reglab/housing_qa huggingface dataset:
MD. Labor and Employment Code Ann. §  3-301 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-301 - Definitions

    (a)    In this subtitle the following words have the meanings indicated.    (b)    (1)    “Employer” means:            (i)    a person 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; and            (iv)    a municipal government in the State.        (2)    “Employer” includes a person who acts directly or indirectly in the interest of another employer with an employee.    (c)    “Gender identity” has the meaning stated in § 20–101 of the State Government Article.    (d)    (1)    “Wage” means all compensation for employment.        (2)    “Wage” includes board, lodging, or other advantage provided to an employee for the convenience of the employer.
MD. Labor and Employment Code Ann. §  3-302 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-302 - Scope of Subtitle

    This subtitle applies to an employer of both men and women in a lawful enterprise.
MD. Labor and Employment Code Ann. §  3-303 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-303 - Miscellaneous Powers of Commissioner

    In addition to any powers set forth elsewhere, the Commissioner may:         (1)    use informal methods of conference, conciliation, and persuasion to eliminate pay practices that are unlawful under this subtitle; and        (2)    supervise the payment of a wage owing to an employee under this subtitle.
MD. Labor and Employment Code Ann. §  3-304 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-304 - Equal Pay for Equal Work

    (a)    In this section, “providing less favorable employment opportunities” means:        (1)    assigning or directing the employee into a less favorable career track, if career tracks are offered, or position;        (2)    failing to provide information about promotions or advancement in the full range of career tracks offered by the employer; or        (3)    limiting or depriving an employee of employment opportunities that would otherwise be available to the employee but for the employee’s sex or gender identity.    (b)    (1)    An employer may not discriminate between employees in any occupation by:            (i)    paying a wage to employees of one sex or gender identity at a rate less than the rate paid to employees of another sex or gender identity if both employees work in the same establishment and perform work of comparable character or work on the same operation, in the same business, or of the same type; or            (ii)    providing less favorable employment opportunities based on sex or gender identity.        (2)    For purposes of paragraph (1)(i) of this subsection, an employee shall be deemed to work at the same establishment as another employee if the employees work for the same employer at workplaces located in the same county of the State.    (c)    Except as provided in subsection (d) of this section, subsection (b) of this section does not prohibit a variation in a wage that is based on:        (1)    a seniority system that does not discriminate on the basis of sex or gender identity;        (2)    a merit increase system that does not discriminate on the basis of sex or gender identity;        (3)    jobs that require different abilities or skills;        (4)    jobs that require the regular performance of different duties or services;        (5)    work that is performed on different shifts or at different times of day;        (6)    a system that measures performance based on a quality or quantity of production; or        (7)    a bona fide factor other than sex or gender identity, including education, training, or experience, in which the factor:            (i)    is not based on or derived from a gender–based differential in compensation;            (ii)    is job related with respect to the position and consistent with a business necessity; and            (iii)    accounts for the entire differential.    (d)    This section does not preclude an employee from demonstrating that an employer’s reliance on an exception listed in subsection (c) of this section is a pretext for discrimination on the basis of sex or gender identity.    (e)    An employer who is paying a wage in violation of this subtitle may not reduce another wage to comply with this subtitle.
MD. Labor and Employment Code Ann. §  3-304.2 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-304.2 - Wage Range and Wage History

