MARYLAND

LABOR LAW POSTINGS Maryland Labor Law Postings Thank you for using Paychex! Your order contains the following state posters:

Name of Poster Poster Code Posting Requirements Agency Responsible Insurance LMD01 All employers DLLR, Office of Unemployment Ins. Workers' Compensation1 LMD02 All employers Workers' Compensation Commission (bi-lingual) of Minors Fact Sheet LMD03 All employers who employ youth under 18 DLLR, Div of Labor and Industry Safety & Health Protection on the LMD04 All employers DLLR Div of Labor and Industry Safety & Health Protection on the Job LMD14 All employers DLLR, Div of Labor and Industry (Spanish*) Equal Pay for Equal LMD05 Recommended for all employers DLLR, Div of Labor and Industry Discrimination LMD06 Recommended for all employers MD Human Relations Commission Discrimination (Spanish) LMD35 Recommended for all employers MD Human Relations Commission and Hour Fact Sheet LMD07 All employers DLLR, Div of Labor and Industry Wage and Order Fact Sheet (Spanish*) LMD40 Recommended for all employers DLLR, Div of Labor and Industry LMD08 All employers DLLR, Office of Unemployment Ins. Wage Payment and Collection LMD09 Recommended DLLR, Div of Labor and Industry Equal Housing Opportunity LMD12 Recommended for all businesses engaged in the sale MD Human Relations Commission or rental of real property Equal Housing Opportunity LMD21 Recommended for all businesses engaged in the sale MD Human Relations Commission (Spanish*) or rental of real property No Smoking LMD16 All employers DLLR, Div of Labor and Industry No Smoking (Spanish*) LMD19 All employers DLLR, Div of Labor and Industry Age Discrimination LMD22 Recommended MD Human Relations Commission for All LMD23 Recommended MD Human Relations Commission Maryland's Response to Hate Crimes LMD24 Recommended MD Human Relations Commission What is on the job? LMD25 Recommended MD Human Relations Commission Notice to Employees Wage LMD26 Required for employers with a service contract with DLLR, Div of Labor and Industry Requirements the State of Maryland Notice to Employees Wage LMD29 Recommended for employers with a service contract DLLR, Div of Labor and Industry Requirements (Spanish) with the State of Maryland who speak Spanish Notice to Independent Contractors LMD27 Required for employers of independent contractors DLLR, Div of Labor and Industry Notice to Independent Contractors LMD28 Required for employers of independent contractors DLLR, Div of Labor and Industry (Spanish) who speak Spanish Pregnancy Discrimination LMD31 All employers MD Commission on Civil Rights Pregnancy Discrimination (Spanish*) LMD46 Optional for all employers MD Commission on Civil Rights Safety and Health Protection (Public) LMD32 All public sector employers DLLR, Div of Labor and Industry Notice to Tipped Employees LMD34 All employers of tipped employees DLLR, Div of Labor and Industry Food Allergies LMD36 Required for all Food Establishments MD Health and Mental Hygiene Food Allergies (Spanish) LMD37 Recommended for all Food Establishments MD Health and Mental Hygiene LMD43 Required at rest stops, bus stations, truck stops, and DLLR, Div of Labor and Industry adult entertainment establishments Healthy Working Families Act LMD48 Optional for all employers MD - Dept of Labor, License and Regulation, Division of Labor and Industry Healthy Working Families Act (Spanish*) LMD49 Optional for all employers MD - Dept of Labor, License and Regulation, Division of Labor and Industry

*While they are not required, Spanish versions are recommended for employers of Spanish-speaking workers.

Printing and Posting Instructions All files are print ready, according to size requirements from the issuing agency (if any). To ensure compliance, print all posters as provided. Posters requiring different paper size and/or color print are noted below as exceptions. Please note: In some cases, individual posters are set up to print on multiple pages.

1.) Print each of the posters listed above on 8.5”x11” paper. 1The Workers' Compensation Commission requires this notice to be printed on 8.5 "X 14" gold or yellow paper. A version has been provided to be printed on one 8.5”x14”, or if you are unable to print 8.5”x14”, we have also included a version to be printed on two “8.5x11”. 2.) For multiple-page posters, we recommend taping the pages together before posting. 3.) Review each poster and posting instructions (above) carefully to check for special posting requirements that might apply to your business. 4.) Display all applicable posters in a conspicuous area accessible to all employees (such as an employee lounge, room, or cafeteria).

TO EMPLOYEES YOUR EMPLOYER IS SUBJECT TO the Maryland Unemployment Insurance Law and pays taxes under this law. No deduction is made from your for this purpose. IF YOU ARE LAID OFF or otherwise become unemployed, immediately file a claim by callling the telephone number for the area in which you reside or you may file a claim on the internet at the web site address indicated below. IF YOU ARE ELIGIBLE, you may be entitled to unemployment insurance benefits for as many as 26 weeks. IF YOU ARE WORKING LESS THAN FULL TIME, you may be eligible for partial benefits. If your regular hours of work have been reduced, promptly file a claim as instructed above, to determine your benefit rights. IF YOU HAVE BEEN FILING FOR BENEFITS AND RETURN TO WORK, you must report your gross wages before deductions during the week you return to work regardless of whether or not you have been paid. YOU ARE ENTITLED TO BENEFITS IF: 1. You are unemployed through no fault of your own. 2. You have sufficient earnings in your Base Period. 3. You have registered for work and filed a claim for benefits with a Department of Labor, Licensing and Regulation Claim Center listed below. 4. You are able to work, available for work, and actively seeking work. NOTE: To insure prompt handing of your claim, it is necessary to have your Social Security number available. If you claim dependents under sixteen (16) years of age, you must know the Social Security number of each dependent when you file. If you do not know the Social Security numbers, you will be provided with instructions on how to provide a copy of the dependent’s birth certificate or other forms of proof of dependency. IF YOU ARE TOTALLY OR PARTIALLY UNEMPLOYED CALL:

Phone Number Phone Number Phone Number To File A Claim Area Served To File A Claim Area Served To File A Claim Area Served 301-313-8000 Calvert 410-334-6800 Caroline 410-853-1600 Anne Arundel 1-877-293-4125 Charles 1-877-293-4125 Dorchester 1-877-293-4125 Baltimore City (toll free) Montgomery (toll free) Kent (toll free) Baltimore County Prince Georges Queen Anne’s Carroll St. Mary’s Somerset Cecil Talbot Harford Wicomico Howard Worcester 301-723-2000 Allegany 1-877-293-4125 Frederick (toll free) Garrett Washington SOLICITUD DE BENEFICIOS DEL INSIDE THE STATE OF MARYLAND OUTSIDE THE STATE OF MARYLAND DESEMPLEO PARA LA POBLACIÓN (DENTRO DEL ESTADO DE MARYLAND) (FUERA DEL ESTADO DE MARYLAND) DE HABLE HISPANA Maryland Relay Dial 711 301-313-8000 TTY: 1-800-735-2258 TTY: 1-800-735-2258 Speech to Speech: 1-800-785-5630 Speech to Speech: 1-800-785-5630 Para Relevos en Maryland presione 711 ó Para Relevos en Maryland presione 1-800-877-1264 (U.S.) 1-800-877-1264 (U.S.)

TO FILE A CLAIM VIA THE INTERNET: www.mdunemployment.com IMPORTANT NOTICE Unemployment insurance is intended for persons who are unemployed through no fault of their own and who are ready, willing and able to work. Persons who receive benefits through false statements or fail to report ALL earnings will be disqualified and will be subject to criminal prosecution. The Civil Rights Act of 1964 states that no person shall be discriminated against on the basis of race, color, religion, age, sex, or national origin. If you feel you have been discriminated against in the unemployment insurance process because of any of these factors, you may file a complaint with the Office of Fair Practices, 1100 North Eutaw Street, Room 613, Baltimore, Maryland 21201. MARYLAND DEPARTMENT OF LABOR, LICENSING AND REGULATION OFFICE OF UNEMPLOYMENT INSURANCE THIS CARD MUST BE POSTED IN A CONSPICUOUS PLACE DLLR/DUI 328 (Revised 9-17) Maryland Labor and Employment Article, Title 8, Sec. 8-603

LMD01 Print Date: 10/17 WORKERS’ COMPENSATION in LA COMENSACIÓN DEL TRABAJADOR en Maryland

Job Related Accidental Personal Injury or ? If you are disabled and unable to work for more than three (3) days, your employer’s ¿Accidentes por lesión/daño corporal relacionados con el Empleo workers’ compensation insurance company may pay your medical bills and other o Enfermedad Profesional? expenses and replace two-thirds (2/3) of your (limited to the maximum set by Si usted se encuentra incapacitado o inhabilitado para trabajar por law). más de tres días, el seguro de trabajadores que tienen las compañías pudiera cubrir las facturas médicas y otros gastos relacionados. También le compensarían 2/3 de If you are injured on the job: sus ingresos (Hasta un monto máximo estipulado por la ley). 1. Notify your employer or at once. You cannot receive full benefits unless your employer knows you are injured. Si usted sufre una lesión en el trabajo, debe: 2. Tell the doctor who treats you that you were hurt on the job. 1. Informarle a su empleador o supervisor de inmediato. 3. Complete an Employee’s Claim Form C-1 (available by phone or on the Commission’s No podría recibir todos sus beneficios a menos que su empleador fuere notificado que sufrió una lesión. website) and send it to us as soon as possible. 2. Informarle al médico quien le administre tratamiento que usted se lesionó en su trabajo. Note: Withholding information or giving false information about any work- 3. Llenar el formulario Employee’s Ciaim Form C-1 (disponible related activity or return to work could prevent you from receiving benefits consultando la página del Internet para el Workers’ and may subject you to fines, imprisonment or both. Compensation o solicitándo uno por teléfono). Diligenciarlo para que las oficinas del Workers’ Compensation lo reciban lo antes posible.

Aviso: El suministrar información falsa u ocultar información sobre cualquier actividad Employer/Empleador relacionada con su trabajo o relacionada con su regreso al trabajo, pudiera afectar los Business Address/Dirección beneficios que recibiera o pudiera acarrearle multas, encarcelamiento o ambas. City/State/Zip Ciudad/Estado/Código Postal Maryland Workers’ Compensation Commission Federal Employer ID (FEIN) 10 East Baltimore Street, Baltimore, Maryland 21202-1641 Indentificación Federal Del Empleador (410) 864-5100 / Outside Baltimore (800) 492-0479 Telephone Number/Número Telefónico Webpage - http://www.wcc.state.md.us / TTY Users - 711 in Maryland or (800) 735-2258 Insurance Company Name La Compañia de Seguro This notice must be printed on 8.5 “X 14” gold or yellow paper, display complete employer information and be posted in a conspicuous location at each work site or location in Insurance Company Telephone accordance with COMAR 14.09.01.02 and 14.09.01.10. Telefónico de la Compañia de Seguro MD WCC Form C-24 05/2017 Print Date: 6/17 LMD02 WORKERS’ COMPENSATION in LA COMENSACIÓN DEL TRABAJADOR en Maryland

WORKERS’Job Related COMPENSATION Accidental in Personal Injury or Occupational Disease? LAIf COMENSACIÓN you are disabled DEL TRABAJADOR and unable en to work for more than three (3) days, your employer’s ¿Accidentes por lesión/daño corporal relacionados con el Empleo Maryland Jobworkers’ Related Accidental compensation Personal Injury insurance or Occupational company Disease? may pay your medical bills and other o Enfermedad Profesional? If youexpenses are disabled and and unable replace to work two-thirds for more than (2/3)three (3) of days, your your salary employer’s (limited workers’ tocompensation the maximum insurance setcompany by may Si usted se encuentra incapacitado o inhabilitado para trabajar por paylaw). your medical bills and other expenses and replace two-thirds (2/3) of your salary (limited to the maximum set by law). más de tres días, el seguro de trabajadores que tienen las If you are injured on the job: compañías pudiera cubrir las facturas médicas y otros

