Maryland Labor Laws (2025 Guide)

What’s New in 2025

• Non-compete agreements restricted for healthcare workers
• Family and Medical Leave Insurance changes 
• Licensing requirement for security guards

Labor Law Posters

Federal Labor Law Posters
State Labor Law Posters

Wage and Hour Laws

Minimum Wage

As of January 1, 2025, Maryland’s minimum wage is $15.00 per hour for most workers. This marks the completion of a multi-year phase-in under the Maryland Minimum Wage Act. 

Youth under the age of 18 may be paid 85% of the standard rate (currently $12.75 per hour). 

Local governments in Maryland are prohibited from setting their own minimum wage rates. While counties like Montgomery and Prince George’s previously had higher local rates, they’re now aligned with the statewide minimum.

Agricultural workers are generally covered under the state minimum wage, but exceptions apply for immediate family members of the employer and certain small farms. Some nonprofits and work training programs for individuals with disabilities may apply for federal certificates to pay subminimum wages, although this practice is becoming less common. Seasonal amusement and recreational establishments may also qualify for limited exemptions under conditions outlined in the federal Fair Labor Standards Act (FLSA).

Tipped Minimum Wage

Tipped employees may be paid a cash wage of $3.63 per hour, as long as their tips bring them up to the full $15.00 hourly rate. If not, employers must make up the difference. 

Overtime Laws

Maryland generally follows the federal FLSA for overtime, requiring non-exempt employees to receive 1.5 times their regular rate for all hours worked over 40 in a workweek. 

Maryland observes most federal exemptions from overtime but has some differences. The following categories of employees are typically exempt:

• Executive, administrative, and professional employees who meet the Duties Test and salary thresholds.
• Certain commissioned retail or service employees.
• Agricultural workers employed on small farms or by family members.
• Independent contractors.
• Outside salespeople.
• Live-in domestic workers.

Maryland doesn’t recognize the federal “highly compensated employee” exemption, meaning some employees exempt under federal law may still qualify for overtime at the state level.

Break Laws

Meal and Rest Breaks

Maryland doesn’t have a universal law requiring meal or rest breaks for adult employees, but it does impose break requirements in specific situations and industries.

For minors under 18, the law requires a 30-minute break after 5 consecutive hours of work. This applies across all industries and is strictly enforced.

For adult workers, the state mandates breaks only in certain sectors. The most prominent is the “Healthy Retail Employee Act,” which applies to large retail employers with 50 or more employees. Under this law, employees who work a shift of 4–6 hours are entitled to a 15-minute non-working break, while those working more than 6 consecutive hours must receive a 30-minute non-working break. These breaks may be unpaid if the employee is relieved of all duties.

Outside these specific provisions, Maryland defers to federal standards and employer policies. The FLSA doesn’t require meal or rest breaks, but when breaks are offered:

• Short breaks of 5 to 20 minutes must be paid.
• Bona fide meal breaks (typically 30 minutes or more) can be unpaid as long as the employee is fully relieved of duties.

Recordkeeping Requirements

Maryland employers are subject to both state and federal recordkeeping rules, primarily governed by the Maryland Wage and Hour Law and the FLSA. Employers must maintain accurate and complete records of employee compensation and working hours, and they should produce these records if requested by the Maryland Department of Labor or the US Department of Labor.

Under Maryland law, employers must keep the following records for each employee for at least 3 years:

• Name, address, occupation, and classification.
• Rate of pay and amount paid each pay period.
• Hours worked each day and each workweek.
• Deductions from wages and the reason for each deduction.
• Total gross and net wages paid for each pay period.
• Dates of employment and termination, if applicable.
• Any written agreements regarding pay, such as commission or bonus structures.

These records must be made available for inspection upon request by state labor officials. If a dispute arises, the burden of proof is on the employer to show that they complied with wage and hour laws.

The FLSA also requires that employers keep similar records.

Failure to maintain proper records may result in penalties, liability for unpaid wages, and difficulty defending against employee claims. 

Scheduling Laws

Maryland doesn’t have a statewide predictive scheduling or “fair workweek” law. Private sector employers generally aren’t required to provide advance notice of work schedules, offer premium pay for last-minute changes, or compensate employees for on-call shifts that aren’t worked.

