Employment Law Alert – Are You Ready For New Harassment Disclosure Requirements?
September 20, 2018
As a reminder, on Oct. 1, 2018, Maryland’s “Disclosing Sexual Harassment in the Workplace Act of 2018” goes into effect. The Act prohibits employers, regardless of size, from requiring their employees to submit to mandatory arbitration for sexual harassment or retaliation claims. Additionally, employers with 50 or more employees must submit survey responses to the Maryland Commission on Civil Rights (MCCR) on or before July 1, 2020 and again by July 1, 2022, where they will be required to report information about sexual harassment settlements. For additional information on the Act, see our previous Alert.
All Maryland employers should review their employment agreements, contracts and policies to ensure they do not contain any prohibited waivers. In addition, now that the Supreme Court has held that class/collective action waivers are enforceable, many employers are adding this language to their employment documents. Proceed with caution; this new Maryland law puts some limits on your ability to use arbitration to waive class actions.
If you have any questions regarding the requirements of the Act or the steps that you need to take to comply, please contact us.
Minimum Wage Increases For Federal Contractors On January 1, 2019
Beginning Jan. 1, 2019, the minimum wage rate will increase to $10.60 per hour for covered federal contractor employees. It will also increase to $7.40 per hour for covered tipped employees, provided the employees receive sufficient tips to equal the minimum wage rate under Executive Order (E.O.) 13658, Establishing a Minimum Wage for Contractors.
The new wage rates were announced in the Federal Register from Sept. 4, 2018, and they apply to workers performing work on or in connection with federal contracts covered by E.O. 13658.
Meredith “Merry” Campbell | (301) 255-0550
Gregory D. Grant | (301) 230-6578 | (703) 684-5200
Joy C. Einstein | (301) 945-9250
The contents of this Alert are for informational purposes only, and do not constitute legal advice. If you have any questions about this Alert, please contact the Shulman Rogers attorney with whom you regularly work or a member of the Shulman Rogers Employment and Labor Law Group.