Understanding Protected Classes Under Maryland Employment Law

In the complex landscape of employment law, understanding protected classes is crucial for both employers and employees. These classes safeguard against discrimination, ensuring that certain groups are afforded protection under the law. Maryland, like many states, has specific statutes that outline these protected categories, aiming to foster an equitable workplace.

Maryland’s framework for protected classes covers a spectrum of attributes, including race, sex, age, religion, and disability, among others. Knowledge of these classes is essential for anyone navigating the workforce in Maryland. Additionally, comparing Maryland’s laws with those of nearby jurisdictions, such as Washington, DC, and Virginia, provides valuable context for understanding the nuances and similarities in protection across regional lines.

This article delves into the specifics of Maryland’s protected classes, how these laws stack up against those in Washington, DC, and the differences, if any, compared to Virginia. By examining these aspects, we can better appreciate the legal landscape that governs employment rights in Maryland.

What are the protected employment classes in Maryland?

In Maryland, protected employment classes are established to prevent discrimination in the workplace for both large and small employers. Key protected classes include race, color, religion, sex, national origin, age, disability, military status, and genetic information. Additionally, more specific categories such as gender identity, sexual orientation, and marital status are safeguarded under Maryland law.

Maryland employers with 15+ employees are covered for purposes of the anti-discrimination provisions of Maryland law, and Maryland employers with 1+ employees are covered by the anti-harassment provisions of Maryland law. Maryland employers with 15+ employees are required to ensure that all hiring, firing, promotions, salary decisions, and other employment-related actions are free from bias based on these protected classes. Also, there may be other county or local ordinances that apply to your company.

To summarize, Maryland has a comprehensive framework that prohibits workplace discrimination, ensuring equal opportunity for all. This legal framework is essential for fostering a fair and equitable work environment across the state. These regulations help maintain clear standards for non-discrimination in hiring and employment practices in Maryland.

How Does Maryland Compare to Washington, DC for Protected Employment Classes?

Maryland and Washington, DC have specific laws to protect certain employment categories, ensuring a nondiscriminatory workplace. Both cover traditional classes such as race, color, religion, sex, national origin, age, and disability. However, there are differences in their scope and coverage that are essential for employers and employees to understand.

Maryland’s anti-discrimination employment law applies to employers with 15 or more employees, while DC laws often have broader applicability, covering employers with 1+ employees or independent contractors. However, unlawful harassment in Maryland is covered for employers with 1+ employees. Maryland includes protections for sexual orientation, gender identity, and genetic information, similar to Washington, DC. Washington, DC provides additional protections, covering political affiliation, personal appearance, credit information, matriculation, the status as a victim or family member of a victim of domestic violence, and homelessness status.

Here’s a quick comparison:

Overall, DC tends to offer broader and more inclusive protections compared to Maryland, particularly focusing on a wider range of personal traits and circumstances. Washington, DC has one of the most expansive lists of protected classes compared to anywhere else in the United States.

How Does Maryland Compare to Virginia for Protected Employment Classes?

Maryland and Virginia both have laws protecting certain employment categories, but there are notable differences. In Maryland, the protected employment classes include race, color, religion, sex, age, national origin, marital status, sexual orientation, gender identity, disability, genetic information, and military status. Under Maryland’s Crown Act, which applies to employers with 1+ employees, hairstyle and hair texture-based employment discrimination is prohibited, and protects employees that have afro hairstyles, braids, twists, and locks from employment discrimination. That being said, the Virginia Human Rights Act (VHRA) explicitly includes hair texture, type, and protective hairstyles such as braids, locks, and twists into the race protected class, so Virginia law also has this kind of hair/race-based discrimination covered.

Virginia also safeguards similar categories such as race, color, religion, national origin, sex, pregnancy, childbirth, and related medical conditions, age (40 and older), disability, marital status, military status, gender identity, and sexual orientation. In 2020, Virginia added gender identity and sexual orientation in its sweeping legislation called the Virginia Values Act, which amended the Virginia Human Rights Act. In 2021, Virginia added military status, which includes veteran status and dependent status.

Here’s a quick comparison:

Both states require legal adherence regardless of organization size, though ultimately Maryland is considered to be more protective of employees, and Virginia is considered to be more friendly to companies, due to their collective legislative histories.

If you need support regarding employment law compliance in Maryland, Washington, DC or Virginia, contact Lipp Law today. Our experienced team of labor and employment attorneys can assist with any workplace issue, whether it’s for an employee or a company.