an order in the time period stated in paragraph (1) of this subsection, the Commissioner may bring an action to enforce the order:</text> <level label="i"> <text>in the county where the employer is located; or</text> </level> <level label="ii"> <text>if the address of the employer cannot be determined, in the county where the employee or Commissioner is located.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-508" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <level label="a"> <text>An employer may not willfully violate this subtitle.</text> </level> <level label="b"> <text>An employee may not knowingly make to a governmental unit or official of a governmental unit a false statement with respect to any investigation or proceeding under this subtitle, with the intent that the governmental unit or official consider or otherwise act in connection with the statement.</text> </level> <level label="c"> <level label="1"> <text>An employer who violates subsection (a) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000.</text> </level> <level label="2"> <text>An employee who violates subsection (b) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $500.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-509" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="5" subtitle_name="Wage Payment and Collection"> <text>This subtitle may be cited as the Maryland Wage Payment and Collection Law.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-601" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Commission” means compensation that:</text> <level label="1"> <text>is due to a sales representative from a principal; and</text> </level> <level label="2"> <text>accrues at:</text> <level label="i"> <text>a specified amount for each order or sale; or</text> </level> <level label="ii"> <text>a rate expressed as a percentage of the dollar amount that a sales representative:</text> <level label="1"> <text>takes in orders for the principal;</text> </level> <level label="2"> <text>makes in sales for the principal; or</text> </level> <level label="3"> <text>earns in profits for the principal.</text> </level> </level> </level> </level> <level label="c"> <text>“Principal” means a sales corporation, partnership, proprietorship, or other business entity that:</text> <level label="1"> <text>distributes, imports, manufactures, or produces a product for wholesale;</text> </level> <level label="2"> <text>enters into a contract with a sales representative to solicit a wholesale order for the product; and</text> </level> <level label="3"> <text>pays the sales representative wholly or partly by commission.</text> </level> </level> <level label="d"> <level label="1"> <text>“Sales representative” means a person who:</text> <level label="i"> <text>enters into a contract with a principal to solicit in the State a wholesale order; and</text> </level> <level label="ii"> <text>is paid wholly or partly by commission.</text> </level> </level> <level label="2"> <text>“Sales representative” does not include a person who:</text> <level label="i"> <text>buys a product or places an order for a product for resale by that person; or</text> </level> <level label="ii"> <text>sells or takes an order for the sale of a product to an ultimate buyer.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-602" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <text>This subtitle does not apply to an individual who is considered under the Maryland Wage Payment and Collection Law to be employed by a principal.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-603" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <text>A provision of a contract that is made between a sales representative and a principal is void if the provision purports to waive any provision of this subtitle by:</text> <level label="1"> <text>an express waiver; or</text> </level> <level label="2"> <text>a contract subject to the laws of another state.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-604" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <text>Each principal shall pay to a sales representative all commissions that are due under a contract that is terminated, within 45 days after payment would have been due if the contract had not terminated.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-605" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <level label="a"> <level label="1"> <text>Subject to the requirement of paragraph (2) of this subsection, if a principal violates § 3-604 of this subtitle, a sales representative whom the violation affects is entitled to bring an action against the principal to recover up to 3 times the amount of all commissions that the principal owes to the sales representative.</text> </level> <level label="2"> <text>At least 10 days before an action is brought under this subsection, the sales representative shall give the principal written notice of intent to bring the action.</text> </level> </level> <level label="b"> <text>If a court determines that a sales representative is entitled to judgment in an action under this section, the court shall allow against the principal reasonable counsel fees and court costs.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-606" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <text>For purposes of personal jurisdiction under § 6-103 of the Courts Article, a principal who contracts with a sales representative to solicit wholesale orders for a product in the State is considered to be transacting business in the State.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-607" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <level label="a"> <text>If a principal makes a revocable offer of a commission to a sales representative who is not an employee of the principal, the sales representative is entitled to the commission agreed on if:</text> <level label="1"> <text>the principal revokes the offer of commission and the sales representative establishes that the revocation was for the purpose of avoiding payment of the commission; or</text> </level> <level label="2"> <level label="i"> <text>the revocation occurs after the sales representative has obtained a written order for the principal’s product because of the efforts of the sales representative; and</text> </level> <level label="ii"> <text>the principal’s product that is the subject of the order is shipped to and paid for by a customer.</text> </level> </level> </level> <level label="b"> <text>This section may not be construed to:</text> <level label="1"> <text>impair the application of § 2-201 or § 2-209 of the Commercial Law Article;</text> </level> <level label="2"> <text>abrogate any rule of agency law; or</text> </level> <level label="3"> <text>unconstitutionally impair the obligations of contracts.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-608" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="6" subtitle_name="Wholesale Sales Representatives"> <level label="a"> <text>Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall:</text> <level label="1"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="2"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="b"> <text>The Attorney General may bring an action under this section in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-701" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <text>This section does not prohibit a proper medical evaluation by a physician to assess the ability of an applicant to perform a job.</text> </level> <level label="b"> <text>An employer may not require an applicant for employment to answer an oral or written question that relates to a physical, psychiatric, or psychological disability, illness, handicap, or treatment unless the disability, illness, handicap, or treatment has a direct, material, and timely relationship to the capacity or fitness of the applicant to perform the job properly.</text> </level> <level label="c"> <text>If an employer violates any provision of subsection (b) of this section, an applicant for employment may:</text> <level label="1"> <text>submit to the Commissioner a written complaint; or</text> </level> <level label="2"> <text>bring an action for injunctive relief, damages, or other relief.</text> </level> </level> <level label="d"> <text>Whenever the Commissioner determines that this section has been violated, the Commissioner may try to resolve any issue involved in the violation informally by mediation.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-702" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <text>In this section, “employer” means:</text> <level label="1"> <text>a person engaged in a business, industry, profession, trade, or other enterprise in the State;</text> </level> <level label="2"> <text>the State;</text> </level> <level label="3"> <text>a county; and</text> </level> <level label="4"> <text>a municipal corporation in the State.</text> </level> </level> <level label="b"> <level label="1"> <text>This section does not apply to the federal government or any of its units.</text> </level> <level label="2"> <text>This section does not apply to an individual who is an employee of or applies for assignment to the Intelligence and Investigative Division of the Department of Public Safety and Correctional Services.</text> </level> <level label="3"> <text>This section does not apply to an individual who applies for employment or is employed:</text> <level label="i"> <text>as a law enforcement officer, as defined in § 3–101 of the Public Safety Article;</text> </level> <level label="ii"> <text>as an employee of a law enforcement agency of the State, a county, or a municipal corporation;</text> </level> <level label="iii"> <text>as a communications officer of the Calvert County Control Center;</text> </level> <level label="iv"> <text>as a correctional officer of a State correctional facility;</text> </level> <level label="v"> <text>as an employee of a State correctional facility in any capacity that involves direct contact with an incarcerated individual in a State correctional facility;</text> </level> <level label="vi"> <text>as a correctional officer of the Calvert County Detention Center or in any other capacity that involves direct personal contact with an incarcerated individual in the Detention Center;</text> </level> <level label="vii"> <text>as a correctional officer of the Carroll County Detention Center or in any other capacity that involves direct personal contact with an incarcerated individual in the Detention Center;</text> </level> <level label="viii"> <text>as a correctional officer of the Washington County Detention Center or in any other capacity that involves direct personal contact with an incarcerated individual in the Center; or</text> </level> <level label="ix"> <text>as a correctional officer of:</text> <level label="1"> <text>the Baltimore County Detention Center;</text> </level> <level label="2"> <text>the Cecil County Detention Center;</text> </level> <level label="3"> <text>the Charles County Detention Center;</text> </level> <level label="4"> <text>the Frederick County Adult Detention Center;</text> </level> <level label="5"> <text>the Harford County Detention Center; or</text> </level> <level label="6"> <text>the St. Mary’s County Detention Center.</text> </level> </level> </level> <level label="4"> <text>This section does not apply to an applicant for employment as a correctional officer of a local correctional facility.</text> </level> <level label="5"> <text>This section does not apply to an applicant for employment with either the Anne Arundel County Department of Detention Facilities or the Caroline County Department of Corrections in any capacity that involves direct contact with an incarcerated individual in either the Anne Arundel County Department of Detention Facilities or the Caroline County Department of Corrections.</text> </level> <level label="6"> <text>This section does not apply to an applicant for employment with the Washington County Emergency Communications Center.</text> </level> <level label="7"> <text>This section does not apply to an applicant for employment:</text> <level label="i"> <text>as a paramedic or an emergency medical technician with St. Mary’s County; or</text> </level> <level label="ii"> <text>with the St. Mary’s County Emergency Communications Center.</text> </level> </level> <level label="8"> <text>This section does not apply to an applicant for employment:</text> <level label="i"> <text>as a paramedic or an emergency medical technician with the Emergency Medical Services Division within the Dorchester County Department of Emergency Services; or</text> </level> <level label="ii"> <text>as a 9–1–1 Specialist at the Dorchester County 9–1–1 Center within the Dorchester County Department of Emergency Services.</text> </level> </level> </level> <level label="c"> <text>An employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take a polygraph examination or similar test.</text> </level> <level label="d"> <level label="1"> <text>Each application for employment shall set out, in bold–faced upper case type, the following notice:</text> <text>“Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take a polygraph examination or similar test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.”</text> </level> <level label="2"> <text>Each application shall provide a space for an applicant to sign an acknowledgment of the notice required under this subsection.</text> </level> </level> <level label="e"> <text>An applicant shall sign the acknowledgment of the notice required under subsection (d) of this section.</text> </level> <level label="f"> <text>If an employer violates subsection (c) or (d) of this section, an applicant for employment or prospective employment or an employee may submit to the Commissioner a written complaint.</text> </level> <level label="g"> <level label="1"> <text>Whenever the Commissioner determines that this section has been violated, the Commissioner may:</text> <level label="i"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="ii"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="2"> <text>The Attorney General may bring an action under this section in the county where the violation allegedly occurred, for injunctive relief, damages, or other relief.</text> </level> </level> <level label="h"> <text>An employer who violates any provision of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $100.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-703" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <text>An employer may not discharge an employee for participation in an activity of a civil air patrol, civil defense, volunteer fire department, or volunteer rescue squad if:</text> <level label="1"> <text>the activity is in response to an emergency that the Governor declares on the request of the governing body of a county or municipal corporation; and</text> </level> <level label="2"> <text>the employee submits written proof that the participation of the employee was required.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-704" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Managerial employee” means an employee who:</text> <level label="i"> <text>is not covered by a collective bargaining agreement;</text> </level> <level label="ii"> <text>as primary duty of the employee, manages an enterprise or a unit of the enterprise that customarily is considered a department or subdivision of the enterprise;</text> </level> <level label="iii"> <text>customarily and regularly supervises at least 2 other employees in the enterprise or unit;</text> </level> <level label="iv"> <text>customarily and regularly exercises discretionary powers; and</text> </level> <level label="v"> <text>may hire or fire another employee or makes recommendations that affect the hiring, advancement, firing, or any other change in status of another employee.</text> </level> </level> <level label="3"> <text>“Part–time employee” means an employee who is employed for a workweek of less than 25 hours.</text> </level> <level label="4"> <text>“Professional employee” means an employee whose primary duty is to work in a field that requires advanced knowledge that customarily is acquired by a prolonged course of specialized instruction and study.</text> </level> </level> <level label="b"> <level label="1"> <text>This subsection does not apply during an emergency that a federal, State, or local governmental authority declares.</text> </level> <level label="2"> <text>An employee in a retail establishment may choose, as a day of rest, Sunday or the sabbath of the employee unless:</text> <level label="i"> <text>outside Wicomico County, the employee is a managerial employee, professional employee, or part–time employee; and</text> </level> <level label="ii"> <text>in Wicomico County, the employee is a managerial employee or professional employee.</text> </level> </level> <level label="3"> <text>An employee who chooses a day of rest:</text> <level label="i"> <text>shall give written notice to the employer; and</text> </level> <level label="ii"> <text>during the course of employment, may change the day of rest by giving written notice of the change to the employer at least 30 days before its effective date.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>This subsection does not apply to a managerial employee or professional employee or, outside Wicomico County, a part–time employee.</text> </level> <level label="2"> <text>If an employer compels an employee to work on the day of rest that the employee chooses under subsection (b) of this section, the employee is entitled to bring an action against the employer to recover 3 times the regular rate of pay of the employee for each hour the employee works on that day.</text> </level> </level> <level label="d"> <text>This section may not be applied to abridge any right that a collective bargaining agreement grants to a part–time employee or other employee.</text> </level> <level label="e"> <text>This section does not affect the laws that relate to:</text> <level label="1"> <text>the sale of alcoholic beverages on Sunday; or</text> </level> <level label="2"> <text>service of process on Sunday.</text> </level> </level> <level label="f"> <text>An employer may not:</text> <level label="1"> <text>discharge, discipline, discriminate against, or otherwise penalize an employee who chooses a day of rest; or</text> </level> <level label="2"> <text>require an applicant for employment who seeks a workweek of at least 25 hours to answer any question to identify the day that the applicant chooses as a day of rest.</text> </level> </level> <level label="g"> <level label="1"> <text>Whenever the Commissioner determines that this section has been violated, the Commissioner shall:</text> <level label="i"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="ii"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="2"> <text>The Attorney General may bring an action under this subsection in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </level> <level label="h"> <level label="1"> <text>This subsection does not apply to an agent or supervisory employee of an employer who violates any provision of this section if the employer authorizes, directs, or otherwise causes the agent or supervisory employee to violate the provision.</text> </level> <level label="2"> <text>Outside Wicomico County, an employer who violates any provision of this section is guilty of a misdemeanor and on conviction is subject to a fine of not less than $250 or more than $500.</text> </level> <level label="3"> <text>In Wicomico County, a person who violates any provision of this section is guilty of a misdemeanor and on conviction, for each employee who is caused, directed, permitted, or authorized to work:</text> <level label="i"> <text>for a first conviction, is subject to a fine not exceeding $500; and</text> </level> <level label="ii"> <text>for a second conviction, is subject to a fine not exceeding $1,000.</text> </level> </level> </level> <level label="i"> <text>In Wicomico County, the State’s Attorney may file a complaint to enjoin a violation of this section.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-705" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <text>A pension plan may not reduce a payment to an individual entitled to receive the payment because Social Security payments to that individual increase.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-707" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <text>This section applies to a proceeding before an administrative or executive board or any similar body provided by an employer, employee organization, or union to hear employee grievances.</text> </level> <level label="b"> <level label="1"> <text>At any proceeding, a deaf employee may request an interpreter.</text> </level> <level label="2"> <text>The request must be in writing and submitted at least 5 days before the proceeding begins.</text> </level> </level> <level label="c"> <text>The employer, employee organization, or union shall notify the deaf employee in writing of the right granted by this section as soon as it is possible or at least 8 days before the hearing begins.</text> </level> <level label="d"> <level label="1"> <text>If an interpreter is requested under this section, the employer, employee organization, or union shall request the Department of Disabilities to assist in locating a qualified interpreter to assist at the hearing.</text> </level> <level label="2"> <text>The Department of Disabilities shall promptly assist in locating an interpreter.</text> </level> </level> <level label="e"> <text>The interpreter shall facilitate communication between the affected parties, subject to the code of ethics of the National Registry of Interpreters for the Deaf.</text> </level> <level label="f"> <text>The cost of the interpreter’s services shall be divided equally between the employer and the union or employee organization.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-708" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <text>An application for renewal of a license, certificate, permit, or other authorization that an individual is required by law to hold to engage in a profession or trade is considered timely if the application is submitted within 1 year after the end of the individual’s active service in the uniformed services.</text> </level> <level label="b"> <text>An individual applying to work in a trade or profession is entitled to credit toward a period of service as an apprentice in, or in preparation for, the profession or trade if:</text> <level label="1"> <text>the period is required by law for the profession or trade;</text> </level> <level label="2"> <text>the applicant performed work or received training pertaining to the profession or trade while in the uniformed services; and</text> </level> <level label="3"> <text>the applicant submits evidence of time and nature of the work or training satisfactory to the entity that has approval authority under the law.</text> </level> </level> <level label="c"> <text>This section shall be construed liberally.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-709" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <text>An employee has the duties and rights set forth:</text> <level label="1"> <text>with respect to jury service in a circuit court of this State, in Title 8 of the Courts Article; and</text> </level> <level label="2"> <text>with respect to jury service in a federal court, in 28 U.S.C. § 1861 et seq.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-710" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Employer” means a person:</text> <level label="i"> <text>engaged in a retail establishment business in the State that has 50 or more retail employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year; or</text> </level> <level label="ii"> <text>that owns one or more retail establishment franchises with the same trade name with 50 or more retail employees in the State for each working day in each of 20 or more calendar weeks in the current or preceding calendar year.</text> </level> </level> <level label="3"> <text>“Franchise” has the meaning stated in § 14–201 of the Business Regulation Article.</text> </level> <level label="4"> <level label="i"> <text>“Retail establishment” means a place of business with the primary purpose of selling goods to a consumer who is present at the place of business at the time of sale.</text> </level> <level label="ii"> <text>“Retail establishment” does not include:</text> <level label="1"> <text>a wholesaler, as defined in § 11–401(i) of the Commercial Law Article; or</text> </level> <level label="2"> <text>a restaurant.</text> </level> </level> </level> </level> <level label="b"> <text>This section does not apply to an employee:</text> <level label="1"> <text>covered by a collective bargaining agreement or employment policy that includes shift breaks equal to or greater than those provided under this section;</text> </level> <level label="2"> <text>exempt from overtime pay requirements under the Fair Labor Standards Act;</text> </level> <level label="3"> <text>who works for a unit of the State, a county, or a municipality;</text> </level> <level label="4"> <text>who works in a corporate office or other office location; or</text> </level> <level label="5"> <text>who works for at least 4 consecutive hours for an employer at a single location with 5 or fewer employees.</text> </level> </level> <level label="c"> <level label="1"> <level label="i"> <text>Except as provided in paragraph (4) of this subsection or subparagraph (ii) of this paragraph, an employer may not employ an employee at a retail establishment for 4 to 6 consecutive hours without providing a nonworking shift break of at least 15 minutes.</text> </level> <level label="ii"> <text>An employee is not entitled to a 15 minute shift break under this paragraph if the employee is entitled to a 30 minute shift break under paragraph (2) of this subsection.</text> </level> </level> <level label="2"> <text>An employer may not employ an employee at a retail establishment for more than 6 consecutive hours without providing a nonworking shift break of at least 30 minutes.</text> </level> <level label="3"> <text>If an employee works 8 consecutive hours in a single shift, the employer shall provide an additional nonworking shift break of at least 15 minutes for every additional 4 consecutive hours the employer employs the employee in the shift.</text> </level> <level label="4"> <text>If an employee’s work hours do not exceed 6 consecutive hours, the provisions of paragraph (1) of this subsection may be waived by written agreement between the employer and employee.</text> </level> <level label="5"> <text>A shift break required under this subsection may be considered a working shift break if:</text> <level label="i"> <level label="1"> <text>the type of work prevents an employee from being relieved of work during the nonworking shift break; or</text> </level> <level label="2"> <text>the employee is allowed to consume a meal while working and the working shift break is counted towards the employee’s work hours; and</text> </level> </level> <level label="ii"> <text>the employer and employee mutually agree in writing to the working shift break.