Q & A
​よくある質問
​お客様より当店によくお問い合わせ頂く質問と回答をまとめました
フォトウエディング編

・ロケーション撮影が希望ですが雨天の場合はどうなりますか?


予め予備日を1日決めていただいております。 もし万が一、その当日も雨天の場合はロケーション撮影は中止となります。




・写真の仕上り納期はどのくらいかかりますか?


データまたはアルバムは約1ヶ月のお時間を頂いております。 但し、事情により前後する可能性もございますのであらかじめご了承くださいませ。




・自分の持ち込んだカメラ・ビデオでの撮影はできますか?


撮影中はできるだけご遠慮頂いております。 なお、ビデオカメラでの動画撮影は一切禁止とさせて頂いております。




・撮影当日に持って行くものはありますか?


プランにより変わることがあります。 事前にスタッフからお知らせ致します。




・ペットも一緒に撮影したいのですが可能ですか?


店内には撮影に関する資材がたくさんあるため申し訳けございませんが、ペットの入店はお断りしております。大切な家族の一員であるペットとの撮影。撮影希望の場合はロケーション撮影をおすすめしております。




・アクセサリーなどはレンタルできますか?


必要なアクセサリーはドレスの料金またはプランに含まれております。 ブーケについてはアートブーケはご用意しておりますが生花がご希望の場合はご本人様でご用意して頂いております。




・衣装は他社からの持ち込みはできますか?


プランご利用の場合は基本的にご遠慮いただいておりますが、特別な理由がある場合はスタッフまでご相談下さい。




・料金の支払いは当日ですか?


商品仕上がり次第ご連絡させて頂きますので指定銀行へのご入金をお願いします。 入金確認後、ご自宅へご郵送させていただきます。




・クレジットカードは使えますか?


申し訳ございませんが、支払いは現金のみとなります。




・自分たちでフォトグッズやアイテムを用意するの?


使いたいアイテムがあればお持ちください。スタジオにもたくさんフォトグッズがございますのでご安心ください。




・キャンセル料はかかりますか?


・撮影日の1ヶ月前までは20% ・撮影日の1ヶ月前から前日までは50% ・撮影日当日キャンセルの場合は100%




・平日休みが取れません。土日祝の撮影は可能ですか?


土日祝の撮影ももちろん可能です。但し土日料金として2万円アップとなります。




・撮影予約はどのくらい前からできますか?


ご予約は随時承っております。ご希望の日程を選んでいただくためにもお早めのご予約をおすすめします。




・後日あるパーティにドレスをレンタルしたいのですが


大変申し訳ございませんが、当店にある衣装はすべて撮影専用となっております。 店外への持ち出しはお断りしております。




・台紙の六つ切サイズ、四つ切サイズとはどれくらいのサイズですか?


六つ切サイズとは 20.3cm × 25.4cm 四つ切サイズとは 25.4cm × 30.5cm となります




・支払いに商品券は使えますか?


申し訳ございませんが、商品券でのお支払いはできません。





​マタニティフォト編

What is race discrimination in the workplace?


Race discrimination in the workplace occurs whenever an employer considers an employee or job applicant's race, color, or national origin in:

  • hiring;
  • terminations;
  • transfers;
  • demotions; or
  • referrals.
Common examples of workplace race discrimination include not hiring candidates of a certain race, not promoting candidates of a certain race, or use of profane, offensive, or derogatory terms in the workplace. In a real-world example, the U.S. Equal Employment Opportunity Commission (EEOC) (which works to fight racism in the workplace) has brought cases against employers where African American employees were referred to with terms such as “n****r,” “monkey,” and “boy." Race harassment or race discrimination often involves mocking employees' accents and using derogatory slurs. At the Employment Law Center of Maryland, we frequently see workplace race discrimination coupled with workplace sexual harassment, including supervisors who touch and/or make sexually suggestive comments to employees of a certain race. If you are a victim of race discrimination at work, contact a skilled Maryland race discrimination lawyer today for a free, confidential lawyer consultation.




Which federal law covers workplace race discrimination?


There are actually two federal laws covering workplace race discrimination in Maryland: Title VII of the Civil Rights Act of 1964 (Title VII) and Section 1981 of the Civil Rights Act of 1866 (Section 1981). Title VII prohibits Maryland employers from considering race in:

  • hiring
  • terminations
  • transfers
  • demotions
  • negative referrals
Like Title VII, Section 1981 prohibits race discrimination at work, but has some important differences:
  • Section 1981 only applies to workplace race discrimination (not discrimination based on age, sex, etc.)
  • Section 1981 prohibits race discrimination in workplaces of any size (whereas Title VII only applies to employers with at least 15 employees)
  • Section 1981 does not have a statute of limitations for workplace race discrimination; however, Maryland's two-year statute of limitations does apply to Section 1981 claims
  • There is no limit on punitive damages you can be awarded under Section 1981
At the Employment Law Center of Maryland, we pusue workplace race discrimination cases under both Title VII and Section 1981 in U.S. Federal District Court for the District of Maryland. Contact us today to speak with a Maryland race discrimination lawyer.