However, Maryland law guarantees a religious day of rest each week for retail employees who give prior written notice to their employer. Employers can’t schedule these employees to work on this day. 

Employee Compensation and Benefits

Reporting Time Pay

Maryland doesn’t mandate reporting time pay (i.e., compensation for employees who report to work but are sent home early without performing any work), but employees must be paid for all hours worked.

Payday Frequency and Method

Most employees in Maryland must be paid at least once every 2 weeks or twice a month. Employers may choose more frequent pay periods, such as weekly payments, but they can’t pay less frequently than semi-monthly unless specifically authorized. Executive, administrative, and professional employees exempt under the FLSA may be paid less frequently—such as monthly—if agreed to in writing.

All paydays must be regularly scheduled and communicated to employees in writing at the time of hire. If a scheduled payday falls on a non-business day, payment must be made on the preceding business day.

Maryland allows several acceptable methods of payment:

• Cash.
• Check that can be cashed at full value without a fee.
• Direct deposit to a financial institution, provided the employee has voluntarily agreed in writing.
• Payroll card, if the employee consents and is allowed to access wages in full at least once per pay period without fees.

Employers can’t require employees to accept wages via direct deposit or payroll cards as a condition of employment. Any changes to the method or timing of pay must be communicated in advance and agreed upon when applicable.

Maryland law also requires written notice at the time of hire that outlines the employee’s rate of pay, regular paydays, and any leave benefits. 

Failure to comply with payday rules can result in penalties, including back pay and damages. 

Paystub Requirements

Maryland requires employers to provide detailed pay information to employees on each payday, either in physical or electronic form. This paystub—also referred to as a wage statement—must contain specific information, including:

• Employer’s name and address.
• Pay period beginning and end dates.
• Employee’s name.
• Number of hours worked during the pay period (for non-exempt employees).
• Rate or rates of pay.
• Gross wages earned.
• Itemized deductions (e.g., taxes, insurance, retirement contributions).
• Net wages paid.

Electronic paystubs are allowed in Maryland, provided the employee has access to view and print the statement at no cost. If an employee requests a paper copy, the employer must provide one. 

Employers who fail to provide accurate wage statements may face penalties of up to $500 per violation, per affected employee. 

Wage Deductions and Garnishments

Employers may deduct from an employee’s wages only under certain conditions, including if the deduction is:

• Required by law—such as for taxes, Social Security, or court-ordered child support.
• Authorized in writing by the employee for a lawful purpose, such as health insurance premiums, retirement contributions, or voluntary purchases (e.g., uniforms).
• A court-ordered garnishment.
• Balanced by something of fair and agreed-upon value.

Employers may not deduct wages for broken equipment, cash shortages, or customer theft unless the employee has given written authorization after the loss occurs and the deduction doesn’t reduce their wages below the minimum wage.

Improper deductions may be considered wage theft and can lead to civil penalties, back pay, and triple damages under Maryland’s wage payment laws.

Maryland law limits the amount that can be garnished from an employee’s disposable earnings (wages left after legally required deductions) to the lesser of:

• Up to 25% of disposable earnings per week, or
• The amount by which weekly disposable earnings exceed $145.

For child support, up to 50–65% of disposable earnings may be garnished, depending on the worker’s support obligations and past due or unpaid payments.

Employers must comply with garnishment orders or risk being held liable for the debt themselves. They must also notify employees when garnishment begins and can’t retaliate against an employee for being subject to garnishment.

Final Paycheck Laws

When an employee resigns or is terminated—whether for cause, layoff, or any other reason—their final paycheck is due on or before the next regularly scheduled payday. Final wages must include all compensation owed, such as:

• Regular wages for hours worked.
• Accrued and unused paid time off (if the employer’s written policy treats it as payable upon separation).
• Commissions or bonuses that are earned and determinable at the time of separation.

Maryland doesn’t require payout of unused vacation unless the employer has a written policy, employment agreement, or established practice that provides for it. 

If an employer fails to issue final pay on time, the employee may file a wage claim with the Maryland Department of Labor or pursue legal action. In some cases, courts may award up to 3 times the unpaid wages, plus attorney’s fees and costs.

Workers’ Compensation

Maryland’s Workers’ Compensation law provides wage replacement and medical benefits to employees who suffer work-related injuries or occupational diseases. The program is administered by the Maryland Workers’ Compensation Commission (WCC) and funded through employer-purchased insurance or self-insurance.