</text> </level> </level> </level> <level label="d"> <level label="1"> <text>If an employer violates subsection (c) of this section, an employee of the employer may file a complaint with the Commissioner.</text> </level> <level label="2"> <text>If the Commissioner receives a complaint under paragraph (1) of this subsection, the Commissioner shall:</text> <level label="i"> <text>try to resolve the issue informally; or</text> </level> <level label="ii"> <text>determine whether the employer has violated this section.</text> </level> </level> <level label="3"> <text>If the Commissioner determines that the employer has violated this section, the Commissioner shall:</text> <level label="i"> <text>issue an order compelling compliance with this section; and</text> </level> <level label="ii"> <text>in the Commissioner’s discretion, assess a civil penalty of:</text> <level label="1"> <text>up to $300 for each employee for whom the employer is not in compliance with this section; or</text> </level> <level label="2"> <text>up to $600 for each employee for whom the employer is not in compliance with this section if the violation occurred within 3 years after an employee filed a previous complaint that led to a determination that a violation had occurred.</text> </level> </level> </level> <level label="4"> <text>The provisions of paragraphs (2)(ii) and (3) of this subsection are subject to the notice and hearing requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="5"> <level label="i"> <text>In determining whether there is a violation of this section, the Commissioner shall consider if there was a threat to public health or safety at the time the violation is alleged to have occurred.</text> </level> <level label="ii"> <text>In determining the amount of any civil penalty to be imposed, the Commissioner shall consider the:</text> <level label="1"> <text>seriousness of the violation;</text> </level> <level label="2"> <text>size of the employer’s business;</text> </level> <level label="3"> <text>employer’s good faith in complying with this section; and</text> </level> <level label="4"> <text>employer’s history of violations under this section.</text> </level> </level> </level> <level label="6"> <text>If the employer fails to comply with an order issued for a violation under paragraph (3) of this subsection, the Commissioner may bring an action to enforce the order and civil penalty in the circuit court in the county where the employer is located.</text> </level> <level label="7"> <text>If the employer fails to comply with an order issued for a subsequent violation against the same employee under paragraph (3) of this subsection within 3 years after the employee filed a complaint that is determined to be a violation under this subsection, the employee may bring an action to enforce the order in the circuit court in the county where the employer is located.</text> </level> <level label="8"> <text>If an employee prevails in an action brought under paragraph (7) of this subsection, the employee may be entitled to:</text> <level label="i"> <text>three times the value of the employee’s hourly wage for each shift break violation of this section occurring after the most recent violation against the same employee; and</text> </level> <level label="ii"> <text>reasonable attorney’s fees and other costs of the employee.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-711" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <text>This section does not apply to an employer that is:</text> <level label="1"> <text>required to inquire into an applicant’s or employee’s credit report or credit history under federal law or any provision of State law for the purpose of employment;</text> </level> <level label="2"> <text>a financial institution that accepts deposits that are insured by a federal agency, or an affiliate or subsidiary of the financial institution;</text> </level> <level label="3"> <text>a credit union share guaranty corporation that is approved by the Maryland Commissioner of Financial Regulation; or</text> </level> <level label="4"> <text>an entity, or an affiliate of the entity, that is registered as an investment advisor with the United States Securities and Exchange Commission.</text> </level> </level> <level label="b"> <text>Except as provided in subsection (c) of this section, an employer may not use an applicant’s or employee’s credit report or credit history in determining whether to:</text> <level label="1"> <text>deny employment to the applicant;</text> </level> <level label="2"> <text>discharge the employee; or</text> </level> <level label="3"> <text>determine compensation or the terms, conditions, or privileges of employment.</text> </level> </level> <level label="c"> <level label="1"> <text>An employer may request or use an applicant’s or employee’s credit report or credit history if:</text> <level label="i"> <level label="1"> <text>the applicant has received an offer of employment; and</text> </level> <level label="2"> <text>the credit report or credit history will be used for a purpose other than a purpose prohibited by subsection (b) of this section; or</text> </level> </level> <level label="ii"> <text>the employer has a bona fide purpose for requesting or using information in the credit report or credit history that is:</text> <level label="1"> <text>substantially job–related; and</text> </level> <level label="2"> <text>disclosed in writing to the employee or applicant.</text> </level> </level> </level> <level label="2"> <text>For the purposes of this subsection, a position for which an employer has a bona fide purpose that is substantially job–related for requesting or using information in a credit report or credit history includes a position that:</text> <level label="i"> <text>is managerial and involves setting the direction or control of a business, or a department, division, unit, or agency of a business;</text> </level> <level label="ii"> <text>involves access to personal information, as defined in § 14–3501 of the Commercial Law Article, of a customer, employee, or employer, except for personal information customarily provided in a retail transaction;</text> </level> <level label="iii"> <text>involves a fiduciary responsibility to the employer, including the authority to issue payments, collect debts, transfer money, or enter into contracts;</text> </level> <level label="iv"> <text>is provided an expense account or a corporate debit or credit card; or</text> </level> <level label="v"> <text>has access to:</text> <level label="1"> <text>information, including a formula, pattern, compilation, program, device, method, technique, or process, that:</text> </level> <level label="A"> <text>derives independent economic value, actual or potential, from not being generally known to, and not being readily ascertainable by proper means by, other persons who can obtain economic value from the disclosure or use of the information; and</text> </level> <level label="B"> <text>is the subject of efforts that are reasonable under the circumstances to maintain its secrecy; or</text> </level> <level label="2"> <text>other confidential business information.</text> </level> </level> </level> </level> <level label="d"> <level label="1"> <text>If an employer violates subsection (b) of this section, the applicant or employee may file a written complaint with the Commissioner.</text> </level> <level label="2"> <text>If the Commissioner receives a written complaint under paragraph (1) of this subsection, the Commissioner shall investigate the matter promptly.</text> </level> <level label="3"> <text>If the Commissioner determines that the employer has willfully or negligently violated subsection (b) or (c) of this section, the Commissioner shall try to resolve the matter informally.</text> </level> <level label="4"> <text>If the Commissioner is unable to resolve the matter informally, the Commissioner may:</text> <level label="i"> <text>assess a civil penalty of:</text> <level label="1"> <text>up to $500 for an initial violation of subsection (b) or (c) of this section; or</text> </level> <level label="2"> <text>up to $2,500 for a repeat violation of subsection (b) or (c) of this section; and</text> </level> </level> <level label="ii"> <text>send an order to pay the civil penalty to the complainant and the employer.</text> </level> </level> <level label="5"> <level label="i"> <text>Within 30 days after an employer receives an order to pay a civil penalty under paragraph (4) of this section, the employer may request a de novo administrative hearing, subject to the requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="ii"> <text>On receipt of a request for a hearing under subparagraph (i) of this paragraph, the Commissioner shall schedule a hearing.</text> </level> <level label="iii"> <text>If a hearing is not requested under subparagraph (i) of this paragraph, the order to pay a civil penalty becomes a final order of the Commissioner.</text> </level> </level> <level label="6"> <text>If an employer fails to comply with a final order to pay a civil penalty, the Commissioner or the complainant may bring an action to enforce the order to pay a civil penalty in the circuit court in the county where the employer or the complainant is located.</text> </level> </level> <level label="e"> <text>This section may not be construed to prohibit an employer from performing an employment–related background investigation that:</text> <level label="1"> <text>includes use of a consumer report or investigative consumer report;</text> </level> <level label="2"> <text>is authorized under the federal Fair Credit Reporting Act; and</text> </level> <level label="3"> <text>does not involve investigation of credit information.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-712" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Applicant” means an applicant for employment.</text> </level> <level label="3"> <level label="i"> <text>“Electronic communications device” means any device that uses electronic signals to create, transmit, and receive information.</text> </level> <level label="ii"> <text>“Electronic communications device” includes computers, telephones, personal digital assistants, and other similar devices.</text> </level> </level> <level label="4"> <level label="i"> <text>“Employer” means:</text> <level label="1"> <text>a person engaged in a business, an industry, a profession, a trade, or other enterprise in the State; or</text> </level> <level label="2"> <text>a unit of State or local government.</text> </level> </level> <level label="ii"> <text>“Employer” includes an agent, a representative, and a designee of the employer.</text> </level> </level> </level> <level label="b"> <level label="1"> <text>Subject to paragraph (2) of this subsection, an employer may not request or require that an employee or applicant disclose any user name, password, or other means for accessing a personal account or service through an electronic communications device.</text> </level> <level label="2"> <text>An employer may require an employee to disclose any user name, password, or other means for accessing nonpersonal accounts or services that provide access to the employer’s internal computer or information systems.</text> </level> </level> <level label="c"> <text>An employer may not:</text> <level label="1"> <text>discharge, discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize an employee for an employee’s refusal to disclose any information specified in subsection (b)(1) of this section; or</text> </level> <level label="2"> <text>fail or refuse to hire any applicant as a result of the applicant’s refusal to disclose any information specified in subsection (b)(1) of this section.</text> </level> </level> <level label="d"> <text>An employee may not download unauthorized employer proprietary information or financial data to an employee’s personal website, an Internet website, a web–based account, or a similar account.</text> </level> <level label="e"> <text>This section does not prevent an employer:</text> <level label="1"> <text>based on the receipt of information about the use of a personal website, Internet website, web–based account, or similar account by an employee for business purposes, from conducting an investigation for the purpose of ensuring compliance with applicable securities or financial law, or regulatory requirements; or</text> </level> <level label="2"> <text>based on the receipt of information about the unauthorized downloading of an employer’s proprietary information or financial data to a personal website, Internet website, web–based account, or similar account by an employee, from investigating an employee’s actions under subsection (d) of this section.</text> </level> </level> <level label="f"> <level label="1"> <text>Whenever the Commissioner determines that this section has been violated, the Commissioner shall:</text> <level label="i"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="ii"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="2"> <text>The Attorney General may bring an action under this subsection in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-713" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <text>In this section, “tipped employee” means an employee who is engaged in an occupation in which the employee customarily and regularly receives more than $30 each month in tips or gratuities.</text> </level> <level label="b"> <level label="1"> <text>An employer may not require a tipped employee to reimburse the employer or pay to the employer an amount equivalent to a customer’s charge for food or beverages if the customer leaves the employer’s place of business without paying the charge for food or beverages.</text> </level> <level label="2"> <text>Subject to § 3–503 of this title, an employer may not make a deduction from the wage of a tipped employee to reimburse the employer for an amount equivalent to a customer’s charge for food or beverages if the customer leaves the employer’s place of business without paying the charge for food or beverages.</text> </level> </level> <level label="c"> <text>Each employer shall keep posted conspicuously in a place where a tipped employee is employed a printed notice of the provisions of this section, in a form that the Commissioner requires.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-714" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Eligible veteran” means a veteran, as defined in § 9–901 of the State Government Article, who has received an other than dishonorable discharge or a certificate of satisfactory completion of service, including:</text> <level label="i"> <text>a reserve component;</text> </level> <level label="ii"> <text>the Commissioned Corps of the Public Health Service; and</text> </level> <level label="iii"> <text>the Commissioned Corps of the National Oceanic and Atmospheric Administration.</text> </level> </level> <level label="3"> <text>“Employer” includes a county or municipal corporation.</text> </level> </level> <level label="b"> <text>Subject to subsection (d) of this section, an employer may grant a preference in hiring and promotion to:</text> <level label="1"> <text>an eligible veteran;</text> </level> <level label="2"> <text>the spouse of an eligible veteran who has a service–connected disability;</text> </level> <level label="3"> <text>the spouse of an active service member; or</text> </level> <level label="4"> <text>the surviving spouse of a deceased eligible veteran.</text> </level> </level> <level label="c"> <text>Granting a preference under subsection (b) of this section does not violate any State or local equal employment opportunity law.</text> </level> <level label="d"> <text>If an employer that is a county or municipal corporation chooses to grant a preference under subsection (b) of this section, the county or municipal corporation may adopt a local law that provides for the hiring and promotion preference before implementing the preference.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-715" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <text>Except as prohibited by federal law, a provision in an employment contract, policy, or agreement that waives any substantive or procedural right or remedy to a claim that accrues in the future of sexual harassment or retaliation for reporting or asserting a right or remedy based on sexual harassment is null and void as being against the public policy of the State.</text> </level> <level label="b"> <level label="1"> <text>An employer may not take adverse action against an employee because the employee fails or refuses to enter into an agreement that contains a waiver that is void under subsection (a) of this section.</text> </level> <level label="2"> <text>Adverse action prohibited under this subsection includes:</text> <level label="i"> <text>discharge;</text> </level> <level label="ii"> <text>suspension;</text> </level> <level label="iii"> <text>demotion;</text> </level> <level label="iv"> <text>discrimination in the terms, conditions, or privileges of employment; or</text> </level> <level label="v"> <text>any other retaliatory action that results in a change to the terms or conditions of employment that would dissuade a reasonable employee from making a complaint, bringing an action, or testifying in an action regarding a violation of this section.</text> </level> </level> </level> <level label="c"> <text>An employer who enforces or attempts to enforce a provision that violates subsection (a) of this section shall be liable for the employee’s reasonable attorney’s fees and costs.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-716" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <level label="1"> <level label="i"> <text>In this subsection the following words have the meanings indicated.</text> </level> <level label="ii"> <text>“Enforcement date” means the earliest date on which an employer seeking to enforce a noncompete or conflict of interest provision in an employment contract or a similar document or agreement concerning an employee:</text> <level label="1"> <text>files an action or otherwise seeks judicial enforcement of the provision;</text> </level> <level label="2"> <text>initiates arbitration or another form of formal dispute resolution to enforce the provision; or</text> </level> <level label="3"> <text>demands in writing that the employee comply with the provision.</text> </level> </level> <level label="iii"> <text>“Licensed architect” has the meaning stated in § 3–101 of the Business Occupations and Professions Article.</text> </level> <level label="iv"> <text>“Principal place of business” means the single location from which the officers of the employer direct, control, and coordinate the activities of the employer.</text> </level> </level> <level label="2"> <text>This subsection applies:</text> <level label="i"> <text>to an employment contract or a similar document or agreement concerning:</text> <level label="1"> <text>an employee who earns equal to or less than 150% of the State minimum wage rate established under § 3–413 of this title;</text> </level> <level label="2"> <text>employment in a position for which the employee:</text> </level> <level label="A"> <text>is required to be licensed under the Health Occupations Article;</text> </level> <level label="B"> <text>is employed in a position that provides direct patient care; and</text> </level> <level label="C"> <text>earns equal to or less than $350,000 in total annual compensation;</text> </level> <level label="3"> <text>a licensed architect who is employed by an employer that:</text> </level> <level label="A"> <text>on the first day of the employee’s employment employs more than 30 employees, the majority of whom report to a primary work site located in the State or perform work remotely from within the State; and</text> </level> <level label="B"> <text>on the enforcement date, does not have the majority of its employees report to a primary work site located in the State or perform work remotely from within the State, or does not have its principal place of business located in the State; or</text> </level> <level label="4"> <text>an employee licensed as a veterinary practitioner or veterinary technician under Title 2, Subtitle 3 of the Agriculture Article; and</text> </level> </level> <level label="ii"> <text>whether or not the employer and employee entered into the employment contract or similar document or agreement in the State.</text> </level> </level> <level label="3"> <text>This subsection does not apply to an employment contract or a similar document or agreement with respect to the taking or use of a client or patient list or other proprietary client–related or patient–related information.</text> </level> <level label="4"> <text>A noncompete or conflict of interest provision in an employment contract or a similar document or agreement that restricts the ability of an employee to enter into employment with a new employer or to become self–employed in the same or similar business or trade shall be null and void as being against the public policy of the State.</text> </level> </level> <level label="b"> <level label="1"> <text>This subsection applies only to an employment contract or similar document or agreement concerning employment in a position for which the employee:</text> <level label="i"> <text>is required to be licensed under the Health Occupations Article;</text> </level> <level label="ii"> <text>is employed in a position that provides direct patient care; and</text> </level> <level label="iii"> <text>earns more than $350,000 in total annual compensation.</text> </level> </level> <level label="2"> <level label="i"> <text>The period for which a noncompete or conflict of interest provision in an employment contract or similar document or agreement is in effect may not exceed 1 year from the last day of employment.</text> </level> <level label="ii"> <text>The geographical restriction in a noncompete or conflict of interest provision in an employment contract or similar document or agreement may not exceed 10 miles from the primary place of employment.</text> </level> </level> <level label="3"> <text>On request of a patient, an employer of an employee described in paragraph (1) of this subsection shall provide notice to a patient of the new location where a former employee will be practicing.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-717" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Facial recognition service” means technology that analyzes facial features and is used for recognition or persistent tracking of individuals in still or video images.</text> </level> <level label="3"> <text>“Facial template” means the machine–interpretable pattern of facial features that is extracted from one or more images of an individual by a facial recognition service.</text> </level> </level> <level label="b"> <text>An employer may not use a facial recognition service for the purpose of creating a facial template during an applicant’s interview for employment unless an applicant consents under subsection (c) of this section.</text> </level> <level label="c"> <level label="1"> <text>An applicant may consent to the use of facial recognition service technology during an interview by signing a waiver.</text> </level> <level label="2"> <text>The waiver signed under paragraph (1) of this subsection shall state in plain language:</text> <level label="i"> <text>the applicant’s name;</text> </level> <level label="ii"> <text>the date of the interview;</text> </level> <level label="iii"> <text>that the applicant consents to the use of facial recognition during the interview; and</text> </level> <level label="iv"> <text>whether the applicant read the consent waiver.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-718" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="7" subtitle_name="Miscellaneous"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Political matters” means matters relating to:</text> <level label="i"> <text>elections for political office;</text> </level> <level label="ii"> <text>political parties;</text> </level> <level label="iii"> <text>proposals to change:</text> <level label="1"> <text>legislation;</text> </level> <level label="2"> <text>regulations; or</text> </level> <level label="3"> <text>public policy; or</text> </level> </level> <level label="iv"> <text>the decision to join or support a political party or potential civic, community, fraternal, or labor organization.</text> </level> </level> <level label="3"> <text>“Religious matters” means matters relating to religious belief, affiliation, and practice or the decision to join and support a religious organization or association.</text> </level> </level> <level label="b"> <text>This section does not apply to an employer that:</text> <level label="1"> <text>is a religious corporation, organization, or association or an educational institution or society that is exempt from the requirements of Title VII of the Civil Rights Act of 1964 under 42 U.S.C. § 2000e–1(a) or is exempt for employment discrimination protections under State law;</text> </level> <level label="2"> <text>is a political organization that requires its employees to attend an employer–sponsored meeting or to participate in communications with the employer or the employer’s agents or other representatives for the purpose of communicating the employer’s political tenets or purposes;</text> </level> <level label="3"> <text>is an educational institution that requires a student or an instructor to attend lectures on political or religious matters as part of the regular coursework at the institution;</text> </level> <level label="4"> <text>is a nonprofit, tax–exempt training program that requires a student or an instructor to attend classroom instruction, complete fieldwork, or perform community service hours on political or religious matters as it relates to the mission of the training program;</text> </level> <level label="5"> <text>requires employees to undergo training to comply with federal or State law, including training related to the employer’s obligations under civil rights laws and occupational safety and health laws; or</text> </level> <level label="6"> <text>is a governmental unit holding a new employee orientation.</text> </level> </level> <level label="c"> <text>An employer, or the employer’s agent, representative, or designee, may not:</text> <level label="1"> <text>discharge, discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize an employee because the employee declines to attend, participate in, or listen to communications from the employer, or the employer’s agent, representative, or designee, in an employer–sponsored meeting during which the employer communicates the opinion of the employer regarding religious matters or political matters; or</text> </level> <level label="2"> <text>fail or refuse to hire an applicant for employment as a result of the applicant’s refusal to attend or participate in an employer–sponsored meeting during which the employer communicates the opinion of the employer regarding religious matters or political matters.