Who is protected under workplace race discrimination laws?


Both employees and job applicants are protected under workplace race discrimination laws. However, workplace race discrimination laws don't necessarily apply to every employer. For example, Title VII's prohibitions on race discrimination at work don't apply to employers with less than 15 employees. Like Title VII, Maryland's Md. Code, State Gov't § 20-606 (Title 20) does not apply to employers with less than 15 employees. Especially if you work for a smaller Maryland employer, you should speak with a Maryland race discrimination lawyer to determine which law(s) may apply.




How does Title VII protect against workplace race discrimination?


Title VII protects against workplace race discrimination by giving certain employees the right to pursue legal claims against their employer in either administrative or federal courts. Title VII's protections against racism in the workplace are broader than you might think, and cover things like:

  • marriage with a member of a particular race;
  • use of a spouse or partner's name that is associated with a particular race;
  • membership in schools, churches, temples, or mosques generally used by persons of a particular race or national origin; and
  • membership in an organization which promotes the interests of certain races or national groups.
At the Employment Law Center of Maryland, we pursue Title VII workplace race discrimination cases in U.S. District Court for the District of Maryland. Contact us today to speak with a Maryland race discrimination lawyer—for free.




What is intentional race discrimination at work?


Intentional race discrimination at work is generally known as a "disparate treatment" claim. The particulars of a disparate treatment ( i.e., intentional race discrimination) claim are that:

  1. the employer treated the applicant or employee differently than other applicants or employees not within that individual's protected class; and
  2. the employer's differential treatment was intentional.
When you bring a disparate treatment claim under Title VII, you're alleging that your employer treated you differently than others because of your race, color, or national origin. Most importantly, if you're alleging intentional race discrimination, you need to be able to show intent—that your employer meant to discriminate against you. If you're a victim of intentional race discrimination at work, we're here to help. Contact us today to speak with a Maryland race discrimination lawyer.




Can I be discriminated against by someone of the same race as me?


Yes, you can be discriminated against by someone of the same race as you. Title VII makes it unlawful for an employer to "discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race..." A person is discriminated against when he or she is singled out and treated less favorably than others similarly situated on account of race. In other words—the discriminator's race doesn't matter, it's your race that matters. And if a condition of your employment has been changed due in part to your race, that constitutes workplace race discrimimination. If you're facing racism in the workplace, contact us today for a free, confidential consultation with a Maryland race discrimination lawyer.




Are racial jokes or slurs in the workplace against the law?


Racial jokes or slurs in the workplace are not themselves against the law; however, if their use in the workplace is either "severe" or "pervasive," they could constitute a hostile work environment, which is against the law. Workplace racial harassment becomes unlawful where (1) enduring the offensive conduct becomes a condition of continued employment, or (2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a race discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under a workplace race discriminaton laws; or opposing employment practices that they reasonably believe discriminate against individuals in violation of these laws. Petty slights, annoyances, and isolated incidents (unless they are extremely serious) will not generally rise to the level of being illegal. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to a reasonable person or worker. For example, a single innapropriate joke or remark is generally not serious enough to be unlawful; however, repeated jokes or remarks could satisfy the "pervasive" requirement, making them unlawful. It can be difficult to determine whether racial jokes or slurs are simply rude, improper, or against the law. At the Employment Law Center of Maryland, we analyze racism in the workplace cases closely to determine whether any laws have been broken. Contact us today for a free, confidential consultation with a Maryland race discrimination lawyer.




What is reverse workplace race discrimination?


While it's not a term we generally use at the Employment Law Center of Maryland (discrimination is discrimination), reverse discrimination is a term for discrimination against members of a dominant or majority group, in favor of members of a minority or historically disadvantaged group. In other words, a"reverse" workplace race discrimination claim is one brought by a non-minority employee. Title VII, along with Maryland's Title 20, make workplace race discrimination illegal regardless of what race is being discriminated against. If you're facing race discrimination in Maryland, reverse or otherwise, contact us today for a free, confidential consultation with a Maryland discrimination lawyer.




Can a job application ask me to identify my race?


A job application can ask you to identify your race, but only for lawful purposes. In other words, it's how the employer uses that information that matters. For example, some Maryland employers may ask questions about race to collect data for the government showing they are attempting to interview and hire diverse candidates. However, asking about race is always risky for an employer, and employers should ensure that recruiters aren't able to see information about race. If you are concerned that an employer has used your job application to discriminate against you because of your race, contact us today for a free, confidential consultation with a Maryland race discrimination lawyer.




Do I need direct evidence of workplace race discrimination?


