{"id":910,"date":"2018-05-08T18:12:33","date_gmt":"2018-05-08T18:12:33","guid":{"rendered":"https:\/\/www.navigatingreentry.org\/?page_id=910"},"modified":"2025-02-04T13:47:56","modified_gmt":"2025-02-04T13:47:56","slug":"maryland-protections","status":"publish","type":"page","link":"https:\/\/www.navigatingreentry.org\/index.php\/maryland-protections\/","title":{"rendered":"Maryland Protections"},"content":{"rendered":"

\"\"WHAT PROTECTIVE LAWS DOES MARYLAND HAVE REGARDING EMPLOYMENT AND TERMINATION?<\/strong><\/span><\/span><\/h3>\n

In Maryland, employees work “at the will” of their employers. This means, unless there is an express contract, agreement or policy to the contrary, an employee may be hired or fired for almost any reason — whether fair or not — or for no reason at all.<\/span><\/p>\n

Effective February 29, 2020, Maryland law prohibits certain criminal record screening practices. The law prohibits employers with 15 or more full-time employees from, directly or otherwise, requiring an applicant for employment to disclose whether the applicant has a criminal record or has had criminal accusations brought against the applicant prior to the first in-person interview. This law includes as an \u201cemployer\u201d a person who acts, directly or indirectly, in the interest of an employer.<\/span><\/p>\n

ARE THERE ANY LAWS THAT PROHIBIT EMPLOYERS FROM ASKING ABOUT CRIMINAL BACKGROUNDS WHEN APPLYING FOR A JOB?<\/span><\/strong><\/h3>\n

The Office of Fair Practices has provided a guide tool for employers regarding pre-employment inquiries which cautions employers not to ask about an applicant’s arrest record or general conviction record.<\/span><\/p>\n

Employers should only ask about convictions that might have a direct relationship to the kind of job being sought that have not been expunged or sealed.<\/em><\/span><\/p>\n

Also, employers should consider these things when reviewing a criminal record:<\/span><\/p>\n