reglab/housing_qa huggingface dataset:
MD. Labor and Employment Code Ann. §  3-1205 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 12 - Parental Leave Act|Section 3-1205 - Group Health Plans; Commissions

    (a)    (1)    During any period that an eligible employee takes parental leave, an employer shall maintain coverage of a group health plan for the duration of the parental leave and in the same manner that coverage would have been provided if the employee had continued in employment continuously for the duration of the parental leave.        (2)    (i)    An employer may recover the premium that the employer paid for maintaining coverage for an eligible employee under a group health plan during the period of parental leave if the employee fails to return to employment with the employer after the period of parental leave to which the employee is entitled has expired.            (ii)    This  paragraph does not apply in the case of an employee who fails to return to work because of other circumstances beyond the control of the employee.        (3)    An employer may recover a premium under paragraph (2)(i) of this subsection by deducting the amount of the premium from the wages paid to the employee on the termination of employment under § 3–505 of this title.    (b)    If an eligible employee works on a commission basis, an employer shall pay to the eligible employee during any period of parental leave any commission that becomes due because of work the eligible employee performed before taking parental leave.
MD. Labor and Employment Code Ann. §  3-1206 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 12 - Parental Leave Act|Section 3-1206 - Regulations

    The Commissioner shall adopt regulations to implement the provisions of this subtitle.
MD. Labor and Employment Code Ann. §  3-1207 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 12 - Parental Leave Act|Section 3-1207 - Violations -- Action by Commissioner

    (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  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. §  3-1208 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 12 - Parental Leave Act|Section 3-1208 - Violations -- Actions by Employee

    (a)    If an employer violates this subtitle, an affected employee may bring an action against the employer to recover damages equal to the amount of any wages, salary, employment benefits, or other compensation denied or lost.    (b)    If a court determines that an employee is entitled to judgment in an action under this section, the court shall allow against the employer reasonable attorney’s fees and other costs of the action.    (c)    Notwithstanding any other provision of law, a supervisory employee of an employer may not be personally liable for a violation of this subtitle.
MD. Labor and Employment Code Ann. §  3-1209 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 12 - Parental Leave Act|Section 3-1209 - Prohibited Acts by Employers

    (a)    An employer may not:        (1)    violate any provision of this subtitle;        (2)    hinder, delay, or otherwise interfere with the  Commissioner or an authorized representative of the  Commissioner in the enforcement of this subtitle; or        (3)    discharge or otherwise discriminate against an employee because the employee:            (i)    has requested or taken parental leave authorized under this subtitle;            (ii)    makes a complaint to the employer, the Secretary, or another person;            (iii)    brings an action under this subtitle or a proceeding that relates to the subject of this subtitle or causes the action or proceeding to be brought; or            (iv)    has testified or will testify in an action under this subtitle or a proceeding that relates to the subject of this subtitle.    (b)    The Commissioner may bring an action for injunctive relief and damages against a person who violates subsection (a)(1) or (3) of this section.
MD. Labor and Employment Code Ann. §  3-1210 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 12 - Parental Leave Act|Section 3-1210 - Effect of Collective Bargaining Agreement or Employment Benefit Program or Plan

    (a)    This subtitle may not be construed to diminish the obligation of an employer to comply with a collective bargaining agreement or an employment benefit program or plan that provides greater family or medical leave rights to employees than the rights established under this subtitle.    (b)    The rights established for employees under this subtitle may not be diminished by a collective bargaining agreement or an employment benefit program or plan.
MD. Labor and Employment Code Ann. §  3-1211 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 12 - Parental Leave Act|Section 3-1211 - Adoption or Retention of More Generous Policies by Employers Not Discouraged

    This subtitle may not be construed to discourage employers from adopting or retaining leave policies more generous than policies that comply with this subtitle.
MD. Labor and Employment Code Ann. §  3-1302 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1302 - Paid Leave Policy

