If you have been fired, demoted, or passed over for promotion because of your race, color, religion, sex, national origin, disability, age, marital status, sexual orientation, gender identity, and/or genetic information in Maryland; the Law Office of Curtis Cooper, LLC is experienced in seeking legal redress of such discrimination not only under federal laws, but under Maryland laws as well.
Maryland’s Fair Employment Practices Act (FEPA) is similar in many ways to three federal anti-discrimination laws: Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). However, Maryland’s FEPA is broader in its coverage than these three federal laws combined. Like Title VII, Maryland’s FEPA covers race, color, religion, sex, and national origin. Like the ADA, it covers disability. Like the ADEA, it covers age. But unlike any of these three statutes, Maryland’s FEPA also explicitly covers marital status, sexual orientation, gender identity, and genetic information.
Under Maryland’s FEPA, there is a six-month timeframe to bring a formal charge of discrimination at the EEOC or Maryland Commission on Civil Rights (MCCR) after a discrete adverse employment action taken by an employer. For charges of discrimination brought under the federal anti-discrimination laws mentioned above, there is a 300-day timeframe for Maryland cases to bring a formal charge of discrimination at the EEOC or MCCR. Some employers are too small to be covered by federal and Maryland state anti-discrimination statutes; however, it may be possible to sue such small employers for discriminatory firings under Maryland law.
For those who are considering pursuing a discrimination case against an employer, guidance from a knowledgeable attorney is crucial. With the overlap between state and federal anti-discrimination laws, it is important to chart the best legal path for each individual case. Moreover, it is vital for charges filed at the EEOC or MCCR to comprehensively address all possible claims and to meet specific requirements should a lawsuit be filed later on. Failure to properly file a comprehensive and timely charge at the EEOC or MCCR can literally doom an otherwise strong claim for discrimination.
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