</text> </level> </level> <level label="d"> <text>This section does not prohibit an employer:</text> <level label="1"> <text>from communicating information that the employer is required by law to communicate;</text> </level> <level label="2"> <text>from conducting a meeting that involves religious matters or political matters if attendance and participation are voluntary;</text> </level> <level label="3"> <text>from communicating to its employees information that is necessary for its employees to perform their job duties;</text> </level> <level label="4"> <text>that is an institution of higher education, or an agent or other representative or designee of the institution, from meeting with or participating in communications with its employees that are part of coursework, a symposium, or an academic program at the institution; or</text> </level> <level label="5"> <text>that is a governmental unit from communicating to its employees information related to a policy of the employer or a law that the employer is responsible for administering.</text> </level> </level> <level label="e"> <level label="1"> <text>If an employee believes that an employer has violated this section, within 180 days after the alleged violation, the employee may file a written complaint with the Commissioner.</text> </level> <level label="2"> <text>After receiving a written complaint filed under paragraph (1) of this subsection, the Commissioner shall conduct an investigation and attempt to resolve the issue informally through mediation.</text> </level> <level label="3"> <text>If the Commissioner is unable to resolve an issue through mediation and, after an investigation, the Commissioner determines that the employer has violated this section, the Commissioner may assess a civil penalty of:</text> <level label="i"> <text>for an initial violation, up to $10,000; or</text> </level> <level label="ii"> <text>for a subsequent violation, up to $25,000.</text> </level> </level> <level label="4"> <text>In addition to civil penalties assessed under paragraph (3) of this subsection, the Commissioner may:</text> <level label="i"> <text>issue an order to cease and desist from the violation and any further similar violations; or</text> </level> <level label="ii"> <text>award any other relief that the Commissioner determines is appropriate, including:</text> <level label="1"> <text>injunctive relief;</text> </level> <level label="2"> <text>compensatory damages;</text> </level> <level label="3"> <text>affirmative relief, including:</text> </level> <level label="A"> <text>the reinstatement of the employee to the employee’s former position or an equivalent position;</text> </level> <level label="B"> <text>back pay and interest amounts owed; or</text> </level> <level label="C"> <text>restoration of employee benefits, pension or retirement accrual, and other terms and conditions of employment for which the employee would have been eligible; or</text> </level> <level label="4"> <text>reasonable attorney’s fees and other costs.</text> </level> </level> </level> <level label="5"> <text>The Commissioner may file a petition in any circuit court for any county seeking enforcement of an order under this section.</text> </level> </level> <level label="f"> <level label="1"> <text>Each employer shall notify the employer’s employees of the requirements and protections provided under this section by:</text> <level label="i"> <text>posting the poster or notice developed under paragraph (2) of this subsection in a place where employee notices are customarily posted or in another conspicuous place accessible by all employees of the employer; and</text> </level> <level label="ii"> <text>providing the notice developed under paragraph (2) of this paragraph to each new employee on hiring.</text> </level> </level> <level label="2"> <level label="i"> <text>The Commissioner shall develop and make available to employers a poster and model notice that summarizes the rights established under this section, including how to file a complaint with the Commissioner.</text> </level> <level label="ii"> <text>The poster and model notice developed under subparagraph (i) of this paragraph shall be made available in English and any other languages commonly used by employees in the State.</text> </level> </level> <level label="3"> <text>The Commissioner shall consider failure to comply with the notice requirement established under paragraph (1) of this subsection an aggravating factor when awarding relief under subsection (e) of this section.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-801" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="8"> <level label="a"> <level label="1"> <text>In this section, “employer” means a person engaged in a business, industry, profession, trade, or other enterprise in the State.</text> </level> <level label="2"> <text>“Employer” includes:</text> <level label="i"> <text>a unit of State or local government that employs individuals who are not subject to the provisions of Title 9, Subtitle 5 of the State Personnel and Pensions Article; and</text> </level> <level label="ii"> <text>a person who acts directly or indirectly in the interest of another employer with an employee.</text> </level> </level> </level> <level label="b"> <text>This section applies to an employer who provides leave with pay to an employee following the birth of the employee’s child.</text> </level> <level label="c"> <text>An employer who provides leave with pay to an employee following the birth of the employee’s child shall provide the same leave with pay to an employee when a child is placed with the employee for adoption.</text> </level> <level label="d"> <level label="1"> <text>Whenever the Commissioner determines that this section has been violated, the Commissioner shall:</text> <level label="i"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="ii"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="2"> <text>The Attorney General may bring an action under this subsection in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-802" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="8"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Bereavement leave” means leave an employee is allowed to use on the death of a member of the employee’s immediate family.</text> </level> <level label="3"> <text>“Child” means:</text> <level label="i"> <text>for the purposes of leave provided under subsection (d)(1)(i) of this section, an adopted, biological, or foster child, a stepchild, or a legal ward who is:</text> <level label="1"> <text>under the age of 18 years; or</text> </level> <level label="2"> <text>at least 18 years old and incapable of self–care due to a mental or physical disability; or</text> </level> </level> <level label="ii"> <text>for the purposes of bereavement leave under subsection (d)(1)(ii) of this section, an adopted, biological, or foster child, a stepchild, or a legal ward.</text> </level> </level> <level label="4"> <level label="i"> <text>“Employer” means a person that is engaged in a business, industry, profession, trade, or other enterprise in the State.</text> </level> <level label="ii"> <text>“Employer” includes a person who acts directly or indirectly in the interest of another employer with an employee.</text> </level> </level> <level label="5"> <text>“Immediate family” means a child, spouse, or parent.</text> </level> <level label="6"> <level label="i"> <text>“Leave with pay” means paid time away from work that is earned and available to an employee:</text> <level label="1"> <text>based on hours worked; or</text> </level> <level label="2"> <text>as an annual grant of a fixed number of hours or days of leave for performance of service.</text> </level> </level> <level label="ii"> <text>“Leave with pay” includes sick leave, vacation time, paid time off, and compensatory time.</text> </level> <level label="iii"> <text>“Leave with pay” does not include:</text> <level label="1"> <text>a benefit provided under an employee welfare benefit plan subject to the federal Employee Retirement Income Security Act of 1974;</text> </level> <level label="2"> <text>an insurance benefit, including benefits from an employer’s self–insured plan;</text> </level> <level label="3"> <text>workers’ compensation;</text> </level> <level label="4"> <text>unemployment compensation;</text> </level> <level label="5"> <text>a disability benefit; or</text> </level> <level label="6"> <text>a similar benefit.</text> </level> </level> </level> <level label="7"> <text>“Parent” means an adoptive, biological, or foster parent, a stepparent, a legal guardian, or a person standing in loco parentis.</text> </level> </level> <level label="b"> <level label="1"> <text>This section applies to an employee who is primarily employed in the State.</text> </level> <level label="2"> <text>This section applies to an employer that:</text> <level label="i"> <text>provides leave with pay under the terms of a collective bargaining agreement or an employment policy; and</text> </level> <level label="ii"> <text>employs 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year.</text> </level> </level> </level> <level label="c"> <text>The purpose of subsection (d)(1)(i) is to allow an employee of an employer to use leave with pay to care for an immediate family member who is ill under the same conditions and policy rules that would apply if the employee took leave for the employee’s own illness.</text> </level> <level label="d"> <level label="1"> <text>An employee of an employer may use leave with pay for:</text> <level label="i"> <text>the illness of the employee’s immediate family; or</text> </level> <level label="ii"> <text>bereavement leave.</text> </level> </level> <level label="2"> <text>An agreement between an employer and employee to waive the provisions of this section is void.</text> </level> </level> <level label="e"> <level label="1"> <text>An employee of an employer:</text> <level label="i"> <text>may only use leave with pay under this section that has been earned; and</text> </level> <level label="ii"> <text>who earns more than one type of leave with pay may elect the type and amount of leave with pay to be used under this section.</text> </level> </level> <level label="2"> <text>Except as provided in paragraph (3) of this subsection, an employee of an employer who uses leave under this section shall comply with the terms of a collective bargaining agreement or employment policy.</text> </level> <level label="3"> <text>If the terms of a collective bargaining agreement with an employer or an employment policy of an employer provide a leave with pay benefit that is equal to or greater than the benefit provided under this section, the collective bargaining agreement or employment policy prevails.</text> </level> </level> <level label="f"> <text>An employer may not discharge, demote, suspend, discipline, or otherwise discriminate against an employee or threaten to take any of these actions against an employee because the employee:</text> <level label="1"> <text>has requested leave authorized under this section;</text> </level> <level label="2"> <text>has taken leave authorized under this section;</text> </level> <level label="3"> <text>has opposed a practice made unlawful by this section; or</text> </level> <level label="4"> <text>has made a charge, testified, assisted, or participated in an investigation, proceeding, or hearing under this section.</text> </level> </level> <level label="g"> <text>This section does not:</text> <level label="1"> <text>extend the maximum period of leave an employee has under the federal Family and Medical Leave Act of 1993; or</text> </level> <level label="2"> <text>limit the period of leave to which an employee is entitled under the federal Family and Medical Leave Act of 1993.</text> </level> </level> <level label="h"> <level label="1"> <text>Whenever the Commissioner determines that this section has been violated, the Commissioner shall:</text> <level label="i"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="ii"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="2"> <text>The Attorney General may bring an action under this subsection in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-803" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="8"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Employee” means an individual who:</text> <level label="i"> <text>is employed by an employer to work full–time or part–time;</text> </level> <level label="ii"> <text>has worked for the employer for the last 12 months; and</text> </level> <level label="iii"> <text>has worked for at least 1,250 hours during the last 12 months.</text> </level> </level> <level label="3"> <text>“Employer” means:</text> <level label="i"> <text>a person that:</text> <level label="1"> <text>employs 50 or more individuals; and</text> </level> <level label="2"> <text>is engaged in a business, industry, profession, trade, or other enterprise in the State;</text> </level> </level> <level label="ii"> <text>the State and its units;</text> </level> <level label="iii"> <text>a county and its units; or</text> </level> <level label="iv"> <text>a municipal government in the State.</text> </level> </level> <level label="4"> <text>“Immediate family member” means a spouse, parent, stepparent, child, stepchild, or sibling.</text> </level> </level> <level label="b"> <text>An employee may take leave from work on the day that an immediate family member of the employee is leaving for, or returning from, active duty outside the United States as a member of the uniformed services.</text> </level> <level label="c"> <text>An employer may not require an employee to use compensatory, sick, or vacation leave when taking leave under this section.</text> </level> <level label="d"> <text>An employer may require an employee requesting leave under this section to submit proof to the employer verifying that the leave is being taken in accordance with subsection (b) of this section.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-901" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Construction services” includes the following services provided in connection with real property:</text> <level label="1"> <text>building;</text> </level> <level label="2"> <text>reconstructing;</text> </level> <level label="3"> <text>improving;</text> </level> <level label="4"> <text>enlarging;</text> </level> <level label="5"> <text>painting;</text> </level> <level label="6"> <text>altering;</text> </level> <level label="7"> <text>maintaining; and</text> </level> <level label="8"> <text>repairing.</text> </level> </level> <level label="c"> <text>“Employer” means any person that employs an individual in the State.</text> </level> <level label="d"> <text>“Exempt person” means an individual who:</text> <level label="1"> <text>performs services in a personal capacity and employs no individuals other than:</text> <level label="i"> <text>a spouse of the exempt person;</text> </level> <level label="ii"> <text>children of the exempt person; or</text> </level> <level label="iii"> <text>parents of the exempt person;</text> </level> </level> <level label="2"> <text>performs services free from direction and control over the means and manner of providing the services, subject only to the right of the person or entity for whom services are provided to specify the desired result;</text> </level> <level label="3"> <text>furnishes the tools and equipment necessary to provide the service;</text> </level> <level label="4"> <text>operates a business that is considered inseparable from the individual for purposes of taxes, profits, and liabilities:</text> <level label="i"> <text>in which the individual:</text> <level label="1"> <text>owns all of the assets and profits of the business; and</text> </level> <level label="2"> <text>has sole, unlimited, personal liability for all of the debts and liabilities of the business, unless the business is organized as a single–owned corporate entity, to which sole, unlimited personal liability does not apply; and</text> </level> </level> <level label="ii"> <text>for which:</text> <level label="1"> <text>the individual does not pay taxes for the business separately but reports business income and losses on the individual’s personal tax return; and</text> </level> <level label="2"> <text>if the business is organized as a corporate entity and the individual otherwise qualifies as an exempt person under this subsection, the individual files a separate federal informational tax return for the entity as required by law;</text> </level> </level> </level> <level label="5"> <text>exercises complete control over the management and operations of the business; and</text> </level> <level label="6"> <text>exercises the right and opportunity on a continuing basis to perform the services of the business for multiple entities at the individual’s sole choice and discretion.</text> </level> </level> <level label="e"> <text>“Knowingly” means having actual knowledge, deliberate ignorance, or reckless disregard for the truth.</text> </level> <level label="f"> <text>“Landscaping services” includes the following services:</text> <level label="1"> <text>garden maintenance and planting;</text> </level> <level label="2"> <text>lawn care including fertilizing, mowing, mulching, seeding, and spraying;</text> </level> <level label="3"> <text>seeding and mowing of highway strips;</text> </level> <level label="4"> <text>sod laying;</text> </level> <level label="5"> <text>turf installation, except artificial;</text> </level> <level label="6"> <text>ornamental bush planting, pruning, bracing, spraying, and removal; and</text> </level> <level label="7"> <text>ornamental tree planting, pruning, bracing, spraying, and removal.</text> </level> </level> <level label="g"> <level label="1"> <text>“Place of business” means the office or headquarters of the employer.</text> </level> <level label="2"> <text>“Place of business” does not include a work site at which the employer has been contracted to perform services.</text> </level> </level> <level label="h"> <text>“Public body” means:</text> <level label="1"> <text>the State;</text> </level> <level label="2"> <text>a unit of State government or an instrumentality of the State; or</text> </level> <level label="3"> <text>any political subdivision, agency, person, or entity that is a party to a contract for which 50% or more of the money used is State money.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-902" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <text>This subtitle applies only to the following industries:</text> <level label="1"> <text>construction services; and</text> </level> <level label="2"> <text>landscaping services.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-903" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>An employer may not fail to properly classify an individual who performs work for remuneration paid by the employer.</text> </level> <level label="b"> <text>An employer has failed to properly classify an individual when an employer–employee relationship exists as determined under subsection (c) of this section but the employer has not classified the individual as an employee.</text> </level> <level label="c"> <level label="1"> <text>Except as provided in § 3–903.1 of this subtitle, for purposes of enforcement of this subtitle only, work performed by an individual for remuneration paid by an employer shall be presumed to create an employer–employee relationship, unless:</text> <level label="i"> <text>the individual is an exempt person; or</text> </level> <level label="ii"> <text>an employer demonstrates that:</text> <level label="1"> <text>the individual who performs the work is free from control and direction over its performance both in fact and under the contract;</text> </level> <level label="2"> <text>the individual customarily is engaged in an independent business or occupation of the same nature as that involved in the work; and</text> </level> <level label="3"> <text>the work is:</text> </level> <level label="A"> <text>outside of the usual course of business of the person for whom the work is performed; or</text> </level> <level label="B"> <text>performed outside of any place of business of the person for whom the work is performed.</text> </level> </level> </level> <level label="2"> <text>Work is outside of the usual course of business of the person for whom it is performed under paragraph (1) of this subsection if:</text> <level label="i"> <text>the individual performs the work off the employer’s premises;</text> </level> <level label="ii"> <text>the individual performs work that is not integrated into the employer’s operation; or</text> </level> <level label="iii"> <text>the work performed is unrelated to the employer’s business.</text> </level> </level> <level label="3"> <text>By contract, an employer may engage another business entity, which may have its own employees, to do the same type of work in which the employer engages, at the same location where the employer is working, without establishing an employer–employee relationship between the two contracting entities.</text> </level> </level> <level label="d"> <text>The Commissioner shall adopt regulations to explain further and provide specific examples of the application of subsection (c) of this section.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-903.1" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <text>The presumption that an employer–employee relationship exists under § 3–903(c)(1) of this subtitle does not apply if:</text> <level label="1"> <text>an employer produces for inspection by the Commissioner:</text> <level label="i"> <text>a written contract, signed by the employer and business entity, that:</text> <level label="1"> <text>describes the nature of the work to be performed by the business entity;</text> </level> <level label="2"> <text>describes the remuneration to be paid for the work performed by the business entity; and</text> </level> <level label="3"> <text>includes an acknowledgment by the business entity of the business entity’s obligations under this article to:</text> </level> <level label="A"> <text>withhold, report, and remit payroll taxes on behalf of all employees working for the business entity;</text> </level> <level label="B"> <text>pay unemployment insurance taxes for all employees working for the business entity; and</text> </level> <level label="C"> <text>maintain workers’ compensation insurance;</text> </level> </level> <level label="ii"> <text>an affidavit signed by the business entity indicating that the business entity is an independent contractor who is available to work for other business entities;</text> </level> <level label="iii"> <text>a current certificate of status of the business entity, issued by the State Department of Assessments and Taxation, indicating that the business entity is in good standing; and</text> </level> <level label="iv"> <text>proof that the business entity holds all occupational licenses required by State and local authorities for the work performed; and</text> </level> </level> <level label="2"> <text>the employer provided to each individual classified as an independent contractor or exempt person a written notice under § 3–914 of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-904" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>An employer may not knowingly fail to properly classify an individual who performs work for remuneration paid by the employer.</text> </level> <level label="b"> <text>An employer has knowingly failed to properly classify an individual when:</text> <level label="1"> <text>an employer–employee relationship exists as determined under § 3–903(c) of this subtitle; and</text> </level> <level label="2"> <text>the employer has knowingly failed to properly classify the individual as an employee.</text> </level> </level> <level label="c"> <text>The Commissioner shall consider, as strong evidence that the employer did not knowingly fail to properly classify an individual, whether:</text> <level label="1"> <text>before a complaint was filed against the employer or the Commissioner began an investigation of the employer, the employer:</text> <level label="i"> <text>sought and obtained evidence that the individual:</text> <level label="1"> <text>is an exempt person; or</text> </level> <level label="2"> <text>as an independent contractor:</text> </level> <level label="A"> <text>withholds, reports, and remits payroll taxes on behalf of all individuals working for the independent contractor;</text> </level> <level label="B"> <text>pays unemployment insurance taxes for all individuals working for the independent contractor; and</text> </level> <level label="C"> <text>maintains workers’ compensation insurance; and</text> </level> </level> <level label="ii"> <text>provided to the exempt person or independent contractor a written notice as required by § 3–914 of this subtitle; or</text> </level> </level> <level label="2"> <text>the employer:</text> <level label="i"> <level label="1"> <text>classifies all workers who perform the same or substantially the same tasks for the employer as independent contractors; and</text> </level> <level label="2"> <text>reports the income of the workers to the Internal Revenue Service as required by federal law; and</text> </level> </level> <level label="ii"> <text>has received a determination from the Internal Revenue Service that the individual or a worker who performs the same or substantially the same task as the individual is an independent contractor.</text> </level> </level> </level> <level label="d"> <text>The Commissioner shall adopt regulations to provide guidance as to what constitutes the evidence relevant to the determination of whether an employer knowingly failed to properly classify an employee.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-905" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>The Commissioner shall investigate as necessary to determine compliance with this subtitle and regulations adopted under this subtitle.</text> </level> <level label="b"> <level label="1"> <text>Any written or oral complaint or statement made by a person as part of an investigation under this section is confidential and may not be disclosed without the consent of the person until the investigation is concluded and a citation is issued.</text> </level> <level label="2"> <text>Any written or oral statement made by an individual alleged to be employed by the respondent as part of an investigation under this section is confidential and may not be disclosed without the consent of the individual.</text> </level> </level> <level label="c"> <text>The Commissioner may enter a place of business or work site to:</text> <level label="1"> <text>observe work being performed;</text> </level> <level label="2"> <text>interview individuals on the work site, including those identified as employees and independent contractors; and</text> </level> <level label="3"> <text>review and copy records.