    (a)    In this section, “existing paid leave” includes:        (1)    vacation days;        (2)    sick days;        (3)    short–term disability benefits;        (4)    floating holidays;        (5)    parental leave; and        (6)    other paid time off that may be used under the terms and conditions as paid sick and safe leave.    (b)    This subtitle may not be construed to:        (1)    require an employer to compensate an employee for unused earned sick and safe leave when the employee leaves the employer’s employment;        (2)    require an employer to modify an existing paid leave policy if:            (i)    the policy permits an employee to accrue and use leave under terms and conditions that are at least equivalent to the earned sick and safe leave provided for under this subtitle; or            (ii)    the paid leave policy does not reduce employee compensation for an absence due to sick or safe leave;        (3)    except as provided in subsection (d) of this section, preempt, limit, or otherwise affect any other law that provides for sick and safe leave benefits that are more generous than required under this subtitle;        (4)    preempt, limit, or otherwise affect any workers’ compensation benefits that are available under Title 9 of this article; or        (5)    prohibit an employer from adopting and enforcing a policy that  prohibits the improper use of earned sick and safe leave, including prohibiting a pattern of abuse of earned sick and safe leave.    (c)    For the purposes of subsection (b)(2) of this section, the terms and conditions of a paid leave policy shall be presumed to be equivalent if the terms and conditions allow an employee to:        (1)    access and accrue paid leave at the same rate or at a greater rate than provided for in § 3–1304 of this subtitle; and        (2)    use the paid leave for the purposes listed in § 3–1305 of this subtitle.    (d)    (1)    Except as provided in paragraph (2) of this subsection, this subtitle preempts the authority of a local jurisdiction to enact a law on or after January 1, 2017, that regulates sick and safe leave provided by an employer other than the local jurisdiction.        (2)    This subsection does not preempt a local jurisdiction from amending a law that was enacted before January 1, 2017, and regulates sick and safe leave provided by an employer.
MD. Labor and Employment Code Ann. §  3-1303 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1303 - Applicability

    (a)    This subtitle does not apply to an employee who:        (1)    regularly works less than 12 hours a week for an employer;        (2)    (i)    is employed in the construction industry; and            (ii)    is covered by a bona fide collective bargaining agreement in which the requirements of this subtitle are expressly waived in clear and unambiguous terms; or        (3)    (i)    is called to work by the employer on an as–needed basis in a health or human services industry;            (ii)    can reject or accept the shift offered by the employer;            (iii)    is not guaranteed to be called on to work by the employer; and            (iv)    is not employed by a temporary staffing agency.    (b)    For the purpose of subsection (a)(2)(i) of this section, an employee who is employed in the construction industry does not include an employee employed as:        (1)    a janitor;        (2)    a building cleaner;        (3)    a building security officer;        (4)    a concierge;        (5)    a doorperson;        (6)    a handyperson; or        (7)    a building superintendent.    (c)    (1)    Except as provided in paragraph (2) of this subsection, if a unit of State or local government’s sick leave accrual and use requirements meet or exceed the sick and safe leave provided for under this subtitle, employees of the unit of State or local government who are part of the unit’s personnel system are subject to the unit’s laws, regulations, policies, and procedures providing for:            (i)    accrual and use of sick leave;            (ii)    grievances; and            (iii)    disciplinary actions.        (2)    Employees of a unit of State government that are entitled to sick and safe leave under this subtitle and who are not covered by the unit’s sick leave and accrual and use requirements are subject to § 3–1308 of this subtitle.
MD. Labor and Employment Code Ann. §  3-1306 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1306 - Notifications to Employees

    (a)    An employer shall notify the employer’s employees that the employees are entitled to earned sick and safe leave under this subtitle.    (b)    The notice provided under subsection (a) of this section shall include:        (1)    a statement of how earned sick and safe leave is accrued under § 3–1304 of this subtitle;        (2)    the purposes for which the employer is required to allow an employee to use earned sick and safe leave under § 3–1305 of this subtitle;        (3)    a statement regarding the prohibition:            (i)    in § 3–1309 of this subtitle against the employer taking adverse action against an employee who exercises a right under this subtitle; and            (ii)    in § 3–1310 of this subtitle against an employee making a complaint, bringing an action, or testifying in an action in bad faith; and        (4)    information regarding the right of an employee to report an alleged violation of this subtitle by the employer to the Commissioner or to bring a civil action under § 3–1308(c) of this subtitle.    (c)    The Commissioner shall:        (1)    create and make available a poster and a model notice at no charge to the employer that may be used by an employer to comply with subsection (a) of this section;        (2)    develop a model sick and safe leave policy that an employer may use as a sick and safe leave policy in an employee handbook or other written guidance to employees concerning employee benefits or leave provided by the employer; and        (3)    provide technical assistance to an employer, if an employer requests assistance regarding implementing the provisions of this subtitle.    (d)    The Department shall post the notice and model sick and safe leave policy created and developed under subsection (c)(1) and (2) of this section on the Department’s Web site in a downloadable format.
MD. Labor and Employment Code Ann. §  3-1307 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1307 - Records