Generally, you do not need direct evidence of workplace race discrimination. More often than not, an employee will not have direct evidence of an employer's discriminatory intent, and instead has to rely on circumstantial evidence to prove thier case. Circumstantial evidence is evidence that, by itself, does not directly prove a fact of consequence, but allows the judge or jury to infer the existence of the fact. For example, a Hispanic applicant suing an employer for race discrimination could produce circumstantial evidence in the form of records showing that the company has never hired Hispanic applicant for the position the applicant sought, despite having had several qualified Hispanic applicants over the years. At the Employment Law Center of Maryland, we use the civil discovery process ( e.g., subpoenas, depositions) to obtain both direct and circumstantial evidence of workplace race discrimination. race, C ontact us today for a free, confidential consultation with a Maryland race discrimination lawyer.




How do I file a complaint about race discrimination in the workplace?


You can file a complaint of racial discrimination at work with either the U.S. Equal Employment Opportunity Commission (EEOC) or the Maryland Commission on Civil Rights (MCCR). You'll need to file your complaint of race discrimination with the MCCR within six months of the discrimination (this doesn't apply to complaints of workplace race harassment, which must be filed within two years of the alleged harassment). Upon filing, the MCCR will start an investigation into your complaint. If there is direct or circumstantial evidence that you are a victim of discrimination and/or harassment at work, the EEOC or MCCR will attempt to settle the matter through conciliation. If the parties cannot reach an agreement to settle the case, the case may be scheduled for hearing before an administrative law judge, where an agency attorney will prosecute your case against the employer. If the investigation cannot show that there was discrimination or harassment, the complaint will be dismissed. Whether or not the EEOC or MCCR finds that you were discriminated against, you have the right to file a race discrimination lawsuit in either federal or Maryland state court. At the Employment Law Center of Maryland, we file race discrimination lawsuits in every Maryland federal, state, and administrative court. Contact us today for a free, confidential consultation with a Maryland race discrimination lawyer.





KIDS・ニューボーン編

・ロケーション撮影が希望ですが雨天の場合はどうなりますか?


予め予備日を1日決めていただいております。 もし万が一、その当日も雨天の場合はロケーション撮影は中止となります。




・写真の仕上り納期はどのくらいかかりますか?


データまたはアルバムは約1ヶ月のお時間を頂いております。 但し、事情により前後する可能性もございますのであらかじめご了承くださいませ。




・自分の持ち込んだカメラ・ビデオでの撮影はできますか?


撮影中はできるだけご遠慮頂いております。 なお、ビデオカメラでの動画撮影は一切禁止とさせて頂いております。




・撮影当日に持って行くものはありますか?


プランにより変わることがあります。 事前にスタッフからお知らせ致します。




・ペットも一緒に撮影したいのですが可能ですか?


店内には撮影に関する資材がたくさんあるため申し訳けございませんが、ペットの入店はお断りしております。大切な家族の一員であるペットとの撮影。撮影希望の場合はロケーション撮影をおすすめしております。




・アクセサリーなどはレンタルできますか?


必要なアクセサリーはドレスの料金またはプランに含まれております。 ブーケについてはアートブーケはご用意しておりますが生花がご希望の場合はご本人様でご用意して頂いております。




・衣装は他社からの持ち込みはできますか?


プランご利用の場合は基本的にご遠慮いただいておりますが、特別な理由がある場合はスタッフまでご相談下さい。




・料金の支払いは当日ですか?


商品仕上がり次第ご連絡させて頂きますので指定銀行へのご入金をお願いします。 入金確認後、ご自宅へご郵送させていただきます。




・クレジットカードは使えますか?


申し訳ございませんが、支払いは現金のみとなります。




・自分たちでフォトグッズやアイテムを用意するの?


使いたいアイテムがあればお持ちください。スタジオにもたくさんフォトグッズがございますのでご安心ください。




・キャンセル料はかかりますか?


・撮影日の1ヶ月前までは20% ・撮影日の1ヶ月前から前日までは50% ・撮影日当日キャンセルの場合は100%




・平日休みが取れません。土日祝の撮影は可能ですか?


土日祝の撮影ももちろん可能です。但し土日料金として2万円アップとなります。




・撮影予約はどのくらい前からできますか?


ご予約は随時承っております。ご希望の日程を選んでいただくためにもお早めのご予約をおすすめします。




・後日あるパーティにドレスをレンタルしたいのですが


大変申し訳ございませんが、当店にある衣装はすべて撮影専用となっております。 店外への持ち出しはお断りしております。




・台紙の六つ切サイズ、四つ切サイズとはどれくらいのサイズですか?


六つ切サイズとは 20.3cm × 25.4cm 四つ切サイズとは 25.4cm × 30.5cm となります




・支払いに商品券は使えますか?


申し訳ございませんが、商品券でのお支払いはできません。