reglab/housing_qa huggingface dataset:
MD. Labor and Employment Code Ann. §  3-601 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-601 - Definitions

    (a)    In this subtitle the following words have the meanings indicated.    (b)    “Commission” means compensation that:        (1)    is due to a sales representative from a principal; and        (2)    accrues at:            (i)    a specified amount for each order or sale; or            (ii)    a rate expressed as a percentage of the dollar amount that a sales representative:                1.    takes in orders for the principal;                2.    makes in sales for the principal; or                3.    earns in profits for the principal.    (c)    “Principal” means a sales corporation, partnership, proprietorship, or other business entity that:        (1)    distributes, imports, manufactures, or produces a product for wholesale;        (2)    enters into a contract with a sales representative to solicit a wholesale order for the product; and        (3)    pays the sales representative wholly or partly by commission.    (d)    (1)    “Sales representative” means a person who:            (i)    enters into a contract with a principal to solicit in the State a wholesale order; and            (ii)    is paid wholly or partly by commission.        (2)    “Sales representative” does not include a person who:            (i)    buys a product or places an order for a product for resale by that person; or            (ii)    sells or takes an order for the sale of a product to an ultimate buyer.
MD. Labor and Employment Code Ann. §  3-602 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-602 - Scope of Subtitle

    This subtitle does not apply to an individual who is considered under the Maryland Wage Payment and Collection Law to be employed by a principal.
MD. Labor and Employment Code Ann. §  3-603 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-603 - Void Waivers

    A provision of a contract that is made between a sales representative and a principal is void if the provision purports to waive any provision of this subtitle by:         (1)    an express waiver; or        (2)    a contract subject to the laws of another state.
MD. Labor and Employment Code Ann. §  3-604 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-604 - Payment of Commission on Termination of Contract

    Each principal shall pay to a sales representative all commissions that are due under a contract that is terminated, within 45 days after payment would have been due if the contract had not terminated.
MD. Labor and Employment Code Ann. §  3-605 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-605 - Action by Sales Representative

    (a)    (1)    Subject to the requirement of paragraph (2) of this subsection, if a principal violates § 3-604 of this subtitle, a sales representative whom the violation affects is entitled to bring an action against the principal to recover up to 3 times the amount of all commissions that the principal owes to the sales representative.        (2)    At least 10 days before an action is brought under this subsection, the sales representative shall give the principal written notice of intent to bring the action.    (b)    If a court determines that a sales representative is entitled to judgment in an action under this section, the court shall allow against the principal reasonable counsel fees and court costs.
MD. Labor and Employment Code Ann. §  3-606 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-606 - Personal Jurisdiction

    For purposes of personal jurisdiction under § 6-103 of the Courts Article, a principal who contracts with a sales representative to solicit wholesale orders for a product in the State is considered to be transacting business in the State.
MD. Labor and Employment Code Ann. §  3-607 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-607 - Revocable Offer of Commission

    (a)    If a principal makes a revocable offer of a commission to a sales representative who is not an employee of the principal, the sales representative is entitled to the commission agreed on if:        (1)    the principal revokes the offer of commission and the sales representative establishes that the revocation was for the purpose of avoiding payment of the commission; or        (2)    (i)    the revocation occurs after the sales representative has obtained a written order for the principal’s product because of the efforts of the sales representative; and            (ii)    the principal’s product that is the subject of the order is shipped to and paid for by a customer.    (b)    This section may not be construed to:        (1)    impair the application of § 2-201 or § 2-209 of the Commercial Law Article;        (2)    abrogate any rule of agency law; or        (3)    unconstitutionally impair the obligations of contracts.
MD. Labor and Employment Code Ann. §  3-608 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 6 - Wholesale Sales Representatives|Section 3-608 - Violations -- Mediation or Action

    (a)    Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall:        (1)    try to resolve any issue involved in the violation informally by mediation; or        (2)    ask the Attorney General to bring an action on behalf of the applicant or employee.    (b)    The Attorney General may bring an action under this section in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.
MD. Labor and Employment Code Ann. §  3-701 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-701 - Medical Questions