    (a)    An employer shall keep for at least 3 years a record of:        (1)    earned sick and safe leave accrued by each employee; and        (2)    earned sick and safe leave used by each employee.    (b)    The Commissioner may inspect a record kept under subsection (a) of this section for the purpose of determining whether the employer is complying with the provisions of this subtitle.    (c)    (1)    An employer that fails to keep accurate records or refuses to allow the Commissioner to inspect a record kept under subsection (a) of this section creates a rebuttable presumption that the employer violated this subtitle.        (2)    The Commissioner may waive a civil penalty assessed under this subtitle if the penalty was assessed for a violation that was due to an error caused by a third–party payroll service provider with whom the employer in good faith contracted for services.
MD. Labor and Employment Code Ann. §  3-1308 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1308 - Violation by Employer; Procedure

    (a)    If an employee believes that an employer has violated this subtitle, the employee may file a written complaint with the Commissioner.    (b)    (1)    Within 90 days after the receipt of a written complaint, the Commissioner shall conduct an investigation and attempt to resolve the issue informally through mediation.        (2)    (i)    If the Commissioner is unable to resolve an issue through mediation during the period stated in paragraph (1) of this subsection and the Commissioner determines that an employer has violated this subtitle, the Commissioner shall issue an order.            (ii)    An order issued under subparagraph (i) of this paragraph:                1.    shall describe the violation;                2.    shall direct the payment of the full monetary value of any unpaid earned sick and safe leave and any actual economic damages;                3.    may, in the Commissioner’s discretion, direct the payment of an additional amount up to three times the value of the employee’s hourly wage for each violation; and                4.    may, in the Commissioner’s discretion, assess a civil penalty of up to $1,000 for each employee for whom the employer is not in compliance with this subtitle.        (3)    The actions taken under paragraphs (1) and (2) of this subsection are subject to the hearing and notice requirements of Title 10, Subtitle 2 of the State Government Article.    (c)    (1)    Within 30 days after the Commissioner issues an order, an employer shall comply with the order.        (2)    If an employer does not comply with an order within the time period stated in paragraph (1) of this subsection:            (i)    the Commissioner may:                1.    with the written consent of the employee, ask the Attorney General to bring an action on behalf of the employee in the county where the employer is located; or                2.    bring an action to enforce the order for the civil penalty in the county where the employer is located; and            (ii)    within 3 years after the date of the order, an employee may bring a civil action to enforce the order in the county where the employer is located.        (3)    If an employee prevails in an action brought under paragraph (2)(ii) of this subsection to enforce an order, the court may award:            (i)    three times the value of the employee’s unpaid earned sick and safe leave;            (ii)    punitive damages in an amount to be determined by the court;            (iii)    reasonable counsel fees and other costs;            (iv)    injunctive relief, if appropriate; and            (v)    any other relief that the court deems appropriate.
MD. Labor and Employment Code Ann. §  3-1309 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1309 - Interference With Exercise of Rights Prohibited

    (a)    In this section, “adverse action” includes:        (1)    discharge;        (2)    demotion;        (3)    threatening the employee with discharge or demotion; and        (4)    any other retaliatory action that results in a change to the terms or conditions of employment that would dissuade a reasonable employee from exercising a right under this subtitle.    (b)    A person may not interfere with the exercise of or the attempt to exercise any right given under this subtitle.    (c)    An employer may not:        (1)    take adverse action or discriminate against an employee because the employee exercises in good faith the rights protected under this subtitle;        (2)    interfere with, restrain, or deny the exercise by an employee of any right provided for under this subtitle; or        (3)    apply an absence control policy that includes earned sick and safe leave absences as an absence that may lead to or result in an adverse action being taken against an employee.    (d)    The protections afforded under this subtitle shall apply to an employee who mistakenly, but in good faith, alleges a violation of this subtitle.
MD. Labor and Employment Code Ann. §  3-1310 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1310 - Violations by Employee

