Maryland's FEPA expands federal protections to include gender identity, sexual orientation, and marital status.
The Maryland Fair Employment Practices Act (FEPA) mirrors federal anti-discrimination laws but significantly broadens protected categories. Employers must ensure their policies and practices are inclusive of gender identity, sexual orientation, and marital status, alongside federally recognized characteristics like race, religion, and national origin. Non-compliance can lead to investigations by the Maryland Commission on Civil Rights (MCCR) and substantial penalties.
MD FEPA Anti-Discrimination
Maryland Fair Employment Practices Act protections — gender identity, sexual orientation, marital status added to federal protected categories.
What those rules do as a Maryland shift is created.
Teambridge integrates Maryland's FEPA requirements directly into your operational workflows, ensuring that all employment-related actions, from job postings to performance reviews, are screened for potential discriminatory practices. This proactive approach helps maintain compliance and fosters an inclusive workplace culture.
Candidate Screening & Hiring
Automatically flags job descriptions or interview questions that could inadvertently discriminate against protected classes under MD FEPA, including gender identity or sexual orientation. Ensures all candidates are evaluated based on qualifications.
Policy & Handbook Review
Scans employee handbooks and internal policies for language that may be non-compliant with Maryland's expanded anti-discrimination categories. Prompts for updates to ensure alignment with FEPA's broader protections.
Performance Management & Termination
Provides guardrails during performance reviews and termination processes, ensuring decisions are based on legitimate, non-discriminatory factors and documented appropriately to mitigate risks related to FEPA claims.
Compliance, on autopilot.
Leave the heavy lifting to Teambridge. We'll deploy and maintain your Maryland compliance.
Maryland prohibits discrimination based on an expanded set of protected characteristics.
The Maryland Fair Employment Practices Act (FEPA), codified in the State Government Article, Title 20, prohibits employers from discriminating against individuals in employment based on race, color, religion, ancestry, national origin, sex, age, marital status, sexual orientation, gender identity, or disability. This extends the federal protections under Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act.
Maryland Code, State Government Article, Title 20, Subtitle 6, § 20-606. Unlawful employment practices.
"It is an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to the individual's compensation, terms, conditions, or privileges of employment, because of the individual's race, color, religion, ancestry or national origin, sex, age, marital status, sexual orientation, gender identity, or disability."
Expanded Protections
Maryland's FEPA is notable for its inclusion of several protected characteristics not explicitly covered by federal law. Specifically, the Act adds "marital status," "sexual orientation," and "gender identity" to the list of prohibited bases for discrimination. This means employers must treat all employees and applicants equally regardless of their marital status (e.g., single, married, divorced), their sexual orientation (e.g., heterosexual, homosexual, bisexual), or their gender identity (e.g., transgender, cisgender, gender non-conforming).
Employer Obligations and Compliance
Employers in Maryland with 15 or more employees are subject to FEPA. They are prohibited from discriminating in all aspects of employment, including recruitment, hiring, promotion, termination, compensation, job assignments, and benefits. Employers must also provide reasonable accommodations for employees with disabilities and for religious practices, unless doing so would cause undue hardship. Furthermore, employers are required to post notices describing the provisions of the law and the procedures for filing complaints with the Maryland Commission on Civil Rights (MCCR).
Teambridge navigates Maryland's anti-discrimination landscape for you.
With Teambridge, Maryland's FEPA requirements are not just understood, they're operationalized. Our platform continuously monitors for changes in state law and automatically updates your compliance posture, ensuring your employment practices remain fair and legally sound without constant manual oversight.
Aligning internal policies with FEPA.
Teambridge ensures your employee handbooks, codes of conduct, and internal HR policies are automatically reviewed and updated to reflect Maryland's specific protected classes, such as gender identity and sexual orientation.
Preventing discriminatory practices in hiring.
Our system integrates with your applicant tracking process to flag potentially discriminatory language in job descriptions or interview questions, guiding recruiters towards compliant and inclusive practices.
Educating your workforce on FEPA.
Teambridge provides customizable training modules for managers and employees on Maryland's anti-discrimination laws, fostering a culture of awareness and preventing unconscious bias.
Streamlining complaint resolution.
In the event of a discrimination complaint, Teambridge offers tools for consistent documentation, investigation, and reporting, helping you navigate the process in compliance with MCCR guidelines.
People also ask.
What is the Maryland Fair Employment Practices Act (FEPA)?
The Maryland Fair Employment Practices Act (FEPA) is a state law that prohibits discrimination in employment based on various protected characteristics. It expands upon federal anti-discrimination laws by including additional protections for categories like marital status, sexual orientation, and gender identity.
Which employers are covered by Maryland FEPA?
Maryland FEPA generally applies to employers with 15 or more employees. Some provisions may apply to smaller employers or specific situations, so it's advisable to consult with legal counsel or the Maryland Commission on Civil Rights (MCCR) if uncertain.
What protected characteristics are covered under Maryland FEPA?
FEPA prohibits discrimination based on race, color, religion, ancestry, national origin, sex, age, marital status, sexual orientation, gender identity, and disability. This is a broader list than what is covered under federal laws like Title VII alone.
What is the role of the Maryland Commission on Civil Rights (MCCR)?
The MCCR is the state agency responsible for enforcing FEPA. It investigates complaints of discrimination, attempts to resolve them through conciliation, and can initiate legal action if necessary. The MCCR also provides educational resources to employers and the public.
What are the penalties for violating Maryland FEPA?
Penalties for FEPA violations can include monetary damages (e.g., back pay, front pay, compensatory damages), injunctive relief (e.g., reinstatement, promotion), and attorney's fees. The MCCR can also impose civil penalties.
Does Maryland FEPA require employers to provide reasonable accommodations?
Yes, similar to federal law, Maryland FEPA requires employers to provide reasonable accommodations for employees with disabilities and for sincerely held religious beliefs, unless doing so would impose an undue hardship on the employer's business operations.