    (a)    This section does not prohibit a proper medical evaluation by a physician to assess the ability of an applicant to perform a job.    (b)    An employer may not require an applicant for employment to answer an oral or written question that relates to a physical, psychiatric, or psychological disability, illness, handicap, or treatment unless the disability, illness, handicap, or treatment has a direct, material, and timely relationship to the capacity or fitness of the applicant to perform the job properly.    (c)    If an employer violates any provision of subsection (b) of this section, an applicant for employment may:        (1)    submit to the Commissioner a written complaint; or        (2)    bring an action for injunctive relief, damages, or other relief.    (d)    Whenever the Commissioner determines that this section has been violated, the Commissioner may try to resolve any issue involved in the violation informally by mediation.
MD. Labor and Employment Code Ann. §  3-703 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-703 - Volunteer Activities

    An employer may not discharge an employee for participation in an activity of a civil air patrol, civil defense, volunteer fire department, or volunteer rescue squad if:         (1)    the activity is in response to an emergency that the Governor declares on the request of the governing body of a county or municipal corporation; and        (2)    the employee submits written proof that the participation of the employee was required.
MD. Labor and Employment Code Ann. §  3-705 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-705 - Pension Plans

    A pension plan may not reduce a payment to an individual entitled to receive the payment because Social Security payments to that individual increase.
MD. Labor and Employment Code Ann. §  3-707 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-707 - Interpreters

    (a)    This section applies to a proceeding before an administrative or executive board or any similar body provided by an employer, employee organization, or union to hear employee grievances.    (b)    (1)    At any proceeding, a deaf employee may request an interpreter.        (2)    The request must be in writing and submitted at least 5 days before the proceeding begins.    (c)    The employer, employee organization, or union shall notify the deaf employee in writing of the right granted by this section as soon as it is possible or at least 8 days before the hearing begins.    (d)    (1)    If an interpreter is requested under this section, the employer, employee organization, or union shall request the Department of Disabilities to assist in locating a qualified interpreter to assist at the hearing.        (2)    The Department of Disabilities shall promptly assist in locating an interpreter.    (e)    The interpreter shall facilitate communication between the affected parties, subject to the code of ethics of the National Registry of Interpreters for the Deaf.    (f)    The cost of the interpreter’s services shall be divided equally between the employer and the union or employee organization.
MD. Labor and Employment Code Ann. §  3-708 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-708 - Active Service in the Armed Forces of the United States -- Renewal of Licenses; Credit for Apprenticeship

    (a)    An application for renewal of a license, certificate, permit, or other authorization that an individual is required by law to hold to engage in a profession or trade is considered timely if the application is submitted within 1 year after the end of the individual’s active service in the armed forces of the United States.    (b)    An individual applying to work in a trade or profession is entitled to credit toward a period of service as an apprentice in, or in preparation for, the profession or trade if:        (1)    the period is required by law for the profession or trade;        (2)    the applicant performed work or received training pertaining to the profession or trade while in the armed forces of the United States; and        (3)    the applicant submits evidence of time and nature of the work or training satisfactory to the entity that has approval authority under the law.    (c)    This section shall be construed liberally.
MD. Labor and Employment Code Ann. §  3-709 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-709 - Jury Service

    An employee has the duties and rights set forth:         (1)    with respect to jury service in a circuit court of this State, in Title 8 of the Courts Article; and        (2)    with respect to jury service in a federal court, in 28 U.S.C. § 1861 et seq.
MD. Labor and Employment Code Ann. §  3-713 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-713 - Payments or Deduction From Wages -- Tipped Employees

    (a)    In this section, “tipped employee” means an employee who is engaged in an occupation in which the employee customarily and regularly receives more than $30 each month in tips or gratuities.    (b)    (1)    An employer may not require a tipped employee to reimburse the employer or pay to the employer an amount equivalent to a customer’s charge for food or beverages if the customer leaves the employer’s place of business without paying the charge for food or beverages.        (2)    Subject to § 3–503 of this title, an employer may not make a deduction from the wage of a tipped employee to reimburse the employer for an amount equivalent to a customer’s charge for food or beverages if the customer leaves the employer’s place of business without paying the charge for food or beverages.    (c)    Each employer shall keep posted conspicuously in a place where a tipped employee is employed a printed notice of the provisions of this section, in a form that the Commissioner requires.
MD. Labor and Employment Code Ann. §  3-714 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-714 - Hiring and Promotion Preferences -- Veterans and Veterans' Spouses