1. Notify your employer or supervisor at once. You cannot receive full benefits unless gastos relacionados. También le compensarían 2/3 de If you are injured on the job: sus ingresos (Hasta un monto máximo estipulado por la your employer knows you are injured. ley). 1. Notify your employer or supervisor at once. You cannot receive full benefits unless 2. Tell the doctor who treats you that you were hurt on the job. your employer knows you are injured. 3. Complete an Employee’s Claim Form C-1 (available by phone or on the Commission’s Si usted sufre una lesión en el trabajo, debe: 2. Tell the doctor who treats you that you were hurt on the job. 1. Informarle a su empleador o supervisor de inmediato. website) and send it to us as soon as possible. 3.Note: Complete Withholding informationan Employee’s or giving falseClaim information Form aboutC-1 (availableany work-related by activityphone or orreturn on to the work Commission’s could No podría recibir todos sus beneficios a menos que su prevent you from receiving benefits and may subject you to fines, imprisonment or both. empleador fuere notificado que sufrió una lesión. website) and send it to us as soon as possible. Employer/Empleador 2. Informarle al médico quien le administre tratamiento que Business Address/Dirección usted se lesionó en su trabajo. City/State/ZipNote: Withholding information or giving false information about any work- 3. Llenar el formulario Employee’s Ciaim Form C-1 (disponible Ciudad/Estado/Códigorelated activity Postal or return to work could prevent you from receiving benefits consultando la página del Internet para el Workers’ Federal Employer ID (FEIN)and may subject you to fines, imprisonment or both. Compensation o solicitándo uno por teléfono). Diligenciarlo para Indentificación Federal Del Empleador que las oficinas del Workers’ Compensation lo reciban lo antes posible. Telephone Number/Número Telefónico Insurance Company Name Aviso: El suministrar información falsa u ocultar información sobre cualquier actividad La Compañia de Seguro Employer/Empleador relacionada con su trabajo o relacionada con su regreso al trabajo, pudiera afectar los InsuranceBusiness Company Address/Dirección Telephone beneficios que recibiera o pudiera acarrearle multas, encarcelamiento o ambas. TelefónicoCity/State/Zip de la Compañia de Seguro MD WCC Form C-24 05/2017 Ciudad/Estado/Código Postal Maryland Workers’ Compensation Commission Federal Employer ID (FEIN) 10 East Baltimore Street, Baltimore, Maryland 21202-1641 Indentificación Federal Del Empleador (410) 864-5100 / Outside Baltimore (800) 492-0479 Telephone Number/Número Telefónico Webpage - http://www.wcc.state.md.us / TTY Users - 711 in Maryland or (800) 735-2258 Insurance Company Name La Compañia de Seguro This notice must be printed on 8.5 “X 14” gold or yellow paper, display complete employer information and be posted in a conspicuous location at each work site or location in Insurance Company Telephone accordance with COMAR 14.09.01.02 and 14.09.01.10. Telefónico de la Compañia de Seguro R MD WCC Form C-24 05/2017 Print Date: 6/17 LMD02 WORKERS’ COMPENSATION in LA COMENSACIÓN DEL TRABAJADOR en Maryland

Job Related Accidental Personal Injury or Occupational Disease? If you are disabled and unable to work for more than three (3) days, your employer’s WORKERS’ COMPENSATION ¿Accidentes in por lesión/daño corporal relacionados con el Empleo workers’ compensation insurance company may pay your medical bills and other LA COMENSACIÓN o Enfermedad DEL TRABAJADOR Profesional en ? Maryland expenses and replace two-thirds (2/3) of your salary (limited to the maximum set by ¿Accidentes por lesión/daño corporal Si usted relacionados se encuentra con el Empleo incapacitado o Enfermedad o inhabilitadoProfesional? para trabajar por law). Si usted se encuentra incapacitado o inhabilitado más para de trabajar tres días,por más el de seguro tres días, de el seguro trabajadores de trabajadores que que tienen tienen laslas compañías pudiera cubrir las facturas médicas y compañías otros gastos relacionados. pudiera cubrirTambién las le compensarían facturas médicas 2/3 de sus yingresos otros (Hasta un monto máximo estipulado por la ley). gastos relacionados. También le compensarían 2/3 de If you are injured on the job: Si usted sufre una lesión en el trabajo, debe: sus ingresos (Hasta un monto máximo estipulado por la 1. Informarle a su empleador o supervisor de inmediato. ley). No podría recibir todos sus beneficios a menos que su empleador 1. Notify your employer or supervisor at once. You cannot receive full benefits unless fuere notificado que sufrió una lesión. 2. Informarle al médico quien le administre tratamiento que usted se lesionó en su trabajo. your employer knows you are injured. 3. Llenar el formulario Employee’s Ciaim Form C-1 Si (disponibleusted sufre consultando una lalesión página delen Internet el trabajo, para el Workers’ debe: Com- pensation o solicitándo uno por teléfono). Diligenciarlo para que las oficinas del Workers’ Compensation lo reciban lo antes 2. Tell the doctor who treats you that you were hurt on the job. posible. 1. Informarle a su empleador o supervisor de inmediato. 3. Complete an Employee’s Claim Form C-1 (available by phone or on the Commission’s Aviso: El suministrar información falsa u ocultar No informaciónpodría recibir sobre cualquier todos suactividads beneficios relacionada cona menossu trabajo que o relacio su - nada con su regreso al trabajo, pudiera afectar empleador los beneficios fuere que notificadorecibiera o pudiera que acarrearlesufrió una multas, lesión. encarcelamiento o website) and send it to us as soon as possible. ambas. Maryland Workers’ Compensation Commission 2. Informarle al médico quien le administre tratamiento que 10 East Baltimore Street, Baltimore, Maryland usted 21202-1641 se lesionó en su trabajo. (410) 864-5100 / Outside Baltimore (800) 492-0479 Note: Withholding information or giving false information about any work- Webpage - http://www.wcc.state.md.us / TTY3. Llenar Users - 711el formularioin Maryland or Employee’s (800) 735-2258 Ciaim Form C-1 (disponible related activity or return to work could prevent you from receiving benefits This notice must be printed on 8.5 “X 14” consultando gold or yellow paper, la página display complete del Internet employer para information el Workers’ and be posted in a con- Compensationspicuous location at oeach solicitándo work site or locationuno por in teléfono). Diligenciarlo para and may subject you to fines, imprisonment or both. accordance with COMAR 14.09.01.02 and 14.09.01.10.ambas. Maryland Workers’ Compensation que Commission las oficinas del Workers’ Compensation lo reciban lo antes posible. 10 East Baltimore Street, Baltimore, Maryland 21202-1641 (410) 864-5100 / Outside Baltimore (800) 492-0479 Webpage - http://www.wcc.state.md.usAviso: El suministrar / TTY información Users - 711 in falsa Maryland u ocultar or (800) 735-2258información sobre cualquier actividad Employer/Empleador This notice must be printed on 8.5 “X 14” gold or yellow paper, display complete employer information and be posted in a conspicuous locationrelacionada at each workcon site su or trabajo location ino relacionada con su regreso al trabajo, pudiera afectar los Business Address/Dirección accordance with COMARbeneficios 14.09.01.02 que and recibiera 14.09.01.10. o pudiera acarrearle multas, encarcelamiento o ambas. City/State/Zip Ciudad/Estado/Código Postal Maryland Workers’ Compensation Commission Federal Employer ID (FEIN) 10 East Baltimore Street, Baltimore, Maryland 21202-1641 Indentificación Federal Del Empleador (410) 864-5100 / Outside Baltimore (800) 492-0479 Telephone Number/Número Telefónico Webpage - http://www.wcc.state.md.us / TTY Users - 711 in Maryland or (800) 735-2258 Insurance Company Name La Compañia de Seguro This notice must be printed on 8.5 “X 14” gold or yellow paper, display complete employer information and be posted in a conspicuous location at each work site or location in Insurance Company Telephone accordance with COMAR 14.09.01.02 and 14.09.01.10. Telefónico de la Compañia de Seguro R MD WCC Form C-24 05/2017 Print Date: 6/17 LMD02LMD02 Print Date: 6/17 Minor Fact Sheet (Labor and Employment Article, Section 3-206, Annotated Code of Maryland)

APPLYING FOR A WORK PERMIT NOTE TO EMPLOYERS Applications for work permits are accepted online at: • A minor under the age of 14 is not permitted to work and may not www.dllr.state.md.us/childworkpermit. Steps: be employed. • Minor completes required information online • Minors 14 through 17 years of age may only work with a work • Prints work permit permit. • TO BE VALID: The Minor, the Minor’s Parent/Guardian, and • The work permit must be in the employer’s possession before the the Employer must sign the permit minor is permitted to work. • Employers must keep the work permit on file for three years.

Permissible Hours of Employment Non-Employment Activities All Minors: Activities not considered employment if performed outside of the prescribed school day and the activity does not involve mining, May not be employed or permitted to work more than 5 hours manufacturing or hazardous occupations. The activities include: continuously without a non-working period of at least ½ hour. • Farm work performed on a farm. Minors 14—15: • Domestic work performed in or about a home. • 4 hours on any day when school is in session. • Work performed in a business owned or operated by a parent or one • 8 hours on any day when school is not in session. standing in the place of a parent. • 23 hours in any week when school is in session for five days. • Work performed by non-paid volunteers, in a charitable or non-profit • 40 hours in any week when school is not in session. organization, employed with the written consent of a parent or one • May only work between the hours of 7:00 am and 8:00 p.m. standing in the place of a parent. • May work until 9:00 pm from Memorial Day until Labor Day • Caddying on a golf course. • The hours worked by a minor enrolled in a bona fide work-study or • Employment as an instructor on an instructional sailboat. student-learner program when school is normally in session may not • Manufacturing of evergreen wreaths in or about a home. be counted towards the permissible hours of work prescribed above. • Delivery of newspapers to the consumer. Minors 16—17: • Work performed as a counselor, assistant counselor, or instructor in a May spend no more than 12 hours in a combination of school hours and youth camp certified under the Maryland Youth Camp Act. work hours each day. • Hazardous work performed by non-paid volunteers of a volunteer fire department or company or volunteer rescue squad who have Must be allowed at least 8 consecutive hours of non-work, non-school completed or are taking a course of study relating to firefighting or time in each 24-hour period rescue and who are 16 years of age or older. Exemptions: Exceptions to hours and occupations may be granted by the Commissioner of Labor and Industry. Applications for exceptions should be addressed to the Commissioner giving explicit details.

Special Permits Federal Restrictions Special permits may be issued to minors of any age to be Restrictions under the child labor provisions of the Federal Fair Labor employed as a model, performer, or entertainer. The applications Standards Act may be greater than State Standards. In all cases, the and permits are available only from the Baltimore office of the higher or more restrictive standard prevails. Information on Federal Division of Labor and Industry (address below) or online at: Standards is available from the Baltimore office (410) 962-6211 and www.dllr.state.md.us/labor/wages/empm.shtml. the Hyattsville office (301) 436-6767 of the U.S. Department of Labor, Wage and Hour Division.

FOR MORE INFORMATION CONTACT: Department of Labor, Licensing and Regulation Division of Labor and Industry—Employment Standards Service 1100 North Eutaw Street, Room 607 • Baltimore, MD 21201 Telephone Number: (410) 767-2357 • Fax Number: (410) 333-7303 • E-mail: [email protected]

LMD03/1 Minor Fact Sheet (Labor and Employment Article, Section 3-206, Annotated Code of Maryland)

OCCUPATIONS FORBIDDEN TO ALL MINORS Certain occupations are declared to be hazardous by the U.S. Secretary of Labor and have been adopted by reference by the Commissioner of Labor and Industry for the State of Maryland. All minors are forbidden to be em-ployed at these occupa- tions with certain exceptions.

• Occupations in or about plant or establishments containing explosive • Occupations in connection with mining, other than manufacturing or components. storing explosives or articles coal. • Occupations of motor-vehicle driver and outside helper. • Occupations involving slaughtering, meat-packing or processing, or • Coal-Mine occupations. rendering. • Logging occupations and occupations in the operation of any sawmill, • Occupations involved in the operation of certain power driven bakery lath mill, shingle mill, or cooperage-stock mill. machines. • Occupations involved in the operation of power-driven woodworking • Occupations involved in the operation of certain powerdriven pa-per machines. products machines. • Occupations involving exposure to radioactive substances and to • Occupations involved in the manufacture of brick, tile, and kiln-dried ionizing radiations. products. • Occupations involved in the operation of elevators and other power- • Occupations involved in the operation of circular saws, band saws, and driven hoisting apparatus. guillotine shears. • Occupations involved in the operation of power-driven metal forming, • Occupations involved in wrecking, demolition, and shipbreaking punching, and shearing machines. operations. • Occupations involved in roofing operations

In addition to the hazardous occupations as declared by the U.S. Secretary of Labor and adopted by the Commissioner of Labor and Industry, the following occupations are forbidden to all minors:

• Blast furnaces. • The manufacturing of dangerous or toxic chemicals or compounds. • Docks or wharves, other than marinas where pleasure boats are sold or • Cleaning, oiling or wiping of machinery. served. • Any occupation forbidden by any local, state or federal law. • Pilots, firemen, or engineers on any vessel or boat engaged in • Any occupation which after investigation by the Commissioner is commerce. deemed injurious to the health and welfare of the minor. • Railroads. • Erection and repair of electrical wires. • Any distillery where alcoholic beverages are manufactured, bottled, wrapped or packed.

A minor may not be employed to transfer monetary funds in any amount between 8 p.m. and 8 a.m. or in any amount over $100.00 between 8 a.m. and 8 p.m. unless that minor is the child of the owner or operator or the funds have been received in payment of goods or services delivered by the minor. AREAS OF EMPLOYMENT RESTRICTED FOR MINORS 14 AND 15 YEARS OF AGE (1) Manufacturing, mechanical or processing occupations including occupations in workrooms, workplaces or storage areas where goods are manufactured or processed. (2) Operation, cleaning or adjusting of any power-driven machinery other than office machines. (3) Occupations in, about or in connection with (except office or sales work not performed on site):

• scaffolding • brickyard • airports • boats engaged in navigation or • acids • gases • railroads commerce • construction • lumberyard • occupations causing dust or gases • any occupation deemed injurious in injurious quantities by the Commissioner after • dyes • lye investigation.