</text> </level> </level> <level label="d"> <level label="1"> <text>The Commissioner may require each employer to:</text> <level label="i"> <text>subject to paragraph (2) of this subsection, identify and produce for copying or inspection all records relevant to the classification of each individual;</text> </level> <level label="ii"> <text>attest to the truthfulness of each record that is copied in accordance with subsection (c)(3) of this section or each copy of a record that is provided to the Commissioner under item (i) of this paragraph and to sign the copy; or</text> </level> <level label="iii"> <text>at the option of the employer, submit a written statement about the classification of each employee on the form provided by the Commissioner, with any relevant records attached.</text> </level> </level> <level label="2"> <text>An employer may comply with a requirement to produce records under paragraph (1)(i) of this subsection by producing copies of the records.</text> </level> </level> <level label="e"> <text>An employer that fails to produce records for copying or inspection or a written statement under subsection (d) of this section within 30 business days after the Commissioner’s request, or an extension of time mutually agreed on by both parties, shall be subject to a fine not exceeding $500 per day for each day the records are not produced.</text> </level> <level label="f"> <level label="1"> <text>The Commissioner may issue a subpoena for testimony and the production of records.</text> </level> <level label="2"> <text>If a person fails to comply with a subpoena issued under this subsection, the Commissioner may file a complaint in the circuit court for the county where the person resides, is employed, or has a place of business, requesting an order directing compliance with the subpoena.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-906" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>After the employer has provided all the records requested under § 3–905(d) of this subtitle, the Commissioner shall issue a citation to the employer or close the investigation within 90 days.</text> </level> <level label="b"> <text>Each citation shall:</text> <level label="1"> <text>describe in detail the nature of the alleged violation;</text> </level> <level label="2"> <text>cite the provision of this subtitle or any regulation that the employer is alleged to have violated; and</text> </level> <level label="3"> <text>state the civil penalty, if any, that the Commissioner proposes to assess.</text> </level> </level> <level label="c"> <text>Within a reasonable time after issuance of a citation, the Commissioner shall send by certified mail to the employer:</text> <level label="1"> <text>a copy of the citation; and</text> </level> <level label="2"> <text>notice of the opportunity to request a hearing.</text> </level> </level> <level label="d"> <text>Within 15 days after an employer receives a notice under subsection (c) of this section, the employer may submit a written request for a hearing on the citation and proposed penalty.</text> </level> <level label="e"> <text>If a hearing is not requested within 15 days, the citation, including any penalties, shall become a final order of the Commissioner.</text> </level> <level label="f"> <level label="1"> <text>If the employer requests a hearing, the Commissioner shall delegate to the Office of Administrative Hearings the authority to hold a hearing and issue findings of fact, conclusions of law, and an order, and assess a penalty under § 3–909 of this subtitle in accordance with Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="2"> <text>The employer is entitled to a hearing within 90 days after a timely request is made under this subsection, unless the employer waives that right.</text> </level> </level> <level label="g"> <text>Within 15 days after a request, in accordance with Title 4 of the General Provisions Article and the applicable regulations of the Department and the Office of Administrative Hearings, the Commissioner shall provide copies of all relevant evidence, including a list of potential witnesses, on which the Commissioner intends to rely at any administrative hearing under this subtitle.</text> </level> <level label="h"> <text>The Commissioner has the burden of proof to show that an employer has knowingly failed to properly classify an individual as an employee.</text> </level> <level label="i"> <text>A decision of an administrative law judge issued in accordance with Title 10, Subtitle 2 of the State Government Article shall become a final order of the Commissioner.</text> </level> <level label="j"> <text>Any party aggrieved by a final order of the Commissioner under subsection (i) of this section may seek judicial review and appeal under §§ 10–222 and 10–223 of the State Government Article.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-907" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>If, after investigation, the Commissioner determines that an employer failed to properly classify an individual as an employee in violation of § 3–903 of this subtitle, or knowingly failed to properly classify as an employee an employee in violation of § 3–904 of this subtitle, and issues a citation, the Commissioner shall notify the Comptroller, the Office of Unemployment Insurance, the Insurance Administration, and the Workers’ Compensation Commission to enable these agencies to assure an employer’s compliance with their laws, utilizing their own definitions, standards, and procedures.</text> </level> <level label="b"> <level label="1"> <text>An employer found in violation of § 3–903 of this subtitle by a final order of a court or an administrative unit shall be required, within 45 days after the final order:</text> <level label="i"> <text>to pay restitution to any individual not properly classified; and</text> </level> <level label="ii"> <text>to otherwise come into compliance with all applicable labor laws, including those related to income tax withholding, unemployment insurance, wage laws, and workers’ compensation.</text> </level> </level> <level label="2"> <text>The requirement for compliance with applicable labor laws under paragraph (1)(ii) of this subsection may include requiring the employer to enter into an agreement, within 45 days after the final order, with a governmental unit for payment of any amounts owed by the employer to the unit.</text> </level> <level label="3"> <text>The requirement for compliance with applicable labor laws under paragraph (1)(ii) of this subsection:</text> <level label="i"> <text>may not require payments for more than a 12–month period; and</text> </level> <level label="ii"> <text>may not require payments due for a period before the 12–month period before the citation was issued.</text> </level> </level> </level> <level label="c"> <text>An employer found in violation of § 3–904 of this subtitle by a final order of a court or an administrative unit shall be required, within 45 days after the final order:</text> <level label="1"> <text>to pay restitution to any individual not properly classified; and</text> </level> <level label="2"> <text>to otherwise come into compliance with all applicable labor laws, including those related to income tax withholding, unemployment insurance, wage laws, and workers’ compensation.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-908" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>An employer in violation of § 3–903 of this subtitle who comes into timely compliance with all applicable labor laws as required by § 3–907(b) of this subtitle may not be assessed a civil penalty.</text> </level> <level label="b"> <level label="1"> <text>An employer in violation of § 3–903 of this subtitle who fails to come into timely compliance with all applicable labor laws as required by § 3–907(b) of this subtitle shall be assessed a civil penalty of up to $1,000 for each employee for whom the employer is not in compliance.</text> </level> <level label="2"> <text>In determining the amount of the penalty, the Commissioner shall consider the factors set forth in § 3–909(b) of this subtitle.</text> </level> </level> <level label="c"> <level label="1"> <text>An employer may be assessed civil penalties under this section by only one final order of a court or administrative unit for the same actions constituting noncompliance with applicable labor laws as required by § 3–907(b) and (c) of this subtitle.</text> </level> <level label="2"> <text>Notwithstanding paragraph (1) of this subsection, an employer may be ordered to make restitution, pay any interest due, and otherwise comply with all applicable laws and regulations by multiple final orders of a court and all relevant administrative units, including the Comptroller, the Office of Unemployment Insurance, the Insurance Administration, and the Workers’ Compensation Commission.</text> </level> </level> <level label="d"> <text>Any penalty issued under this section against an employer shall be in effect against any successor corporation or business entity that:</text> <level label="1"> <text>has one or more of the same principals or officers as the employer against whom the penalty was assessed; and</text> </level> <level label="2"> <text>is engaged in the same or equivalent trade or activity.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-909" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>An employer found to have knowingly failed to properly classify an individual in violation of § 3–904 of this subtitle shall be assessed a civil penalty of up to $10,000 for each employee who was not properly classified.</text> </level> <level label="b"> <text>In determining the amount of the penalty, the Commissioner or the administrative law judge shall consider:</text> <level label="1"> <text>the gravity of the violation;</text> </level> <level label="2"> <text>the size of the employer’s business;</text> </level> <level label="3"> <text>the employer’s good faith;</text> </level> <level label="4"> <text>the employer’s history of violations under this subtitle; and</text> </level> <level label="5"> <text>whether the employer:</text> <level label="i"> <text>has been found, by a court or an administrative unit, to have deprived the employee of any rights to which the employee would have been entitled under a State protective labor law, including but not limited to:</text> <level label="1"> <text>any provision of this article;</text> </level> <level label="2"> <text>the State prevailing wage law, under §§ 17–221 and 17–222 of the State Finance and Procurement Article; or</text> </level> <level label="3"> <text>the living wage law, under § 18–108 of the State Finance and Procurement Article; and</text> </level> </level> <level label="ii"> <text>has made restitution and come into compliance with all such State protective labor laws with respect to the employee.</text> </level> </level> </level> <level label="c"> <text>If the court or an administrative unit determines that an individual or class of individuals is entitled to restitution as a result of the employer’s violation of § 3–904 of this subtitle, the court or administrative unit:</text> <level label="1"> <text>shall award each individual any restitution to which the individual may be entitled; and</text> </level> <level label="2"> <text>may award each individual an additional amount up to three times the amount of such restitution.</text> </level> </level> <level label="d"> <text>An employer in violation of § 3–904 of this subtitle may be assessed double the administrative penalties set forth in subsection (a) of this section if the employer has been found previously to have violated this subtitle by a final order of a court or an administrative unit.</text> </level> <level label="e"> <text>An employer who has been found by a final order of a court or an administrative unit to have violated § 3–904 of this subtitle three or more times may be assessed an administrative penalty of up to $20,000 for each employee.</text> </level> <level label="f"> <level label="1"> <text>An employer may be assessed civil penalties under this section or § 8–201.1 or § 9–402.1 of this article by only one final order of a court or administrative unit for the same actions constituting a violation of this subtitle.</text> </level> <level label="2"> <text>Notwithstanding paragraph (1) of this subsection, an employer may be ordered to make restitution, pay any interest due, and otherwise comply with all applicable laws and regulations by orders of a court and all relevant administrative units, including the Comptroller, the Office of Unemployment Insurance, the Insurance Administration, and the Workers’ Compensation Commission.</text> </level> </level> <level label="g"> <text>Any penalty issued under this section against an employer shall be in effect against any successor corporation or business entity that:</text> <level label="1"> <text>has one or more of the same principals or officers as the employer against whom the penalty was assessed, unless the principal or officer did not or with the exercise of reasonable diligence could not know of the violation for which the penalty was imposed; and</text> </level> <level label="2"> <text>is engaged in the same or equivalent trade or activity.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-910" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>As authorized by State and federal law, units within the Maryland Department of Labor and the Department of Budget and Management, the Secretary of State, the Comptroller, the Maryland Insurance Administration, and other State agencies shall cooperate and share information concerning any suspected failure to properly classify an individual as an employee.</text> </level> <level label="b"> <text>On a showing by clear and convincing evidence that a violation of § 3–904 of this subtitle has occurred and as authorized by federal and State law, the Commissioner shall refer any complaint that alleges a violation of § 13–1007 or § 13–1024 of the Tax – General Article to the:</text> <level label="1"> <text>Comptroller;</text> </level> <level label="2"> <text>State’s Attorney with jurisdiction over the alleged violation;</text> </level> <level label="3"> <level label="U"> <level label="S"> <text>Department of Justice;</text> </level> </level> </level> <level label="4"> <level label="U"> <level label="S"> <text>Department of Labor; and</text> </level> </level> </level> <level label="5"> <level label="U"> <level label="S"> <text>Department of the Treasury.</text> </level> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-911" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, an individual who has not been properly classified as an employee may bring a civil action for economic damages against the employer for any violation of this subtitle.</text> </level> <level label="2"> <text>An individual may not bring a civil action under this section if a final order of an administrative unit or of a court has been issued under § 3–906 of this subtitle.</text> </level> </level> <level label="b"> <text>An action filed under this section shall be filed within 3 years after the date the cause of action accrues.</text> </level> <level label="c"> <text>If the court determines that an individual or class of individuals is entitled to judgment in an action against an employer filed in accordance with this section, the court may award each individual:</text> <level label="1"> <text>any damages to which the individual may be entitled under subsection (a) of this section;</text> </level> <level label="2"> <text>an additional amount up to three times the amount of any such damages, if the employer knowingly failed to properly classify the individual;</text> </level> <level label="3"> <text>reasonable counsel fees and other costs of the action; and</text> </level> <level label="4"> <text>any other appropriate relief.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-913" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>Where, after investigation, the Commissioner issues a citation for a knowing violation of this subtitle or regulations adopted under this subtitle by an employer engaged in work on a contract with a public body, the Commissioner shall promptly notify the public body.</text> </level> <level label="b"> <level label="1"> <text>On notification, the public body shall withhold from payment due the employer an amount that is sufficient to:</text> <level label="i"> <text>pay restitution to each employee for the full amount of wages due; and</text> </level> <level label="ii"> <text>pay any benefits, taxes, or other contributions that are required by law to be paid on behalf of the employee.</text> </level> </level> <level label="2"> <text>The public body shall release:</text> <level label="i"> <text>on issuance of a favorable final order of a court or an administrative unit, the full amount of the withheld funds; and</text> </level> <level label="ii"> <text>on an adverse final order of a court or an administrative unit, the balance of the withheld funds after all obligations are satisfied under paragraph (1) of this subsection.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-914" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>An employer shall keep, for at least 3 years, in or about its place of business, records of the employer containing the following information:</text> <level label="1"> <text>the name, address, occupation, and classification of each employee or independent contractor;</text> </level> <level label="2"> <text>the rate of pay of each employee or method of payment for the independent contractor;</text> </level> <level label="3"> <text>the amount that is paid each pay period to each employee or, if applicable, independent contractor;</text> </level> <level label="4"> <text>the hours that each employee or independent contractor works each day and each workweek;</text> </level> <level label="5"> <text>for all individuals who are not classified as employees, evidence that each individual is an exempt person or an independent contractor or its employee; and</text> </level> <level label="6"> <text>other information that the Commissioner requires, by regulation, as necessary to enforce this subtitle.</text> </level> </level> <level label="b"> <text>An employer shall provide each individual classified as an independent contractor or exempt person with written notice of the classification of the individual at the time the individual is hired.</text> </level> <level label="c"> <text>The written notice shall:</text> <level label="1"> <text>include an explanation of the implications of the individual’s classification as an independent contractor or exempt person rather than as an employee; and</text> </level> <level label="2"> <text>be provided in English and Spanish.</text> </level> </level> <level label="d"> <text>The Commissioner shall adopt regulations establishing the specific requirements for the contents and form of the notice.</text> </level> <level label="e"> <text>If an employer fails to provide notice under subsection (b) of this section, the Commissioner may assess a civil penalty of not more than $50 for each day that the employer fails to provide notice.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-915" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>A person may not knowingly incorporate or form, or assist in the incorporation or formation of, a corporation, partnership, limited liability corporation, or other entity, or pay or collect a fee for use of a foreign or domestic corporation, partnership, limited liability corporation, or other entity for the purpose of facilitating, or evading detection of, a violation of this subtitle.</text> </level> <level label="b"> <text>A person may not knowingly conspire with, aid and abet, assist, advise, or facilitate an employer with the intent of violating this subtitle.</text> </level> <level label="c"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, a person that violates this section shall be subject to a civil penalty not exceeding $20,000.</text> </level> <level label="2"> <text>A person that violates this section may not be subject to a civil penalty under this section if the person:</text> <level label="i"> <text>holds a professional license as a lawyer or a certified public accountant; and</text> </level> <level label="ii"> <text>was performing an activity in the ordinary course of that person’s license when the violation occurred.</text> </level> </level> <level label="3"> <text>If the person is exempt from sanction under paragraph (2) of this subsection, the Commissioner shall promptly refer the person for investigation and possible sanction to the unit of State government that has regulatory jurisdiction over the business activities of that person.</text> </level> </level> <level label="d"> <text>The procedures governing investigations, citations, and administrative and judicial review of an alleged violation under this section shall be the same as those set forth in §§ 3–905 and 3–906 of this subtitle.</text> </level> <level label="e"> <text>A person may be assessed civil penalties under this section by only one final order of a court or administrative unit for the same actions constituting the violation.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-917" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <text>The Commissioner shall adopt regulations to carry out this subtitle.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-918" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <text>Each civil penalty under this subtitle shall be paid into the General Fund of the State.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-919" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>The proposed budget of the Division of Labor and Industry shall include an appropriation from the Workers’ Compensation Commission to cover the cost of administering this subtitle.</text> </level> <level label="b"> <text>The Workers’ Compensation Commission shall pay the cost of administering this subtitle from money that the Commission receives under § 9–316 of this article.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-920" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="9" subtitle_name="Workplace Fraud"> <level label="a"> <text>The Commissioner shall prepare an annual report for the Secretary and, in accordance with § 2–1257 of the State Government Article, the General Assembly on the administration and enforcement of this subtitle, that shall include:</text> <level label="1"> <text>the number and nature of complaints received;</text> </level> <level label="2"> <text>the number of investigations conducted;</text> </level> <level label="3"> <text>the number of citations issued;</text> </level> <level label="4"> <text>the number of informal resolutions of the citations;</text> </level> <level label="5"> <text>the number of citations appealed to the Office of Administrative Hearings and the outcomes of those hearings;</text> </level> <level label="6"> <text>the number of requests for judicial review of final orders and whether the orders were affirmed or overturned; and</text> </level> <level label="7"> <text>the number of civil penalties assessed, the total dollar amount of those penalties, and the total dollar amount collected.</text> </level> </level> <level label="b"> <text>The Commissioner’s report shall be a public record.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1001" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Civil Air Patrol leave” means leave requested by an employee who:</text> <level label="1"> <text>is a volunteer member of the civilian auxiliary of the United States Air Force known as the Civil Air Patrol; and</text> </level> <level label="2"> <text>has been authorized by the United States Air Force, the Governor, or a political subdivision of the State to respond to an emergency mission.</text> </level> </level> <level label="c"> <text>“Employee” means any individual who performs services for, or under the control of, a provider of wages or remuneration.</text> </level> <level label="d"> <text>“Employee benefits” means all benefits other than wages given by an employer.</text> </level> <level label="e"> <text>“Employer” means any person that employs more than 15 employees.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1002" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>An employer may not discriminate against or discharge from employment an employee who has been employed for a minimum of 90 days and is a member of the Civil Air Patrol because of membership in the Civil Air Patrol.</text> </level> <level label="b"> <text>An employer may not hinder or prevent an employee who has been employed for a minimum of 90 days from performing service as part of the Maryland Wing of the Civil Air Patrol during an emergency mission if the member is entitled to leave under this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1003" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>An employer shall provide no less than 15 days per calendar year of unpaid Civil Air Patrol leave to an employee responding to an emergency mission of the Maryland Wing of the Civil Air Patrol.</text> </level> <level label="b"> <level label="1"> <text>An employee shall give the employer as much notice as possible of the intended dates of the beginning and end of leave.</text> </level> <level label="2"> <text>After arriving at an emergency location, the employee shall notify the employer with an estimate of the amount of time needed to complete the emergency mission.</text> </level> <level label="3"> <text>The employee shall report to the employer necessary changes in the time required to complete the mission.</text> </level> <level label="4"> <text>The employer may require verification of the eligibility of the employee for the Civil Air Patrol leave requested or taken.</text> </level> <level label="5"> <text>If the employee fails to provide the required certification, the employer may deny the Civil Air Patrol leave.</text> </level> <level label="6"> <text>An employee taking leave under this subtitle may not be required to exhaust all available leave before using Civil Air Patrol leave.</text> </level> <level label="7"> <text>Nothing in this subtitle prevents an employer from providing paid leave for leave under this subtitle.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1004" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>The employer shall restore the employee to the position held when the leave began or to a position with equivalent seniority status, benefits, pay, and conditions of employment when the employee returns to work.</text> </level> <level label="b"> <text>An employer may decline to restore an employee as required in this subtitle because of circumstances unrelated to the provisions of this subtitle.</text> </level> <level label="c"> <text>An employer and an employee may negotiate for the employer to pay for the benefits of the employee during the leave.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1005" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>The use of Civil Air Patrol leave under this subtitle may not result in the loss of an employee benefit accrued before the first date of leave.</text> </level> <level label="b"> <text>An employee using leave under Title 13 of the Public Safety Article may not concurrently use leave granted under this subtitle.