Most employees in Maryland are covered by workers’ compensation, including full-time, part-time, seasonal, and minor workers. Correctly classified independent contractors generally aren’t covered. Domestic workers who earn at least $1,000 in a calendar quarter and certain agricultural workers are also included.

Employers must obtain coverage by purchasing a workers’ compensation insurance policy from a private carrier or by applying to self-insure if they meet financial and administrative criteria. Failure to carry coverage can result in substantial penalties and liability for the full cost of injury claims.

Covered benefits include:

• Payment for all reasonable and necessary medical treatment.
• Temporary total disability benefits while the employee is unable to work.
• Temporary partial disability benefits for reduced work capacity.
• Permanent partial or total disability compensation based on medical assessment.
• Vocational rehabilitation if the injury prevents a return to the prior job.
• Death benefits for dependents in the event of fatal workplace incidents.

Injuries must be reported to the employer as soon as possible, preferably in writing. The employer then has 10 days to report the injury to the WCC after learning of it. The injured worker must also file a claim with the Commission within 60 days of the incident to preserve full rights (late claims might be accepted under certain conditions).

Disputes concerning claim eligibility, benefits, or medical evaluations are handled by the WCC through a formal hearing process. Either party can request a hearing, and Administrative Law Judges issue binding decisions. Appeals can be made to Maryland circuit courts if necessary.

Employers must display a workers’ compensation notice and maintain accurate injury records. 

Unemployment Insurance

Maryland’s Unemployment Insurance (UI) program provides temporary financial assistance to eligible workers who lose their jobs. The program is administered by the Maryland Division of Unemployment Insurance and funded through employer payroll taxes.

To qualify for benefits, a worker must meet the following eligibility criteria:

• Earn sufficient wages in the base period (generally the first 4 of the last 5 completed calendar quarters before the claim).
• Be unemployed or working reduced hours through no fault of their own.
• Be able and available to work—and actively seeking new employment.
• Not have been discharged for misconduct or voluntarily quit without good cause.

Benefit amounts are based on the worker’s earnings during the base period and whether extended benefits are in effect. In 2025, weekly benefit amounts typically range from $50 to $430, with a maximum of 26 weeks of benefits available during a standard benefit year. 

To apply, individuals must file a claim online through the Maryland Department of Labor’s BEACON system or call the UI claim center. Applicants must certify weekly to continue receiving payments and must actively search for work, keeping records of their job search efforts.

Employers must report all new hires and submit quarterly wage reports to the Division of Unemployment Insurance. They also have the right to respond to separation information and appeal benefit determinations.

If a claim is denied, the applicant has 15 calendar days from the mailing date of the determination to file an appeal. Hearings are conducted by the Lower Appeals Division and may be further appealed to the Board of Appeals or circuit court. Employers and claimants should respond to notices promptly to preserve their rights and avoid penalties or delays.

Workplace Rights and Protections

Discrimination and Harassment

Maryland law prohibits workplace discrimination and harassment based on a broad range of protected characteristics. These protections apply to hiring, promotion, termination, compensation, job assignments, and other conditions of employment.

The Maryland Fair Employment Practices Act (FEPA) is the primary state law governing workplace discrimination. It’s enforced by the Maryland Commission on Civil Rights (MCCR) and applies to employers with 15 or more employees. Maryland law generally mirrors federal protections under various federal laws, but it also extends coverage in some areas.

Protected characteristics under Maryland law include:

• Race.
• Color.
• Religion.
• Sex (including pregnancy, sexual orientation, and gender identity).
• National origin.
• Age (40 and older).
• Disability.
• Genetic information.
• Marital status.
• Familial status.

Maryland also prohibits retaliation against employees who file complaints, participate in investigations, or oppose unlawful practices.

To file a complaint, an employee may contact the MCCR or the federal Equal Employment Opportunity Commission (EEOC). Maryland has a work-sharing agreement with the EEOC, so filing with one agency typically satisfies the requirements for both. Complaints must generally be filed within 300 days of the alleged discrimination.

The MCCR will investigate the claim and may attempt mediation. If the agency finds probable cause, it may pursue resolution through conciliation or a public hearing. In some cases, employees may receive a right-to-sue letter and pursue the matter in court.