Rev. 10/2016

LMD03/2 Print Date: 11/17 safety and MARYLAND health OCCUPATIONAL protection SAFETY and HEALTH on the ACT job PRIVATE SECTOR

The Maryland Occupational Safety Citation: If upon an inspection the Commissioner and Health Act of 1973 provides believes an employer has violated the job safety and health protection Act, a citation alleging such violations for workers through the promotion shall be issued to the employer. Each of safe and healthful working con- citation shall specify a time period ditions throughout the State. Re- within which the alleged violation must quirements of the Act include the be corrected. following: The MOSH citation must be promi- nently displayed at or near the place Employers: Each employer shall furnish to each of alleged violation for three days, or of his or her employees employment until it is corrected, whichever is later, and a place of employment free to warn employees of dangers that may from recognized hazards that are exist there. causing or are likely to cause death or serious harm to employees; and Proposed The Act provides for mandatory civil shall comply with occupational Penalty: penalties against employers of up to safety and health standards issued $7,000 for each serious violation and under the Act. for optional penalties of up to $7,000 for each nonserious violation. Civil pen- Employees: Each employee shall comply with all alties of up to $7,000 per day may be occupational safety and health stan- proposed for failure to correct violations dards, rules, regulations and orders within the proposed time period. Also, issued under the Act that apply to any employer who willfully or repeat- his or her own actions and conduct edly violates the Act may be assessed on the job. civil penalties of up to $70,000 for each LMD04/1 such violation. The Commissioner of Labor and In- Criminal penalties are also provided dustry has the primary responsibility for in the Act. Any willful violation for administering the Act and issuing resulting in death of an employee, occupational safety and health stan- upon conviction, is punishable by a dards. MOSH Safety and Health In- fine of not more that $10,000 or by spectors conduct jobsite inspections imprisonment for not more than six to ensure com- months, or by both. Conviction of pliance with the Act. an employer after a first conviction doubles these maximum penalties. Inspection: The Act requires that a representa- Voluntary While providing penalties for tive authorized by the employees be Activity: violation, the Act also encourages given an opportunity to accompany efforts by labor and management the MOSH Inspector for the purpose to reduce injuries and illnesses of aiding the inspection. arising out of employment. The Commissioner of Labor and Where there is no authorized em- Industry encourages employers and ployee representative, the MOSH employees to reduce workplace Inspector shall consult with a rea- hazards voluntarily and to develop sonable number of employees con- and improve safety and health cerning safety and health conditions programs in all workplaces and in the workplace. industries. Such action would initially focus on the identification Complaint: Employees or their representatives and elimination of hazards that have the right to file a complaint with could cause death, injury, or illness the Commissioner requesting an to employees and . inspection if they believe unsafe or There are many public and private unhealthful conditions exist in their organizations that can provide workplace. The Commissioner will information and assistance in this withhold names of employees com- effort, if requested. plaining on request. The Act provides that employees may not be discharged or discrim- inated against in any way for filing safety and health complaints or otherwise exercising their rights ADDITIONAL INFORMATION AND COPIES OF THE ACT, SPECIFIC under the Act. MARYLAND OCCUPATIONAL SAFETY AND HEALTH STANDARDS, AND OTHER APPLICABLE An employee who believes he or REGULATIONS MAY BE OBTAINED FROM she has been discriminated against may file a complaint with the Commissioner and/or the Federal MOSH and Occupational Safety and Health Ad- ministration Regional Office within 10946 Golden West Drive, Suite 160 30 days of the alleged discrimina- tion. Hunt Valley, Maryland 21031 Phone: 410-527-2091

Complaints about State Program administration may be made to Regional Administrator, Occupational Safety and Health Administration, The Curtis Center, Suite 740 West, 170 S. Independence Mall West, Philadelphia, PA 19106-3309

LMD04/2 Print Date: 4/15 Usted Tiene el Derecho a un Lugar de Trabajo Seguro y Saludable. ¡LO ESTABLECE LA LEY!

● Tiene el derecho de notificar a su empleador o a la MOSH sobre cualquier peligro en su lugar de trabajo. Puede pedir a la MOSH que mantenga su nombre en reserva.

● Tiene el derecho de solicitar una inspección de la MOSH si considera que existen condiciones peligrosas y poco saludables en su lugar de trabajo. Usted o su representante puede participar en la inspección.

● Puede presentar un reclamo a MOSH durante un plazo de 30 días si su empleador lo discrimina por presentar reclamos de seguridad y sanidad o por ejercer sus derechos de acuerdo con la Ley.

● Tiene el derecho de ver las citaciones de la MOSH enviadas a su empleador. Su empleador debe colocar las citaciones en un lugar visible en el sitio de la supuesta infracción o cerca de él.

● Su empleador debe corregir los peligros en el lugar de trabajo dentro del plazo indicado en la citación y debe certificar que dichos peligros se hayan reducido o eliminado.

● Tiene el derecho de recibir copias de su historial médico o de los registros de su exposición a sustancias o condiciones tóxicas y peligrosas.

● Su empleador debe colocar este aviso en un lugar visible de su lugar de trabajo.

La Ley de Seguridad y Salud Ocupacionales de Maryland de 1973 (la Ley) garantiza condiciones ocupacionales seguras y saludables para los hombres y las mujeres que desempeñen algún trabajo en toda el Estado de Maryland. El Comisionado de Labor e Industria es la responsable principal de supervisar la Ley. Los derechos que se indican en este documento pueden variar según las circunstancias particulares. Para presentar un reclamo, informar sobre una emergencia o pedir consejo, asistencia o productos de la MOSH, llame al 410-767-SAFE. El número TTY es 1-800-735- 2258. Para presentar un reclamo en línea u obtener más información sobre los programa estatale de la MOSH, visite el sitio Web de la MOSH en www.dllr.state.md.us/labor/mosh.html. Puede presentar un reclamo sobre la administración de MOSH al Regional Administrator, Occupational Safety and Health Administration, The Curtis Center, Suite 740 West, 170 S. Independence Mall West, Philadelphia PA 19106-3309. 410-527-4499 www.dllr.state.md.us/labor/mosh

STATE OF MARYLAND

LMD14 Print Date: 4/15 Maryland (Labor and Employment Article - Title 3, Subtitle 3)

3-301. Definitions. (5) work that is performed on different shifts or at different times of day; (a) In general. - In this subtitle the following words have the meanings indicated. (6) a system that measures performance based on a quality or quantity or production; or (b) Employer. - (7) a bona fide factor other than sex or gender identity, including education, training, or experience (1) “Employer” means: in which the factor: (i) a person engaged in a business, industry, , trade, or other enterprise in the State; (i) is not based on or derived from a gender-based differential in compensation; (ii) the State and its units; (ii) is job related with respect to the position and consistent with a business necessity; and (iii) a county and its units; and (iii) accounts for the entire differential. (iv) a municipal government in the State. (d) This section does not preclude an employee from demonstrating that an employer’s reliance on an (2) “Employer” includes a person who acts directly or indirectly in the interest of another employer exception listed in subsection (c) of this section is a pretext for discrimination on the basis or sex or with an employee. gender identity. (c) “Gender Identity” has the meaning stated in § 20-101 of the State Government Article. (“Gender (e) Reduction in wages. - An employer who is paying a wage in violation of this subtitle may not reduce identity” means the gender–related identity, appearance, expression, or behavior of a person, another wage to comply with this subtitle. regardless of the person’s assigned sex at birth, which may be demonstrated by consistent and 3-304.1 (a) An employer may not: uniform assertion of the person’s gender identity; or any other evidence that the gender identity is (1) prohibit an employee from: sincerely held as part of the person’s core identity.) (i) inquiring about, discussing, or disclosing the wages of the employee or another employee; (d) Wage. - or (1) “Wage” means all compensation for employment. (ii) requesting that the employer provide a reason for why the employee’s wages are a (2) “Wage” includes board, lodging, or other advantage provided to an employee for the condition of employment; convenience of the employer. (2) require an employee to sign a waiver or any other document that purports to deny the employee 3-302. Scope of subtitle. the right to disclose or discuss the employee’s wages; or This subtitle applies to an employer of both men and women in a lawful enterprise. (3) take any adverse employment action against an employee for: 3-303. Miscellaneous powers of Commissioner. (i) inquiring about another employee’s wages; In addition to any powers set forth elsewhere, the Commissioner may: (ii) disclosing the employee’s own wages; (1) use informal methods of conference, conciliation, and persuasion to eliminate pay practices that (iii) discussing another employee’s wages if those wages have been disclosed voluntarily; are unlawful under this subtitle; and (iv) asking the employer to provide a reason for the employee’s wages; or (2) supervise the payment of a wage owing to an employee under this subtitle. (v) aiding or encouraging another employee’s exercise of rights under this section. (b) (1) subject to paragraph (2) of this subsection, an employer may, in a written policy provided to each 3-304. Equal pay for equal work. employee, establish reasonable workday limitations on the time, place, and manner for inquiries (a) means: about or the discussion or disclosure of employee wages. (1) Assigning or directing the employee into a less favorable track, if career tracks are (2) a limitation established under paragraph (1) of this subsection shall be consistent with standards offered, or position; adopted by the commissioner and all other state and federal laws. (2) Failing to provide information about promotions or advancement in the full range of career (3) subject to subsection (d) of this section, limitations established under paragraph (1) of this tracks offered by the employer; or subsection may include prohibiting an employee from discussing or disclosing the wages of (3) Limiting or depriving an employee of employment opportunities that would otherwise be another employee without that employee’s prior permission. available to the employee but for the employee’s sex or gender identity. (c) except as provided in subsection (d) of this section, the failure of an employee to adhere to a (b) (1) In general. - An employer may not discriminate between employees in any occupation by reasonable limitation included in a written policy under subsection (b) of this section shall be an (i) paying a wage to employees of one sex or gender identity at a rate less than the rate affirmative defense to a claim made against an employer by the employee under this section if the paid to employees of another sex or gender identify if both employees work in the same adverse employment action taken by the employer was for a failure to adhere to the reasonable establishment and perform work of comparable character or work on the same operation, in limitation and not for an inquiry, a discussion, or a disclosure of wages in accordance with the the same business, or of the same type; or limitation. (ii) providing less favorable employment opportunities based on sex or gender identity. (d) (1) a prohibition established in accordance with subsection (b)(3) of this section against the (2) For purposes of paragraph (1)(i) of this subsection, an employee shall be deemed to work at discussion or disclosure of the wages of another employee without that employee’s prior permission the same establishment as another employee if the employees work for the same employer at may not apply to instances in which an employee who has access to the wage information of other workplaces located in the same county of the state. employees as a part of the employee’s essential job functions if the discussion or disclosure is in (c) Effect of requirement. – Except as provided in subsection (d) of this section, subsection (b) of this response to a complaint or charge or in furtherance of an investigation, a proceeding, a hearing, or an section does not prohibit a variation in a wage that is based on: action under this subtitle, including an investigation conducted by the employer. (1) a seniority system that does not discriminate on the basis of sex or gender identity; (2) if an employee who has access to wage information as part of the essential functions of the (2) a merit increase system that does not discriminate on the basis of sex or gender identity; employee’s job discloses the employee’s own wages or wage information about another (3) that require different abilities or skills; employee obtained outside the performance of the essential functions of the employee’s job, the (4) jobs that require the regular performance of different duties or services; employee shall be entitled to all the protections afforded under this subtitle. LMD05/1 (e) Nothing in this section shall be construed to: injunctive relief and to recover actual damages and an additional equal amount as liquidated (1) require an employee to disclose the employee’s wages; damages. (2) diminish employees’ rights to negotiate the terms and conditions of employment under federal, (3) An employee may bring an action on behalf of the employee and other employees similarly state, or local law; affected. (3) limit the rights of an employee provided under any other provision of law or collective (b) Assignment of claims. - On the written request of an employee who is entitled to bring an action bargaining agreement; under this section, the Commissioner may: (4) create an obligation on any employer or employee to disclose wages; (1) take an assignment of the claim in trust for the employee; (5) permit an employee, without the written consent of an employer, to disclose proprietary (2) ask the Attorney General to bring an action in accordance with this section on behalf of the information, trade secret information, or information that is otherwise subject to a legal privilege employee; and or protected by law; or (3) consolidate 2 or more claims against an employer. (6) permit an employee to disclose wage information to a competitor of the employer. (c) Limitations period. - An action under this section shall be filed within 3 years after the employee 3-305. Records and reports. receives from the employer the wages paid on the termination of employment under § 3-505(a) of (a) (1) Each employer shall keep each record that the Commissioner requires on: this title. (i) wages of employees; (d) Defense. - The agreement of an employee to work for less than the wage to which the employee is (ii) job classifications of employees; and entitled under this subtitle is not a defense to an action under this section. (iii) other conditions of employment. (e) Costs. - If a court determines that an employee is entitled to judgment in an action under this section, (2) An employer shall keep the records required under this subsection for the period of time that the the court shall allow against the employer reasonable counsel fees and other costs of the action, as Commissioner requires. well as prejudgment interest in accordance with the Maryland Rules. (b) On the basis of the records required under this section, an employer shall make each report that the 3-308. Prohibited acts; penalties. Commissioner requires. (a) Prohibited acts of employer. - An employer may not: 3-306. Copies and posting of subtitle. (1) willfully violate any provision of this subtitle; (a) Copies. - On request of an employer, the Commissioner shall provide without charge a copy of this (2) hinder, delay, or otherwise interfere with the Commissioner or an authorized representative of subtitle to the employer. the Commissioner in the enforcement of this subtitle; (b) Posting. - Each employer shall keep posted conspicuously in each place of employment a copy of (3) refuse entry to the Commissioner or an authorized representative of the Commissioner into a this subtitle. place of employment that the Commissioner is authorized under this subtitle to inspect; or (c) The Commissioner, in consultation with the Maryland Commission on Civil Rights, shall develop (4) discharge or otherwise discriminate against an employee because the employee: educational materials and make training available to assist employers in adopting training, policies, (i) makes a complaint to the employer, the Commissioner, or another person; and procedures that comply with the requirements of this subtitle. (ii) 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 3-306.1. Enforcement (iii) has testified or will testify in an action under this subtitle or a proceeding that relates to the (a) Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall: subject of this subtitle. (1) try to resolve any issue involved in the violation informally by mediation; or (b) Prohibited acts of employee. - An employee may not: (2) ask the Attorney General to bring an action on behalf of the applicant or employee. (1) make a groundless or malicious complaint to the Commissioner or an authorized representative (b) The Attorney General may bring an action under this section in the county where the violation of the Commissioner; allegedly occurred for injunctive relief, damages, or other relief. (2) in bad faith, bring an action under this subtitle; 3-307. Action against employer by or for employee. (3) in bad faith, bring a proceeding that relates to the subject of this subtitle; or (a) Action by employee. (4) in bad faith, testify in an action under this subtitle or a proceeding that relates to the subject of (1) If an employer knew or reasonably should have known that the employer’s action violates this subtitle. § 3-304 of this subtitle, an affected employee may bring an action against the employer for (c) Action by Commissioner. - The Commissioner may bring an action for injunctive relief and damages injunctive relief and to recover the difference between the wages paid to employees of one sex against a person who violates subsection (a)(1) or (4) or subsection (b)(1), (3), or (4) of this section. or gender identity and the wages paid to employees of another sex or gender identity who do the (d) Penalties. - An employer who violates any provision of subsection (a)(2) or (3) of this section is same type work and an additional equal amount as liquidated damages. guilty of a misdemeanor and on conviction is subject to a fine not exceeding $300. (2) 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