</text> </level> <level label="c"> <text>This subtitle does not affect the obligation of an employer to comply with a collective bargaining agreement or an employee benefit plan that provides greater leave rights to employees than the rights provided under this subtitle.</text> </level> <level label="d"> <text>The grant of leave under this subtitle may not be diminished by a collective bargaining agreement or an employee benefit plan entered into on or after January 1, 2010.</text> </level> <level label="e"> <text>This subtitle does not affect or diminish the contract rights or seniority status of an employee not entitled to Civil Air Patrol leave.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1006" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>An employer may not interfere with the use of Civil Air Patrol leave allowed under this subtitle.</text> </level> <level label="b"> <text>An employer may not discharge, fine, suspend, expel, discipline, or in any other manner discriminate against an employee who:</text> <level label="1"> <text>complies with the provisions of this subtitle; or</text> </level> <level label="2"> <text>opposes a practice not in compliance with this subtitle.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1007" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>An employee may bring a civil action in the appropriate State court to enforce this subtitle.</text> </level> <level label="b"> <text>The court may enjoin an act or a practice that violates this subtitle and may order equitable relief to redress the violation or to enforce this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1008" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="10" subtitle_name="Civil Air Patrol Leave"> <level label="a"> <text>Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall:</text> <level label="1"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="2"> <text>ask the Attorney General to bring an action on behalf of the applicant or employee.</text> </level> </level> <level label="b"> <text>The Attorney General may bring an action under this section in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1101" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Employer” includes a person who acts directly or indirectly in the interest of another employer with an employee.</text> </level> <level label="c"> <text>“Lien for unpaid wages” means a lien for the amount of wages owed to an employee and penalties authorized under this title or other provisions of law against real or personal property owned by an employer and located in the State.</text> </level> <level label="d"> <text>“Wages” does not include commissions.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1102" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <text>To establish a lien for unpaid wages under § 3–1104 of this subtitle, an employee shall first provide written notice to an employer that:</text> <level label="1"> <text>is served on the employer within the statute of limitations period under § 5–101 of the Courts Article;</text> </level> <level label="2"> <text>is personally served in accordance with Maryland Rule 2–121; and</text> </level> <level label="3"> <text>contains the information required by the Commissioner under § 3–1110 of this subtitle to provide the employer with adequate notice of the wages claimed and the property against which the lien for unpaid wages is sought.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1103" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <level label="a"> <text>An employer may dispute a lien for unpaid wages by filing a complaint in the circuit court for the county where property of an employer is located.</text> </level> <level label="b"> <text>A complaint filed under this section shall:</text> <level label="1"> <text>be filed within 30 days after notice is served on the employer; and</text> </level> <level label="2"> <text>include:</text> <level label="i"> <text>the name of the employer that owes the employee the wages and the name of the employee to whom the wages are owed;</text> </level> <level label="ii"> <text>a copy of the notice to establish a lien for unpaid wages served on the employer under § 3–1102 of this subtitle;</text> </level> <level label="iii"> <text>a statement of any defense to the lien for unpaid wages; and</text> </level> <level label="iv"> <text>an affidavit containing a statement of facts that support any defenses raised.</text> </level> </level> </level> <level label="c"> <text>The employer or employee may request an evidentiary hearing.</text> </level> <level label="d"> <text>If an employer files a complaint, the circuit court shall determine whether to issue an order establishing a lien for unpaid wages:</text> <level label="1"> <text>within 45 days after the date on which the complaint was filed; and</text> </level> <level label="2"> <text>based on a preponderance of the evidence in which the employee has the burden of proof to establish the lien for unpaid wages.</text> </level> </level> <level label="e"> <level label="1"> <text>If a circuit court issues an order to establish a lien for unpaid wages, the employee is entitled to court costs and reasonable attorney’s fees.</text> </level> <level label="2"> <text>If a circuit court determines the effort to establish a lien for unpaid wages to have been frivolous or made in bad faith, the court may award court costs and reasonable attorney’s fees to an employer.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1104" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <text>A lien for unpaid wages is established:</text> <level label="1"> <text>after a circuit court issues an order to establish a lien for unpaid wages; or</text> </level> <level label="2"> <text>if no complaint disputing the lien for unpaid wages is filed, within 30 days after a notice is served under § 3–1102 of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1105" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <level label="a"> <text>If a circuit court orders the establishment of a lien for unpaid wages, the employee may record the lien for unpaid wages by filing a wage lien statement under subsection (c) of this section.</text> </level> <level label="b"> <text>If the employer fails to file a timely complaint disputing the notice of wage lien, the employee may record the lien for unpaid wages by filing a wage lien statement under subsection (c) of this section along with proof of service in accordance with Maryland Rule 2–126.</text> </level> <level label="c"> <text>A wage lien statement may be recorded:</text> <level label="1"> <text>for a lien against real property, by filing a wage lien statement, in a form prescribed by the Commissioner, with the clerk of the circuit court for the county where any portion of the property is located; and</text> </level> <level label="2"> <text>for a lien against personal property, by filing a wage lien statement in the same manner, form, and place as a financing statement under Title 9, Subtitle 5 of the Commercial Law Article.</text> </level> </level> <level label="d"> <level label="1"> <text>If an employee does not record a wage lien statement within 180 days after the lien for unpaid wages is established, a lien for unpaid wages shall be extinguished without prejudice.</text> </level> <level label="2"> <text>If payment is made or a bond is filed for the amount of wages and damages stated in the wage lien statement, the recorded lien for unpaid wages shall be released.</text> </level> </level> <level label="e"> <text>A lien for unpaid wages recorded under this section shall be considered a secured claim that has priority:</text> <level label="1"> <text>from the date of the court order establishing the lien for unpaid wages; or</text> </level> <level label="2"> <text>if no complaint disputing the lien for unpaid wages is filed, from the date that the employee filed the wage lien statement.</text> </level> </level> <level label="f"> <text>Subsequent bona fide purchasers of any property subject to a recorded lien for unpaid wages are deemed to have constructive notice of the lien for unpaid wages from date of recordation of a wage lien statement.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1106" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <level label="a"> <text>An order for a lien for unpaid wages shall be enforced in the same manner as any other judgment under State law.</text> </level> <level label="b"> <text>An action to enforce an order for a lien for unpaid wages shall be brought within 12 years of the date of recordation of a lien for unpaid wages.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1107" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <level label="a"> <text>A contract between an employee and an employer may not waive or require the employee to waive the right to seek the establishment of a lien for unpaid wages under this subtitle.</text> </level> <level label="b"> <text>A provision in an executory contract between an employer and an employee that conditions payment of wages to the employee on receipt by the employer of a payment from a property owner or a third party may not abrogate or waive the right of an employee to seek the establishment of a lien for unpaid wages under this subtitle.</text> </level> <level label="c"> <text>A provision of a contract that violates this section is void as against the public policy of the State.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1108" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <text>This subtitle may not be construed to prevent an employee from exercising any right or seeking any remedy to which the employee may be otherwise entitled.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1109" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <text>The Commissioner may seek to establish a lien for unpaid wages on behalf of an employee.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1110" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="11" subtitle_name="Lien for Unpaid Wages"> <text>The Commissioner shall adopt regulations to:</text> <level label="1"> <text>establish the content of the notice, complaint, and wage lien statement under this subtitle; and</text> </level> <level label="2"> <text>implement the provisions of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1201" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <level label="1"> <text>“Eligible employee” means an individual who has requested that an employer provide parental leave and who, as of the date that the requested parental leave begins, will have been employed by that employer for at least:</text> <level label="i"> <text>a 12–month period; and</text> </level> <level label="ii"> <text>1,250 hours during the previous 12 months.</text> </level> </level> <level label="2"> <text>“Eligible employee” does not include an individual:</text> <level label="i"> <text>who is employed at a work site at which the employer employs fewer than 15 employees if the total number of employees employed by that employer within 75 miles of the work site is also fewer than 15; or</text> </level> <level label="ii"> <text>who is an independent contractor.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>“Employer” means a person who:</text> <level label="i"> <text>employs at least 15 but not more than 49 individuals in the State for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year; and</text> </level> <level label="ii"> <text>is not covered under the federal Family and Medical Leave Act for the current calendar year.</text> </level> </level> <level label="2"> <text>“Employer” includes:</text> <level label="i"> <text>a person who acts, directly or indirectly, in the interest of an employer with respect to an employee of the employer; and</text> </level> <level label="ii"> <text>a successor in interest of an employer.</text> </level> </level> </level> <level label="d"> <level label="1"> <text>“Employment benefits” means benefits provided or made available to an employee by an employer.</text> </level> <level label="2"> <text>“Employment benefits” includes group life insurance, health insurance, disability insurance, sick leave, annual leave, educational benefits, and pensions.</text> </level> </level> <level label="e"> <text>“Parental leave” means leave described in § 3–1202 of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1202" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>Except as provided in subsection (b) of this section, an eligible employee is entitled to a total of 6 workweeks of unpaid parental leave during any 12–month period for one or more of the following:</text> <level label="1"> <text>the birth of a child of the employee; or</text> </level> <level label="2"> <text>the placement of a child with the employee for adoption or foster care.</text> </level> </level> <level label="b"> <text>An employer may deny unpaid parental leave to an eligible employee if:</text> <level label="1"> <text>the denial is necessary to prevent substantial and grievous economic injury to the operations of the employer; and</text> </level> <level label="2"> <text>the employer notifies the employee of the denial before the employee begins taking the leave.</text> </level> </level> <level label="c"> <text>If an employer provides paid leave to an eligible employee, the employer may require the eligible employee, or the eligible employee may elect, to substitute the paid leave for any part of or all of the period of parental leave.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1203" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>Except as provided in subsection (b) of this section, an employer may require an eligible employee to give the employer written notice of the employee’s intention to take parental leave at least 30 days before commencing parental leave.</text> </level> <level label="b"> <text>An eligible employee may begin taking parental leave without prior notice following a premature birth, unexpected adoption, or unexpected foster placement.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1204" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>An eligible employee who returns to work after taking parental leave is entitled to be restored by an employer:</text> <level label="1"> <text>to the position of employment held by the employee when the parental leave began; or</text> </level> <level label="2"> <text>to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.</text> </level> </level> <level label="b"> <text>An employer may:</text> <level label="1"> <text>deny restoration of the eligible employee’s position of employment under subsection (a) of this section if:</text> <level label="i"> <text>the denial is necessary to prevent substantial and grievous economic injury to the operations of the employer;</text> </level> <level label="ii"> <text>the employer notifies the employee of the intent of the employer to deny restoration of the employee’s position of employment at the time the employer determines that economic injury would occur; and</text> </level> <level label="iii"> <text>in a case of parental leave that has already begun, the employee elects not to return to employment after receiving notice of the employer’s intention to deny restoration of the employee’s position of employment; and</text> </level> </level> <level label="2"> <text>during the parental leave period, terminate employment of an eligible employee only for cause.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1205" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <level label="1"> <text>During any period that an eligible employee takes parental leave, an employer shall maintain coverage of a group health plan for the duration of the parental leave and in the same manner that coverage would have been provided if the employee had continued in employment continuously for the duration of the parental leave.</text> </level> <level label="2"> <level label="i"> <text>An employer may recover the premium that the employer paid for maintaining coverage for an eligible employee under a group health plan during the period of parental leave if the employee fails to return to employment with the employer after the period of parental leave to which the employee is entitled has expired.</text> </level> <level label="ii"> <text>This paragraph does not apply in the case of an employee who fails to return to work because of other circumstances beyond the control of the employee.</text> </level> </level> <level label="3"> <text>An employer may recover a premium under paragraph (2)(i) of this subsection by deducting the amount of the premium from the wages paid to the employee on the termination of employment under § 3–505 of this title.</text> </level> </level> <level label="b"> <text>If an eligible employee works on a commission basis, an employer shall pay to the eligible employee during any period of parental leave any commission that becomes due because of work the eligible employee performed before taking parental leave.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1206" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <text>The Commissioner shall adopt regulations to implement the provisions of this subtitle.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1207" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall:</text> <level label="1"> <text>try to resolve any issue involved in the violation informally by mediation; or</text> </level> <level label="2"> <text>ask the Attorney General to bring an action on behalf of the employee.</text> </level> </level> <level label="b"> <text>The Attorney General may bring an action under this section in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1208" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>If an employer violates this subtitle, an affected employee may bring an action against the employer to recover damages equal to the amount of any wages, salary, employment benefits, or other compensation denied or lost.</text> </level> <level label="b"> <text>If a court determines that an employee is entitled to judgment in an action under this section, the court shall allow against the employer reasonable attorney’s fees and other costs of the action.</text> </level> <level label="c"> <text>Notwithstanding any other provision of law, a supervisory employee of an employer may not be personally liable for a violation of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1209" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>An employer may not:</text> <level label="1"> <text>violate any provision of this subtitle;</text> </level> <level label="2"> <text>hinder, delay, or otherwise interfere with the Commissioner or an authorized representative of the Commissioner in the enforcement of this subtitle; or</text> </level> <level label="3"> <text>discharge or otherwise discriminate against an employee because the employee:</text> <level label="i"> <text>has requested or taken parental leave authorized under this subtitle;</text> </level> <level label="ii"> <text>makes a complaint to the employer, the Secretary, or another person;</text> </level> <level label="iii"> <text>brings an action under this subtitle or a proceeding that relates to the subject of this subtitle or causes the action or proceeding to be brought; or</text> </level> <level label="iv"> <text>has testified or will testify in an action under this subtitle or a proceeding that relates to the subject of this subtitle.</text> </level> </level> </level> <level label="b"> <text>The Commissioner may bring an action for injunctive relief and damages against a person who violates subsection (a)(1) or (3) of this section.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1210" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <level label="a"> <text>This subtitle may not be construed to diminish the obligation of an employer to comply with a collective bargaining agreement or an employment benefit program or plan that provides greater family or medical leave rights to employees than the rights established under this subtitle.</text> </level> <level label="b"> <text>The rights established for employees under this subtitle may not be diminished by a collective bargaining agreement or an employment benefit program or plan.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1211" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="12" subtitle_name="Parental Leave Act"> <text>This subtitle may not be construed to discourage employers from adopting or retaining leave policies more generous than policies that comply with this subtitle.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1301" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Abuse” has the meaning stated in § 4–501 of the Family Law Article.</text> </level> <level label="c"> <text>“Domestic violence” means abuse against an individual eligible for relief.</text> </level> <level label="d"> <text>“Earned sick and safe leave” means leave away from work that is provided by an employer under § 3–1304 of this subtitle.</text> </level> <level label="e"> <text>“Employee” does not include an individual who:</text> <level label="1"> <text>performs work under a contract of hire that is determined not to be covered employment under § 8–205 of this article;</text> </level> <level label="2"> <text>is not a covered employee under § 9–222 of this article;</text> </level> <level label="3"> <text>is under the age of 18 years before the beginning of the year;</text> </level> <level label="4"> <text>is employed in the agricultural sector on an agricultural operation under § 5–403(a) of the Courts Article;</text> </level> <level label="5"> <text>is employed by a temporary services agency to provide temporary staffing services to another person if the temporary services agency does not have day–to–day control over the work assignments and supervision of the individual while the individual is providing the temporary staffing services; or</text> </level> <level label="6"> <text>is directly employed by an employment agency to provide part–time or temporary services to another person.</text> </level> </level> <level label="f"> <text>“Employer” includes:</text> <level label="1"> <text>a unit of State or local government; and</text> </level> <level label="2"> <text>a person that acts directly or indirectly in the interest of another employer with an employee.</text> </level> </level> <level label="g"> <text>“Family member” means:</text> <level label="1"> <text>a biological child, an adopted child, a foster child, or a stepchild of the employee;</text> </level> <level label="2"> <text>a child for whom the employee has legal or physical custody or guardianship;</text> </level> <level label="3"> <text>a child for whom the employee stands in loco parentis, regardless of the child’s age;</text> </level> <level label="4"> <text>a biological parent, an adoptive parent, a foster parent, or a stepparent of the employee or of the employee’s spouse;</text> </level> <level label="5"> <text>the legal guardian or ward of the employee or of the employee’s spouse;</text> </level> <level label="6"> <text>an individual who acted as a parent or stood in loco parentis to the employee or the employee’s spouse when the employee or the employee’s spouse was a minor;</text> </level> <level label="7"> <text>the spouse of the employee;</text> </level> <level label="8"> <text>a biological grandparent, an adopted grandparent, a foster grandparent, or a stepgrandparent of the employee;</text> </level> <level label="9"> <text>a biological grandchild, an adopted grandchild, a foster grandchild, or a stepgrandchild of the employee; or</text> </level> <level label="10"> <text>a biological sibling, an adopted sibling, a foster sibling, or a stepsibling of the employee.</text> </level> </level> <level label="h"> <text>“Person eligible for relief” has the meaning stated in § 4–501 of the Family Law Article.</text> </level> <level label="i"> <text>“Restaurant” means an establishment that:</text> <level label="1"> <text>accommodates the public;</text> </level> <level label="2"> <text>is equipped with a dining room with facilities for preparing and serving regular meals; and</text> </level> <level label="3"> <text>has average daily receipts from the sale of food that exceed the average daily receipts from the sale of alcoholic beverages.</text> </level> </level> <level label="j"> <text>“Sexual assault” means:</text> <level label="1"> <text>rape, sexual offense, or any other act that is a sexual crime under Title 3, Subtitle 3 of the Criminal Law Article;</text> </level> <level label="2"> <text>child sexual abuse under § 3–602 of the Criminal Law Article; or</text> </level> <level label="3"> <text>sexual abuse of a vulnerable adult under § 3–604 of the Criminal Law Article.</text> </level> </level> <level label="k"> <text>“Stalking” has the meaning stated in § 3–802 of the Criminal Law Article.</text> </level> <level label="l"> <text>Unless the context requires otherwise, “year” means a regular and consecutive 12–month period as determined by the employer.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1302" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>In this section, “existing paid leave” includes:</text> <level label="1"> <text>vacation days;</text> </level> <level label="2"> <text>sick days;</text> </level> <level label="3"> <text>short–term disability benefits;</text> </level> <level label="4"> <text>floating holidays;</text> </level> <level label="5"> <text>parental leave; and</text> </level> <level label="6"> <text>other paid time off that may be used under the terms and conditions as paid sick and safe leave.</text> </level> </level> <level label="b"> <text>This subtitle may not be construed to:</text> <level label="1"> <text>require an employer to compensate an employee for unused earned sick and safe leave when the employee leaves the employer’s employment;</text> </level> <level label="2"> <text>require an employer to modify an existing paid leave policy if:</text> <level label="i"> <text>the policy permits an employee to accrue and use leave under terms and conditions that are at least equivalent to the earned sick and safe leave provided for under this subtitle; or</text> </level> <level label="ii"> <text>the paid leave policy does not reduce employee compensation for an absence due to sick or safe leave;</text> </level> </level> <level label="3"> <text>except as provided in subsection (d) of this section, preempt, limit, or otherwise affect any other law that provides for sick and safe leave benefits that are more generous than required under this subtitle;</text> </level> <level label="4"> <text>preempt, limit, or otherwise affect any workers’ compensation benefits that are available under Title 9 of this article; or</text> </level> <level label="5"> <text>prohibit an employer from adopting and enforcing a policy that prohibits the improper use of earned sick and safe leave, including prohibiting a pattern of abuse of earned sick and safe leave.