HB 1254 requires county school boards to justify service contracts (outsourcing school services) by submitting detailed cost comparisons showing at least 20% savings over using school employees, along with plans to assist affected staff. It mandates that boards demonstrate they considered alternatives like reorganizing services before contracting. The bill also directs the State Department of Education to develop a paid, in-person professional development system for paraeducators and support staff by July 2027, including training on collaboration, student safety, crisis prevention, and job skills. This new system must be provided during school hours and will directly affect all paraeducators and support professionals in Maryland public schools.
HB 299 prohibits employers from knowingly creating or using false records or statements that cause underpayment of unemployment insurance contributions or overpayment of benefits exceeding $15,000 annually. It requires civil penalties from fraud violations to be deposited into the Unemployment Insurance Fund and mandates the Labor Commissioner and Attorney General to enforce wage laws, including prevailing wage and living wage requirements. The bill also authorizes license revocation for workplace fraud violations and strengthens coordination between state agencies investigating fraud. This primarily affects employers, contractors, and licensed businesses subject to wage and unemployment insurance laws in Maryland.
HB 106 grants collective bargaining rights to nontenure track faculty at Maryland's public higher education institutions, specifically at the University System of Maryland, Morgan State University, and St. Mary’s College of Maryland. It creates a separate bargaining unit for these faculty members - including full-time, part-time, and adjunct employees with academic responsibilities like teachers and researchers - who were previously excluded from collective bargaining under state law. The bill amends existing statutes to explicitly include nontenure track faculty in bargaining units, allowing them to negotiate wages, hours, and working conditions through union representation. This change takes effect July 1, 2026.
SB 389, the Maryland Transit and Housing Opportunity Act, automatically designates transit-oriented development (TOD) areas near rail stations with hourly weekday service (8 a.m.-6 p.m.) as enterprise zones - bypassing normal limits on such designations. It requires Maryland’s development corporation to prioritize loans for projects redeveloping state-owned land near rail stations and delays development taxes/fees for qualifying residential projects. The bill also adds project labor agreements as a scoring factor for TOD funding and adjusts local land-use regulations to support transit-focused development. Directly affecting developers, local governments, and communities near transit hubs, it aims to accelerate housing and infrastructure near rail corridors.
HB 74 requires state contracts for construction or security services exceeding $2 million over three years to include a clause allowing contract modifications when statutory changes increase required compensation or benefits (e.g., new minimum wage laws). This directly affects large contractors working with Maryland state agencies on these projects. The bill mandates that any modified contract must first receive approval from the Chief Procurement Officer. It aims to ensure fair adjustments for cost increases driven by state-mandated changes, without requiring contractors to absorb unexpected expenses. The law takes effect October 1, 2026.
HB 45, the Maryland Worker Freedom Act, prohibits employers from penalizing employees or job applicants who refuse to attend or participate in mandatory meetings where the employer expresses views on religious or political matters. It directly protects workers in non-exempt workplaces (excluding religious organizations, educational institutions, and government entities) from being fired, disciplined, or denied employment for declining such meetings. The bill requires employers to notify staff of these protections and provides a complaint process to the Labor Commissioner, who can impose fines up to $25,000 for violations or order reinstatement and back pay. Key exemptions include voluntary participation, required legal communications, and employer training mandated by law.
HB 1241 expands Maryland's bereavement leave eligibility by redefining "qualified relationships" to include more individuals beyond immediate family. The bill adds grandparents, siblings, domestic partners, step-relatives, adoptive/foster relations, and de facto partners to the list of relationships qualifying for paid bereavement leave. This change directly affects Maryland employees who experience the death of these individuals, allowing them to take paid leave under state law. The bill amends Section 3-802 of the Maryland Annotated Code without altering leave duration or pay structure, maintaining existing employer thresholds (15+ employees) and excluding federal FMLA coverage.
HB 386 modifies Maryland's funding for the Washington Metropolitan Area Transit Authority (WMATA) by requiring the Governor to withhold 35% of annual grants under specific conditions. It directly affects WMATA and Maryland's budget process, mandating that the Governor withhold funds if WMATA fails to submit required reports (like safety assessments and financial data) or if it doesn't develop a rail signaling workforce transition plan by July 2028. The bill also requires WMATA to provide detailed annual reports on safety, ridership, finances, and capital investments to trigger full funding. If WMATA receives a modified audit opinion without a corrective plan, or misses the workforce plan deadline, the Governor must withhold the funds until these conditions are met.
HB 1325 authorizes licensed clinical social workers to evaluate permanent impairments involving behavioral or mental disorders in Maryland workers' compensation claims. It requires these social workers to meet specific qualifications, including training in mental/behavioral conditions, rehabilitation counseling registration, two years of post-licensure experience, and COMAR authorization. The bill directly affects workers seeking compensation for mental/behavioral impairments and licensed clinical social workers who wish to provide these evaluations. It amends Maryland’s workers’ compensation law (Article 9, Section 9-721) to expand evaluation eligibility beyond psychologists and physicians. The changes take effect October 1, 2026.
HB 1480 strengthens child labor protections by prohibiting minors from working in specific hazardous occupations (like manufacturing hazardous substances, construction, or operating machinery) and imposing civil penalties of up to $10,000 for employers who violate these rules. It also creates a new process allowing private sector employees to petition the Public Employee Relations Board to resolve workplace disputes, while banning employers from supporting organizations exempt from federal labor law (like the National Labor Relations Act). Additionally, the bill prohibits state agencies in the Executive Branch from seeking federal waivers of the Fair Labor Standards Act. These changes directly affect employers, private employees, and state government entities in Maryland.
