Labor & Employment

signed · Maryland · House of Delegates Apr 28, 2026

HB 604: Arbitration Reform for State Employees Act of 2026

HB 604, the Arbitration Reform for State Employees Act of 2026, changes how state employees negotiate contracts at institutions like the University System of Maryland and the Maryland Environmental Service. It requires a neutral arbitrator to help resolve bargaining impasses if negotiations stall by September 1, with the arbitrator chosen from a national panel by September 15; the arbitrator’s recommendations would be advisory, not binding. The bill also mandates that each annual budget must include full funding for all terms in existing labor agreements, such as written contracts between the state and employee representatives. This directly affects state employees covered by collective bargaining and their representatives in negotiations.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires neutral arbitrator for contract negotiations, supporting collective bargaining resolution by preventing impasses without binding outcomes.85% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Maryland · House of Delegates Apr 28, 2026

HB 557: Occupational Licensing and Certification - Criminal History - Predetermination Review Process

HB 557 creates a pre-approval review process for individuals with non-violent criminal convictions seeking occupational licenses (e.g., cosmetology, contracting, healthcare roles) in Maryland. It requires state departments (excluding Public Safety and Correctional Services) to provide a binding determination on whether an applicant’s criminal history would block their license *before* they formally apply, based on specific criteria like the nature of the offense, time since conviction, and rehabilitation evidence. The bill prohibits denial solely for past non-violent convictions unless a direct relationship to the job or safety risk exists, and establishes a $100 fee (waivable for low-income applicants) for the review. It applies to most occupational licenses but excludes sex offense convictions and automatically allows licenses after 7 years without new offenses.

Topics ✓ Criminal JusticeSupports Criminal JusticeCreates pre-approval for occupational licenses post-non-violent conviction, reducing reentry barriers and promoting rehabilitation - key criminal justice reform indicators.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRemoves licensing barriers for non-violent offenders, expanding employment access and protecting workers' rights to pursue licensed careers in healthcare, cosmetology, etc.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Maryland · Senate Apr 28, 2026

SB 417: Labor and Employment - Mandatory Meetings on Religious or Political Matters - Employee Attendance and Participation (Maryland Worker Freedom Act)

SB 417 (Maryland Worker Freedom Act) prohibits most private employers from firing, disciplining, or refusing to hire employees who decline to attend or participate in employer-sponsored meetings about religious or political matters. The bill requires employers to notify workers about these protections and allows employees to file complaints with the Maryland Commissioner of Labor and Industry within 180 days of a violation. If violations are found, the Commissioner may impose civil penalties up to $10,000 for first offenses or $25,000 for repeat violations, and issue cease-and-desist orders. Exemptions include religious organizations, political groups, schools, government entities, and mandatory compliance training.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer retaliation for refusing religious/political meetings, directly protecting workers' rights to decline participation without discipline or termination.90% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Maryland · Senate Apr 28, 2026

SB 411: Hospitals - Clinical Staffing Committees and Plans - Establishment (Safe Staffing Act of 2026)

SB 411 requires non-state hospitals in Maryland to establish clinical staffing committees with equal representation from management and frontline staff, including nurses, technicians, and other caregivers. These committees must develop evidence-based staffing plans considering patient acuity, staffing gaps, and daily patient needs, which hospitals must implement starting January 1, 2028. Hospitals must annually review these plans, publicly post staffing data on units, and submit annual reports to the Maryland Health Care Commission beginning in 2030. The bill directly affects hospital operations, staffing decisions, and transparency for frontline workers and patients.

Topics ✓ HealthcareSupports HealthcareRequires hospitals to establish staffing committees and develop evidence-based plans addressing patient acuity and staffing gaps, directly improving patient safety and care quality per healthcare policy indicators.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires equal frontline staff representation in staffing committees, directly strengthening worker input on workplace safety and staffing conditions per bill's evidence-based plan mandate.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Maryland · House of Delegates Apr 28, 2026

HB 624: Hospitals - Clinical Staffing Committees and Plans - Establishment (Safe Staffing Act of 2026)

HB 624 (Safe Staffing Act of 2026) requires most Maryland hospitals to establish clinical staffing committees with equal management and employee representation, including specific frontline staff like nursing assistants and dietary aides. These committees must develop annual staffing plans considering patient acuity, staffing gaps, and evidence-based standards, then post the plans publicly and update them yearly. Hospitals must implement these plans starting in 2028, allow staff to file complaints about violations, and report annually to the Maryland Health Care Commission beginning in 2030. The law directly affects licensed hospitals and frontline healthcare workers by mandating structured, transparent staffing processes to address patient care needs.