</text> </level> </level> <level label="c"> <text>For the purposes of subsection (b)(2) of this section, the terms and conditions of a paid leave policy shall be presumed to be equivalent if the terms and conditions allow an employee to:</text> <level label="1"> <text>access and accrue paid leave at the same rate or at a greater rate than provided for in § 3–1304 of this subtitle; and</text> </level> <level label="2"> <text>use the paid leave for the purposes listed in § 3–1305 of this subtitle.</text> </level> </level> <level label="d"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, this subtitle preempts the authority of a local jurisdiction to enact a law on or after January 1, 2017, that regulates sick and safe leave provided by an employer other than the local jurisdiction.</text> </level> <level label="2"> <text>This subsection does not preempt a local jurisdiction from amending a law that was enacted before January 1, 2017, and regulates sick and safe leave provided by an employer.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1303" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>This subtitle does not apply to an employee who:</text> <level label="1"> <text>regularly works less than 12 hours a week for an employer;</text> </level> <level label="2"> <level label="i"> <text>is employed in the construction industry; and</text> </level> <level label="ii"> <text>is covered by a bona fide collective bargaining agreement in which the requirements of this subtitle are expressly waived in clear and unambiguous terms; or</text> </level> </level> <level label="3"> <level label="i"> <text>is called to work by the employer on an as–needed basis in a health or human services industry;</text> </level> <level label="ii"> <text>can reject or accept the shift offered by the employer;</text> </level> <level label="iii"> <text>is not guaranteed to be called on to work by the employer; and</text> </level> <level label="iv"> <text>is not employed by a temporary staffing agency.</text> </level> </level> </level> <level label="b"> <text>For the purpose of subsection (a)(2)(i) of this section, an employee who is employed in the construction industry does not include an employee employed as:</text> <level label="1"> <text>a janitor;</text> </level> <level label="2"> <text>a building cleaner;</text> </level> <level label="3"> <text>a building security officer;</text> </level> <level label="4"> <text>a concierge;</text> </level> <level label="5"> <text>a doorperson;</text> </level> <level label="6"> <text>a handyperson; or</text> </level> <level label="7"> <text>a building superintendent.</text> </level> </level> <level label="c"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, if a unit of State or local government’s sick leave accrual and use requirements meet or exceed the sick and safe leave provided for under this subtitle, employees of the unit of State or local government who are part of the unit’s personnel system are subject to the unit’s laws, regulations, policies, and procedures providing for:</text> <level label="i"> <text>accrual and use of sick leave;</text> </level> <level label="ii"> <text>grievances; and</text> </level> <level label="iii"> <text>disciplinary actions.</text> </level> </level> <level label="2"> <text>Employees of a unit of State government that are entitled to sick and safe leave under this subtitle and who are not covered by the unit’s sick leave and accrual and use requirements are subject to § 3–1308 of this subtitle.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1304" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <level label="1"> <level label="i"> <text>Subject to subparagraph (iii) of this paragraph, an employer that employs 15 or more employees shall provide an employee with earned sick and safe leave that is paid at the same wage rate as the employee normally earns.</text> </level> <level label="ii"> <text>An employer that employs 14 or fewer employees shall at least provide an employee with unpaid earned sick and safe leave.</text> </level> <level label="iii"> <text>An employer may not be required to pay a tipped employee more than the applicable minimum wage for earned sick and safe leave.</text> </level> </level> <level label="2"> <level label="i"> <text>For the purpose of determining whether an employer is required to provide paid or unpaid earned sick and safe leave under this subsection, the number of employees of an employer shall be determined by calculating the average monthly number of employees employed by the employer during the immediately preceding year.</text> </level> <level label="ii"> <text>Each employee of an employer shall be included in the calculation made under subparagraph (i) of this paragraph without regard to whether the employee is a full–time, part–time, temporary, or seasonal employee or would be eligible for earned sick and safe leave benefits under this subsection.</text> </level> </level> </level> <level label="b"> <text>The earned sick and safe leave provided under subsection (a) of this section shall accrue at a rate of at least 1 hour for every 30 hours an employee works.</text> </level> <level label="c"> <text>An employer may not be required to allow an employee to:</text> <level label="1"> <text>earn more than 40 hours of earned sick and safe leave in a year;</text> </level> <level label="2"> <text>use more than 64 hours of earned sick and safe leave in a year;</text> </level> <level label="3"> <text>accrue a total of more than 64 hours at any time;</text> </level> <level label="4"> <text>use earned sick and safe leave during the first 106 calendar days the employee works for the employer; or</text> </level> <level label="5"> <text>accrue earned sick and safe leave during a:</text> <level label="i"> <text>2–week pay period in which the employee worked fewer than 24 hours total;</text> </level> <level label="ii"> <text>1–week pay period if the employee worked fewer than a combined total of 24 hours in the current and the immediately preceding pay period; or</text> </level> <level label="iii"> <text>pay period in which:</text> <level label="1"> <text>the employee is paid twice a month regardless of the number of weeks in a pay period; and</text> </level> <level label="2"> <text>the employee worked fewer than 26 hours in the pay period.</text> </level> </level> </level> </level> <level label="d"> <text>At the beginning of each year, an employer may award to an employee the full amount of earned sick and safe leave that an employee would earn over the course of the year rather than awarding the leave as the leave accrues during the year.</text> </level> <level label="e"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, for the purposes of calculating the accrual of earned sick and safe leave, an employee who is exempt from overtime wage requirements under the federal Fair Labor Standards Act is assumed to work 40 hours each workweek.</text> </level> <level label="2"> <text>If the employee’s normal workweek is less than 40 hours, the number of hours in the normal workweek shall be used.</text> </level> </level> <level label="f"> <text>Earned sick and safe leave shall begin to accrue:</text> <level label="1"> <text>January 1, 2018; or</text> </level> <level label="2"> <text>if the employee is hired after January 1, 2018, the date on which the employee begins employment with the employer.</text> </level> </level> <level label="g"> <level label="1"> <text>Subject to paragraphs (2) and (3) of this subsection, if an employee has unused earned sick and safe leave at the end of each year, the employee may carry over the balance of the earned sick and safe leave to the following year.</text> </level> <level label="2"> <text>An employer may not be required to allow an employee to carry over more than 40 hours of earned sick and safe leave under paragraph (1) of this subsection.</text> </level> <level label="3"> <text>An employer may not be required to allow an employee to carry over unused earned sick and safe leave under paragraph (1) of this subsection if:</text> <level label="i"> <text>the employer awards the employee the full amount of earned sick and safe leave at the beginning of each year under subsection (d) of this section; or</text> </level> <level label="ii"> <text>the employee is employed by a nonprofit entity or a governmental unit in accordance with a grant, the duration of which is limited to 1 year and is not subject to renewal.</text> </level> </level> </level> <level label="h"> <text>If an employee is rehired by the employer within 37 weeks after leaving the employment of the employer, the employer shall reinstate any unused earned sick and safe leave that the employee had when the employee left the employment of the employer unless the employer voluntarily paid out the unused earned sick and safe leave on the termination of employment.</text> </level> <level label="i"> <level label="1"> <text>An employer may allow an employee to use earned sick and safe leave before the employee accrues the amount needed.</text> </level> <level label="2"> <text>If an employee is allowed under paragraph (1) of this subsection to use earned sick and safe leave before it has accrued, the employer may deduct the amount paid for the earned sick and safe leave from the wages paid to the employee on the termination of employment under § 3–505 of this title if:</text> <level label="i"> <text>the employer and employee mutually consented to the deduction as evidenced by a document signed by the employee; and</text> </level> <level label="ii"> <text>the employee leaves the employment of the employer before the employee has accrued the amount of earned sick and safe leave that was used.</text> </level> </level> </level> <level label="j"> <text>An employer may not be required to pay out on the termination of employment unused earned sick and safe leave accrued by an employee.</text> </level> <level label="k"> <text>An employer who acquires, by sale or otherwise, another employer shall allow all employees of the original employer who remain employed by the successor employer to retain all unused earned sick and safe leave accrued during employment with the original employer.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1305" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>An employer shall allow an employee to use earned sick and safe leave:</text> <level label="1"> <text>to care for or treat the employee’s mental or physical illness, injury, or condition;</text> </level> <level label="2"> <text>to obtain preventive medical care for the employee or employee’s family member;</text> </level> <level label="3"> <text>to care for a family member with a mental or physical illness, injury, or condition;</text> </level> <level label="4"> <text>for maternity or paternity leave; or</text> </level> <level label="5"> <text>if:</text> <level label="i"> <text>the absence from work is necessary due to domestic violence, sexual assault, or stalking committed against the employee or the employee’s family member; and</text> </level> <level label="ii"> <text>the leave is being used:</text> <level label="1"> <text>by the employee to obtain for the employee or the employee’s family member:</text> </level> <level label="A"> <text>medical or mental health attention that is related to the domestic violence, sexual assault, or stalking;</text> </level> <level label="B"> <text>services from a victim services organization related to the domestic violence, sexual assault, or stalking; or</text> </level> <level label="C"> <text>legal services or proceedings related to or resulting from the domestic violence, sexual assault, or stalking; or</text> </level> <level label="2"> <text>during the time that the employee has temporarily relocated due to the domestic violence, sexual assault, or stalking.</text> </level> </level> </level> </level> <level label="b"> <level label="1"> <text>If the need to use earned sick and safe leave is foreseeable, an employer may require an employee to provide reasonable advance notice of not more than 7 days before the date the earned sick and safe leave would begin.</text> </level> <level label="2"> <text>If the need to use earned sick and safe leave is not foreseeable, an employee shall:</text> <level label="i"> <text>provide notice to an employer as soon as practicable; and</text> </level> <level label="ii"> <text>generally comply with the employer’s notice or procedural requirements for requesting or reporting other leave, if those requirements do not interfere with the employee’s ability to use earned sick and safe leave.</text> </level> </level> <level label="3"> <text>An employer may deny a request to take earned sick and safe leave if:</text> <level label="i"> <level label="1"> <text>an employee fails to provide the notice required under paragraph (1) or (2) of this subsection; and</text> </level> <level label="2"> <text>the employee’s absence will cause a disruption to the employer; or</text> </level> </level> <level label="ii"> <level label="1"> <text>the employer is a private employer licensed under Title 7 or Title 10 of the Health – General Article to provide services to developmentally disabled or mentally ill individuals;</text> </level> <level label="2"> <text>the need to use earned sick and safe leave is foreseeable;</text> </level> <level label="3"> <text>after exercising reasonable efforts, the employer is unable to provide a suitable replacement employee; and</text> </level> <level label="4"> <text>the employee’s absence will cause a disruption of service to at least one individual with a developmental disability or mental illness.</text> </level> </level> </level> </level> <level label="c"> <text>An employer may not require that an employee who is requesting earned sick and safe leave search for or find an individual to work in the employee’s stead during the time the employee is taking the leave.</text> </level> <level label="d"> <level label="1"> <level label="i"> <text>Instead of taking earned sick and safe leave under this section, by mutual consent of the employer and employee, an employee may work additional hours or trade shifts with another employee during a pay period, or the following pay period, to make up work hours that the employee took off for which the employee could have taken earned sick and safe leave.</text> </level> <level label="ii"> <text>An employee is not required to offer or to accept an offer of additional work hours or a trade in shifts.</text> </level> <level label="iii"> <text>If an employee works additional hours or trades shifts under subparagraph (i) of this paragraph, the employer may not deduct the absence from the employee’s accrued earned sick and safe leave.</text> </level> </level> <level label="2"> <level label="i"> <text>This paragraph applies only to an employee employed in the restaurant industry who is compensated as a tipped employee under § 3–419 of this title and who would be entitled to paid leave under § 3–1304 of this subtitle if the employee:</text> <level label="1"> <text>needs to take earned sick and safe leave;</text> </level> <level label="2"> <text>prefers and is able to work additional hours or trade shifts with another employee in the same pay period or the following pay period; and</text> </level> <level label="3"> <text>requires the employer to arrange coverage of the shift.</text> </level> </level> <level label="ii"> <text>If the employer is contacted to arrange the coverage of a shift under subparagraph (i) of this paragraph, the employer shall have the discretion to offer the employee a choice of:</text> <level label="1"> <text>being paid the minimum wage required under § 3–413 of this title for the employee’s absence; or</text> </level> <level label="2"> <text>working an equivalent shift of the same number of hours in the same pay period or the following pay period.</text> </level> </level> <level label="iii"> <text>An employer that does not offer the tipped employee the choice under subparagraph (ii) of this paragraph shall pay to the employee the minimum wage required under § 3–413 of this title for the use of the earned sick and safe leave.</text> </level> <level label="iv"> <text>An employer may deduct an absence taken under this paragraph from the employee’s accrued earned sick and safe leave.</text> </level> </level> <level label="3"> <text>An employer is not required to consent to an employee’s request to work additional hours or trade shifts if the additional hours or trade in shifts would result in the employer being required to pay overtime to the employee.</text> </level> </level> <level label="e"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, an employee may take earned sick and safe leave in the smallest increment that the employer’s payroll system uses to account for absences or use of the employee’s work time.</text> </level> <level label="2"> <text>An employer may require an employee to take earned sick and safe leave in an increment not exceeding 4 hours.</text> </level> </level> <level label="f"> <level label="1"> <text>When wages are paid to an employee, the employer shall provide in writing by any reasonable method a statement regarding the amount of earned sick and safe leave that is available for use by the employee.</text> </level> <level label="2"> <text>An employer may satisfy the requirement under paragraph (1) of this subsection by providing an online system through which an employee may ascertain the balance of the employee’s available earned sick and safe leave.</text> </level> </level> <level label="g"> <level label="1"> <text>An employer may require an employee who uses earned sick and safe leave to provide verification that the leave was used appropriately under subsection (a) of this section if:</text> <level label="i"> <text>the leave was used for more than two consecutive scheduled shifts; or</text> </level> <level label="ii"> <level label="1"> <text>the employee used the leave during the period between the first 107 and 120 calendar days, both inclusive, that the employee was employed by the employer; and</text> </level> <level label="2"> <text>the employee agreed to provide verification under terms mutually agreed to by the employer and the employee at the time the employee was hired by the employer.</text> </level> </level> </level> <level label="2"> <text>If an employee fails or refuses to provide verification as required by an employer under paragraph (1) of this subsection, the employer may deny a subsequent request to take earned sick and safe leave for the same reason.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1306" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>An employer shall notify the employer’s employees that the employees are entitled to earned sick and safe leave under this subtitle.</text> </level> <level label="b"> <text>The notice provided under subsection (a) of this section shall include:</text> <level label="1"> <text>a statement of how earned sick and safe leave is accrued under § 3–1304 of this subtitle;</text> </level> <level label="2"> <text>the purposes for which the employer is required to allow an employee to use earned sick and safe leave under § 3–1305 of this subtitle;</text> </level> <level label="3"> <text>a statement regarding the prohibition:</text> <level label="i"> <text>in § 3–1309 of this subtitle against the employer taking adverse action against an employee who exercises a right under this subtitle; and</text> </level> <level label="ii"> <text>in § 3–1310 of this subtitle against an employee making a complaint, bringing an action, or testifying in an action in bad faith; and</text> </level> </level> <level label="4"> <text>information regarding the right of an employee to report an alleged violation of this subtitle by the employer to the Commissioner or to bring a civil action under § 3–1308(c) of this subtitle.</text> </level> </level> <level label="c"> <text>The Commissioner shall:</text> <level label="1"> <text>create and make available a poster and a model notice at no charge to the employer that may be used by an employer to comply with subsection (a) of this section;</text> </level> <level label="2"> <text>develop a model sick and safe leave policy that an employer may use as a sick and safe leave policy in an employee handbook or other written guidance to employees concerning employee benefits or leave provided by the employer; and</text> </level> <level label="3"> <text>provide technical assistance to an employer, if an employer requests assistance regarding implementing the provisions of this subtitle.</text> </level> </level> <level label="d"> <text>The Department shall post the notice and model sick and safe leave policy created and developed under subsection (c)(1) and (2) of this section on the Department’s website in a downloadable format.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1307" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>An employer shall keep for at least 3 years a record of:</text> <level label="1"> <text>earned sick and safe leave accrued by each employee; and</text> </level> <level label="2"> <text>earned sick and safe leave used by each employee.</text> </level> </level> <level label="b"> <text>The Commissioner may inspect a record kept under subsection (a) of this section for the purpose of determining whether the employer is complying with the provisions of this subtitle.</text> </level> <level label="c"> <level label="1"> <text>An employer that fails to keep accurate records or refuses to allow the Commissioner to inspect a record kept under subsection (a) of this section creates a rebuttable presumption that the employer violated this subtitle.</text> </level> <level label="2"> <text>The Commissioner may waive a civil penalty assessed under this subtitle if the penalty was assessed for a violation that was due to an error caused by a third–party payroll service provider with whom the employer in good faith contracted for services.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1308" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>If an employee believes that an employer has violated this subtitle, the employee may file a written complaint with the Commissioner.</text> </level> <level label="b"> <level label="1"> <text>Within 90 days after the receipt of a written complaint, the Commissioner shall conduct an investigation and attempt to resolve the issue informally through mediation.</text> </level> <level label="2"> <level label="i"> <text>If the Commissioner is unable to resolve an issue through mediation during the period stated in paragraph (1) of this subsection and the Commissioner determines that an employer has violated this subtitle, the Commissioner shall issue an order.</text> </level> <level label="ii"> <text>An order issued under subparagraph (i) of this paragraph:</text> <level label="1"> <text>shall describe the violation;</text> </level> <level label="2"> <text>shall direct the payment of the full monetary value of any unpaid earned sick and safe leave and any actual economic damages;</text> </level> <level label="3"> <text>may, in the Commissioner’s discretion, direct the payment of an additional amount up to three times the value of the employee’s hourly wage for each violation; and</text> </level> <level label="4"> <text>may, in the Commissioner’s discretion, assess a civil penalty of up to $1,000 for each employee for whom the employer is not in compliance with this subtitle.</text> </level> </level> </level> <level label="3"> <text>The actions taken under paragraphs (1) and (2) of this subsection are subject to the hearing and notice requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> </level> <level label="c"> <level label="1"> <text>Within 30 days after the Commissioner issues an order, an employer shall comply with the order.</text> </level> <level label="2"> <text>If an employer does not comply with an order within the time period stated in paragraph (1) of this subsection:</text> <level label="i"> <text>the Commissioner may:</text> <level label="1"> <text>with the written consent of the employee, ask the Attorney General to bring an action on behalf of the employee in the county where the employer is located; or</text> </level> <level label="2"> <text>bring an action to enforce the order for the civil penalty in the county where the employer is located; and</text> </level> </level> <level label="ii"> <text>within 3 years after the date of the order, an employee may bring a civil action to enforce the order in the county where the employer is located.</text> </level> </level> <level label="3"> <text>If an employee prevails in an action brought under paragraph (2)(ii) of this subsection to enforce an order, the court may award:</text> <level label="i"> <text>three times the value of the employee’s unpaid earned sick and safe leave;</text> </level> <level label="ii"> <text>punitive damages in an amount to be determined by the court;</text> </level> <level label="iii"> <text>reasonable counsel fees and other costs;</text> </level> <level label="iv"> <text>injunctive relief, if appropriate; and</text> </level> <level label="v"> <text>any other relief that the court deems appropriate.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1309" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>In this section, “adverse action” includes:</text> <level label="1"> <text>discharge;</text> </level> <level label="2"> <text>demotion;</text> </level> <level label="3"> <text>threatening the employee with discharge or demotion; and</text> </level> <level label="4"> <text>any other retaliatory action that results in a change to the terms or conditions of employment that would dissuade a reasonable employee from exercising a right under this subtitle.</text> </level> </level> <level label="b"> <text>A person may not interfere with the exercise of or the attempt to exercise any right given under this subtitle.</text> </level> <level label="c"> <text>An employer may not:</text> <level label="1"> <text>take adverse action or discriminate against an employee because the employee exercises in good faith the rights protected under this subtitle;</text> </level> <level label="2"> <text>interfere with, restrain, or deny the exercise by an employee of any right provided for under this subtitle; or</text> </level> <level label="3"> <text>apply an absence control policy that includes earned sick and safe leave absences as an absence that may lead to or result in an adverse action being taken against an employee.</text> </level> </level> <level label="d"> <text>The protections afforded under this subtitle shall apply to an employee who mistakenly, but in good faith, alleges a violation of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1310" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <level label="a"> <text>An employee may not in bad faith:</text> <level label="1"> <text>file a complaint with the Commissioner alleging a violation of this subtitle;</text> </level> <level label="2"> <text>bring an action under § 3–1308 of this subtitle; or</text> </level> <level label="3"> <text>testify in an action under § 3–1308 of this subtitle.