    (a)    On request, an employer shall provide to an applicant for employment the wage range for the position for which the applicant applied.    (b)    (1)    An employer may not:            (i)    retaliate against or refuse to interview, hire, or employ an applicant for employment because the applicant:                1.    did not provide wage history; or                2.    requested the wage range in accordance with this section for the position for which the applicant applied; and            (ii)    except as provided in paragraph (2) of this subsection:                1.    rely on the wage history of an applicant for employment in screening or considering the applicant for employment or in determining the wages for the applicant; or                2.    seek the wage history for an applicant for employment orally, in writing, or through an employee or an agent or from a current or former employer.        (2)    After an employer makes an initial offer of employment with an offer of compensation to an applicant for employment, an employer may:            (i)    subject to paragraph (3) of this subsection, rely on the wage history voluntarily provided by the applicant for employment to support a wage offer higher than the initial wage offered by the employer; or            (ii)    seek to confirm the wage history voluntarily provided by the applicant for employment to support a wage offer higher than the initial wage offered by the employer.        (3)    An employer may rely on wage history under paragraph (2) of this subsection only if the higher wage does not create an unlawful pay differential based on protected characteristics under § 3–304 of this subtitle.    (c)    This section may not be construed to prohibit an applicant for employment from sharing wage history with an employer voluntarily.
MD. Labor and Employment Code Ann. §  3-305 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-305 - Records and Reports

    (a)    (1)    Each employer shall keep each record that the Commissioner requires on:            (i)    wages of employees;            (ii)    job classifications of employees; and            (iii)    other conditions of employment.        (2)    An employer shall keep the records required under this subsection for the period of time that the Commissioner requires.    (b)    On the basis of the records required under this section, an employer shall make each report that the Commissioner requires.
MD. Labor and Employment Code Ann. §  3-306 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-306 - Copies and Posting of Subtitle; Educational Materials and Training

    (a)    On request of an employer, the Commissioner shall provide without charge a copy of this subtitle to the employer.    (b)    Each employer shall keep posted conspicuously in each place of employment a copy of this subtitle.    (c)    The Commissioner, in consultation with the Maryland Commission on Civil Rights, shall develop educational materials and make training available to assist employers in adopting training, policies, and procedures that comply with the requirements of this subtitle.
MD. Labor and Employment Code Ann. §  3-306.1 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-306.1 - 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. §  3-307 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 3 - Equal Pay for Equal Work|Section 3-307 - Action Against Employer by or for Employee

    (a)    (1)    If an employer knew or reasonably should have known that the employer’s action violates § 3–304 of this subtitle, an affected employee may bring an action against the employer for injunctive relief and to recover the difference between the wages paid to employees of one sex or gender identity and the wages paid to employees of another sex or gender identity who do the same type work and an additional equal amount as liquidated damages.        (2)    If an employer knew or reasonably should have known that the employer’s action violates § 3–304.1 of this subtitle, an affected employee may bring an action against the employer for injunctive relief and to recover actual damages and an additional equal amount as liquidated damages.        (3)    An employee may bring an action on behalf of the employee and other employees similarly affected.    (b)    On the written request of an employee who is entitled to bring an action under this section, the Commissioner may:        (1)    take an assignment of the claim in trust for the employee;        (2)    ask the Attorney General to bring an action in accordance with this section on behalf of the employee; and        (3)    consolidate 2 or more claims against an employer.    (c)    An action under this section shall be filed within 3 years after the employee receives from the employer the wages paid on the termination of employment under § 3–505(a) of this title.    (d)    The agreement of an employee to work for less than the wage to which the employee is entitled under this subtitle is not a defense to an action under this section.    (e)    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 counsel fees and other costs of the action, as well as prejudgment interest in accordance with the Maryland Rules.
MD. Labor and Employment Code Ann. §  3-501 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-501 - Definitions

    (a)    In this subtitle the following words have the meanings indicated.    (b)    “Employer” includes any person who employs an individual in the State or a successor of the person.    (c)    (1)    “Wage” means all compensation that is due to an employee for employment.        (2)    “Wage” includes:            (i)    a bonus;            (ii)    a commission;            (iii)    a fringe benefit;            (iv)    overtime wages; or            (v)    any other remuneration promised for service.
MD. Labor and Employment Code Ann. §  3-502 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-502 - Payment of Wage

