Equal Employment Opportunity Policy
It is the continuing policy of the Maryland Department of the Environment to comply with all applicable federal and State laws prohibiting employment discrimination and to provide equal opportunity to all employees and applicants for employment without regard to age, ancestry, color, creed, gender identity and expression, genetic information, marital status, mental or physical disability, national origin, race, religious affiliation (belief or opinion), sex, sexual orientation or any other protected status. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Participation in a complaint process is protected from retaliation under all circumstances. Other acts to oppose discrimination are protected as long as the employee was acting on a reasonable belief that something in the workplace may violate EEO laws. The Department of the Environment complies with all applicable federal and State laws prohibiting discrimination in employment, including but not limited to:
- Title VII of the Civil Rights Act of 1964 as amended (Title VII)
- Equal Pay Act of 1963 (EPA)
- Lilly Ledbetter Fair Pay Act of 2009
- Americans with Disabilities Act of 1990 as amended (ADA)
- Americans with Disabilities Act Amendment Act of 2008
- Age Discrimination in Employment Act of 1967 as amended (ADEA)
- Genetic Nondiscrimination Act of 2008 (GINA)
- Pregnancy Discrimination Act (PDA)
- Pregnant Workers Fairness Act of 2023 (PWFA)
- Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act)
- Title 20 of the State Government Article, Annotated Code of Maryland
- State Personnel and Pensions Article of the Annotated Code of Maryland, Title 2-302; Title 2-203.1 and Title 5, Subtitle 2
- Executive Order – 01.01.2007.16, Maryland Code of Fair Employment Practices
Non-Discrimination Statement
The Maryland Department of the Environment does not discriminate on the basis of age, ancestry, color, creed, gender identity and expression, genetic information, marital status, mental or physical disability, national origin, race, religious affiliation (belief or opinion), sex, sexual orientation or any other protected status in matters affecting employment or in providing access to any of its programs, services, or activities, nor does it intimidate or retaliate against any individual or group because they have exercised their rights to participate protected activities.
Complaints
The Maryland Department of the Environment does not discriminate based on age, ancestry, color, creed, gender identity or expression, genetic information, marital status, mental or physical disability, national origin, race, religious affiliation, belief or opinion, sex, sexual orientation, veteran status, or family status in matters affecting employment or in providing access to programs.
An employee or applicant who believes that they have experienced some form of discrimination or harassment based upon being a member of a protected class may file an equal employment opportunity or fair practices complaint with the MDE Office of Equal Employment Opportunity. MDE is committed to investigating complaints of discrimination and harassment to comply with the law and to foster work environments that include people of diverse backgrounds, conditions, and abilities.
The Right to File an Internal Complaint
An employee or applicant who believes that they have experienced discrimination or harassment (based upon being a member of a protected class) or retaliation may file an equal employment opportunity or fair practices complaint with the MDE Office of Equal Employment Opportunity.
The Types of Complaints We Investigate
According to State and federal laws (Md. Code, SPP § 2-302; Md. Code, SPP § 5-201, et. seq.; Executive Order 01.01.2007.16, Code of Fair Employment Practices; 42 U.S.C. § 2000e, et. Seq., Title VII of the Civil Rights Act of 1964), the Office of Equal Employment Opportunity investigates the following:
- Complaints of discrimination and harassment based upon a protected class:
(1) Age;
(2) Ancestry;
(3) Color;
(4) Creed;
(5) Gender identity and expression;
(6) Genetic information;
(7) Marital status;
(8) Mental or physical disability;
(9) National origin;
(10) Race;
(11) Religious affiliation, belief, or opinion;
(12) Sex; or
(13) Sexual orientation.
- Equal Pay Act Complaints
- Whistleblower Complaints
- Retaliation
Please note that the Office of Human Resources investigates complaints of workplace bullying.
Time Frame to File a Complaint
Statutory time periods for filing an internal complaint are determined by Maryland law (Md. Code, State Pers. & Pens. § 5-211) as follows:
- An applicant or employee may file a written complaint with the appropriate head of the principal unit within 1 year after the complainant knew or reasonably should have known, of the alleged violation of the State's Fair Employment Practices Policy (SPP 5-211).
- A complaint filed under SPP Title 5-211 (A) (2) alleging harassment in violation of § 20–606(a)(5) of the State Government Article must be filed within two years after the alleged violation that is the basis for the complaint. This includes but is not limited to sexual harassment complaints and bullying/harassment complaints that include a protected status basis.
Digital Complaint (Charge of Discrimination) Form
To file a complaint, gather all the relevant information, including dates of the occurrence(s), names of witnesses, and any supporting documentation. Complete the digital application and provide as much detail as possible –
Complaint Form
The Complaint Process
Once a complaint is received, the EEO Office has 60 days in which to thoroughly investigate the complaint and issue a written decision.
The Right to Union Representation
All Bargaining Units
A bargaining unit employee has the right to invoke the right to union representation.
AFSCME Bargaining Units
Before an investigatory interview of an employee who is the subject of an investigation, if the employee is in AFSCME Bargaining Units (A, B, C, D, F, and H), the employee will be given a document to sign that includes:
- a general description of the allegations that form the basis of the investigation; and
- notification of their right to AFSCME union representation.
The Right to File an External Complaint
An employee or applicant may file an internal complaint or an external complaint with either federal or State agencies that enforce laws against discrimination.
The Maryland Commission on Civil Rights
The Maryland Commission on Civil Rights Data (MCCR) is the State agency responsible for enforcing Maryland nondiscrimination laws. The statutory time periods for the timely filing of charges of discrimination with MCCR is six months from the occurrence of a discriminatory act. (State Government Article Title 20, Annotated Code of Maryland). To file a complaint, contact MCCR as follows:
Maryland Commission on Civil Rights
6 St. Paul Street, 9th Floor
Baltimore, Maryland 21202
Phone: (410) 767-8600
The Equal Employment Opportunity Commission
The U.S. Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing federal nondiscrimination laws. The statutory time periods for the timely filing of charges of discrimination with the EEOC is 300 days unless a proceeding involving the same acts is instituted first before the MCCR. To file a complaint, contact the EEOC as follows:
United States Equal Employment Opportunity Commission
31 Hopkins Plaza, Suite1432
Baltimore, Maryland 21201
Phone: 410-962-3932
Contact Us
MDE Office of Equal Employment Opportunity
