The Maryland Department of Labor recently released key questions and answers regarding the state’s Wage Range Transparency Act, which took effect on Oct. 1, amending the prior Equal Pay for Equal Work laws found in Sections 3-301, 3-304.2, 3-305, and 3-308(e) of the Maryland Labor and Employment Article.
Here are some of the key points concerning the act for businesses in Maryland, as provided in the agency’s frequently asked questions (FAQs).
The act applies to jobs “that will be physically performed, at least in part in the State of Maryland.” The FAQs have now clarified that this applies to remote jobs for companies headquartered elsewhere if the employer seeks workers based in Maryland. The act, however, does not apply to jobs that only occasionally require work in Maryland, such as attending a meeting or a conference or speaking with employees based in Maryland.
The act requires internal and external job postings to have:
The FAQs clarify that a pay range is required for every position and location. For instance, if there are multiple locations or opportunities at different levels of seniority, according to the Maryland Department of Labor, employers must have a separate range of pay for each location or opportunity. Further, for positions that do not have a range, the employer must list the hourly or fixed rate and...
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