Employment Law For Discrimination In Maryland
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To prove discrimination in the workplace, wrongful termination or workplace retaliation in California, you may need to present evidence that: You have been treated unjustly based on one of your protected characteristics. You are qualified, capable and honest and performed your job satisfactorily.
A hostile work environment is created when an employee feels uncomfortable, scared, or distressed due to the behavior or conduct of their colleagues or supervisors. This behavior must be discriminatory in nature and could be based on race, gender, religion, age, nationality, disability, or sexual orientation.
Discrimination or harassment in the workplace, if serious enough, can rise to the level of a hostile work environment, and if that is the case, an employee subjected to this type of abuse may have a claim for compensation.
Sexual orientation. Gender identity, gender expression. Medical condition. Genetic information.
Discrimination and Harassment Claims For example, if your emotional distress stems from racial, gender-based, or disability discrimination, you can bring a claim through the Maryland Commission on Civil Rights (MCCR) or the Equal Employment Opportunity Commission (EEOC).
On , Governor Glendening signed into law the Anti-Discrimination Act of 2001 (SB 205), which adds "sexual orientation" as a protected class under the state's anti-discrimination laws dealing with employment, public accommodations, and housing.
The law prohibits discrimination in hiring, firing, compensation, promotions, and other terms and conditions of employment. Under the law, employers are also prohibited from retaliating against an employee for making a complaint. The law protects employees, job applicants, and former employees.
In the state of Maryland, you cannot terminate an employee for the following reasons: Their age, race, gender, national origin, religion, marital status, or disability. They have filed a workers' compensation claim. They have demanded payment of overtime wages or other wages they may be owed.
An applicant or employee may file a written complaint with the appropriate head of the principal unit within 1 year after the complainant knew, or reasonably should have known, of the alleged violation of the State's Fair Employment Practices Policy (SPP 5-211).
Governor's Executive Order 01.01. 2007.16 – Code of Fair Employment Practices recognizes the State's commitment to fair employment practices and establishes zero- tolerance for discrimination, retaliation, and harassment, which includes sexual orientation, genetic information, and gender identity and expression.
