<img height="1" width="1" style="display:none;" alt="" src="https://px.ads.linkedin.com/collect/?pid=3500553&amp;fmt=gif">

1 min read

Maryland Sexual Harassment Reporting Requirements Take Effect Soon

Maryland Sexual Harassment Reporting Requirements Take Effect Soon

Employers with at least 50 employees must complete a survey on or before July 1, 2020 identifying number of sexual harassment settlements, settlement payments, etc.

On October, 1, 2018 Maryland passed the Disclosing Sexual Harassment in the Workplace Act. The law prohibits all employers from requiring employees to arbitrate claims of sexual harassment. Employers cannot include in an employment agreement, contract, or policy any provision that waives any substantive or procedural right or remedy to a future claim of sexual harassment, retaliation for reporting sexual harassment, or taking adverse action against an employee who refused to enter in an agreement with a waiver.

On or before July 1, 2020, employers with at least 50 employees must respond to a Maryland Commission on Civil Rights (MCCR) survey identifying the following information.

  1. The number of settlements made by or on behalf of the employer of an allegation of sexual harassment by an employees;
  2. The number of times the employer paid a settlement to resolve an allegation of sexual harassment over the past 10 years of employment;
  3. The number of settlements made after an allegation of sexual harassment that included a provision requiring both parties to keep the settlement terms confidential; and
  4. Whether the employer took action against an employee who was the subject of a settlement.

The survey must be submitted on or before July 1, 2020 and resubmitted on or before July 1, 2022. The agency will publish aggregate results of the survey and, upon request, will make available for public inspection the results filed by a specific employer. The requirements will expire on June 30, 2023 unless the reporting requirements are made permanent by the General Assembly.

OutSolve

Founded in 1998, OutSolve has evolved into a premier compliance-driven HR advisory firm, leveraging deep expertise to simplify complex regulatory landscapes for businesses of all sizes. With a comprehensive suite of solutions encompassing HR compliance, workforce analytics, and risk mitigation consulting, OutSolve empowers organizations to navigate the intricate world of employment regulations with confidence.

Related Posts
Electronic I-9 vs. Paper I-9 Form: Benefits of Going Digital

Electronic I-9 vs. Paper I-9 Form: Benefits of Going Digital

HR teams know all too well that compliance is a constant and critical part of daily work. Ensuring accuracy is essential to avoiding both financial...

Massachusetts Pay Data Reporting: Requirements and Pay Equity Best Practices

Massachusetts Pay Data Reporting: Requirements and Pay Equity Best Practices

ATTENTION HR professionals in Massachusetts! A major shift in how employers must report, handle, and talk about pay is underway. The Frances Perkins...

Compliance with Section 503 and VEVRAA: Still Required

Compliance with Section 503 and VEVRAA: Still Required

Although compliance may not be the most exciting part of HR management, it’s still one of the most important, especially if you're a federal...