Applications - Maryland

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

State

ContactMaryland Department of Labor, Licensing and Regulation Division of Labor and Industry

Regulations

Code of Maryland Regulations Title 14, §14.03.02.04

Maryland Code, Labor and Employment, Title 3, Subtitle 7, §3-702

Maryland Code, Criminal Procedure, Title 10, Subtitle 2, §10-228

Maryland Code, Labor and Employment, Title 3, Subtitle 7, §3-701

Federal

Contacts

None.

Regulations

None.