For additional information or to file a complaint, please contact: FOR MORE INFORMATION CONTACT: Department of Labor, Licensing and Regulation Division of Labor and Industry Employment Standards Service 1100 N. Eutaw St. Rm. 607, Baltimore, MD 21201 Phone: 410-767-2357 Rev: 9/2016

LMD05/2 Print Date: 10/16 Employment State of Maryland Commission on Civil Rights Discrimination 6 Saint Paul Street, Suite 900 is Unlawful Baltimore, MD 21202-1631

How Does The Law Protect Me?

State Government Article, §20-602 of the Annotated Code of Maryland provides every Marylander equal protection in employment regardless of:

Race Ancestry or National Origin Marital Status Sex Religion Sexual Orientation Age Physical or Mental Disability Gender Identity Ethnicity Color Genetic Information

What Am I Protected From?

You are protected from unlawful discrimination from the following employment-related practices:

• Employers cannot discriminate in recruiting, interviewing, hiring, upgrading/promoting, setting work conditions, and discharging an employee. • Labor organizations cannot deny membership to qualified persons or discriminate in programs. • Employment agencies cannot discriminate in job referrals, ask discriminatory pre-employment questions, or circulate information that unlawfully limits employment. • Newspapers and other media cannot publish job advertisements that discriminate.

What If My Employer Retaliates?

Retaliation is also prohibited under the law when you exercise your rights to seek relief and redress. If an employee decides to file an employment discrimination complaint, an employer may not:

• Interfere with; • Restrain; • Deny the exercise; or • Deny the attempt to exercise the right.

Any form of retaliation is grounds to file a Complaint of Discrimination with the Maryland Commission on Civil Rights (MCCR).

What If I Am A Victim Of Discrimination?

If you believe your rights under the law have been violated, you must file a complaint with MCCRwithin 6 months of the alleged act of discrimination. A trained Civil Rights Officer will work with you to discuss what happened and determine if there is reason to believe a discriminatory violation occurred. You can reach MCCR by phone, email, fax, letter, or walk-in. All procedures by MCCR are confidential until your case is certified for public hearing or trial.

Main: (410) 767-8600 | Toll Free: 1 (800) 637-6247 | TTY: (410) 333-1737 | Fax: (410) 333-1841 [email protected] | www.mccr.maryland.gov LMD06 Print Date: 10/14 Discriminación Comisión de Derechos Civiles de Maryland en el Empleo 6 Saint Paul Street, Suite 900 es Ilegal Baltimore, MD 21202-1631

¿Cómo Estoy Protegido?

State Government Article, §20-602 del Código Comentado de Maryland ofrece a todos igual protección en el empleo sin tener en cuenta:

Raza Linaje u Origen Nacional Estado Civil Sexo Religión Orientación Sexual Edad Discapacidad Identidad de Género Etnicidad Color Información Genética

¿Cuáles Son Mis Protecciones? Usted está protegido de la discriminación ilegal de las siguientes prácticas relacionadas con el empleo:

• Los empleadores no pueden discriminar en el reclutamiento, entrevistas, contratación, la actualización / la promoción, el establecimiento de condiciones de trabajo y el desempeño de un empleado. • Las organizaciones obreras no pueden negar la membresía a personas calificadas o discriminar en los programas de aprendizaje. • Agencias de empleo no pueden discriminar en referencias de trabajo, hacer preguntas pre-empleo discriminatorias, o hacer circular información que limita indebidamente el empleo. • Los periódicos y otros medios de comunicación no pueden publicar ofertas de empleo discriminatorias. ¿Qué Pasa Si Mi Empleador Toma Represalias?

La represalia también está prohibida por la ley al ejercer sus derechos de buscar alivio y reparación. Si un empleado decide presentar una queja por discriminación en el empleo, un empleador no puede:

• Interferir; • Restringir; • Denegar el ejercicio; o • Denegar el intento de ejercer el derecho.

Cualquier forma de represalia es motivo para presentar una queja por discriminación ante la Comisión de Derechos Civiles de Maryland (MCCR).

¿Y Si Soy Víctima de Discriminación?

Si usted cree que sus derechos bajo la ley han sido violados, usted debe presentar una queja ante MCCR dentro de los 6 meses del supuesto acto de discriminación. Un Oficial de Derechos Civiles entrenado trabajará con usted para hablar de lo que sucedió y determinar si hay razones para creer que ha ocurrido una violación discriminatoria. Usted puede contactar MCCR por teléfono, correo electrónico, fax, carta o en persona. Todos los procedimientos de MCCR son confidenciales hasta que su caso se certfieid para audiencia pública ni juicio. Main: (410) 767-8600 | Toll Free: 1 (800) 637-6247 | TTY: (410) 333-1737 | Fax: (410) 333-1841 [email protected] | www.mccr.maryland.gov LMD35 Print Date: 10/14 Maryland and Law

Minimum (Labor and Employment Article, Title 3, Subtitle 4, Annotated Code of Maryland) Minimum Wage Wage Rates Most employees must be paid the Maryland State Minimum Wage Rate. Tipped Employees (earning more than $30 per month in tips): must earn the State Minimum Wage Rate per hour. Employers must pay at least $3.63 per hour. This amount plus tips must equal Current: at least the State Minimum Wage Rate Amusement and Recreational Establishments (who meet certain requirements): must pay $10.10 employees at least 85% of the State Minimum Wage Rate or $7.25, whichever is higher. Effective 7/1/18 Employees under 20 years of age: must earn at least 85% of the State Minimum Wage Rate for the first 6 months of employment. Overtime Most employees must be paid 1.5 times their usual hourly rate for all work over 40 hrs. per week. Exceptions: Previous: • Employees of bowling establishments, and institutions providing on-premise care (other than hospitals) to the sick, the aged, or individuals with disabilities for all work over 48 hrs. $9.25 per week • Agricultural workers for all work over 60 hrs. per week Effective 7/1/17 Exemptions Minimum Wage and Overtime Exemptions: • Drive-in theaters • Immediate family member of the employer • Establishments engaged in the first • Certain agricultural employees canning, packing or freezing of fruits, • Executives, administrative, and professional vegetables, poultry, or seafood employees Overtime Only Exemptions • Volunteers for educational, charitable, (must earn the State Minimum Wage Rate): religious, and non-profit organizations • Taxicab drivers • Employees under 16 working less than 20 • Certain employees selling/servicing hours per week automobiles, farm equipment, trailers, or • Outside salesman trucks • Commissioned employees • Non-profit concert promoter, theater, • Employees enrolled as a trainee as part of a music festival, music pavilion, or Effective public school special education program theatrical show • Non-administrative employees of organized • Employers subject to certain railroad July 1, 2018 camps requirements of the U.S. Dept. of • Certain establishments selling food and drink Transportation, the Federal Motor Montgomery Co. for consumption on the premises grossing less Carrier Act, and the Interstate Commerce than $400,000 annually NEW minimum wage Commission rates take effect. Employers in these FOR MORE INFORMATION OR TO FILE A COMPLAINT CONTACT: Department of Labor, Licensing and Regulation counties are required to Division of Labor and Industry—Employment Standards Service post the applicable rate 100 North Eutaw Street, Room 607 information. Baltimore, MD 21201 Telephone Number: (410) 767-2357 • Fax Number: (410) 333-7303 E-mail: [email protected]

EMPLOYERS ARE REQUIRED BY LAW TO POST THIS INFORMATION. PAY RECORDS MUST BE KEPT FOR 3 YEARS ON OR ABOUT THE PLACE OF WORK. PENALTIES ARE PRESCRIBED FOR VIOLATIONS OF THE LAW. Rev. 6/2018

LMD07 Print Date: 7/18 La Ley de Maryland Salario Mínimo y Tiempo Extra Salario (Trabajo y empleo artículo, título 3, subtítulo 4, código anotado de Maryland) Salario mínimo Mínimo A la mayoría de los empleados en el estado de Maryland debe ser pagada el salario mínimo. Las Propinas: (Empleados que ganan más de $30.00 al mes en propinas): deben ganar el salario Actual: mínimo de Maryland. Los empleadores deben pagar por lo menos $3.63 por hora. Esta cantidad mas propinas deberá ser igual al salario mínimo del Estado de Maryland. Establecimientos recreativos y de diversiones: (que cumplen determinados requisitos): deben $10.10 pagar por lo menos 85% del salario mínimo del estado o $7.25, el que sea mayor. Efectivo 1/7/18 Empleados menores de 20 años de edad: deben ganar por lo menos 85% del salario mínimo del estado por los primeros seis meses de empleo. Tiempo Extra (overtime) Anterior: La mayoría de los empleados en el Estado de Maryland debe ganar 1.5 veces su sueldo regular por hora por todas horas trabajadas más de 40 horas semanal. Excepto el siguiente: $9.25 • Empleados de establecimientos de boliche, e instituciones que prestan atención en sus Efectivo 1/7/17 inmediacio-nes (excluyendo hospitales) a los enfermos, los ancianos, las personas con discapacidad. El tiempo extra de esta excepción comienza al rebasar las 48 horas a la semana. • Trabajadores agrícolas, el tiempo extra de esta excepción comienza al rebasar las 60 horas a la semana Exenciones de: • Autocine Salario mínimo y Tiempo extra (overtime) • Establecimientos que se dedican al • Miembro de la familia inmediata del empleador almacenamiento, embalaje o congelación de • Algunos empleados agrícolas frutas, verduras, aves y pescados • Ejecutivos, administrativos y empleados profesionales Exenciones de Tiempo extra (overtime) • Voluntarios para las organizaciones educativas, (empleados deben recibir salario mínimo): benéficas, religiosas, y las sin fines de lucro • Taxistas • Empleados menores de 16 años que trabajan • Algunos empleados dedicados a la venta o menos de 20 horas por semana servicio de automóviles, equipo agrícola, • Vendedores Externos remolques o camiones • Empleados de salario comisión • Promotores de concierto sin fines de lucro, Salario mínimo • Empleados aprendices y parte de una programa teatros, festivales de música, quiosco de Montgomery Co. de educación especial en una escuela pública música, o espectáculos teatrales • Empleados no administrativos de campamentos Entra en efecto • Promotores de concierto sin fines de lucro, organizados teatros, festivales de música, quiosco de 1 Julio 2018 • Algunos establecimientos de venta de alimentos música, o espectáculos teatrales y bebidas para consumo en las inmediaciones que Empleadores en estos ganen menos de $400,000.00 al año condados están obligados PARA MÁS INFORMACIÓN OR PARA HACER UNA QUEJA: a publicar la información Employment Standards Service de salario aplicable. Maryland Department of Labor, Licensing, and Regulation 1100 N. Eutaw St. Rm. 607, Baltimore, MD 21201 Web: http://www.dllr.maryland.gov/labor/wages Llame: 410-767-2357 Correo electrónico: [email protected]

LOS EMPLEADORES ESTÁN OBLIGADOS POR LA LEY A PUBLICAR ESTA INFORMACIÓN. RESISTROS DE PAGOS SE DEBEN MANTENER DURANTE 3 AÑOS EN O CERCA DEL LUGAR DE TRABAJO. SE PRESCRIBEN PENAS PARA LAS VIOLACIONES DE LA LEY. Rev. 6/2018

LMD40 Print Date: 7/18 TO BE POSTED HEALTH INSURANCE COVERAGE

You and other members of your family may be eligible under Maryland law to continue to be covered by your former employer’s health insurance policy if:

· You quit your job or you were terminated from your employment for a reason other than for cause; and

· You are covered by your employer under a group hospital-medical policy or a health maintenance organization (HMO) for at least three (3) months prior to being separated from your employment, and

· You do not have other similar insurance.