    (a)    (1)    Each employer:            (i)    shall set regular pay periods; and            (ii)    except as provided in paragraph (2) of this subsection, shall pay each employee at least once in every 2 weeks or twice in each month.        (2)    An employer may pay an administrative, executive, or professional employee less frequently than required under paragraph (1)(ii) of this subsection.    (b)    If the regular payday of an employee is a nonworkday, an employer shall pay the employee on the preceding workday.    (c)    Each employer shall pay a wage:        (1)    in United States currency; or        (2)    by a check that, on demand, is convertible at face value into United States currency.    (d)    (1)    In this subsection, “employer” includes a governmental unit.        (2)    An employer may not print or cause to be printed an employee’s Social Security number on the employee’s wage payment check, an attachment to an employee’s wage payment check, a notice of direct deposit of an employee’s wage, or a notice of credit of an employee’s wage to a debit card or card account.    (e)    This section does not prohibit the:        (1)    direct deposit of the wage of an employee into a personal bank account of the employee in accordance with an authorization of the employee; or        (2)    credit of the wage of an employee to a debit card or card account from which the employee is able to access the funds through withdrawal, purchase, or transfer if:            (i)    authorized by the employee; and            (ii)    any fees applicable to the debit card or card account are disclosed to the employee in writing in at least 12 point font.    (f)    An agreement to work for less than the wage required under this subtitle is void.
MD. Labor and Employment Code Ann. §  3-503 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-503 - Deductions

    An employer may not make a deduction from the wage of an employee unless the deduction is:         (1)    ordered by a court of competent jurisdiction;        (2)    authorized expressly in writing by the employee;        (3)    allowed by the Commissioner because the employee has received full consideration for the deduction; or        (4)    otherwise made in accordance with any law or any rule or regulation issued by a governmental unit.
MD. Labor and Employment Code Ann. §  3-504 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-504 - Notice of Wages and Paydays

    (a)    An employer shall give to each employee:        (1)    at the time of hiring, notice of:            (i)    the rate of pay of the employee;            (ii)    the regular paydays that the employer sets; and            (iii)    leave benefits;        (2)    for each pay period, a statement of the gross earnings of the employee and deductions from those gross earnings; and        (3)    at least 1 pay period in advance, notice of any change in a payday or wage.    (b)    This section does not prohibit an employer from increasing a wage without advance notice.
MD. Labor and Employment Code Ann. §  3-505 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-505 - Payment on Termination of Employment; Accrued Leave

    (a)    Except as provided in subsection (b) of this section, each employer shall pay an employee or the authorized representative of an employee all wages due for work that the employee performed before the termination of employment, on or before the day on which the employee would have been paid the wages if the employment had not been terminated.    (b)    An employer is not required to pay accrued leave to an employee if:        (1)    the employer has a written policy that limits the compensation of accrued leave to employees;        (2)    the employer notified the employee of the employer’s leave benefits in accordance with § 3–504(a)(1) of this subtitle; and        (3)    the employee is not entitled to payment for accrued leave at termination under the terms of the employer’s written policy.
MD. Labor and Employment Code Ann. §  3-506 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-506 - Reciprocal Agreements

    To collect wages that employers unlawfully withhold, the Commissioner may enter into a reciprocal agreement with a labor department or other similar unit that has jurisdiction in another state over wage collection.
MD. Labor and Employment Code Ann. §  3-507 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-507 - Enforcement

    (a)    Whenever the Commissioner determines that this subtitle has been violated, the Commissioner:        (1)    may try to resolve any issue involved in the violation informally by mediation;        (2)    with the written consent of the employee, may ask the Attorney General to bring an action in accordance with this section on behalf of the employee; and        (3)    may bring an action on behalf of an employee in the county where the violation allegedly occurred.    (b)    (1)    If, in an action under subsection (a) of this section, a court finds that an employer withheld the wage of an employee in violation of this subtitle and not as a result of a bona fide dispute, the court may award the employee an amount not exceeding 3 times the wage, and reasonable counsel fees and other costs.        (2)    If wages of an employee are recovered under this section, they shall be paid to the employee without cost to the employee.
MD. Labor and Employment Code Ann. §  3-507.1 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-507.1 - Order to Pay Wages