</text> </level> </level> <level label="b"> <text>An employee who violates this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1311" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="13" subtitle_name="Healthy Working Families Act"> <text>This subtitle may be cited as the Maryland Healthy Working Families Act.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1401" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Eligible employee” means an individual who has requested that an employer provide organ donation leave and who, as of the date that the requested organ donation leave begins, will have been employed by that employer for at least:</text> <level label="1"> <text>a 12–month period; and</text> </level> <level label="2"> <text>1,250 hours during the previous 12 months.</text> </level> </level> <level label="c"> <text>“Employer” means a person that employs at least 15 individuals in the State.</text> </level> <level label="d"> <text>“Organ donation leave” means leave described in § 3–1402(a) of this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1402" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <level label="a"> <text>Subject to subsection (b) of this section, an eligible employee is entitled to the following unpaid organ donation leave:</text> <level label="1"> <text>up to 60 business days in any 12–month period to serve as an organ donor; and</text> </level> <level label="2"> <text>up to 30 business days in any 12–month period to serve as a bone marrow donor.</text> </level> </level> <level label="b"> <text>To receive organ donation leave, the eligible employee shall provide written physician verification to the employer that:</text> <level label="1"> <text>the eligible employee is an organ donor or a bone marrow donor; and</text> </level> <level label="2"> <text>there is a medical necessity for the donation of the organ or bone marrow.</text> </level> </level> <level label="c"> <text>Organ donation leave may not be taken concurrently with any leave taken under the federal Family and Medical Leave Act.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1403" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <level label="a"> <text>An employer may not consider any period of time during which an eligible employee takes organ donation leave to be a break in the eligible employee’s continuous service for the purpose of the eligible employee’s right to salary adjustments, sick leave, vacation, paid time off, annual leave, or seniority.</text> </level> <level label="b"> <text>An eligible employee who returns to work after taking organ donation leave is entitled to be restored by an employer:</text> <level label="1"> <text>to the position of employment held by the eligible employee when the organ donation leave began; or</text> </level> <level label="2"> <text>to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.</text> </level> </level> <level label="c"> <text>An employer may deny restoration of the eligible employee’s position of employment under subsection (b) of this section because of conditions unrelated to the exercise of rights established under this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1404" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <level label="a"> <text>During any period that an eligible employee takes organ donation leave, an employer shall maintain coverage of a group health plan for the duration of the organ donation leave and in the same manner that coverage would have been provided if the eligible employee had continued in employment continuously for the duration of the organ donation leave.</text> </level> <level label="b"> <text>If an eligible employee works on a commission basis, an employer shall pay to the eligible employee during any period of organ donation leave any commission that becomes due because of work the eligible employee performed before taking organ donation leave.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1405" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <text>The Commissioner shall adopt regulations to implement the provisions of this subtitle.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1406" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <level label="a"> <text>Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall:</text> <level label="1"> <text>try to resolve informally by mediation any issue involved in the violation; or</text> </level> <level label="2"> <text>ask the Attorney General to bring an action on behalf of the eligible employee.</text> </level> </level> <level label="b"> <text>The Attorney General may bring an action under this section for injunctive relief, damages, or other relief in the county where the violation allegedly occurred.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1407" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <level label="a"> <text>An employer may not:</text> <level label="1"> <text>violate any provision of this subtitle;</text> </level> <level label="2"> <text>hinder, delay, or otherwise interfere with the Commissioner or an authorized representative of the Commissioner in the enforcement of this subtitle; or</text> </level> <level label="3"> <text>discharge or otherwise discriminate against an employee because the employee has:</text> <level label="i"> <text>requested or taken organ donation leave authorized under this subtitle;</text> </level> <level label="ii"> <text>made a complaint to the employer, the Commissioner, or another person; or</text> </level> <level label="iii"> <text>testified or will testify in an action under this subtitle or a proceeding that relates to the subject of this subtitle.</text> </level> </level> </level> <level label="b"> <text>The Commissioner may bring an action for injunctive relief and damages against a person who violates subsection (a)(1) or (3) of this section.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1408" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <level label="a"> <text>This subtitle may not be construed to diminish the obligation of an employer to comply with a collective bargaining agreement or an employment benefit program or plan that provides greater organ donation leave rights to employees than the rights established under this subtitle.</text> </level> <level label="b"> <text>The rights established for employees under this subtitle may not be diminished by a collective bargaining agreement or an employment benefit program or plan.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1409" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="14" subtitle_name="Organ Donation Leave"> <text>This subtitle may not be construed to discourage employers from adopting or retaining leave policies more generous than policies that comply with this subtitle.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1501" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="15" subtitle_name="Criminal History Screening"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Criminal record” means:</text> <level label="1"> <text>an arrest;</text> </level> <level label="2"> <text>a plea or verdict of guilty;</text> </level> <level label="3"> <text>a plea of nolo contendere;</text> </level> <level label="4"> <text>the marking of a charge “stet” on the docket;</text> </level> <level label="5"> <text>a disposition of probation before judgment; or</text> </level> <level label="6"> <text>a disposition of not criminally responsible.</text> </level> </level> <level label="c"> <level label="1"> <text>“Employer” means a person who employs 15 or more full–time employees.</text> </level> <level label="2"> <text>“Employer” includes a person who acts, directly or indirectly, in the interest of an employer with respect to an employee of the employer.</text> </level> </level> <level label="d"> <level label="1"> <text>“Employment” means any work for pay and any form of vocational or educational training, with or without pay.</text> </level> <level label="2"> <text>“Employment” includes:</text> <level label="i"> <text>contractual, temporary, seasonal, or contingent work; and</text> </level> <level label="ii"> <text>work through the services of a temporary or other employment agency.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1502" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="15" subtitle_name="Criminal History Screening"> <level label="a"> <text>This subtitle does not:</text> <level label="1"> <text>prohibit an employer from making an inquiry or taking other action that the employer is required to take or is expressly authorized to take by another applicable federal or State law; or</text> </level> <level label="2"> <text>apply to an employer that provides programs, services, or direct care to minors or to vulnerable adults.</text> </level> </level> <level label="b"> <text>This subtitle may not be construed to preempt a local jurisdiction from enacting or enforcing a law that is more restrictive with respect to criminal record screening practices of employers in the local jurisdiction.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1503" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="15" subtitle_name="Criminal History Screening"> <level label="a"> <text>Except as provided in subsection (b) of this section, an employer may not, at any time before the first in–person interview, require an applicant to disclose whether the applicant has a criminal record or has had criminal accusations brought against the applicant.</text> </level> <level label="b"> <text>An employer may require an applicant to disclose during the first in–person interview with the applicant whether the applicant has a criminal record or has had criminal accusations brought against the applicant.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1504" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="15" subtitle_name="Criminal History Screening"> <text>An employer may not take or refuse to take a personnel action or otherwise retaliate or discriminate against an applicant or employee as a reprisal for the applicant or employee having claimed a violation of this subtitle.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1505" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="15" subtitle_name="Criminal History Screening"> <level label="a"> <text>If the Commissioner determines that an employer has violated any provision of this subtitle, the Commissioner:</text> <level label="1"> <text>shall issue an order compelling compliance; and</text> </level> <level label="2"> <text>for a subsequent violation, may, in the Commissioner’s discretion, assess a civil penalty of up to $300 for each applicant for employment or employee with respect to whom the employer violated any provision of this subtitle.</text> </level> </level> <level label="b"> <text>In determining the amount of the penalty, if assessed, the Commissioner shall consider:</text> <level label="1"> <text>the gravity of the violation;</text> </level> <level label="2"> <text>the size of the employer’s business;</text> </level> <level label="3"> <text>the employer’s good faith; and</text> </level> <level label="4"> <text>the employer’s history of violations under this subtitle.</text> </level> </level> <level label="c"> <text>The assessment of a penalty under subsection (a)(2) of this section shall be subject to the notice and hearing requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1601" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <level label="1"> <text>“Covered employee” means any individual employed to perform work at a heightened security interest location who is a nonexempt employee as described in the federal Fair Labor Standards Act.</text> </level> <level label="2"> <text>“Covered employee” does not include an individual employed to perform work at a heightened security interest location by:</text> <level label="i"> <text>a retail establishment as defined in § 3–710 of this title;</text> </level> <level label="ii"> <text>a food service facility as defined in § 21–301 of the Health – General Article; or</text> </level> <level label="iii"> <text>an on–airport or off–airport motor vehicle rental company, or any other company involved in motor vehicle rental operations.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>“Employ” means to engage an individual to work.</text> </level> <level label="2"> <text>“Employ” includes:</text> <level label="i"> <text>allowing an individual to work; and</text> </level> <level label="ii"> <text>instructing an individual to be present at a work site.</text> </level> </level> </level> <level label="d"> <level label="1"> <text>“Employer” includes a person who acts directly or indirectly in the interest of another employer with an employee.</text> </level> <level label="2"> <text>“Employer” does not include:</text> <level label="i"> <text>an employer that provides construction services as defined in § 3–901 of this title; or</text> </level> <level label="ii"> <text>an airline.</text> </level> </level> </level> <level label="e"> <text>“Heightened security interest location” means:</text> <level label="1"> <text>Baltimore–Washington International Thurgood Marshall Airport; or</text> </level> <level label="2"> <text>Pennsylvania Station in Baltimore.</text> </level> </level> <level label="f"> <text>“Wage” means all compensation that is due to an employee for employment.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1602" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <text>The General Assembly finds that:</text> <level label="1"> <text>low wages of employees at a heightened security interest location can be a substantial factor in the inability of these locations to attract or retain experienced and trained employees; and</text> </level> <level label="2"> <text>high turnover rates and inexperience of many employees at a heightened security interest location that result from low wages can hinder the ability of the employees to respond to emergency situations and put at risk the safety, security, and welfare of the residents of the State.</text> </level> </level> <level label="b"> <text>The purpose of this subtitle is to set a higher wage standard for employees working at a heightened security interest location to promote the safety, security, and welfare of the residents of the State by:</text> <level label="1"> <text>ensuring that employers at a heightened security interest location can attract and retain experienced and trained workers;</text> </level> <level label="2"> <text>increasing employee preparedness and improving the ability of employees to assist in emergency responses and evacuations;</text> </level> <level label="3"> <text>safeguarding employers and employees against unfair competition that compromises safety;</text> </level> <level label="4"> <text>providing a maintenance level that increases employee efficiency, general well–being, and health; and</text> </level> <level label="5"> <text>protecting the vitality of a heightened security interest location through improvements to the experience, training, and efficacy of employees in terms of safety and security.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1603" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <text>This subtitle applies to a covered employee of an employer only if at least 50% of the covered employee’s time during any workweek is performed at a heightened security interest location.</text> </level> <level label="b"> <text>This subtitle does not diminish:</text> <level label="1"> <text>the right of covered employees to bargain collectively with their employers through representatives whom the covered employees choose to establish wages or other conditions of employment in excess of the applicable minimum for wages under this subtitle; or</text> </level> <level label="2"> <text>a right of a covered employee that is granted under the federal Fair Labor Standards Act.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1604" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <level label="1"> <text>An employer shall pay a covered employee a wage rate:</text> <level label="i"> <text>for the 12–month period beginning January 1, 2022, that is not less than $13.50 per hour;</text> </level> <level label="ii"> <text>for the 12–month period beginning January 1, 2023, that is not less than $14.25 per hour;</text> </level> <level label="iii"> <text>for the 12–month period beginning January 1, 2024, that is not less than $15.00 per hour; and</text> </level> <level label="iv"> <text>for the 12–month period beginning January 1, 2025, that is not less than $16.00 per hour.</text> </level> </level> <level label="2"> <text>Beginning January 1, 2026, an employer shall pay a covered employee:</text> <level label="i"> <text>a wage rate that is not less than $16.00 per hour; and</text> </level> <level label="ii"> <text>an additional supplement benefit rate with a value not less than $1.00 per hour by:</text> <level label="1"> <text>applying the full supplement benefit to assist in covering the employee’s share of health or other benefits, excluding paid leave;</text> </level> <level label="2"> <level label="A"> <text>applying a portion of the supplement benefit to assist in covering the employee’s share of health or other benefits, excluding paid leave; and</text> </level> </level> <level label="B"> <text>paying the balance in cash; or</text> </level> <level label="3"> <text>paying the entire supplement benefit in cash.</text> </level> </level> </level> </level> <level label="b"> <text>An employer shall pay an overtime wage of at least 1.5 times the usual hourly wage required under subsection (a) of this section on the basis of each hour over 40 hours that a covered employee works during 1 workweek.</text> </level> <level label="c"> <text>An agreement between an employer and a covered employee to work for less than the wage required under this section is void.</text> </level> <level label="d"> <level label="1"> <text>An employer may not include a tip credit amount under § 3–419 of this title as part of the wage of a covered employee whose duties include providing passengers with wheelchair assistance, including a wheelchair agent or a passenger service agent.</text> </level> <level label="2"> <text>An employer of a covered employee described in paragraph (1) of this subsection shall allow the covered employee to receive tips and retain all tips received.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1605" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <text>The Commissioner:</text> <level label="1"> <text>shall create and make available a summary of this subtitle; and</text> </level> <level label="2"> <text>may create and make available a summary of regulations adopted under this subtitle.</text> </level> </level> <level label="b"> <text>On request of an employer, the Commissioner shall provide without charge:</text> <level label="1"> <text>a copy of this subtitle;</text> </level> <level label="2"> <text>a summary of this subtitle;</text> </level> <level label="3"> <text>a copy of regulations adopted under this subtitle; and</text> </level> <level label="4"> <text>if the Commissioner has developed a summary of regulations adopted under this subtitle, a summary of the regulations.</text> </level> </level> <level label="c"> <text>Each employer shall keep posted conspicuously in each place of employment:</text> <level label="1"> <text>a summary of this subtitle that the Commissioner has provided to the employer; and</text> </level> <level label="2"> <text>a copy or summary of regulations adopted under this subtitle.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1606" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <text>Each employer shall keep, for at least 3 years, in or about the place of employment, a record of:</text> <level label="1"> <text>the name, address, and occupation of each employee;</text> </level> <level label="2"> <text>the rate of pay of each employee;</text> </level> <level label="3"> <text>the amount that is paid each pay period to each employee;</text> </level> <level label="4"> <text>the hours that each employee works each day and workweek; and</text> </level> <level label="5"> <text>other information that the Commissioner requires, by regulation, as reasonable to enforce this subtitle.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1607" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <text>The Commissioner shall enter a place of employment to:</text> <level label="1"> <text>question employees to determine whether an employer has been and is complying with this subtitle and regulations adopted to carry out this subtitle;</text> </level> <level label="2"> <text>inspect and copy each record that an employer keeps on wages and hours of employees; and</text> </level> <level label="3"> <text>require each employer to:</text> <level label="i"> <text>attest to the truthfulness of each record that is copied and to sign the copy; or</text> </level> <level label="ii"> <text>at the option of the employer, submit a complete written statement about the wages, hours, name, and address of each employee, on forms that the Commissioner provides or approves.</text> </level> </level> </level> <level label="b"> <text>Each record or statement that the Commissioner or an authorized representative of the Commissioner obtains under subsection (a) of this section is confidential and may be shown only to the Commissioner or a court.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1608" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <level label="1"> <text>A person aggrieved by a regulation adopted by or an order to pay wages issued by the Commissioner under this subtitle may file a complaint in circuit court within 60 days after the date of publication of the regulation or order to pay wages to have it modified or set aside.</text> </level> <level label="2"> <text>A copy of the complaint shall be served on the Commissioner.</text> </level> </level> <level label="b"> <text>Unless the court specifically orders otherwise, the commencement of proceedings under this section may not operate as a stay of the regulation or order to pay wages.</text> </level> <level label="c"> <level label="1"> <text>The court shall determine whether a regulation or order to pay wages is in accordance with law.</text> </level> <level label="2"> <text>If a finding of fact is supported by substantial evidence, the finding is conclusive.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1609" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <text>If an employer pays a covered employee less than the wage required under this subtitle, the covered employee may bring an action against the employer to recover:</text> <level label="1"> <text>the difference between the wage paid to the covered employee and the wage required under this subtitle;</text> </level> <level label="2"> <text>an additional amount equal to the difference between the wage paid to the covered employee and the wage required under this subtitle as liquidated damages; and</text> </level> <level label="3"> <text>counsel fees and other costs.</text> </level> </level> <level label="b"> <text>On the written request of a covered employee who is entitled to bring an action under this section, the Commissioner may:</text> <level label="1"> <text>take an assignment of the claim in trust for the covered employee;</text> </level> <level label="2"> <text>ask the Attorney General to bring an action in accordance with this section on behalf of the covered employee; and</text> </level> <level label="3"> <text>consolidate two or more claims against an employer.</text> </level> </level> <level label="c"> <text>The agreement of a covered employee to work for less than the wage to which the covered employee is entitled under this subtitle is not a defense to an action under this section.</text> </level> <level label="d"> <level label="1"> <text>If a court determines that a covered employee is entitled to recovery in an action under this section, the court shall award to the covered employee:</text> <level label="i"> <text>the difference between the wage paid to the covered employee and the wage required under this subtitle;</text> </level> <level label="ii"> <text>except as provided in paragraph (2) of this subsection, an additional amount equal to the difference between the wage paid to the covered employee and the wage required under this subtitle as liquidated damages; and</text> </level> <level label="iii"> <text>reasonable counsel fees and other costs.</text> </level> </level> <level label="2"> <text>If an employer shows to the satisfaction of the court that the employer acted in good faith and reasonably believed that the wages paid to the covered employee were not less than the wage required under this subtitle, the court shall:</text> <level label="i"> <text>determine that liquidated damages should not be awarded; or</text> </level> <level label="ii"> <text>award, as liquidated damages, any amount less than the amount specified in paragraph (1)(ii) of this subsection.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1610" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <level label="a"> <text>In this section, “complaint” includes a written or oral complaint, claim, or assertion of right by a covered employee regarding the payment of wages under this subtitle that is made to:</text> <level label="1"> <text>the employer or a supervisor, manager, or foreman employed by the employer whether it is made through the employer’s internal grievance process or otherwise; or</text> </level> <level label="2"> <text>the Commissioner or an authorized representative of the Commissioner.</text> </level> </level> <level label="b"> <level label="1"> <text>An employer may not:</text> <level label="i"> <text>pay or agree to pay less than the wage required under this subtitle;</text> </level> <level label="ii"> <text>hinder or delay the Commissioner or an authorized representative of the Commissioner in the enforcement of this subtitle;</text> </level> <level label="iii"> <text>take adverse action against a covered employee because the covered employee:</text> <level label="1"> <text>makes a complaint that the covered employee has not been paid in accordance with this subtitle;</text> </level> <level label="2"> <text>brings an action under this subtitle or a proceeding that relates to the subject of this subtitle; or</text> </level> <level label="3"> <text>has testified in an action under this subtitle or a proceeding related to the subject of this subtitle; or</text> </level> </level> <level label="iv"> <text>violate any other provision of this subtitle.</text> </level> </level> <level label="2"> <text>Adverse action prohibited under paragraph (1) of this subsection includes:</text> <level label="i"> <text>discharge;</text> </level> <level label="ii"> <text>demotion;</text> </level> <level label="iii"> <text>threatening the covered employee with discharge or demotion; and</text> </level> <level label="iv"> <text>any other retaliatory action that results in a change to the terms or conditions of employment that would dissuade a reasonable covered employee from making a complaint, bringing an action, or testifying in an action under this subtitle.