If you wish to continue your health insurance, you MUST give your employer written notice no later than forty-five (45) days after your last day of work.

IMPORTANT:

You will be responsible for paying the entire cost of the health insurance policy.

For further information about the program, you should contact your employer, or if necessary, telephone the Insurance Administration in Baltimore at (410) 468-2244 or 1-800-492-6116 (Ext. 2244).

State of Maryland Department of Labor, Licensing and Regulation THIS NOTICE APPLIES TO STATE LAW. YOU MAY HAVE BROADER BENEFITS UNDER FEDERAL LAW. TO BE POSTED

DLLR PUB/DUI 6116 (02-11)

LMD08 Print Date: 8/11 STATE OF MARYLAND DEPARTMENT OF LABOR, LICENSING AND REGULATION DIVISION OF LABOR AND INDUSTRY 1100 N. EUTAW STREET - ROOM 607 - BALTIMORE, MARYLAND 21201

WAGE PAYMENT AND COLLECTION Labor and Employment Article Title 3, Subtitle 5 Annotated Code of Maryland

SUBTITLE 5. WAGE PAYMENT AND COLLECTION.

§ 3-501. Definitions (a) In this subtitle the following words have the meanings indicated. (b) “Employer” includes any person who employs an individual in the State or a successor of the person. (c)(1) “Wage” means all compensation that is due to an employee for employment. (2) “Wage” includes: (i) a bonus; (ii) a commission; (iii) a fringe benefit; (iv) overtime wages; or (v) any other remuneration promised for service.

§ 3-502. Payment of wage by employer (a)(1) Each employer: (i) shall set regular pay periods; and (ii) 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. (2) An employer may pay an administrative, executive, or professional employee less frequently than required under paragraph (1)(ii) of this subsec- tion. (b) If the regular payday of an employee is a nonworkday, an employer shall pay the employee on the preceding workday. (c) Each employer shall pay a wage: (1) in United States currency; or (2) by a check that, on demand, is convertible at face value into United States currency. (d)(1) In this subsection, “employer” includes a governmental unit. (2) 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. (e) This section does not prohibit the: (1) 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 (2) 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, pur chase, or transfer if: (i) authorized by the employee; and (ii) any fees applicable to the debit card or card account are disclosed to the employee in writing in at least 12 point font. (f) An agreement to work for less than the wage required under this subtitle is void.

§ 3-503. Deductions by employer An employer may not make a deduction from the wage of an employee unless the deduction is: (1) ordered by a court of competent jurisdiction; (2) authorized expressly in writing by the employee; (3) allowed by the Commissioner because the employee has received full consideration for the deduction; or (4) otherwise made in accordance with any law or any rule or regulation issued by a governmental unit.

§ 3-504. Notice regarding wages and paydays (a) An employer shall give to each employee: (1) at the time of hiring, notice of: (i) the rate of pay of the employee; (ii) the regular paydays that the employer sets; and (iii) leave benefits; (2) for each pay period, a statement of the gross earnings of the employee and deductions from those gross earnings; and (3) at least 1 pay period in advance, notice of any change in a payday or wage. (b) This section does not prohibit an employer from increasing a wage without advance notice.

§ 3-505. Payment on cessation of employment (a) Except as provided in subsection (b) of this section, each employer shall pay an employee or the authorized rep-resentative of an employee all wages due for work that the employee performed before the termination of employ-ment, on or before the day on which the employee would have LMD09/1 been paid the wages if the employment had not been terminated. (b) An employer is not required to pay accrued leave to an employee if: (1) the employer has a written policy that limits the compensation of accrued leave to employees; (2) the employer notified the employee of the employer’s leave benefits in accordance with § 3-504(a)(1) of this subtitle; and (3) the employee is not entitled to payment for accrued leave at termination under the terms of the employer’s written policy.

§ 3-506. Reciprocal agreements by Commissioner 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.

§ 3-507. Enforcement by Commissioner (a) Whenever the Commissioner determines that this subtitle has been violated, the Commissioner: (1) may try to resolve any issue involved in the violation informally by mediation; (2) 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 (3) may bring an action on behalf of an employee in the county where the violation allegedly occurred. (b)(1) 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. (2) If wages of an employee are recovered under this section, they shall be paid to the employee without cost to the employee.

§ 3-507.1. Order to pay wages (a) On receipt of a complaint for failure to pay wages that do not exceed $3,000, the Commissioner shall: (1) send a copy of the complaint to the employer alleged to have failed to pay wages; and (2) require a written response to the complaint within 15 days. (b)(1) The Commissioner: (i) shall review the complaint and any response to it; and (ii) may investigate the claim. (2) On the basis of the review and any investigation, the Commissioner may: (i) issue an order to pay wages under subsection (c) of this section if the Commissioner determines that this subtitle has been violated; or (ii) dismiss the claim. (c)(1) The Commissioner may issue an order to pay wages that: (i) describes the alleged violation; (ii) directs payment of wages to the complainant; and (iii) if appropriate, orders the payment of interest at the rate of 5% per year accruing from the date the wages are owed. (2) 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. (3) 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. (4) On receipt of a request for a hearing, the Commissioner shall a hearing. (5) If a hearing is not requested, the order to pay wages shall become a final order of the Commissioner. (6)(i) 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. (ii) 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: 1. the order to pay wages and interest, if any, was assessed against the employer; 2. no appeal is pending; 3. the ordered wages and interest, if any, are wholly or partly unpaid; and 4. the employer was duly served with a copy of the order to pay wages and interest, if any, in accordance with this section.

§ 3-507.2. Recovery of unpaid wages (a) 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. (b) 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.

§ 3-508. Acts prohibited; penalties (a) An employer may not willfully violate this subtitle. (b) 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. (c)(1) 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. (2) 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.

§ 3-509. Short title This subtitle may be cited as the Maryland Wage Payment and Collection Law.

LMD09/2 Print Date: 1/13 MARYLAND COMMISSION ON HUMAN RELATIONS 6 St. Paul Street What is 9th Floor Baltimore, MD 21202 www. mchr.state.md.us Fair Housing? (800) 637-6247 What is Fair Housing? • Treat a person differently from everyone else because of race, disability, familial status (parent or legal custodian One of our most fundamental rights is to live peaceably where with children, pregnant) religion, sex, marital status, we choose. Fair Housing is the right of all people to buy, sell or national origin or sexual orientation; rent residential property, and to live where they wish without discriminatory criteria. Having chosen a place to live, we are • Request information about birth control practices; guaranteed the right to reside there peacefully, without regard to race, color, religion, national origin, sex, marital status, • Refuse to consider both applicants’ income when seeking familial status, disability or sexual orientation. to buy or rent;

• Commit acts of prejudice, violence, harassment, The Law Against intimidation, or abuse directed against families or Housing Discrimination individuals or their residential property.

Maryland law has been modeled after federal law under Title Persons With Disabilities Have VIII of the Civil Rights Act of 1968: Equal Rights to Accessible Housing It is the policy of the State of Maryland to provide for fair housing for all its inhabitants regardless of race, color, religion, If you have a disability, you are protected under the law. It is sex, familial status, national origin, marital status, disability against the law to: or sexual orientation “in order that the peace, health, safety, prosperity, and the general welfare of all the inhabitants of the • Refuse to permit, at the expense of the renter, reasonable State may be protected and insured.” housing modifications that are necessary for the daily life of a person with a mental or physical disability;

What the Law Means • Refuse to adjust the rules, policies, services or practices that hamper the use of an apartment, condominium, or Housing discrimination laws make it illegal to: house by a person with a mental or physical disability; • Refuse to sell or rent a dwelling to any qualified buyer or • Have multi-family housing that is not accessible to people renter; with disabilities. Multi-family housing is required to have accessible units and access routes (wide doors and • Use discriminatory terms and conditions in selling or hallways), accessible public and common areas, and renting; management must provide for effective communication as needed by a disabled person. • Set terms and conditions of home loans in such a way as to discriminate; Fair Housing for Families • Use discriminatory notices or advertisements indicating any preference or discriminatory limitation; Parents or legal custodians living with children under 18 have a right to live where they choose, including pregnant • Say that a dwelling is not available for inspection, sale, or women and any one securing legal custody of a child under rental, when in fact it is available; 18. It is unlawful to prohibit families from renting or owning an apartment, house or condominium, unless the building or • Attempt to steer persons into or away from neighborhoods community qualifies as housing for older persons. or apartment complexes that are racially segregated;

Spring, 2004 LMD12 Print Date: 8/09 COMISIÓN DE RELACIONES HUMANAS DEL ESTADO DE MARYLAND ¿ 6 St. Paul Street Que es th 9 Floor Baltimore, MD 21202 www. mchr.state.md.us UnaVivienda Justa? (800) 637-6247

Que Significa La Igualdad en La Vivienda? • Ser propietario de viviendas de alquiler que no seán accesibles a personas dicapacitadas. (Es requerido que estos inmuebles tengan Uno de nuestros derechos fundamentales es gozar de una vida puertas y pasillos anchos en las áreas transitables.) Los placentera y vivir en paz donde escojamos hacerlo. Legalmente administradores de estas viviendas deben provéer una tenemos derecho a vivir en un lugar libre de discriminación al comunicación efectiva en cuando y de acuerdo a las necesidades vender, comprar, o alquilar. Un lugar donde podamos residir libres de los inquilinos. de acciones discriminatorias por motivos de raza, color, religión, orígen nacional, sexo, estado civil, familias con menores de 18 Una Vivienda Razonable Para Familias años, discapacitación física o mental y orientación sexual (auto- determinación sexual). Padres o tutores de menores de 18 años tienen derecho a escoger su vivienda. Prohibir la venta o alquiler de una vivienda ya seá una casa, Leyes en Contra de la Discriminacion en el condominio o apartamento a familias compuestas por menores de 18 años e incluso a mujeres embarazadas, es ilegal, al menos que el Area de la Vivienda edifício o urbanización esté designado como viviendas para personas de la tercera edad. El Título VIII de los Derechos Civiles de 1968 de la ley federal, sirvío como ejemplo a las leyes del estado de Maryland cuales cubrieron las mismas claúsulas. Cual es la Interpretacion de la Ley

Los ideales del estado de Maryland es que las personas gocen de Es ilegal la discriminación en la vivienda por los siguientes motivos: bienestar donde ellos quieran formar sus hogares sin tomar en cuenta la raza, color, religión, sexo, familias con menores de 18 años, • Negar la venta o compra de una residencia a una persona que orientación sexual o discapacitaciones. “La intención es que la paz, salud, seguridad, y prosperidad reine entre los habitantes del Estado y cualifique como comprador. que ésta seá protegida y resguardada.” • Discriminar en las condiciones y prácticas ya seá en la venta o Bajo éste decreto, es ilegal discriminar contra personas ya sea por compra de una propiedad. raza, color, religión, sexo, discapacitación, familias con menores de 18 años y orientación sexual, ya seá en la venta, alquiler y anuncios de • Discriminar en anuncios publicitarios al indicar cualquier residencias y propiedades de bienes raíces. En 1988 éste decreto fué preferencia en la venta o compra de una propiedad. reemplazado, enmendando claúsulas en ciertos estatutos incluyendo bajo la ley, compensaciones monetarias a personas discapacitadas. • Negar que un inmueble está disponible ya seá para la inspección, compra o venta cuando en realidad está desocupado.

