HB 388 allows supervisory employees at Baltimore County Public Library to form unions and engage in collective bargaining, creating a dedicated bargaining unit for them alongside the existing unit for non-supervisory staff. It clarifies that some supervisory roles may be reclassified as "management employees" if their duties involve routine tasks rather than independent judgment, using specific criteria like whether they spend significant time working with non-supervisory staff. The bill preserves existing bargaining agreements and units in place before June 30, 2026, and takes effect July 1, 2026. This change directly affects library supervisors in Baltimore County by granting them formal collective bargaining rights previously restricted to non-supervisory employees.
HB 141 grants collective bargaining rights to graduate assistants at Maryland's public universities (including the University System of Maryland, Morgan State University, and St. Mary’s College of Maryland). It directly affects graduate students working as teaching, research, or administrative assistants in these institutions by creating a separate bargaining unit for them. The bill amends state law to explicitly include graduate assistants in eligible bargaining units, allowing them to negotiate wages, work conditions, and benefits as a distinct group. This change takes effect July 1, 2026, and applies to all graduate assistants not previously excluded under the law.
HB 1248 establishes a 3-year pilot program (2026-2029) requiring five selected Maryland state agencies to convert eligible full-time positions into two part-time roles with prorated benefits. The bill mandates agencies to evaluate full-time vacancies for potential conversion to part-time roles and document reasons if conversion isn’t possible. It directly affects participating state agencies and future job seekers by increasing part-time employment options with benefits in state government. Agencies must report annually on conversion status and new part-time hires to the Governor and General Assembly. The program aims to improve workforce inclusivity by expanding flexible work opportunities without altering existing part-time employment rules.
SB 964 requires contractors and subcontractors working on Maryland public works projects to employ a specific percentage of qualified apprentices or experienced workers, replacing previous options to pay apprenticeship programs instead of hiring. It applies to all state-funded construction projects and newly includes the University System of Maryland and Baltimore City Community College. The Secretary of Labor must set an annual apprenticeship percentage target for projects, with limited waivers allowed for specific circumstances. The bill amends existing procurement laws to enforce these hiring requirements as a core part of public works contracting.
SB 673 requires state contractors working on covered projects (like construction or public works) to use registered apprenticeship programs that meet minimum completion rates set by the Maryland Department of Labor. Contractors must verify compliance through payments to the State Apprenticeship Training Fund or direct participation in approved programs. The bill amends existing procurement laws to hold contractors accountable for apprenticeship program effectiveness, aiming to improve workforce development outcomes. It takes effect October 1, 2026, and applies to all relevant state procurement contracts.
SB 818 amends Maryland law to establish new requirements for developing the 28-acre State Center property in Baltimore City. It requires all new or modified development contracts to include an enforceable community benefits agreement with the State Center Neighborhood Alliance, a local hiring plan with job goals, and an economic improvement plan prioritizing minority- and women-owned businesses. The bill also creates a State Center Advisory Group composed of neighborhood associations, anchor institutions, and community organizations within a 1-mile radius to provide community input, leverage neighborhood benefits, and ensure transparency. This directly affects the developer of the State Center project and surrounding Baltimore neighborhoods.
HB 503 allows full-time sworn deputy sheriffs (at lieutenant rank or below) and court security officers in Baltimore City to collectively bargain over compensation - including salary, wages, and city-managed benefits - as well as leave, hours, working conditions, and job security. It requires these officers to negotiate jointly with both the Sheriff and Baltimore City (not just one entity) for these matters, removing previous restrictions that excluded salary from bargaining. The bill excludes captains, appointed staff, civilian employees, part-timers, and temporary workers from these collective bargaining rights. This changes existing law to expand bargaining scope for eligible officers while specifying the joint negotiation process.
SB 710 exempts retirees from Maryland's Correctional Officers' Retirement System from having their retirement benefits reduced if they return to work as correctional officers or parole/probation staff in specific state correctional facilities. The bill amends pension law to remove the earnings offset requirement for these retirees when reemployed by the Division of Corrections, Division of Pretrial Detention, or Patuxent Institution for up to four years. This directly affects correctional officers who retired from the system and are rehired in authorized roles within state correctional facilities. The change ensures their retirement payments remain unchanged during this reemployment period, unlike the standard rule that reduces benefits for most other retirees returning to work.
SB 647 updates Maryland's Law Enforcement Officers' Pension System and State Police Retirement System to expand eligibility for line-of-duty disability benefits. It changes the qualifying standard from being "incapacitated for duty" to requiring members to be "totally and permanently unable to engage in any substantial gainful activity" due to a duty-related injury. This change affects current and future members of these systems who suffer catastrophic injuries while on duty, as defined in amended sections 24-401.1(k) and 26-401.1(k) of the Maryland Annotated Code. The bill modifies how the disability allowance is calculated and applied, focusing on the member's inability to work rather than just duty performance.
SB 694 modifies Maryland law to shorten the waiting period before individuals can sue for discrimination under county laws. It changes the requirement from waiting 45 days (in Howard, Montgomery, and Prince George’s Counties) or 60 days (in Baltimore County) after filing a complaint with the Maryland Commission on Civil Rights or a local county office to just 30 days. This applies specifically to cases involving employment discrimination or public accommodations in those counties. The bill directly affects people who experience discrimination and seek legal action under local county anti-discrimination codes.
