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 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.
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.
