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 in the workplace. 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.