Many businesses require job applicants and employees to submit to drug tests either on a random basis or as a condition of employment. Generally speaking, federal law does not govern drug tests except for federal employees. For employees working in the private sector or in state or local government, the specific state law applies.
Several months ago, a bill was introduced in the Maryland legislature that would greatly restrict the enforcement of non-compete agreements. While that bill has yet to be passed into law, several other states have now introduced similar legislation, which suggests that the idea of outlawing non-compete agreements is becoming more and more popular in various parts of the country.
Many residents of Maryland understand that employment discrimination is illegal in almost every form. It is illegal for employers to discriminate against employees or job applicants on the basis of race, nationality, gender, age, and disability among other things. One of the lesser understood types of workplace discrimination is that which affects victims of domestic violence.
In this day and age, it is difficult to accept that discrimination still plays a significant role in some U.S. workplaces. Discrimination in employment has been explicitly outlawed since 1964, but unfortunately people are still sometimes treated unfairly, demoted or fired on the basis of their age, sex, race, disability, religion and a number of other classifications. When this happens, the victims of discrimination can seek legal recourse.
Facebook has been a somewhat frequent topic on our Greenbelt employment law blog. This is because employment questions have arisen in Maryland and the Washington, D.C., area about whether employees should be allowed to use social media at work, and whether employers should be allowed to use Facebook to screen current and potential employees.
The holidays are here and if you are like many Maryland residents, you multitasked this year by buying gifts online. You may have even tried to save time by doing some of your holiday shopping online during the work day--but, will that come back to haunt you?
A national drug store chain has agreed to a $250,000 settlement with a former employee who claims that he was fired because of his disability. The settlement also dictates that the company may commit no additional violations of the American with Disabilities Act (ADA) and that it must provide additional ADA training for store managers to ensure that no such violations take place in the future.
Readers of our Greenbelt Employment Law Blog may remember our discussion in February of the technology industry's move to limit overtime pay. Of course, the federal Fair Labor Standards Act as well as state statutes protect the wage and overtime rights workers across the U.S. Nonetheless, there are numerous exceptions built into employment law that can make it quite confusing to determine which employees have the right to overtime pay.
In recent months in our Greenbelt Employment Law Blog, we've discussed some of the intricacies of Facebook as it pertains to employment law. For the most part, we have discussed whether Maryland area employers have the right to access their employees' Facebook profiles and passwords. Another employment law issue that is ever present in the digital age is that of employees using computers for personal use in the workplace.
When March Madness arrived in full force earlier this week many employment law professionals were paying more attention to the dispute over lucrative NCAA contracts than the basketball games.