Joining the list of states with changing/recently-changed pay equity laws is Maryland, with a law that reaches far beyond pay.

In 2016, Maryland amended its Equal Pay for Equal Work Act on the basis of sex and/or gender identity. The amendment covers employees working for the same employer, in the same county, who perform similar work.

The law, which covers more than pay disparities, also prohibits employers from “providing less favorable employment opportunities.” These less than favorable employment opportunities include assigning employees to less favorable career tracks, failing to provide information about promotions/advancements and limiting/depriving employees that would otherwise be available to the employee if not for their identification (sex or gender identity).

And continuing the trend of laws in other states Salary in the Hiring Process, the law also clearly outlines that employers are not allowed to prohibit employees from inquiring about, discussing or disclosing their personal wage information, or information surrounding the wages of others.

In the event that this law is violated, the Commissioner may try to resolve the issue informally with mediation, or request the Attorney General to take action on behalf of the candidate or employee. Employees may also take action against employers, but must file any and all actions within an amount of time designated by the State of Maryland Department of Labor, Licensing and Regulation (DLLR).

This law, which took effect October 1, 2016, requires several changes from employers.

Employers are solely responsible for ensuring they are in compliance with all federal, state and local laws such as those mentioned above. For more information on these laws, and the effect on your organization’s policies and practices, please consult your legal counsel. A-Check Global provides legal and legislative content for general information purposes only.

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