Topics ✓ HealthcareSupports HealthcareMandates hospital staffing committees and evidence-based plans to improve patient safety and care quality, advancing healthcare standards95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates equal employee-management representation in staffing committees, requires evidence-based staffing plans addressing patient acuity, and protects worker complaint mechanisms - directly advancing workplace safety and employment standards for...95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Maryland · House of Delegates Apr 28, 2026

HB 735: Earned Income Tax Credit - Assistance Program Implementation Delay and Study

HB 735 delays Maryland's Earned Income Tax Credit (EITC) Assistance Program implementation until 2029 (from 2024) and requires two key studies. The Comptroller's Office must study outreach methods to help eligible low-income residents claim the state EITC by December 31, 2030. The Department of Service and Civic Innovation must also recommend ways to assist low-income residents in claiming tax credits and accessing support. This bill directly affects Marylanders who qualify for the EITC but may not have claimed it, without changing the credit amount or eligibility rules.

Topics ✗ HousingOpposes HousingBill delays EITC implementation until 2029, restricting immediate financial assistance for low-income residents that supports housing affordability.70% confidence ✗ Labor & EmploymentOpposes Labor & EmploymentDelays EITC implementation until 2029, restricting immediate financial support for low-income workers, a core labor benefit.85% confidence | Rep's Stance ✓ Voted Yes ✗ Opposes Labor & Employment

signed · Maryland · Senate Apr 28, 2026

SB 445: Employment Standards - Firefighters - Payment of Wages and Payroll Information

SB 445 requires counties and municipalities in Maryland to calculate overtime pay for firefighters based on hours worked over 168 hours in a 28-day period (instead of the standard 40-hour workweek). It also mandates that employers provide firefighters with detailed payroll statements at hiring, when pay rates change, and for each pay period, including hours worked, gross earnings, and deductions. If a county or municipality fails to provide required payroll information or pay due wages, firefighters or their representatives can file a grievance to recover missing wages plus increasing damages of 30% per pay period - capped at three times the amount due - until resolved. This bill directly affects firefighters employed by local governments and clarifies their entitlement to transparent payroll records and timely compensation.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentIncreases overtime threshold from 160 to 168 hours over 28 days, reducing overtime eligibility for firefighters.90% confidence | Rep's Stance ✓ Voted Yes ✗ Opposes Labor & Employment

signed · Maryland · Senate Apr 14, 2026

SB 136: Collective Bargaining - Alcohol, Tobacco, and Cannabis Commission - Police Officers

SB 136 extends collective bargaining rights under Maryland's state employee laws to police officers employed by the Alcohol, Tobacco, and Cannabis Commission (ATCC) who are authorized to make arrests. It amends state law to explicitly include these officers under Section 3-102(a)(4) of the State Personnel and Pensions article, placing them in the same category as other covered state employees. This change applies to all full-time ATCC police officers at the rank of first sergeant and below, excluding supervisory or confidential roles as defined by regulations. The bill takes effect on October 1, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExtends collective bargaining rights to ATCC police officers, strengthening workers' rights under state employee laws as explicitly stated in the bill summary.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

passed · Maryland · House of Delegates Apr 13, 2026

HB 797: Employment Discrimination - Fire and Rescue Public Safety Employees - Use of Medical Cannabis

HB 797 prohibits employers from discriminating against fire and rescue public safety employees who use medical cannabis, provided they have a valid written certification from a licensed healthcare provider under Maryland's medical cannabis program. The bill modifies existing law to clarify that an employer cannot take adverse employment actions (like termination or denial of promotion) solely due to medical cannabis use, as long as the employee meets the state's certification requirements. It updates definitions in Maryland law to ensure fire and rescue employees qualify for the same protections as other medical cannabis patients under the existing program. The law does not override workplace safety rules or require employers to accommodate cannabis use during work hours.

Topics ✓ HealthcareSupports HealthcareProtects employment rights for medical cannabis users under state healthcare program, advancing patient access to treatment without discrimination95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employment discrimination against medical cannabis users in fire/rescue roles, protecting workers' rights under state certification requirements.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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passed both · Maryland · House of Delegates Apr 13, 2026

HB 1433: Community Colleges - Collective Bargaining - Definition of Supervisory Employee

HB 1433 defines "supervisory employee" for collective bargaining purposes in Maryland community colleges. It specifies that a supervisory employee must have authority to hire, discipline, direct over 50% of work hours, or resolve complaints, while excluding department heads and faculty below assistant dean level. This definition determines which staff (non-supervisory employees) can participate in union negotiations. The bill amends Maryland’s Education Code and takes effect July 1, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands collective bargaining eligibility by excluding non-supervisory staff from supervisory definitions, enabling more workers to join unions per bill's definition of 'supervisory employee'.92% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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