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.
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.
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.
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.
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.
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.
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.
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.
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.
