A previous employer is free to provide any non-confidential information about a previous employee, as long as it's true and isn't provided to maliciously harm the employee. An employer, who provides false information that disparages the employee, may be liable for defamation. In order to avoid potential liability, many employers often refuse to comment on a former employee's job performance and confirm only dates of hire and separation, wage or salary information.
Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), which is a federal law, employees may be allowed to continue their health insurance benefits, at the employee's expense, for up to 18 months after either voluntary or involuntary termination, if the employer has 20 or more employees. To qualify for COBRA continuation coverage, an employee must have a qualifying event that causes the employee to lose group health coverage.
Under the Maryland Wage Payment and Collection Law an employer is required to pay terminated employees any unused or accrued vacation leave unless there is a written personnel policy that forbids such a practice.
Nathaniel David Johnson handles employment law matters for clients located across Washington, D.C. and southern Maryland, including the communities of Waldorf, La Plata, Prince Georges County, Charles County, St. Mary's County, Calvert County, Fort Washington, Upper Marlboro, Laurel, Bowie, Hyattsville, Montgomery County, Howard County, Anne Arundel County, Annapolis, and Baltimore.
Practice areas include employment discrimination, wage and hour law, sexual harassment, wrongful termination, unemployment appeals, MSPB and EEOC.