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.
HB 1070 establishes the Workforce Opportunities Grant Program and a dedicated Workforce Opportunities Grant Fund within Maryland's Department of Social and Economic Mobility. The program provides competitive grants to nonprofit organizations, local workforce boards, and employer-community partnerships to plan and host job fairs and workforce events connecting job seekers with employers across the state. The fund, which earns interest credited back to it, is a special nonlapsing account to support these grants. The bill modifies state finance and government codes to create this program and requires the Department to administer it, focusing on expanding job opportunities for residents.
HB 194, the Incarcerated Job Training Act, requires Maryland's Department of Public Safety and Correctional Services to create a paid apprenticeship program for incarcerated individuals in skilled trades. The bill mandates that participants earn at least the state minimum wage, with earnings deposited into their personal accounts for use after release. Employers - such as state agencies, local governments, or private businesses - can participate, but may reject assignments or withdraw from the program. Successful completers receive a certificate within 30 days of release, and the program must prioritize developing marketable job skills. The law takes effect October 1, 2026.
HB 536 expands Maryland's employment discrimination protections to require reasonable accommodations for temporary disabilities related to childbirth, menopause, and lactation. It classifies these conditions as temporary disabilities under existing leave and benefits policies, mandating that employers treat them the same as other temporary disabilities for leave, seniority, and reinstatement. The bill requires employers to explore specific accommodations like modified duties, flexible hours, or transfers to less strenuous roles when requested. It also mandates employers to provide clear information about these rights to employees and allows health care provider certifications for accommodations, effective October 1, 2026.
HB 1108 grants collective bargaining rights to workers in Maryland greenhouses (controlled-environment agricultural operations), allowing them to form unions and negotiate wages, hours, and working conditions with employers. The bill requires the state Labor Secretary to establish regulations for union elections, certification, and resolving bargaining disputes, while mandating greenhouse employers to provide rest breaks during extreme heat to prevent heat-related illness. This law directly affects greenhouse workers and their employers, creating a formal process for union representation and heat protection. It amends Maryland's labor code to include these specific protections for greenhouse workers, who previously lacked these rights under state law.
HB 1068 requires health insurance carriers in Maryland to provide a 60-day special enrollment period for individuals who become newly hired by small businesses that do not offer employer-sponsored health plans. This applies to people purchasing coverage through the state’s health insurance marketplace (Individual Exchange) or outside it. The special enrollment period begins on the first day of employment and allows new hires to enroll in health insurance without waiting for the standard open enrollment period. The law takes effect January 1, 2027, directly benefiting newly employed workers at small businesses without health benefits.