Las Personas Discapacitadas Gozan de los Mismos • Tratar de conducir a las personas a ciertas vecindades o apartarlas Derechos Que Cualquier Otra Persona Para de los mismas por razones raciales. Obtener Una Vivienda • Tratar en forma diferente a una persona ya seá por motivos raciales, discapacitaciones, padres o tutores con menores de 18 Si Ud. sufre una discapacitación estará protegido por las leyes. años y mujeres embarazadas, religión, sexo, estado civil, Ilegales serán los ejemplos que a continuación son expuestos: orientación sexual y orígen nacional. • Rehusar o negar que un inquilino discapacitado haga • Pedir información sobre métodos de control de natalidad. modificaciones dentro de su vivienda, que seán razonables y necesarias para su vida cotidiana; • Rehusar la entrada o depósito financiero a las personas en el momento de poner una aplicación ya seá para la compra o • Negarse a modificar los contratos de renta de los servicios y alquiler de una residencia. prácticas que impidan a una persona incapacitada el uso de una vivienda; • Cometer acciones perjudiciales de violencia, como el acoso, intimidación o abusos contra familias o personas dentro de sus residencias.

LMD21 Print Date: 1/13 No Smoking

Maryland Clean Indoor Air Act

LMD16 Print Date: 6/09 No Fumar

Maryland Clean Indoor Air Act

LMD19 Print Date: 6/09 What YOU STATE OF MARYLAND COMMISSION ON HUMAN RELATIONS should know about 6 St. Paul Street, 9th Floor Baltimore, Maryland 21202 discrimination www. mchr.state.md.us age (800) 637-6247

rticle 49B, Annotated Code of Maryland protects individuals It is unlawful for an owner or operator of a place of public from age discrimination in employment and public accommodation or an agent or employee of the owner or operator, Aaccommodations. Unlike Federal law, Article 49B does not because of age, to refuse, withhold from or deny to such person any specify a minimum age requirement for protection under State law. of the accommodations, advantages, facilities and privileges of such place or public accommodation.

AGE DISCRIMINATION AGE DISCRIMINATION & EMPLOYMENT & PUBLIC ACCOMMODATIONS Discrimination based on age is prohibited in the areas of public Individuals are protected from discrimination in public and private employment. The law protects workers from age accommodations on the basis of age. Some examples of unlawful discrimination in advertising, , referral, hiring, discharge, Public pay, promotion, training, fringe benefits, forced early and Accommodations and pubic service practices are: other aspects of employment. • Denying admission privileges or equal use of facilities in places Some examples of employment practices that are unlawful are: made available to the public, based on age; • Making reductions in force based on age rather than on objective work-related criteria; • Subjecting a patron to unequal treatment, based on age.

• Treating employees differently because of their age, or • Senior citizen discounts are lawful in the State of Maryland and publishing advertisements that indicate a discriminatory age do not violate Article 49B. preference, such as “recent college grads” or “one to two years out of college;” Who Must Comply

• Providing preferential treatment to younger employees in “Public Accommodations” includes any inn, hotel, motel or other employment decisions, including initial employment, additional establishment providing lodging; any restaurant, cafeteria, lunchroom training or promotions; or other facility engaged in selling food or alcoholic beverages; any motion picture house, theater, concert hall, sports arena, stadium, or • Telling job applicants they are overqualified; other retail establishment offering goods, services, entertainment, recreation or transportation. • Assuming that an individual would not work for less salary than was earned before; FILING A CHARGE Employment Discrimination: A charge must be filed within six (6) • Accommodating the preference of co-workers, clients or months of the alleged violation. The MCHR strongly encourages that customers for younger workers. you file your complaint as soon as possible in order to preserve your rights. Who Must Comply Public Accommodation Discrimination: A charge must be filed Employers of 15 or more workers are subject to this law, as well within six (6) months of the alleged act of discrimination. as state and local governments, employment agencies, and labor organizations, including those that operate a hiring hall. Confidentiality & Retaliation: All investigations are confidential. Article 49B protects persons who file complaints against retaliation.

LMD22 Print Date: 4/13 Equal STATE OF MARYLAND COMMISSION ON HUMAN RELATIONS Opportunity 6 St. Paul Street, 9th Floor Baltimore, Maryland 21202 for All www. mchr.state.md.us

The mission of the Maryland Commission on Human Relations Investigating Discrimination Complaints (MCHR) is to ensure equal opportunity to all who live in, work in, or visit Maryland. The Commission also provides educational and If mediation is not successful or attempted, an investigation is outreach programs designed to improve human relations in the State. commenced by the Commission to determine whether there is evidence that the law has been violated. Investigations that find no Ensuring Equal Access to Employment, Housing, and violation of the law are dismissed with no further action taken. If an Places of Public Accommodation investigation finds a probable violation of the law, an attempt is made to resolve the matter by conference, conciliation and persuasion, prior Maryland’s anti-discrimination laws are administered and enforced to instituting legal action. by the Commission under Article 49B, Annotated Code of Maryland. Maryland protects those within its borders from discrimination in Legal Action and Remedies employment, housing and places of public accommodation. If conciliation of the unlawful conduct is not successful, the case Protected Classes is reviewed by the Executive Director and may be referred to the Commission attorney to file a lawsuit based on the complaint and Article 49B prohibits discrimination against individuals because of the results of the investigation. The matter is filed with the Maryland race, color, religion, sex, age, national origin, marital status, physical Office of Administrative Hearings, or if elected by one of the parties or mental disability, sexual orientation, genetic information and, in in a Housing case, the State Circuit Court. In an employment case, housing, familial status. remedies may include hiring or reinstatement, back wages and lost benefits. In a housing case, a proven violator of the law may be Filing a Complaint ordered to sell or lease the housing unit to the complainant, and to pay compensatory damages. Civil penalties may also be assessed and Any individual who believes that they have been unlawfully paid to the State General Fund. In cases involving places of public discriminated against may file a complaint with the Commission. In accommodation, cease and desist orders and civil penalties may be person, telephone, mail, and on-line complaints are taken. After a imposed. complaint is filed, the Commission may commence an investigation to determine whether unlawful discrimination has occurred. FOR MORE INFORMATION, CONTACT:

Mediation Services STATE OF MARYLAND COMMISSION ON HUMAN RELATIONS Mediation is strongly encouraged by the Commission after a MAIN OFFICE complaint is filed. Mediation is an informal negotiating process 6 St. Paul Street, 9th Floor for settling disputes. The goal is to assist both parties in exploring Baltimore, Maryland 21202 issues and to reach a mutually acceptable resolution of those issues. 410.767.8600 Mediation is voluntary, confidential, and allows both parties to speak Fax: 410.333.1841 for themselves and to make their own decisions. Mediation is offered TTY/TDD 410.333.1737 as a free service and is conducted by trained volunteers who are not MD Toll Free Number: 1.800.637.6247 employees of the Commission. Website: http://www.mchr.state.md.us E-mail: [email protected]

LMD23 Print Date: 4/13 COMMISSION ON HUMAN RELATIONS 6 St. Paul Street, 9th Floor Baltimore, Maryland 21202 www. mchr.state.md.us Maryland’s (800) 637-6247 response to Hate Crimes

WHAT IS A HATE CRIME? A Hate Crime is an act that appears to be completely or partly Maryland law addresses hate crimes specifically through Article 27, motivated by race, religion, ethnic background, sexual orientation or 470A – Religious and Ethnic Crimes. Under Article 27, it is illegal in disability. To be considered a hate incident, the act is not required to Maryland, punishable by fine and/or imprisonment, for any person to be a crime under any federal, state, or local statute. Vandalism to any vandalize or attempt to vandalize any religious property or to interfere place of worship, assault on an individual, the bombing of a building – by force or threat of force with any person in the exercise of their each of these examples can be a hate crime – if it meets any one of the religious beliefs. following criteria: It is also forbidden to damage, destroy, burn or otherwise vandalize the • Racial, religious or ethnic statements are made during the property of a person or an institution because of their race or beliefs, or incident; to harass or commit a crime against any person because of their “race, color, religious beliefs or national origin.” • Hate group symbols are displayed; This statute also provides an extra sentencing enhancement for those • The motive of a crime is to harm, injure or intimidate a crimes motivated by hate. particular group or organization; I BELIEVE THAT I WAS • The victim perceives it to be a hate crime. THE VICTIM OF A HATE CRIME. WHAT CAN I DO? HOW DOES FEDERAL LAW PROTECT 1. Report the incident to your local law enforcement agency or human ME AGAINST HATE CRIMES? rights agency. Even if you do not have any information on the Federal law addresses hate crimes primarily through the Civil Rights suspects or there is no physical injury or property damage, your Statutes (U.S.C. Titles 18 and 42) which includes the following: report will serve as important investigative information if a future incident occurs. Conspiracy Against Rights – makes it illegal for two or more people to conspire to injure, threaten, or intimidate someone in the exercise of 2. Do not destroy any evidence related to the crime. Keep all letters any right provided by the U.S. Constitution. and answering machine tapes. Do not clean up any vandalism until Prevention of Intimidation – addresses intimidation based on race the police arrive and investigate. and ethnicity in housing or the exercise of certain other federally- protected rights. 3. Get help. Your local victim assistance agencies and human rights agencies are here to help you. In addition, federal law provides for increased sentences where a defendant selects a victim because of race, color, religion, national origin, ethnicity, gender or disability. When a hate crime results in bodily injury or fire is used, the crime is a felony. It is a capital crime if death results. HATE CRIMES HOTLINE If you do not know who your local victim service providers are or you need to reach your local human rights agency, call the Maryland Hate WHAT ARE MARYLAND’S HATE Crimes Hotline at: CRIMES LAWS & HOW CAN THEY PROTECT ME? 1-800-637-6247 between 8:30 a.m. and 5:00 p.m. weekdays. Article 49B, Annotated Code of Maryland, enforced by the Maryland STATE OF MARYLAND Commission on Human Relations, protects people against hate crimes in their homes, from harassment by neighbors, or interference with fair housing rights based on race, national origin, sex, familial status, color, religion, marital status, physical and mental disability or sexual orientation.

LMD24 Print Date: 4/13 STATE OF MARYLAND What is COMMISSION ON HUMAN RELATIONS Sexual Harassment 6 St. Paul Street, 9th Floor Baltimore, Maryland 21202 on the www. mchr.state.md.us job? (800) 637-6247

WHAT IS SEXUAL HARASSMENT? BEHAVIORS THAT CREATE A Sexual harassment is “HOSTILE ENVIRONMENT”: • unwanted sexual attention or sexual pressure of any kind in the Following are examples of behaviors that courts have determined workplace. create a hostile environment: • more than a personal violation – it can threaten a person’s • Discussing sexual activities livelihood and make the workplace less productive. • Telling off-color jokes • a form of sex discrimination. • Unnecessary touching Sexual harassment can come from • Commenting on physical attributes • men or women against those of the opposite sex or those of the • Using demeaning or inappropriate terms, such as “Babe” same sex. • Sabotaging the victim’s work • peers as well as supervisors. • Granting job favors to those who participate in consensual sexual activity Sexual harassment is illegal under both State and Federal law. • Using crude or offensive language. • Article 49B, Annotated Code of Maryland, prohibits discrimination in employment on the basis of sex with respect IF YOU ARE ACCUSED OF OR VICTIMIZED BY to compensation, terms, conditions or privileges. SEXUAL HARASSMENT, WHAT SHOULD YOU DO? • Article 27, Sections 464 B and C, Annotated Code of Maryland, If you believe that you are the victim of sexual harassment, call the prohibits coercive sexual demands or contact against the will Maryland Commission on Human Relations to speak with an Equal and without the consent of the other person. Opportunity Officer. The EOO can advise you of your options. • Title VII of the Civil Rights Act of 1964, as amended (1991), If you are accused of sexual harassment, cooperate with the prohibits discrimination on the basis of sex in all terms, investigation and be open to resolving the problem. The Commission conditions or privileges of employment. has often been able to help parties settle disputes without resorting to litigation. “QUID PRO QUO” OR “HOSTILE ENVIRONMENT”? Sexual harassment is unwelcome conduct of supervisors, co-workers, Responsibilities of the Victim: customers, vendors, or anyone with whom the employee interacts on The person bringing a complaint of harassment must show that she the job. The U.S. Supreme Court has defined two categories of sexual or he took advantage of any preventive or corrective opportunities harassment: provided by the employer to avoid harm from sexual harassment, such as promptly reporting the incident to a proper party. 1) Quid Pro Quo (“This for That”) If you experience unwelcome gender-based conduct: This category of sexual harassment results directly in an employment • Tell the offender specifically what you find offensive. action. • Don’t send “mixed signals” that could be misinterpreted as • The employee’s submission to the unwelcome behavior is made “playing along” (flirting, accepting or suggesting lunch dates, explicitly or implicitly a term or condition of employment. wearing provocative clothing, etc.). • The employee’s submission to or rejection of the unwelcome • Use the employer’s sexual harassment process to report the conduct is used as a basis for employment decisions affecting offensive conduct immediately to your supervisor or human the employee. resources department. • Document incidents carefully. Examples of Quid Pro Quo sexual harassment would be a supervisor threatening to fire an employee because he or she will not comply with Is it Really Sexual Harassment? The MCHR may find sexual sexual demands, or an employee not receiving a promotion because he harassment has occurred if: or she rejected the unwelcome conduct. • The conduct in question was severe, pervasive and frequent. 2) Hostile Environment • The conduct was unwelcome. (The recipient did not initiate it To prove that a hostile environment exists, these requirements and regards it as offensive.) must be met: • The conduct was threatening or humiliating – not just • The unwelcome conduct has the purpose or effect of offensive. unreasonably interfering with work performance. • The conduct unreasonably interfered with the work • The conduct creates an intimidating, hostile or offensive work performance of the person. environment. • The harasser was a superior in the organization. • The conduct must be “severe or pervasive” enough that a reasonable person would find it hostile or intimidating.