Employers should maintain clear anti-discrimination and harassment policies, train supervisors, and investigate complaints promptly and thoroughly. Failure to comply with these obligations can result in liability for damages, attorney’s fees, and reputational harm.

Leave Laws

❌ Family and Medical Leave	There’s no state-level family and medical leave law in Maryland. Maryland employers with 50 or more employees are subject to the Family and Medical Leave Act (FMLA), which provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year.  This leave can be used: • For the employee’s own serious health condition. • To care for a qualifying family member. • For childbirth or adoption. • For certain military-related reasons.  Employees must’ve worked at least 1,250 hours over the last 12 months to qualify.
✅ Paid Sick Leave	Under the Maryland Healthy Working Families Act, most employers must provide paid sick and safe leave.  Employers with 15 or more employees must offer at least 1 hour of paid leave for every 30 hours worked, up to 40 hours per year. Employers with fewer than 15 employees must offer unpaid leave at the same accrual rate.  Leave can be used for an employee’s or family member’s illness, preventive care, or issues related to domestic violence, sexual assault, or stalking.
❌ Paid Family Leave	Maryland has enacted a statewide paid family and medical leave program called the Family and Medical Leave Insurance (FAMLI) program. Although initially scheduled for 2025, it’s been delayed. Payroll contributions will begin in 2027, and benefits will become available in 2028.  Once active, the program will provide partial wage replacement for qualifying family and medical leave events.
✅ Pregnancy and Parental Leave	Maryland’s Parental Leave Act requires employers with 15 or more employees to provide a reasonable amount of unpaid leave for temporary disability due to pregnancy, including childbirth, recovery, and related conditions.  Employers with 15 to 49 employees also must offer up to 6 weeks of unpaid leave for childbirth, adoption, or foster care placement. This law applies to employees who’ve worked at least 1,250 hours in the prior 12 months.
❌ Vacation and Personal Leave	Maryland doesn’t require private employers to provide paid vacation or personal leave. Employers with a written policy or established practice of offering vacation time must comply with that policy/practice.

Other Mandatory Leave

Military Leave	Under both federal Uniformed Services Employment and Reemployment Rights Act (USERRA) and Maryland law, employees who serve in the US Armed Forces, Reserves, or National Guard are entitled to unpaid leave to perform military duties.  They must be reinstated to their position upon return, with the same status, pay, and seniority, provided they meet service-related notice and timing requirements.  Maryland law also allows spouses of service members to take unpaid leave when the service member is on leave from deployment.
Jury Duty Leave	Employers must allow employees to take leave to serve on a jury. This leave is unpaid, and employers may not discharge or retaliate against an employee for serving—or require them to use vacation or sick leave for jury service.
Crime Victim Leave	Employees who are victims of a crime—or who have a close relation to a victim, such as a spouse, child, or parent—are entitled to take leave to: • Attend court proceedings related to the crime. • Seek protective or restraining orders. • Participate in law enforcement proceedings. This leave is typically unpaid, unless the employer offers paid leave that can be used for this purpose (such as sick or personal leave). Employers may not retaliate against employees for taking this leave.
Emergency Leave	Employees who are certified volunteer firefighters, rescue squad members, or emergency medical services providers may be entitled to unpaid leave to respond to emergencies or attend training. While not universally mandated for all private employers, these protections are more common in the public sector and are supported by anti-retaliation provisions.
Voting Leave	Maryland law entitles employees to up to 2 hours of paid leave to vote in a general election if the employee doesn’t have 2 consecutive non-working hours while polls are open. Employees must request the leave in advance and may be required to provide proof of voting.
Witness Leave	Employees who are subpoenaed to appear as witnesses in court or who are victims of crime must be allowed to attend related legal proceedings. Employers may not discipline or discharge employees for complying with a valid subpoena or attending court as a crime victim. The leave may be unpaid.
Domestic or Sexual Violence Leave	Maryland provides job-protected leave for employees dealing with the effects of domestic violence, sexual assault, or stalking. These protections are incorporated into the Maryland Healthy Working Families Act. Eligible employees may use accrued sick and safe leave to: • Obtain medical or mental health care for themselves or a covered family member. • Seek services from a victim services organization. • Relocate or secure safe housing. • Obtain a protective or restraining order or participate in legal proceedings. • Meet with law enforcement or attorneys related to the abuse. Employees working for employers with 15 or more employees are entitled to paid leave. Those working for smaller employers are entitled to unpaid leave, but still have job protection. Employers may request reasonable documentation, such as a police report, court order, or note from a health care provider or victim services organization. They must keep documentation confidential.