    (a)    On receipt of a complaint for failure to pay wages that do not exceed $5,000, the Commissioner shall:        (1)    send a copy of the complaint to the employer alleged to have failed to pay wages; and        (2)    require a written response to the complaint within 15 days.    (b)    (1)    The Commissioner:            (i)    shall review the complaint and any response to it; and            (ii)    may investigate the claim.        (2)    On the basis of the review and any investigation, the Commissioner may:            (i)    issue an order to pay wages under subsection (c) of this section if the Commissioner determines that this subtitle has been violated; or            (ii)    dismiss the claim.    (c)    (1)    The Commissioner may issue an order to pay wages that:            (i)    describes the alleged violation;            (ii)    directs payment of wages to the complainant; and            (iii)    if appropriate, orders the payment of interest at the rate of 5% per year accruing from the date the wages are owed.        (2)    The Commissioner shall send the order to pay wages to the complainant and to the employer at the employer’s last known business address by both regular mail and certified mail, return receipt requested.        (3)    Within 30 days after receipt of the order to pay wages, the employer may request a de novo administrative hearing, which shall be conducted in accordance with Title 10, Subtitle 2 of the State Government Article.        (4)    On receipt of a request for a hearing, the Commissioner shall schedule a hearing.        (5)    If a hearing is not requested, the order to pay wages shall become a final order of the Commissioner.        (6)    (i)    If a petition for review is not filed within 30 days of the issuance of the final order, the Commissioner may proceed in District Court of the county where the employer resides or has a place of business to enforce payment.            (ii)    In a proceeding under this subsection, the Commissioner is entitled to judgment in the amount of the order to pay wages and any interest due on a showing that:                1.    the order to pay wages and interest, if any, was assessed against the employer;                2.    no appeal is pending;                3.    the ordered wages and interest, if any, are wholly or partly unpaid; and                4.    the employer was duly served with a copy of the order to pay wages and interest, if any, in accordance with this section.
MD. Labor and Employment Code Ann. §  3-507.2 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-507.2 - Action to Recover Unpaid Wages

    (a)    Notwithstanding any remedy available under § 3–507 of this subtitle, if an employer fails to pay an employee in accordance with § 3–502 or § 3–505 of this subtitle, after 2 weeks have elapsed from the date on which the employer is required to have paid the wages, the employee may bring an action against the employer to recover the unpaid wages.    (b)    If, in an action under subsection (a) of this section, a court finds that an employer withheld the wage of an employee in violation of this subtitle and not as a result of a bona fide dispute, the court may award the employee an amount not exceeding 3 times the wage, and reasonable counsel fees and other costs.    (c)    (1)    In this subsection, “construction services” has the meaning stated in § 3–901 of this title.        (2)    In an action brought under subsection (a) of this section, a general contractor on a project for construction services is jointly and severally liable for a violation of this subtitle that is committed by a subcontractor, regardless of whether the subcontractor is in a direct contractual relationship with the general contractor.        (3)    A subcontractor shall indemnify a general contractor for any wages, damages, interest, penalties, or attorney’s fees owed as a result of the subcontractor’s violation unless:            (i)    indemnification is provided for in a contract between the general contractor and the subcontractor; or            (ii)    a violation of the subtitle arose due to a lack of prompt payment in accordance with the terms of the contract between the general contractor and the subcontractor.
MD. Labor and Employment Code Ann. §  3-508 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-508 - Prohibited Acts; Penalties

      (a)      An employer may not willfully violate this subtitle.      (b)      An employee may not knowingly make to a governmental unit or official of a governmental unit a false statement with respect to any investigation or proceeding under this subtitle, with the intent that the governmental unit or official consider or otherwise act in connection with the statement.      (c)      (1)      An employer who violates subsection (a) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000.          (2)      An employee who violates subsection (b) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $500.
MD. Labor and Employment Code Ann. §  3-509 (2021)
2021 Maryland Statutes|Labor and Employment|Title 3 - Employment Standards and Conditions|Subtitle 5 - Wage Payment and Collection|Section 3-509 - Short Title

    This subtitle may be cited as the Maryland Wage Payment and Collection Law.