Summary of differences between federal and state regulations
There is no one federal law that specifically addresses employment applications, although there are record retention guidelines under a variety of federal laws (see the Recordkeeping topic) and non-discrimination provisions for hiring in general (see the Discrimination topic).
Maryland law provides that an employer may not discriminate on the basis of disability in its job application procedures. Code of Maryland Regulations Title 14, §14.03.02.04
Except for certain law enforcement positions, each application for employment shall state in bold face upper case type that it is illegal for an employer to require a lie detector test as a condition of employment, and there must be a space for the applicant to sign it.
Maryland Code Title 3, Subtitle 7, §3-702
A prospective employer may not require an applicant to inspect or challenge any criminal history record for the purpose of obtaining a copy of that person’s record to qualify for employment. Maryland Code Title 10, Subtitle 2, §10-228
An employer may not require an applicant to answer an oral or written question that relates to a disability, illness, handicap, or treatment unless it has direct bearing on the fitness of the applicant to perform the job. Maryland Code Title 3, Subtitle 7, §3-701
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