LMD25 Print Date: 4/13 NOTICE TO EMPLOYEES WAGE REQUIREMENTS ( Law)

Your employer has a contract with The State of Maryland to provide services. If you provide direct, measurable work under that contract you are probably covered by the State’s “Living Wage” law. This law requires your employer to pay you at least $13.96 per hour, effective September 28, 2018 for work performed in a Tier 1 area (Anne Arundel County, Baltimore City, Baltimore County, Howard County, Montgomery County, and Prince George’s County) and at least $10.49 per hour effective September 28, 2018, for work performed in a Tier 2 area (any county in the State not included in the Tier 1 area) for each hour you work on that contract.

If you are not sure whether you are covered by the “Living Wage” law, or if you think your employer is not paying you the required amount, you have the right to file a con- fidential complaint. For more information you can call the number listed below.

Department of Labor, Licensing and Regulation Division of Labor and Industry Living Wage Unit 1100 North Eutaw Street, Room 606 Baltimore, MD 21201 Telephone Number: (410) 767-3068 • Fax Number: (410) 767-2986 E-mail: mailto:[email protected] Rev. 6/2018

LMD26 Print Date: 7/18 AVISO A LOS EMPLEADOS REQUISITOS DEL SALARIO (“Ley Del Salario Vital”)

Su patrón tiene un contrato de servicio con el estado de Maryland, para proporcionar servicios. Si usted proporciona un trabajo directo, mensurable bajo ese contrato, probablemente está cubierto por el “Ley Del Salario Vital”. Esta ley requiere que su patrón le pague ahora por lo menos $13.96 por hora, después de 28 de Septiembre, 2018 por hora por trabajo realizado en Tier 1 (condado de Montgomery, condado de Prince Georges, condado de Howard, condado de Anne Arundel, condado de Baltimore y ciudad de Baltimore) y por lo menos $10.49 por hora después de 28 de Septiembre, 2018 por trabajos realizados en Tier 2 (cualquier condado en el estado no incluido en el área Tier 1) para cada hora que usted trabaja bajo aquel contrato.

Si usted no está seguro si esta cubierto por el “Salario Vital” o si usted piensa que su patrón no le esta pagando la cantidad requerida, usted tiene el derecho de hacer una queja confidencial. Para más información, usted puede llamar el número abajo.

Departamento de Trabajo, Licencias y Reglamentación División de Trabajo e Industria Sección de Living Wage (Salario Vital) 1100 North Eutaw Street, Room 606 Baltimore, MD 21201 Telephone Number: (410) 767-3068 • Fax Number: (410) 767-2986 E-mail: mailto:[email protected] Rev. 6/2018

LMD29 Print Date: 7/18 COMMISSIONER OF LABOR AND INDUSTRY’S NOTICE TO INDEPENDENT CONTRACTORS

FOR WORKPLACE FRAUD PURPOSES ONLY

If you have been hired an as independent contractor please be aware of the following:

As an independent contractor you are expected to perform all work and all details connected with the performance of the work using your own means and methods, free from the control of the employer or work provider, except as to the final product or result.

As an independent contractor you will be responsible for all tax obligations including, but not limited to, the filing of business or self-employment returns with the U.S. Internal Revenue Service.

As an independent contractor you are not eligible for protection under protective laws, including but not limited to, employment discrimination and anti-retaliation laws, occupational safety and health laws, living wage and prevailing wage laws, and wage and hour laws.

As an independent contractor if you hire employees to perform work, you will be responsible as an employer for all tax, unemployment insurance, and workers’ compensation insurance obligations on behalf of those employees. You will be required to comply with employment law obligations, including safety and health and wage and hour requirements, on behalf of those employees.

As an independent contractor, if you contract with other independent contractors or exempt persons you will also be obligated to provide them with a Notice to Independent Contractors and Exempt Persons, which explains their status.

As an independent contractor or exempt person, you are required to provide to the employer or work provider copies of any licenses or registrations issued to you that are related to the work to be performed.

Please note: This notice is intended to explain some of the consequences of working as an independent contractor. Just because you have received this notice does not mean that you are, in fact, an independent contractor. Whether an individual is actually an independent contractor or an employee is a legal determination made based upon specific facts and circumstances.

If you have any questions, please contact the Commissioner of Labor and Industry at the address below.

Department of Labor, Licensing and Regulation Division of Labor and Industry Worker Classification Protection 1100 North Eutaw Street, Room 607 Baltimore, MD 21201 (410) 767- 9885 Fax: (410) 333-7303 E-mail: [email protected]

Rev. 9/2015

LMD27 Print Date: 1/18 COMISIONADO DEL TRABAJO Y AVISO DE LA INDUSTRIA DE CONTRATISTAS

PARA FINES DE FRAUDE EL LUGAR DE TRABAJO SOLO

Si usted ha sido contratado a un contratista como independiente, tenga en cuenta lo siguiente: Como contratista independiente que se espera llevar a cabo todo el trabajo y todos los detalles relacionados con la ejecución de la obra con sus propios medios y métodos, libres del control del empleador o proveedor de trabajo, excepto en cuanto al producto final o resultado. Como contratista independiente, usted será responsable de todas las obligaciones tributarias, incluyendo, pero no limitado a, la presentación de negocios o de trabajo por cuenta propia declaración de impuestos con el Servicio de Impuestos Internos de Estados Unidos. Como contratista independiente no es elegible para protección bajo las leyes de protección, incluyendo pero no limitado a, la discriminación laboral y las leyes anti-represalias, la seguridad y las leyes de salud, salario digno y las leyes de salario prevaleciente, y leyes de salarios y horas. Como contratista independiente si usted contrata a los empleados a realizar un trabajo, usted será responsable como empleador de todos los impuestos, el seguro de desempleo, y las obligaciones de seguro de compensación a favor de dichos trabajadores. Se le requerirá para cumplir con las obligaciones de la legislación laboral, incluyendo la seguridad y la salud y requisitos de salarios y horas, en nombre de los empleados. Como contratista independiente, si usted contrata con otros contratistas independientes o personas exentas usted también tendrá la obligación de proporcionarles un aviso a los contratistas independientes y personas exentas, lo que explica su situación. Como una persona independiente, contratista o exentos, usted está obligado a proporcionar al empleador o proveedor de copias de obras de las licencias o registros expedidos a su nombre que se relacionan con el trabajo a realizar. Tenga en cuenta que este anuncio se dirige a explicar algunas de las consecuencias de trabajar como contratista independiente. El hecho de que usted ha recibido esta notificación no significa que usted es, de hecho, un contratista independiente. Si una persona es en realidad un contratista independiente o empleado es una determinación legal hecha en base a los hechos y circunstancias específicas. Si usted tiene alguna pregunta, puede comunicarse con el Comisionado de Trabajo e Industria en la siguiente dirección:

Departamento de Trabajo, Licencias y Reglamentación División de Trabajo e Industria Clasificación Trabajador Protección 1100 North Eutaw Street, Room 607 Baltimore, MD 21201 Llame: (410) 767-9885 • Número de Fax: (410) 333-7303 Correo electrónico: [email protected] Rev. 9/2015

LMD28 Print Date: 1/18 State of Maryland Pregnant Commission on Civil Rights 6 Saint Paul Street, Suite 900 & Working Baltimore, MD 21202-1631

Know Your Rights! Do I Need A Doctor’s Note?

If you are pregnant, you have a legal It depends on what your employer requests. The law right to a reasonable accommodation allows an employer, at his or her discretion, to re- if your pregnancy causes or contributes quire certification from your health care provider to a disability and the accommodation regarding the medical advisability of a reasonable does not impose an undue hardship accommodation, but only to the same extent certifica- on your employer. State Government tion is required for other temporary disabilities. State Article, §20-609(b) Government Article, §20-609(f)

If required, the certification must include: What does That Mean? • Date a reasonable accommodation If you have a disability that is contributed to or caused by is medically advisable. pregnancy, you may request a reasonable accommodation • Probable duration of the accommodation at work. Your employer must explore “all possible means should be provided. of providing the reasonable accommodation.” State • Explanation as to the medical advisability Government Article, §20-609(d) of the reasonable accommodation.

The law lists an assortment of options for both you and your employer to consider in order to comply with a re- Can I Still Get In Trouble? quest Retaliation is prohibited under State Government for reasonable accommodation. These include, but Article, §20-609(h) when exercising your rights. If are not limited to: an employee seeks to exercise her right to request • Changing job duties a reasonable accommodation for a temporary • Changing work hours disability due to pregnancy, an employer may not: • Relocation • Providing mechanical or electrical aids • Interfere with; • Transfers to less strenuous or less hazardous positions • Restrain; • Providing leave • Deny the exercise; or • Deny the attempt to exercise the right. Every situation is different. You must explore every avail- able option with your employer to decide what accommo- Any form of retaliation is grounds to file a Complaint dation best suits your needs. of Discrimination with the Maryland Commission on Civil Rights (MCCR).

What If I Am A Victim Of Discrimination? If you believe your rights under the law have been violated, you must file a complaint with MCCRwithin 6 months of the alleged act of discrimination. A trained Civil Rights Officer will work with you to discuss what happened and determine if there is reason to believe a discriminatory violation occurred. You can reach MCCR by phone, email, fax, letter, or walk-in. All procedures by MCCR are confidential until your case is certified for public hearing or trial.

Main: (410) 767-8600 | Toll Free: 1 (800) 637-6247 | TTY: (410) 333-1737 | Fax: (410) 333-1841 [email protected] | www.mccr.maryland.gov

LMD31 Print Date: 7/14 Comisión de Derechos Embarazada Civiles de Maryland 6 Saint Paul Street, Suite 900 y Trabajando Baltimore, MD 21202-1631

¡ Conozca sus Derechos! ¿Necesito una Nota del Doctor? Si usted está embarazada, usted Depende de lo que sus peticiones empleador. La ley tiene el derecho legal de un acomodo permite que un empleador , a su discreción , requerir la razonable si su embarazo causa o certificación de su proveedor de atención médica acerca contribuye a una discapacidad y el de la conveniencia médica de un ajuste razonable , pero alojamiento no impone una carga sólo en la misma medida se requiere certificación para excesiva sobre su empleador. State otras discapacidades temporales. State Government Government Article, §20-609(b) Article, §20-609(f) ¿Que Significa Eso? Si es necesario, la certificación necesita incluir: Si usted tiene una discapacidad que se contribuyó a • Fecha de un acomodo razonable es médicamente o causada por el embarazo, usted puede solicitar un aconsejable. acomodo razonable en el trabajo. Su empleador debe • Duración probable del alojamiento debe ser explorar “todos los medios posibles de proporcionar el proporcionada. ajuste razonable”. State Government Article, §20‑609(d) • Explicación sobre la conveniencia médica del ajuste La ley lista varias opciones para usted y su empleador razonable. a considerar su peticiones y cumplir con un acomodo ¿Todavía Puedo Meter en Problemas? razonable. Estos incluyen, pero no se limitan a: Represalias está prohibida por State Government • Cambio de funciones de trabajo Article, §20-609(h) en el ejercicio de sus derechos. Si • Cambio de horario de trabajo un empleado busca ejercer su derecho a solicitar una • Reubicación adaptación razonable para una incapacidad temporal • Proporcionar ayudas mecánicas o eléctricas derivada del embarazo , un empleador no puede: • Transferencias a posiciones menos extenuantes o menos peligrosos Interferir con; • Proporcionar la licencia Contener; Denegar el ejercicio ; o Cada situación es diferente. Usted debe explorar todas Denegar el intento de ejercer el derecho. las opciones disponibles con su empleador para decidir qué alojamiento más adecuado a sus necesidades. Cualquier forma de represalia es motivo para presentar una queja de discriminación con el Maryland Commission on Civil Rights (MCCR).

¿Qué si soy Víctima de Discriminación? Si usted cree que sus derechos bajo la ley han sido violados, usted debe presentar una queja ante MCCR dentro de los 6 meses del presunto acto de discriminación. Un Oficial de Derechos Civiles entrenado trabajará con usted para hablar de lo sucedido y determinar si hay razones para creer que ha ocurrido una violación discriminatoria. Se puede llegar a MCCR por teléfono , correo electrónico, fax , carta o visita la oficinia sin cita. Todos los procedimientos de MCCR son confidenciales hasta que su caso está certificado para su audiencia pública ni juicio.