    (a)    In this section, “eligible veteran” means a veteran of any branch of the armed forces of the United States who has received an honorable discharge or a certificate of satisfactory completion of military service, including:        (1)    the National Guard;        (2)    the military reserves;        (3)    the Commissioned Corps of the Public Health Service; and        (4)    the Commissioned Corps of the National Oceanic and Atmospheric Administration.    (b)    An employer may grant a preference in hiring and promotion to:        (1)    an eligible veteran;        (2)    the spouse of an eligible veteran who has a service–connected disability; or        (3)    the surviving spouse of a deceased eligible veteran.    (c)    Granting a preference under subsection (b) of this section does not violate any State or local equal employment opportunity law.
MD. Labor and Employment Code Ann. §  3-715 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-715 - Contractual Provision Waiving Right to Claim of Sexual Harassment or Retaliation Deemed Null and Void

    (a)    Except as prohibited by federal law, a provision in an employment contract, policy, or agreement that waives any substantive or procedural right or remedy to a claim that accrues in the future of sexual harassment or retaliation for reporting or asserting a right or remedy based on sexual harassment is null and void as being against the public policy of the State.    (b)    (1)    An employer may not take adverse action against an employee because the employee fails or refuses to enter into an agreement that contains a waiver that is void under subsection (a) of this section.        (2)    Adverse action prohibited under this subsection includes:            (i)    discharge;            (ii)    suspension;            (iii)    demotion;            (iv)    discrimination in the terms, conditions, or privileges of employment; or            (v)    any other retaliatory action that results in a change to the terms or conditions of employment that would dissuade a reasonable employee from making a complaint, bringing an action, or testifying in an action regarding a violation of this section.    (c)    An employer who enforces or attempts to enforce a provision that violates subsection (a) of this section shall be liable for the employee’s reasonable attorney’s fees and costs.
MD. Labor and Employment Code Ann. §  3-716 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-716 - Noncompete or Conflict of Interest Provision in Contract

    (a)    (1)    This section applies:            (i)    to an employment contract or a similar document or agreement concerning an employee who earns equal to or less than:                1.    $15 per hour; or                2.    $31,200 annually; and            (ii)    whether or not the employer and employee entered into the employment contract or similar document or agreement in the State.        (2)    This section does not apply to an employment contract or a similar document or agreement with respect to the taking or use of a client list or other proprietary client–related information.    (b)    A noncompete or conflict of interest provision in an employment contract or a similar document or agreement that restricts the ability of an employee to enter into employment with a new employer or to become self–employed in the same or similar business or trade shall be null and void as being against the public policy of the State.
MD. Labor and Employment Code Ann. §  3-717 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 7 - Miscellaneous|Section 3-717 - Use of Facial Recognition Services Prohibited -- Consent by Applicant

    (a)    (1)    In this section the following words have the meanings indicated.        (2)    “Facial recognition service” means technology that analyzes facial features and is used for recognition or persistent tracking of individuals in still or video images.        (3)    “Facial template” means the machine–interpretable pattern of facial features that is extracted from one or more images of an individual by a facial recognition service.    (b)    An employer may not use a facial recognition service for the purpose of creating a facial template during an applicant’s interview for employment unless an applicant consents under subsection (c) of this section.    (c)    (1)    An applicant may consent to the use of facial recognition service technology during an interview by signing a waiver.        (2)    The waiver signed under paragraph (1) of this subsection shall state in plain language:            (i)    the applicant’s name;            (ii)    the date of the interview;            (iii)    that the applicant consents to the use of facial recognition during the interview; and            (iv)    whether the applicant read the consent waiver.
MD. Labor and Employment Code Ann. §  3-801 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 8 - Leave|Section 3-801 - "Employer" Defined; Applicability; Adoption Leave