</text> </level> </level> </level> <level label="c"> <text>A covered employee may not:</text> <level label="1"> <text>make a groundless or malicious complaint to the Commissioner or an authorized representative of the Commissioner;</text> </level> <level label="2"> <text>in bad faith, bring an action under this subtitle or a proceeding related to the subject of this subtitle; or</text> </level> <level label="3"> <text>in bad faith, testify in an action under this subtitle or a proceeding related to the subject of this subtitle.</text> </level> </level> <level label="d"> <text>A person who violates any provision of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000.</text> </level> <level label="e"> <text>An employer may not be convicted under this section unless the evidence demonstrates that the employer had knowledge of the relevant complaint, testimony, or action for which the prosecution for retaliation is sought.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1611" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="16" subtitle_name="Secure Maryland Wage Act"> <text>This subtitle may be cited as the Secure Maryland Wage Act. </text> </section> <section article="gle" article_name="Labor and Employment" number="3-1701" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Emergency” means a catastrophic health emergency, as defined under § 14–3A–01 of the Public Safety Article, that is the subject of an executive proclamation under § 14–3A–02 of the Public Safety Article and is related to a communicable disease.</text> </level> <level label="c"> <level label="1"> <text>“Essential employer” means a person that employs an essential worker.</text> </level> <level label="2"> <text>“Essential employer” includes a unit of State or local government.</text> </level> </level> <level label="d"> <text>“Essential worker” means an individual who:</text> <level label="1"> <text>performs a duty or work responsibility during an emergency that cannot be performed remotely or is required to be completed at the work site; and</text> </level> <level label="2"> <text>provides services that the essential employer determines to be essential or critical to its operations.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1702" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <text>This subtitle applies only to essential employers in industries and sectors identified by the Governor or a federal or State agency as critical to remain in operation during the emergency.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1703" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <text>During an emergency, each essential employer shall:</text> <level label="1"> <text>provide working conditions that comply with applicable safety standards adopted by a federal or State agency;</text> </level> <level label="2"> <text>subject to availability, provide necessary amounts of safety equipment recommended for usage during the emergency at no cost to essential workers;</text> </level> <level label="3"> <text>adopt, maintain, and post written protocols to ensure an essential worker’s access to information regarding the applicable safety standards in effect during the emergency; and</text> </level> <level label="4"> <text>provide or implement any other measures or requirements set by the Governor or a federal or State agency to ensure the general health and safety of essential workers.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1704" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <text>An essential worker has a right to refuse to perform an assigned task as provided under § 5–604 of this article and corollary regulations.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1705" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <level label="a"> <text>During an emergency, if an essential worker or any other worker has contracted the communicable disease that is the subject of the emergency at a work site, the essential employer shall take proactive steps to minimize the risk of transmission, including informing essential workers that they may have been exposed.</text> </level> <level label="b"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, if an essential worker’s health insurance coverage or other benefits do not cover the cost of testing for the communicable disease that is the subject of the emergency, during an emergency, the essential employer shall pay for testing for the communicable disease.</text> </level> <level label="2"> <text>An essential employer is not subject to the requirement under paragraph (1) of this subsection if an essential worker is able to obtain testing free of charge.</text> </level> </level> <level label="c"> <level label="1"> <text>Subject to paragraph (2) of this subsection, each essential employer shall report all positive test results to the Maryland Department of Health.</text> </level> <level label="2"> <text>When reporting to the Maryland Department of Health, the essential employer shall:</text> <level label="i"> <text>include demographic information about the essential worker; and</text> </level> <level label="ii"> <text>redact any personal identifying information to protect the identity of the essential worker.</text> </level> </level> </level> <level label="d"> <text>The Maryland Department of Health shall collect positive test results, categorize the results by industry, and publish the results in a format that is readily accessible to the general public.</text> </level> <level label="e"> <text>The Commissioner shall adopt regulations as necessary to carry out this section.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1706" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <level label="a"> <level label="1"> <text>In this section the following words have the meanings indicated.</text> </level> <level label="2"> <text>“Family member” means:</text> <level label="i"> <text>a biological child, an adopted child, a foster child, or a stepchild of the essential worker;</text> </level> <level label="ii"> <text>a child for whom the essential worker has legal or physical custody or guardianship;</text> </level> <level label="iii"> <text>a child for whom the essential worker stands in loco parentis, regardless of the child’s age;</text> </level> <level label="iv"> <text>a biological parent, an adoptive parent, a foster parent, or a stepparent of the essential worker or of the essential worker’s spouse;</text> </level> <level label="v"> <text>the legal guardian or ward of the essential worker or of the essential worker’s spouse;</text> </level> <level label="vi"> <text>an individual who acted as a parent or stood in loco parentis to the essential worker or the essential worker’s spouse when the essential worker or the essential worker’s spouse was a minor;</text> </level> <level label="vii"> <text>the spouse of the essential worker;</text> </level> <level label="viii"> <text>a biological grandparent, an adoptive grandparent, a foster grandparent, or a stepgrandparent of the essential worker;</text> </level> <level label="ix"> <text>a biological grandchild, an adopted grandchild, a foster grandchild, or a stepgrandchild of the essential worker; or</text> </level> <level label="x"> <text>a biological sibling, an adopted sibling, a foster sibling, or a stepsibling of the essential worker.</text> </level> </level> <level label="3"> <text>“Public health emergency leave” means paid leave that an essential employer provides to an essential worker during an emergency as required under subsection (d) of this section.</text> </level> </level> <level label="b"> <text>This section applies only if the federal or State government provides funding that can be used for public health emergency leave.</text> </level> <level label="c"> <text>An essential employer shall provide an essential worker with public health emergency leave on the date the funding is made available to the essential employer.</text> </level> <level label="d"> <text>An essential employer shall provide paid public health emergency leave:</text> <level label="1"> <text>in addition to any other leave or benefit, including earned sick and safe leave under Subtitle 13 of this title; and</text> </level> <level label="2"> <text>in the following amounts:</text> <level label="i"> <text>if specified in a federal program, order, law, or regulation, the amount provided for under the program, order, law, or regulation; or</text> </level> <level label="ii"> <text>if not specified in a federal program, order, law, or regulation:</text> <level label="1"> <text>for full–time essential workers who regularly work 40 or more hours per week, 112 hours;</text> </level> <level label="2"> <text>for part–time essential workers who regularly work less than 40 hours per week, an amount of hours equivalent to the average hours worked during a typical 4–week working period;</text> </level> <level label="3"> <text>for essential workers whose schedules and amount of hours worked vary from week to week, the average number of hours that the essential worker was scheduled per week over the 6–month period ending on the date on which the emergency is declared or proclaimed; or</text> </level> <level label="4"> <text>if the essential worker did not work during the 6–month period ending on the date on which the emergency is declared or proclaimed, the reasonable expectation of the essential worker at the time of hiring or the average number of hours per week that the worker would normally be scheduled to work, whichever is greater.</text> </level> </level> </level> </level> <level label="e"> <text>Each essential employer shall allow an essential worker to use public health emergency leave provided under subsection (c) of this section in relation to an emergency:</text> <level label="1"> <text>to isolate without an order to do so because the essential worker:</text> <level label="i"> <text>has been diagnosed with the communicable disease that is the subject of the emergency; or</text> </level> <level label="ii"> <text>is experiencing symptoms associated with the communicable disease that is the subject of the emergency and is awaiting the results of a test to confirm the diagnosis;</text> </level> </level> <level label="2"> <text>to seek or obtain a medical diagnosis, preventive care, or treatment because the essential worker is diagnosed with the communicable disease that is the subject of the emergency;</text> </level> <level label="3"> <text>to care for a family member who is isolating, without an order to do so, because of a diagnosis of the communicable disease that is the subject of the emergency;</text> </level> <level label="4"> <text>due to a determination by a public health official or health care professional that the essential worker’s presence at the place of employment or in the community would jeopardize the health of other individuals because of the essential worker’s exposure to, or exhibited symptoms associated with, the communicable disease that is the subject of the emergency, regardless of whether the essential worker has been diagnosed with the communicable disease;</text> </level> <level label="5"> <text>to care for a family member due to a determination by a public health official or health care professional that the family member’s presence at the place of employment or in the community would jeopardize the health of others because of the family member’s exposure to, or exhibited symptoms associated with, the communicable disease that is the subject of the emergency or due to symptoms exhibited regardless of whether the family member has been diagnosed with the communicable disease; or</text> </level> <level label="6"> <text>to care for a child or other family member:</text> <level label="i"> <text>when the care provider of the family member is unavailable due to the emergency; or</text> </level> <level label="ii"> <text>if the child’s or family member’s school or place of care has been closed by a federal, State, or local public official or at the discretion of the school or place of care due to the emergency, including if the school or place of care is physically closed but providing instruction remotely.</text> </level> </level> </level> <level label="f"> <text>This section may not be construed to:</text> <level label="1"> <text>require an essential employer to compensate an essential worker for unused public health emergency leave when the essential worker leaves employment;</text> </level> <level label="2"> <text>preempt, limit, or otherwise affect any other law that provides for public health emergency leave benefits that are more generous than required under this section;</text> </level> <level label="3"> <text>preempt, limit, or otherwise affect any workers’ compensation benefits that are available under Title 9 of this article;</text> </level> <level label="4"> <text>prohibit an essential employer from adopting and enforcing a policy that prohibits the improper use of public health emergency leave, including prohibiting a pattern of abuse of the leave; or</text> </level> <level label="5"> <text>prohibit an essential employer from providing additional public health emergency paid leave or any other type of leave.</text> </level> </level> <level label="g"> <level label="1"> <text>An essential employer may require an essential worker who uses public health emergency leave to provide documentation of the need to use the public health emergency leave.</text> </level> <level label="2"> <text>If an essential worker fails or refuses to provide documentation as required by an essential employer under paragraph (1) of this subsection, an essential employer may refuse to pay the essential worker for the public health emergency leave.</text> </level> <level label="3"> <text>The Commissioner shall adopt regulations regarding the forms of documentation that an essential employer may require under paragraph (1) of this subsection.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1707" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <text>An essential employer may not knowingly misclassify an essential worker as an independent contractor or other classification in order to avoid paying an essential worker any benefits due during an emergency under this subtitle. </text> </section> <section article="gle" article_name="Labor and Employment" number="3-1708" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <level label="a"> <text>If an essential worker believes that an essential employer has violated § 3–1704 of this subtitle:</text> <level label="1"> <text>the essential worker may seek enforcement of rights under § 5–604 of this article; and</text> </level> <level label="2"> <text>the Commissioner shall respond in accordance with the enforcement provisions under Title 5 of this article.</text> </level> </level> <level label="b"> <level label="1"> <text>If an essential worker believes that an essential employer has violated § 3–1706 of this subtitle, the essential worker may file a written complaint with the Commissioner.</text> </level> <level label="2"> <text>Within 90 days after the receipt of a written complaint, the Commissioner shall conduct an investigation and attempt to resolve the issue informally through mediation.</text> </level> <level label="3"> <level label="i"> <text>If the Commissioner is unable to resolve an issue through mediation during the period stated in paragraph (2) of this subsection and the Commissioner determines that an essential employer has violated this subtitle, the Commissioner shall issue an order.</text> </level> <level label="ii"> <text>An order issued under subparagraph (i) of this paragraph:</text> <level label="1"> <text>shall describe the violation;</text> </level> <level label="2"> <text>shall direct the payment of the full monetary value of any unpaid public health emergency leave and any actual economic damages;</text> </level> <level label="3"> <text>may, in the Commissioner’s discretion, direct the payment of an additional amount of up to three times the value of the essential worker’s hourly wage for each violation; and</text> </level> <level label="4"> <text>may, in the Commissioner’s discretion, assess a civil penalty of up to $1,000 for each essential worker for whom the employer is not in compliance with this subtitle.</text> </level> </level> </level> <level label="4"> <text>The actions taken under paragraphs (2) and (3) of this subsection are subject to the hearing and notice requirements of Title 10, Subtitle 2 of the State Government Article.</text> </level> <level label="5"> <text>Within 30 days after the Commissioner issues an order, an employer shall comply with the order.</text> </level> </level> <level label="c"> <text>If an essential worker believes that an essential employer has violated any other provision of this subtitle:</text> <level label="1"> <text>the essential worker may file a written complaint with the Commissioner; and</text> </level> <level label="2"> <text>the Commissioner shall respond in accordance with the enforcement provisions under Title 5 of this article.</text> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1709" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="17" subtitle_name="Maryland Essential Workers' Protection Act"> <text>This subtitle may be cited as the Maryland Essential Workers’ Protection Act.</text> </section> <section article="gle" article_name="Labor and Employment" number="3-1801" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="18" subtitle_name="Certification of Public Service Employment Under the Federal Public Service Loan Forgiveness Program"> <level label="a"> <text>In this subtitle the following words have the meanings indicated.</text> </level> <level label="b"> <text>“Certify” means to:</text> <level label="1"> <text>complete the employer sections of the federal Public Service Loan Forgiveness Program form for a current or former employee; or</text> </level> <level label="2"> <text>share data directly with the U.S. Department of Education about a current or former employee that corresponds to the information required on the federal Public Service Loan Forgiveness Program form.</text> </level> </level> <level label="c"> <text>“Employee” means an individual who is or was employed by a public service employer.</text> </level> <level label="d"> <text>“Full–time” has the meaning stated in 34 C.F.R. § 685.219.</text> </level> <level label="e"> <text>“Institution of higher education” has the meaning stated in § 10–101 of the Education Article.</text> </level> <level label="f"> <text>“Program” means the federal Public Service Loan Forgiveness Program established under 20 U.S.C. § 1087e(m).</text> </level> <level label="g"> <level label="1"> <text>“Public service employer” means an employer in the State who is designated as a qualifying employer under the federal Public Service Loan Forgiveness Program, including:</text> <level label="i"> <text>a State or local government employer, including:</text> <level label="1"> <text>an office or a department;</text> </level> <level label="2"> <text>an independent agency;</text> </level> <level label="3"> <text>a local school system;</text> </level> <level label="4"> <text>a public institution of higher education;</text> </level> <level label="5"> <text>a public library system; and</text> </level> <level label="6"> <text>an authority or other body; and</text> </level> </level> <level label="ii"> <text>an employer designated as a tax–exempt organization under § 501(c)(3) of the Internal Revenue Code.</text> </level> </level> <level label="2"> <text>“Public service employer” does not include a federal or tribal nation government organization, agency, or governmental entity.</text> </level> </level> <level label="h"> <text>“Public Service Loan Forgiveness Program form” means the form used by the U.S. Department of Education to:</text> <level label="1"> <text>certify an individual’s current or former employment with a public service employer; and</text> </level> <level label="2"> <text>determine an individual’s eligibility for the purposes of the federal Public Service Loan Forgiveness Program.</text> </level> </level> <level label="i"> <text>“Student Loan Ombudsman” has the meaning stated in § 2–104.1 of the Financial Institutions Article.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1802" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="18" subtitle_name="Certification of Public Service Employment Under the Federal Public Service Loan Forgiveness Program"> <level label="a"> <text>This section may not be construed to require a public service employee to increase the number of hours that the employee works for the public service employer.</text> </level> <level label="b"> <text>Notwithstanding any other provision of law, for the purposes of certifying employment for the Program, a public service employer shall:</text> <level label="1"> <text>adopt a policy calculating hours worked using a method that maximizes the amount of time for which an employee can be considered full–time; and</text> </level> <level label="2"> <text>consider as full–time an employee who satisfies or satisfied the minimum amount of time required to qualify as full–time.</text> </level> </level> <level label="c"> <level label="1"> <text>This subsection applies only:</text> <level label="i"> <text>to a public service employer that is an institution of higher education; and</text> </level> <level label="ii"> <text>with respect to an employee who is an adjunct or tenured professor.</text> </level> </level> <level label="2"> <level label="i"> <text>For the purpose of determining whether an employee qualifies as full–time under the Program, a public service employer shall credit the employee, for each hour of the employee’s credit, contact, or classroom time, with at least:</text> <level label="1"> <level label="3"> <text>35 hours worked; or</text> </level> </level> <level label="2"> <text>if a higher number of hours is allowed under the Program, the number allowed under the Program.</text> </level> </level> <level label="ii"> <text>This subsection may not be construed to supersede a public service employer’s policy or adjustment for additional work associated with lecture or classroom time.</text> </level> </level> <level label="3"> <text>To maximize the amount of time for which an employee can be considered to be a full–time employee, a public service employer shall treat consecutive academic terms that an employee teaches as a continuous employment period, regardless of whether:</text> <level label="i"> <text>the hours are taught under separate employment contracts; or</text> </level> <level label="ii"> <text>the academic terms are separated by routine academic vacation.</text> </level> </level> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1803" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="18" subtitle_name="Certification of Public Service Employment Under the Federal Public Service Loan Forgiveness Program"> <level label="a"> <level label="1"> <text>Subject to the provisions of this section, a public service employer shall certify the employment of each:</text> <level label="i"> <text>current or former employee who requests that the public service employer complete a Public Service Loan Forgiveness Program form; and</text> </level> <level label="ii"> <text>employee who is leaving the employment of the public service employer on the employee’s separation.</text> </level> </level> <level label="2"> <text>The public service employer shall certify:</text> <level label="i"> <text>the period of employment requested by the current or former employee; or</text> </level> <level label="ii"> <text>if no period is specified, the current or former employee’s entire period of employment.</text> </level> </level> </level> <level label="b"> <level label="1"> <text>If the U.S. Department of Education allows a public service employer to directly certify the employment of a current or former employee, the public service employer may send the information necessary to certify the employment of an employee directly to the U.S. Department of Education.</text> </level> <level label="2"> <text>This subsection does not prevent a public service employer from seeking permission from an employee before certifying the employee’s employment to the U.S. Department of Education.</text> </level> </level> <level label="c"> <text>A public service employer may not unreasonably delay the certification of the employment of a current or former employee.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1804" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="18" subtitle_name="Certification of Public Service Employment Under the Federal Public Service Loan Forgiveness Program"> <level label="a"> <level label="1"> <text>The Student Loan Ombudsman shall develop and update as necessary material designed to promote awareness of and increase participation in the Program.</text> </level> <level label="2"> <text>The materials shall include:</text> <level label="i"> <text>a standardized letter that:</text> <level label="1"> <text>gives a brief summary of the Program;</text> </level> <level label="2"> <text>provides information about what an employee must do to benefit from the Program; and</text> </level> <level label="3"> <text>recommends that employees visit the U.S. Department of Education’s official website for additional resources;</text> </level> </level> <level label="ii"> <text>a detailed fact sheet that:</text> <level label="1"> <text>describes the Program; and</text> </level> <level label="2"> <text>includes the U.S. Department of Education’s official website addresses for the Program and for resources for student loan borrowers; and</text> </level> </level> <level label="iii"> <text>a document containing frequently asked questions about the Program.</text> </level> </level> </level> <level label="b"> <text>On or after October 15, 2025, the Student Loan Ombudsman, in coordination with other State agencies, shall make the materials developed under subsection (a) of this section available to public service employers.</text> </level> <level label="c"> <level label="1"> <text>On or after November 15, 2025, each public service employer shall provide each newly hired employee with the most recently available version of the materials developed under subsection (a) of this section within 30 days after the employee’s first day of employment.</text> </level> <level label="2"> <text>A public service employer may provide the materials developed under subsection (a) of this section by mail, by e–mail, or during an in–person new employee orientation.</text> </level> </level> <level label="d"> <text>On or after March 15, 2026, each public service employer shall annually provide the most recently available version of the materials developed under subsection (a) of this section to all employees in written or electronic form.</text> </level> </section> <section article="gle" article_name="Labor and Employment" number="3-1805" title_number="3" title_name="Employment Standards and Conditions" subtitle_number="18" subtitle_name="Certification of Public Service Employment Under the Federal Public Service Loan Forgiveness Program"> <text>The Commissioner shall adopt regulations to carry out this subtitle.</text> </section>