Main: (410) 767-8600 | Toll Free: 1 (800) 637-6247 | TTY: (410) 333-1737 | Fax: (410) 333-1841 [email protected] | www.mccr.maryland.gov

LMD46 Print Date: 3/17 safety MARYLAND and OCCUPATIONAL health protection SAFETY and HEALTH on the ACT PUBLIC SECTOR job The Maryland Occupational Safety and The Act provides that employees may not Health Act of 1973 provides job safety and be discharged or discriminated against in health protection for workers through the anyway for filing safety promotion of safe and healthful working and health complaints orotherwise conditions throughout the State. exercising their rights under the Act. Requirements of the Act include the following: A public employee who believes Public he or she has been discriminated against may file acomplaint with Employers: Each public employer shall furnish to each ofhis or her employees employment and a the Commissioner within 30 days place of employment free from recognized of the alleged discrimination. hazards that are causing or are likely Citation: to cause death or serious harm to If upon an inspection performed by employees; and shall comply with the Division of Labor and Industry, occupational safety and health the Commissioner believes a public em- standards issued under the Act. ployer has violated the Act, a citation alleg- Public ing such violations shall be issued to the public employer. Each citation shall specify Employees: Each public employee shall comply with all occupational safety and health standards, a time period within which the alleged viola- Each public employee shall comply with all tion must be corrected. occupational safety and health standards, rules, regulations and orders issued underthe Act that apply to his or her own actions and conduct on the job.

LMD32/1 The Commissioner of Labor and The MOSH citation must be prominently Industry has the primary responsibility displayed at or near the place of alleged for administering the Act and issuing violation for three days, or until it is occupational safty and health standards. corrected, whichever is later, to warn employees of dangers that may exist there. Inspection: The Act provides that the State Voluntary Government and each of its political Activity: The Act encourages efforts by labor and subdivisions or any agency there of shall management to reduce injuries and develop, conduct andmaintain a program illnesses arising out of employment. of self-inspection. This program is to be ap- The Commissioner of Labor and Industry proved and monitored by the encourages employers and employees Commissioner of Labor and Industry. to reduce workplace hazards voluntarily and to develop and improve safety and The Act requires that a representative health programs in all workplaces or representatives authorized by the and industries. employees be given an opportunity to participate in the inspection procedure. Such cooperative action would initially focuson the identification and elimination Where there is no authorized employee of hazards that could cause death, injury, representative, the inspector shall or illness to employees and supervisors. consult with a reasonable number of employees concerning safety and health conditions in the workplace.

Complaint: Public employees or their representatives have the right to file a complaint with the Commissioner requesting an inspection if they believe unsafe or unhealthful conditions exist in their workplace. The Commissioner will withhold names ADDITIONAL INFORMATION AND COPIES OF THE ACT, of employees complaining on request. SPECIFIC MARYLAND OCCUPATIONAL SAFETY AND HEALTH STANDARDS, AND OTHER APPLICABLE REGULATIONS MAY BE OBTAINED FROM

MOSH TRAINING and EDUCATION 10946 Golden West Drive, Suite 160 Hunt Valley, Maryland 21031 Phone: 410-527-2091

Complaints about the Public Employer Self-inspection Program may be made to the Commissioner of Labor and Industry at the above address.

LMD32/2 Print Date: 4/15 Notice to Tipped Employees

Under Maryland law, a tipped employee is an employee who customarily and regularly received more than $30 each month in tips or gratuities. Maryland law prohibits an employer from requiring a tipped employee to reimburse an employer or pay an employer for the amount of a customer’s charge for food or beverage if the customer leaves the employer’s place of business without paying for the charges. In addition, unless otherwise provided by law, and employer is prohibited from making a deduction to an employee’s wages to cover the cost of a customer’s charge for food or beverage if the customer leaves the employer’s place of business without paying the charge for food or beverages. If you think you have been required to make an improper payment or there has been an improper deduction from your wages related to a customer’s charges if the customer leaves the place of business without paying the charges, you may contact the Commissioner of Labor and Industry at:

Department of Labor, Licensing and Regulation Division of Labor and Industry Employment Standards Service 1100 North Eutaw Street, Room 607 Baltimore, MD 21201 Telephone Number: (410) 767-2357 • Fax Number: (410) 333-7303 E-mail: [email protected]

PURSUANT TO §3-713 ( C ) OF THE LABOR AND EMPLOYMENT ARTICLE OF THE MARYLAND ANNOTATED CODE, EMPLOYERS ARE REQUIRED TO CONSPICUOUSLY POST THIS NOTICE IN A PLACE WHERE ANY TIPPED EMPLOYEE IS EMPLOYED.

Rev. 9/2015

LMD34 Print Date: 4/16 Food Allergies what you need to know Millions of people have food allergies that can range from mild to life-threatening. Most Common Food Allergens

Peanuts Tree nuts Fish Shellfish

Eggs Milk Wheat Soy

Always let the guest make their own informed decision. When a guest informs you that someone in their party has a food allergy, follow the four R's below:

Refer the food allergy concern to the department manager, or person in charge. Review the food allergy with the customer and check ingredient labels. Remember to check the preparation procedure for potential cross-contact. Respond to the customer and inform them of your findings. Sources of Cross-Contact: Cooking oils, splatter, and steam from cooking foods. Allergen-containing foods touching or coming into contact with allergy-free foods (i.e. a nut-containing muffin touching a nut-free muffin). Any food equipment used for the processing of allergy-free foods must be thoroughly cleaned and sanitized prior to use. All utensils (i.e.,spoons, knives, spatulas, tongs), cutting boards, bowls, pots, food pans, sheet pans, preparation surfaces. Fryers and grills. Wash hands and change gloves after handling potential food allergens. If a guest has an allergic reaction, call 911 and notify management.

© 2014 Food Allergy Research & Education

LMD36 Print Date: 4/14 Alergias Alimenticias lo que necesita saber

Millones de personas padecen de alergias alimenticias que pueden variar desde casos leves hasta casos que amenazan la vida. Alérgenos Alimenticios Más Comunes

¡Tome con Maní Nueces Pescado Mariscos seriedad los pedidos y preguntas de los visitantes sobre alergias alimenticias! Huevos Lechería Trigo Soya Siempre permita que el visitante tome sus propias decisiones informadas. Cuando un visitante le informa que alguien en su grupo padece de una alergia alimenticia, siga las cuatro R que presentamos a continuación:

Refiera el asunto sobre alergia alimenticia al Chef, Gerente o persona a cargo Revise la alergia alimenticia con el visitante y examine las etiquetas de ingredientes Recuerde examinar los procesos de preparación para ver si se produce contacto cruzado Responda a los visitantes e infórmeles de sus hallazgos

Si un visitante tiene una reacción alérgica, notifique a la gerencia y llame al 911.

© 2014 Food Allergy Research & Education

LMD37 Print Date: 4/14 REPORT HUMAN TRAFFICKING: National Human Trafficking Resource Center 1-888-3737-888 CALL FOR HELP IF YOU OR SOMEONE YOU KNOW: • is being forced to have sex without consent • has had an ID or documents taken away • is being threatened by or is in debt to an employer • wants to leave a job but cannot freely do so

TOLL | FREE | 24/7 | CONFIDENTIAL | INTERPRETERS AVAILABLE

This sign is required under state law.

DENUNCIE LA TRATA DE PERSONAS: Centro Nacional de Recursos para Trata de Personas 1-888-3737-888 LLAME PARA PEDIR AYUDA SI USTED SABE DE ALGUIEN QUE: • esta siendo forzado a tener sexo en contra de su voluntad • sus documentos le han sido decomisados • esta siendo amenazado o esta en deuda con su empleador • quiere dejar su trabajo pero no lo puede hacer voluntariamente

ES GRATIS | ESTA DISPONIBLE LAS 24 HORAS DEL DÍA, LOS SIETE DÍAS DE LA SEMANA | ES CONFIDENCIAL Y TIENE INTERPRETES DISPONIBLES

Este aviso es exigido por la ley estatal

LMD43 Print Date: 3/16 MARYLAND EARNED SICK AND SAFE LEAVE EMPLOYEE NOTICE

The Maryland Healthy Working Families Act requires employers with 15 or more employees to provide paid sick and safe leave for certain employees. It also requires that employers who employ 14 or fewer employees provide unpaid sick and safe leave for certain employees. Accrual Earned sick and safe leave begins to accrue on February 11, 2018, or the date on which an employee begins employment with the employer, whichever is later. An employee accrues earned sick and safe leave at a rate of at least one hour for every 30 hours the employee works; however, an employee is not entitled to earn more than 40 hours of earned sick and safe leave in a year or accrue more than 64 hours of earned sick and safe leave at any time. Leave Usage An employee is allowed to use earned sick and safe leave under the following conditions: ƒƒTo care for or treat the employee’s mental or physical illness, injury, or condition; ƒƒTo obtain preventative medical care for the employee or the employee’s family member; ƒƒTo care for a family member with a mental or physical illness, injury, or condition; ƒƒFor maternity or paternity leave; or ƒƒThe absence from work is necessary due to domestic violence, sexual assault, or stalking committed against the employee or the employee’s family member and the leave is being used: (1) to obtain medical or mental health attention; (2) to obtain services from a victim services organization; (3) for legal services or proceedings; or (4) because the employee has temporarily relocated as a result of the domestic violence, sexual assault, or stalking. A family member includes a spouse, child, parent, grandparent, grandchild, or sibling. Employees are permitted to use earned sick and safe leave in increments in certain amounts established by their employer. Employees are required to give notice of the need to use earned sick and safe leave when it is foreseeable. An employer may deny leave in certain circumstances. Reporting Employers are required to provide employees with a written statement of the employee’s available earned sick and safe leave. Prohibitions An employer is prohibited under the law from taking adverse action against an employee who exercises a right under the Maryland Healthy Working Families Act and an employee is prohibited from making a complaint, bringing an action, or testifying in an action in bad faith. How to File a Complaint or Obtain Additional Information If you feel your rights have been violated under this law or you would like additional information, you may contact:

COMMISSIONER OF LABOR AND INDUSTRY 1100 North Eutaw Street, Room 607 | Baltimore, MD 21201 [email protected]

LMD48 Print Date: 5/18 MARYLAND LICENSIA DE ENFERMEDAD Y SALIDA SEGURA AVISO DE EMPLEADO

La Ley de Familias Trabajadoras Saludables de Maryland requiere que los empleadores con 15 o más empleados brinden licencia pagada por enfermedad y seguridad para ciertos empleados. También requiere que los empleadores que emplean a 14 o menos empleados brinden licencias no remuneradas por enfermedad y seguridad para ciertos empleados. Acumulación El permiso por enfermedad y seguro acumulado comienza a acumularse el 11 de Febrero de 2018 o la fecha en que un empleado comienza a trabajar para el empleador, lo que ocurra más tarde. Un empleado acumula un permiso por enfermedad y seguro obtenido a una tasa de al menos una hora por cada 30 horas que el empleado trabaje; sin embargo, un empleado no tiene derecho a ganar más de 40 horas de licencia por enfermedad y seguro en un año o acumulará más de 64 horas de licencia por enfermedad y seguridad en cualquier momento. Uso de Licencia Un empleado puede usar la licencia por enfermedad y seguridad ganada bajo las siguientes condiciones: ƒƒ Para cuidar o tratar la enfermedad, lesión o condición mental o física del empleado; ƒƒ Para obtener atención médica preventiva para el empleado o miembro de la familia del empleado; ƒƒ Para cuidar a un miembro de la familia con una enfermedad, lesión o condición mental o física; ƒƒ Por licencia de maternidad o paternidad; o ƒƒ La ausencia del trabajo es necesaria debido a violencia doméstica, agresión sexual o acoso cometido contra el empleado o el miembro de la familia del empleado y el permiso se usa: (1) para obtener atención médica o de salud mental; (2) para obtener servicios de una organización de servicios para víctimas; (3) para servicios o procedimientos legales; o (4) porque el empleado se ha mudado temporalmente como resultado de la violencia doméstica, la agresión sexual o el acoso. Un miembro de la familia incluye un cónyuge, hijo, padre, abuelo, nieto o hermano. A los empleados se les permite usar la licencia por enfermedad y seguridad acumulada en incrementos en establecidas por su empleador. Se requiere que los empleados notifiquen la necesidad de utilizar la licencia por enfermedad y seguridad ganadas cuando sea previsible. Un empleador puede negar la licencia bajo ciertas circunstancias. lnformes Se requiere que los empleadores proporcionen a los empleados un reporte escrito de la licencia por enfermedad y seguridad disponible del empleado. Prohibiciones La ley prohíbe a un empleador emprender acciones adversas contra un empleado que ejerce un derecho conforme a la Ley de Familias Trabajadoras Saludables de Maryland y se le prohíbe a un empleado presentar una queja, iniciar una accion o testificar en una accion de mala fe. Cómo Presentar uno Quejo u Obtener Información Adicional Si considera que se han violado sus derechos según esta ley o si desea obtener información adicional, puede comunicarse con: COMISIONADO DE TRABAJO E INDUSTRIA 1100 North Eutaw Street, Room 607 | Baltimore, MD 21201 [email protected]

LMD49 Print Date: 5/18