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New Parental Leave and Non-Discrimination Laws

Our BWCC member, Christine V. Walters, MAS, JD, SPHR, Independent Consultant & Author with FiveL Company, advises the following, which  should be incorporated into your operating procedures, as appropriate:

Parental Leave – Effective October 1, this new law applies only to MD employers with at least 15 and less than 50 employees working in the state for each working day for during each of 20 or more calendar weeks in this or the preceding calendar year.  You must provide eligible employees with up to six (6) work weeks of leave to those requesting leave following the birth or adoption of the employee’s child. Eligible employees are those who have worked for the employer for at least a 12 month period and 1,250 hours in the previous 12 months and work at a site that employs at least 15 employees at or within 75 miles of that site. NOTE: Regulations are to be issued by the Maryland Dept. of Labor, Licensing & Regulation, DLLR.

Non-Discrimination Based on Gender Identity – You are not required to insert any specific policy in your Employee Handbook but when you are next in the process of updating it (if you have one) you may want to insert this protected status in your EEO, Harassment and other related policies if it is not already there.   NOTE: A revised poster should be published by MCCR.

In addition, Ms. Walters advises:  As I review some employee handbooks I find these provisions may be missing.  Ensure you are current with these provisions enacted last year:

Reasonable Accommodation for Disability Related to Pregnancy – a policy must be incorporated into your Ee Handbook if you have one and a posting is required in your workplace.

Military Leave – This applies only to employers with 50 or more employees and provides one day of leave for an employee who is an immediate family member on the day that family member is leaving for or returning from active duty outside the US as a member of the US armed forces. No particular policy or poster is required but ensure you are aware of these provisions.

Please note: This is not legal advice. Please check with your company’s legal counsel.




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