Child Labor Laws

Under Maryland’s child labor laws, the minimum working age is 14 for most non-agricultural employment. Children under 14 generally can’t be employed except in certain jobs like newspaper delivery, babysitting, or working for a family-owned business not engaged in hazardous work. Youth under 14 may also work in the entertainment industry with special permission.

All minors under 18 must obtain a work permit before beginning employment. The permit must be signed by the minor, the employer, and the minor’s parent or guardian—and submitted online through the Maryland Department of Labor’s Youth Employment website. An employer must keep a copy of the permit on file for the duration of employment.

Maryland places time and hour restrictions on youth workers based on age and whether school is in session:

	14 and 15-year-olds	16 and 17-year-olds
School year	• May work up to 3 hours on a school day and 18 hours in a school week. • Can’t work before 7am or after 7pm.	• Must have at least 8 consecutive hours of non-work, non-school time in each 24-hour period. • Can’t work more than 12 hours (work+school combined) on any given day.
Summer break	• May work up to 8 hours a day and 40 hours a week. • May work until 9pm.	• No daily or weekly limits.

All minors must be given a 30-minute break after 5 consecutive hours of work—no matter if school is in session. 

Certain occupations are prohibited for all minors under 18. These include jobs that involve:

• Operating heavy machinery or motor vehicles.
• Handling explosives or hazardous materials.
• Working in roofing, demolition, logging, or excavation.
• Serving alcohol in establishments where alcohol is the primary business (e.g., bars).

Additional restrictions may apply for specific industries, such as construction or food service. 

Employers must post notices outlining minor labor laws and keep accurate records of all hours worked.

Workplace Safety and Health

Maryland operates its own Occupational Safety and Health program under an OSHA-approved state plan. This program, known as Maryland Occupational Safety and Health (MOSH), covers most private-sector workplaces and all state and local government employees. Federal OSHA retains jurisdiction over certain industries not covered by the state plan, such as maritime operations, federal employment, and work on military bases.

Under MOSH, employers must provide a workplace free from recognized hazards that could cause death or serious physical harm. This includes complying with all applicable safety and health standards and ensuring employees are trained on workplace hazards, safe work practices, and emergency procedures.

Key employer obligations under MOSH include:

• Posting the official MOSH workplace safety notice in a visible location.
• Maintaining written safety programs and hazard communication plans where required.
• Providing personal protective equipment at no cost to employees.
• Keeping records of workplace injuries and illnesses (for employers with 11 or more employees, unless exempted).
• Reporting any workplace fatality within 8 hours, and any work-related inpatient hospitalization, amputation, or loss of an eye within 24 hours.

Employees have the right to:

• A safe and healthy workplace.
• Receive training in a language they understand.
• Report unsafe conditions without retaliation and file a confidential complaint with MOSH. 
• Request a MOSH inspection if they believe their workplace poses a serious safety hazard.

If a violation is found during an inspection, MOSH may issue citations, fines, or required abatement actions. Employers can contest citations and participate in informal conferences or hearings.

MOSH offers various free consultation and training programs to help employers improve safety practices without risk of penalties. 

Labor Union Regulations

Maryland isn’t a right-to-work state. This means employers and unions can enter into agreements that require employees to participate in collective bargaining and pay union dues as a condition of employment. Federal law still protects employees from being forced to join the union itself—they can opt to only pay the portion of dues related to collective bargaining, contract administration, and grievance handling.

Union membership and organizing activity in Maryland are governed primarily by the National Labor Relations Act (NLRA), which gives most private-sector employees the right to:

• Form, join, or assist labor unions.
• Bargain collectively through representatives of their choosing.
• Engage in concerted activities for mutual aid or protection.
• Refrain from any or all such activities.

Employers may not interfere with or retaliate against employees for participating in union activity. 

Public-sector employees in Maryland are covered under separate laws, with union rights varying by agency or jurisdiction. 

