Maryland law does not set any kind of minimum hours per week for part-time employees. It is up to the employer and employee to determine the schedule. Except for a few limited exceptions, minimum wage is not dependent on the number of hours worked and applies whether an employee works 1 or 40... View More

If you have an employment contract that will be the first place you will want to look for the answer. In Maryland, employers are not required to give you a lunch break unless you a minor (under 18 years of age). Maryland employers are also not required to issue you benefits like paid or unpaid... View More

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answered on Mar 14, 2024

Discovering that your employer accidentally sent your Form 1095-C, containing sensitive information like your Social Security Number, to another employee is understandably alarming and frustrating. Such incidents can lead to concerns about privacy and the potential for identity theft. In terms of... View More

Perhaps there is a federal or state governmental agency that has regulatory authority to impose a fine or other sanction for failing to safeguard employees’ personally identifiable information. You would need to consult an employment lawyer in your area as to the existence of such a legal... View More

A Maryland attorney could advise best, but your question remains open for a week. The type of case you describe can be complex because such cases sometimes involve multiple parties in potential third party actions - you could reach out to law firms to try to set up a free initial consult. That... View More

I do not believe either provision in your contract is enforceable. The financial “penalty” of $2,500 smacks of an unenforceable penalty; however, if it is tied to an actual out-of-pocket cost to the employer, such as reimbursement for a paid training course the employer incurred to train you in... View More

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answered on Feb 5, 2024

Employers may implement policies for searching employees' bags and persons as part of their efforts to protect company property, ensure workplace safety, or prevent theft. However, these searches should be conducted in a manner that respects employees' privacy rights and is consistent... View More

Given that your question is one of ethics, this would be difficult to answer from a purely legal perspective. I have to refrain from providing my general opinion, but I will echo your sentiments regarding the mandatory nature of the shift deferential and holiday pay flowdown. Holiday and shift... View More

An employer can generally make any kind of job classification they wish, and change descriptions and set pay scales for most any reason except they cannot do this for reasons that are illegal. Setting different pay bands based on educational attainment or years in the industry is on its face... View More

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answered on Oct 22, 2023

Having refugee status and a Geneva Passport in one EU country generally grants you certain rights within that specific country. However, when it comes to working in another EU country, like Germany, the rules can vary. Typically, if you want to work in another EU country, you would need to apply... View More

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answered on Oct 15, 2023

Determining the exact value of an employment discrimination case can be complex and depends on various factors, including the jurisdiction, specific details, and evidence supporting the claims. Based on the information you provided, there are tangible damages, such as the wage disparity (83k plus... View More

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answered on Aug 2, 2023

In Maryland, like in many states, employment is generally considered "at-will," which means that an employer can terminate an employee for any reason, as long as it is not illegal or discriminatory. However, there are certain circumstances under which a lawsuit for wrongful termination... View More

You should speak with a local attorney that practices in this jurisdiction. Many states have confidentiality rules with respect to wage garnishments, and these are not public documents, others are different. Whichever, these are clearly being revealed for the purpose of negatively impacting your... View More

If you were just a tenant, then you would be liable; however, as an employee, that adds a new wrinkle. They cannot simply dock your pay for the excess cost of repairs. They would need to sue you, get a judgment, and then have a writ of garnishment issue against your wages, not to exceed 25% of... View More

Laws on this vary from state to state, however, in my opinion, if you are employed both before and after you take the approved PTO, the employer has to pay you for it in accordance with their policies. You should not have given notice until you returned from vacation, you created the problem by... View More

You will need to discuss the issue with an employment attorney, and explore whether you have a wrongful termination lawsuit or other type of claim you can file. In a civil legal action you can compel responses to interrogatories (written questions that must be answered under oath), demand... View More

Sorry that you were treated this way by the Police. The Police have an obligation to act when they have a reasonable suspicion, they don't have to be 100%. If you feel that the request was motivated by some improper reason, your civil rights may have been violated and you should consult with... View More

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answered on Apr 4, 2023

I would say yes. As an independent contractor, you are typically considered self-employed and not an employee of the company for which you are providing services. But this is just a practical request to keep track of the work completed and ensure accurate invoicing rather than an employee-employer... View More

When a married federal employee retires and claims their benefits, they have to choose whether to take a full or partial survivor benefit- or waive the survivor annuity altogether. To take a reduced benefit, or waive it, their spouse (you) must consent by signing a waiver that is included in the... View More

You must always be paid for hours worked, so long as the employer permitted the work or you had a reasonable expectation (based on policy or lack of an opposite policy). You should ask for a more definite statement of what company policy or MD law you supposedly violated.