Employee Communications: Maryland
Federal law and guidance on this subject should be reviewed together with this section.
Author: Kelly C. Lovett, Kollman & Saucier, PA
- Maryland recognizes the at-will employment relationship, although there is no statutory presumption of employment at-will. See Communicating Employer Expectations and Work Rules.
- Maryland law requires employers to post notices regarding employment discrimination, unemployment insurance, equal pay for equal work, employment of minors, occupational safety and health, continuation of health insurance coverage and workers' compensation. See Communications in Postings Required by Maryland Law.
- Maryland has no statutory restriction on the use of restrictive covenants in employment agreements. See Restrictive Covenants.
- Maryland law recognizes the claim of tortious interference with contract or prospective advantage. See Tortious Interference with Contract or Prospective Advantage.
- Maryland has adopted the Uniform Trade Secrets Act. See Trade Secrets.
- Maryland law recognizes defamation claims. See Defamation.
- Maryland provides statutory immunity for employers providing information about a former employee in response to a reference request. See Defamation.
- Maryland law prohibits employers from requiring applicants to disclose passwords for any personal account or service accessed through a computer or mobile device. See Online Restrictions and Social Media Policies.
- Maryland law limits use of mobile devices while driving. See Use of Mobile Devices.