    (a)    (1)    In this section, “employer” means a person engaged in a business, industry, profession, trade, or other enterprise in the State.        (2)    “Employer” includes:            (i)    a unit of State or local government that employs individuals who are not subject to the provisions of Title 9, Subtitle 5 of the State Personnel and Pensions Article; and            (ii)    a person who acts directly or indirectly in the interest of another employer with an employee.    (b)    This section applies to an employer who provides leave with pay to an employee following the birth of the employee’s child.    (c)    An employer who provides leave with pay to an employee following the birth of the employee’s child shall provide the same leave with pay to an employee when a child is placed with the employee for adoption.    (d)    (1)    Whenever the Commissioner determines that this section has been violated, the Commissioner shall:            (i)    try to resolve any issue involved in the violation informally by mediation; or            (ii)    ask the Attorney General to bring an action on behalf of the applicant or employee.        (2)    The Attorney General may bring an action under this subsection in the county where the violation allegedly occurred for injunctive relief, damages, or other relief.
MD. Labor and Employment Code Ann. §  3-803 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 8 - Leave|Section 3-803 - Deployment Leave

    (a)    (1)    In this section the following words have the meanings indicated.        (2)    “Employee” means an individual who:            (i)    is employed by an employer to work full–time or part–time;            (ii)    has worked for the employer for the last 12 months; and            (iii)    has worked for at least 1,250 hours during the last 12 months.        (3)    “Employer” means:            (i)    a person that:                1.    employs 50 or more individuals; and                2.    is engaged in a business, industry, profession, trade, or other enterprise in the State;            (ii)    the State and its units;            (iii)    a county and its units; or            (iv)    a municipal government in the State.        (4)    “Immediate family member” means a spouse, parent, stepparent, child, stepchild, or sibling.    (b)    An employee may take leave from work on the day that an immediate family member of the employee is leaving for, or returning from, active duty outside the United States as a member of the armed forces of the United States.    (c)    An employer may not require an employee to use compensatory, sick, or vacation leave when taking leave under this section.    (d)    An employer may require an employee requesting leave under this section to submit proof to the employer verifying that the leave is being taken in accordance with subsection (b) of this section.
MD. Labor and Employment Code Ann. §  3-902 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 9 - Workplace Fraud|Section 3-902 - Scope

    This subtitle applies only to the following industries:        (1)    construction services; and        (2)    landscaping services.
MD. Labor and Employment Code Ann. §  3-903 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 9 - Workplace Fraud|Section 3-903 - Failure to Properly Classify Employee

    (a)    An employer may not fail to properly classify an individual who performs work for remuneration paid by the employer.    (b)    An employer has failed to properly classify an individual when an employer–employee relationship exists as determined under subsection (c) of this section but the employer has not classified the individual as an employee.    (c)    (1)    Except as provided in § 3–903.1 of this subtitle, for purposes of enforcement of this subtitle only, work performed by an individual for remuneration paid by an employer shall be presumed to create an employer–employee relationship, unless:            (i)    the individual is an exempt person; or            (ii)    an employer demonstrates that:                1.    the individual who performs the work is free from control and direction over its performance both in fact and under the contract;                2.    the individual customarily is engaged in an independent business or occupation of the same nature as that involved in the work; and                3.    the work is:                A.    outside of the usual course of business of the person for whom the work is performed; or                B.    performed outside of any place of business of the person for whom the work is performed.        (2)    Work is outside of the usual course of business of the person for whom it is performed under paragraph (1) of this subsection if:            (i)    the individual performs the work off the employer’s premises;            (ii)    the individual performs work that is not integrated into the employer’s operation; or            (iii)    the work performed is unrelated to the employer’s business.        (3)    By contract, an employer may engage another business entity, which may have its own employees, to do the same type of work in which the employer engages, at the same location where the employer is working, without establishing an employer–employee relationship between the two contracting entities.    (d)    The Commissioner shall adopt regulations to explain further and provide specific examples of the application of subsection (c) of this section.