    (a)    An employee may not in bad faith:        (1)    file a complaint with the Commissioner alleging a violation of this subtitle;        (2)    bring an action under § 3–1308 of this subtitle; or        (3)    testify in an action under § 3–1308 of this subtitle.    (b)    An employee who violates this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000.
MD. Labor and Employment Code Ann. §  3-1311 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 13 - Healthy Working Families Act|Section 3-1311 - Short Title

    This subtitle may be cited as the Maryland Healthy Working Families Act.
MD. Labor and Employment Code Ann. §  3-1401 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 14 - Organ Donation Leave|Section 3-1401 - Definitions

    (a)    In this subtitle the following words have the meanings indicated.    (b)    “Eligible employee” means an individual who has requested that an employer provide organ donation leave and who, as of the date that the requested organ donation leave begins, will have been employed by that employer for at least:        (1)    a 12–month period; and        (2)    1,250 hours during the previous 12 months.    (c)    “Employer” means a person that employs at least 15 individuals in the State.    (d)    “Organ donation leave” means leave described in § 3–1402(a) of this subtitle.
MD. Labor and Employment Code Ann. §  3-1402 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 14 - Organ Donation Leave|Section 3-1402 - Unpaid Organ Donation Leave

    (a)    Subject to subsection (b) of this section, an eligible employee is entitled to the following unpaid organ donation leave:        (1)    up to 60 business days in any 12–month period to serve as an organ donor; and        (2)    up to 30 business days in any 12–month period to serve as a bone marrow donor.    (b)    To receive organ donation leave, the eligible employee shall provide written physician verification to the employer that:        (1)    the eligible employee is an organ donor or a bone marrow donor; and        (2)    there is a medical necessity for the donation of the organ or bone marrow.    (c)    Organ donation leave may not be taken concurrently with any leave taken under the federal Family and Medical Leave Act.
MD. Labor and Employment Code Ann. §  3-1403 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 14 - Organ Donation Leave|Section 3-1403 - Rights of Eligible Employee Who Take Leave

    (a)    An employer may not consider any period of time during which an eligible employee takes organ donation leave to be a break in the eligible employee’s continuous service for the purpose of the eligible employee’s right to salary adjustments, sick leave, vacation, paid time off, annual leave, or seniority.    (b)    An eligible employee who returns to work after taking organ donation leave is entitled to be restored by an employer:        (1)    to the position of employment held by the eligible employee when the organ donation leave began; or        (2)    to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.    (c)    An employer may deny restoration of the eligible employee’s position of employment under subsection (b) of this section because of conditions unrelated to the exercise of rights established under this subtitle.
MD. Labor and Employment Code Ann. §  3-1404 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 14 - Organ Donation Leave|Section 3-1404 - Group Health Plan Coverage; Commission

    (a)    During any period that an eligible employee takes organ donation leave, an employer shall maintain coverage of a group health plan for the duration of the organ donation leave and in the same manner that coverage would have been provided if the eligible employee had continued in employment continuously for the duration of the organ donation leave.    (b)    If an eligible employee works on a commission basis, an employer shall pay to the eligible employee during any period of organ donation leave any commission that becomes due because of work the eligible employee performed before taking organ donation leave.
MD. Labor and Employment Code Ann. §  3-1405 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 14 - Organ Donation Leave|Section 3-1405 - Regulations

    The Commissioner shall adopt regulations to implement the provisions of this subtitle.
MD. Labor and Employment Code Ann. §  3-1406 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 14 - Organ Donation Leave|Section 3-1406 - Violations

    (a)    Whenever the Commissioner determines that this subtitle has been violated, the Commissioner shall:        (1)    try to resolve informally by mediation any issue involved in the violation; or        (2)    ask the Attorney General to bring an action on behalf of the eligible employee.    (b)    The Attorney General may bring an action under this section for injunctive relief, damages, or other relief in the county where the violation allegedly occurred.