Maryland has also passed legislation strengthening worker protections in unionized workplaces, such as streamlining certification elections for public school employees and state workers.

Employment Contracts and Severance

Employment Contract Laws

Maryland is an at-will employment state, meaning either the employer or employee may terminate the employment relationship at any time, with or without notice, and for any lawful reason. However, this default rule can be modified by employment contracts, collective bargaining agreements, or established employer policies.

Restrictive covenants, such as non-compete, non-solicitation, and confidentiality agreements, are enforceable in Maryland but must meet specific legal standards to be valid. Courts will consider whether the restriction:

• Is narrowly tailored in geographic scope and duration.
• Protects a legitimate business interest, such as trade secrets, customer relationships, or goodwill.
• Imposes a reasonable burden on the employee’s ability to earn a living.
• Isn’t contrary to public policy.

Maryland courts tend to enforce confidentiality and non-solicitation agreements more readily than non-compete clauses, which are viewed more skeptically—especially when they apply to lower-wage workers. As of 2024, Maryland doesn’t enforce non-compete agreements for workers making less than 150% of the minimum wage, or $22.50 an hour. 

Recent legislation has further limited the enforceability of non-compete agreements. As of July 1, 2025, employers may not enforce non-compete clauses against employees earning less than $350,000 annually in the healthcare sector, and similar income thresholds may apply in future legislation targeting broader industries.

Severance Pay

Maryland doesn’t require employers to provide severance pay upon termination of employment. 

However, employers should provide severance if it’s promised in an employment contract, collective bargaining agreement, or company policy.

Additional State-Specific Employment Laws

Mini-WARN	Maryland’s Economic Stabilization Act requires employers with 50 or more employees to provide at least 60 days’ written notice before initiating a “reduction in operations,” which includes plant closings or mass layoffs affecting 25 or more employees. This notice must be given to affected employees, any collective bargaining representatives, the Maryland Department of Labor, and local government officials.
Mini-COBRA Health Coverage	For employers with fewer than 20 employees, Maryland’s mini-COBRA law mandates that group health insurance policies offer continuation coverage for up to 18 months following a qualifying event, such as termination of employment. Employers must inform employees of their right to continue health coverage. If an employee elects coverage, they must submit a written request for an election notification form. The employer then has 14 days to deliver or mail the form to the employee or their authorized representative. Employees have 45 days to elect coverage.
Independent Contractor Classification	Under Maryland’s Workplace Fraud Act, particularly in the construction and landscaping industries, employers must provide a “Notice to Independent Contractors and Exempt Persons” when classifying a worker as an independent contractor. This notice must be signed by both parties and retained by the employer.
Whistleblower Protection	For public employees, the Maryland Whistleblower Law protects state and local government workers who report violations of law, gross mismanagement, waste of public funds, abuse of authority, or substantial and specific danger to public health or safety. These employees are protected from retaliation. In the private sector, Maryland’s general wrongful discharge doctrine provides protection when an employee is fired in violation of a clear mandate of public policy.
Licensing Requirement for Security Guards	Effective January 1, 2025, Maryland law mandates that any business employing security guards must register with the Maryland State Police and ensure that each guard has a security guard certification. Additionally, these employers must maintain commercial general liability insurance. They also must report any use-of-force incidents involving their security personnel to the Secretary of State Police within 48 hours of receiving the report from the involved security guard.

Legal Resources for Employers and Employees

Employers and employees can navigate these laws with the help of several resources:

• Maryland Department of Labor – Division of Labor and Industry: Covers wage laws, child labor rules, and employment standards.
• Maryland Commission on Civil Rights: Handles workplace discrimination complaints and provides compliance guidance.
• Maryland Workers’ Compensation Commission: Offers resources on filing claims, employer requirements, and dispute resolution.
• The People’s Law Library of Maryland: A free, publicly accessible legal resource and hotline for Maryland residents.
• Maryland Legal Aid: Provides free legal help to Maryland residents.

Disclaimer

The information presented on this website about labor laws in Maryland is a summary for informational purposes only and is not intended as legal advice. However, laws and regulations regularly change and may vary depending on individual circumstances. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. Therefore, we strongly recommend that readers seek guidance from their legal department or a qualified attorney to ensure compliance with applicable laws and regulations. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.