SB 94 prohibits earned wage access providers in Maryland from accepting tips, offering tip options, or suggesting tips influence loan terms. It requires providers to clearly disclose that tips don’t affect services and must offer at least one no-cost earned wage access option. The bill also mandates providers return any tips that would make loan rates exceed legal limits within 7 days. These changes directly affect consumers using earned wage access services and the providers offering them.
HB 480 requires transportation network companies (like Uber or Lyft) operating in Maryland to create and follow a clear written policy for deactivating drivers. The bill mandates companies must notify drivers of deactivation reasons and provide specific information, and prohibits deactivation unless it follows the published policy. It defines "egregious misconduct" (such as repeated traffic violations or safety threats) as the only valid reason for deactivation, excluding minor violations. This directly affects drivers who could be deactivated and companies required to maintain transparent, consistent procedures.
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.
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.
SB 439 prohibits Maryland fire and rescue public safety employers from taking negative employment actions (like firing or denying promotions) against employees who use medical cannabis, provided the employee has a valid medical cannabis certification under state law. It amends existing Maryland law to explicitly add this protection for public safety workers, aligning with current medical cannabis certification requirements. The bill does not change how medical cannabis is certified but ensures these employees cannot face discrimination solely for using cannabis legally under the state program. This applies to all fire and rescue employees who meet the state's medical cannabis eligibility criteria.
SB 449 extends workers' compensation benefits to Carroll County correctional deputies who develop heart disease or hypertension. It creates a legal presumption that these conditions are work-related (and thus compensable) if they result in partial disability or death, provided the condition is more severe than any pre-existing condition and the deputy had a medical exam before employment. The bill amends Maryland law to explicitly include "Carroll County Correctional Deputy" in the definition of "public safety employee" for these benefits. This change applies specifically to Carroll County deputies and requires meeting the severity and medical exam conditions to qualify.
HB 532 requires counties and municipalities in Maryland to calculate overtime pay for government-employed firefighters based on hours worked over 168 in a 28-day period (instead of the standard 40-hour workweek). It also mandates that these employers provide firefighters with specific payroll information at hiring, during pay rate changes, and with each paycheck - including pay rates, overtime rates, hours worked, and deductions. If employers fail to provide this information or pay due wages, firefighters or their representatives can file a grievance, triggering automatic damages that increase by 30% per pay period until resolved, capped at three times the missing amount. The bill directly affects all firefighters employed by Maryland local governments and aims to standardize overtime calculations and improve payroll transparency.
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.
SB 672 requires Maryland's State Department of Education to create a plan by December 1, 2026, to expand access to high-quality early childhood education and childcare for children from birth through age 3 in Prince George's County. The plan must analyze costs for parents, the county, and state; workforce needs for providers; current capacity to serve more children; and potential new revenue sources. It mandates consultation with Prince George's County and relevant state agencies during development. The bill directly affects infants and toddlers in Prince George's County, their families, and local childcare providers. The plan must be submitted to the Governor, state legislature, and Prince George's County delegation by the deadline, with implementation beginning July 1, 2026.
