State Job Discrimination Law Regulations in Maryland (MD)

September 14th, 2006 Posted by Rachel

Being a citizen or employee in the state of Maryland means that you are afforded certain rights, among them is to be free from harassment or abuse at your work. Any type of harassment could be considered a violation of state and or federal discrimination laws. Such laws are put into place to protect individuals from unfair or unequal treatment in the course of employment. These laws apply to not only employers but also employment agencies and labor organizations as well.

Maryland (MD) job discrimination law in the workplace says that it is unlawful for an employer to refuse to hire, to discharge, to promote or demote, to harass during the course of employment, or to discriminate in matters of compensation against any person otherwise qualified because of disability, race, creed, color, sex, age, national origin, familial status, marital status and even sexual orientation. Employment agencies cannot refuse to list or advertise jobs to certain individuals based on these characteristics. It is also unlawful for a labor organization to exclude any individual otherwise qualified from full membership rights in such labor organization, or to expel any such individual from membership on the basis of disability, race, creed, color, sex, age, national origin, marital status, familial status, or sexual orientation. Employers may not discriminate against an individual or group of individuals for their membership in such an organization.

Employers, employment agencies or labor organizations may not discriminate against or exclude individuals with a disability under Maryland (MD) job discrimination in the workplace. Whenever feasible, reasonable accommodations should be made if the individual is otherwise qualified. If there is genuinely no reasonable accommodation that the employer can make with regard to the disability, the disability actually disqualifies the applicant from the job, and the disability has a significant impact on the job than such exclusion would not be a violation of the law.

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