by Samantha ChanMaryland Codifies Child Custody Considerations
Maryland’s family law just got a significant update. With the passage of House Bill 1191, which goes into effect on October 1, 2025, child custody decisions in Maryland courts will follow a clearly defined set of statutory factors, with hopes of bringing transparency and consistency to a process that has historically relied on case law and judicial discretion.
What Changed?
For the first time, Maryland has codified a comprehensive list of factors that courts may consider when determining legal and physical custody in the best interest of a child. These factors appear in the new Subtitle 2 – Legal and Physical Custody – Judicial Determinations section of the Family Law Article.
Among the 16 listed considerations, here are some of the most impactful:
- “Stability and the foreseeable health and welfare of the child”
- “The child’s physical and emotional security and protection from exposure to conflict and violence”
- “The developmental needs of the child, including physical safety, emotional security, and cognitive growth”
- “How to place the child’s needs above the parents’ needs and maintain important relationships”
- “Each parent’s role and how it may have changed”
- “The child’s preference, if age-appropriate”
Modification Standards Also Clarified
Under the revised §9–202, courts may modify custody orders if there has been a material change in circumstances affecting the child’s needs. Notably, a parent’s proposal to relocate—if it makes the current custody order unworkable—automatically qualifies as a material change.
Why It Matters
This statute brings long-overdue clarity to Maryland’s custody determinations. By outlining specific factors, HB 1191 empowers courts to make more consistent, child-centered decisions and provides parents with greater predictability in custody proceedings.
If you’re involved in a custody matter or considering a modification, the experienced family law attorneys at Lewicky, O’Connor, Hunt & Meiser are here to guide you through every step of the process.
by Samantha ChanReceived a Property Assessment Bill in Maryland? Here’s How to Appeal
If you’ve recently received your Real Property Assessment bill and believe your home’s assessed value is incorrect—whether too high or too low—you have the right to appeal the decision.
In Maryland, property assessments are managed by the Maryland Department of Assessments and Taxation (SDAT). As a homeowner, you have the right to challenge your assessment, but it’s important to act quickly and understand the steps involved.
Step 1: File a Supervisor’s Level Appeal
You can file an initial appeal—called a Supervisor’s Level Appeal—within 45 days from the date listed on your assessment notice. This appeal can be submitted in writing and is typically reviewed by your local SDAT office.
Step 2: Appeal to the Property Tax Assessment Appeal Board (PTAAB)
If you’re not satisfied with the outcome of the Supervisor’s Level appeal, you can appeal to the Property Tax Assessment Appeal Board (PTAAB) in your county. This must be done within 30 days of receiving your Final Notice of Assessment. At this level, you may submit a written appeal or request an in-person hearing before the board.
Step 3: Appeal to the Maryland Tax Court
Still disagree with the outcome? You can escalate the matter by appealing to the Maryland Tax Court. This must also be done within 30 days of receiving the PTAAB’s decision. Note that proceedings in Tax Court are exclusively in-person.
Need Help Navigating the Appeals Process? Appealing a property assessment can be a confusing and time-sensitive process. From writing persuasive appeals letters to representing you at in-person hearings, our attorneys are here to support you every step of the way—from the Supervisor’s Level to PTAAB to Maryland Tax Court.
by Samantha ChanThe Americans With Disabilities Act Requires Employers to Offer Reasonable Accommodations to Employees with Disabilities
The Americans With Disabilities Act (ADA) and Maryland law require employers to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship to the employer. Navigating requests from employees with disabilities for reasonable accommodations can be complex, but it is a critical responsibility for employers in Maryland. Here’s some of the things that employers need to be aware of to comply with the law and to foster an inclusive workplace.
What Are Reasonable Accommodations?
Reasonable accommodations are adjustments or modifications that enable an employee with a disability to perform the essential functions of his or her job. The required accommodation will be specific to each situation, but some illustrative examples are:
• Providing assistive technology or adaptive equipment;
• Adjusting work schedules to allow for medical appointments;
• Modifying workplace policies or practices; or
• Making physical changes to the workspace, such as installing ramps or ergonomic desks.
When Is an Accommodation “Reasonable”?
Accommodations are considered reasonable if they effectively address the employee’s needs without imposing significant difficulty or expense on the employer. Factors such as the size of the company, the nature of the request, and the cost of implementation are key considerations.
Employer Responsibilities Under the ADA
1. Engage in an Interactive Process: Employers are legally required to engage in a good-faith dialogue with the employee to understand their limitations and determine an appropriate solution.
2. Maintain Confidentiality: All medical information related to the request must remain confidential.
3. Avoid Retaliation: Employers cannot retaliate against employees for requesting accommodations.
Common Mistakes to Avoid
• Delaying the Process: Timely responses to requests are essential. Unreasonable delays can lead to liability.
• Rejecting a Request Without Consideration: Employers must assess all requests thoroughly before deciding if an accommodation is unreasonable.
• Failing to Document the Process: Keeping detailed records of discussions and decisions can protect against claims of noncompliance.
Get Professional Guidance
Navigating accommodation requests can be tricky, especially when determining whether an adjustment constitutes an undue hardship and because there is no one-size-fits-all policy. An attorney can help an employer understand its obligations, minimize legal risks, and ensure compliance with federal and Maryland-specific laws.
If you’re dealing with an accommodation request or need assistance crafting policies to comply with the ADA, contact Lewicky, O’Connor, Hunt & Meiser at (410) 489-1996 or [email protected] today.
