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 74 would remove a rule that sometimes required promoted police officers and deputy state fire marshals to accept a lower pay step than their previous position if others in the new rank had equal or more seniority. Currently, if a promoted employee’s prior step was higher than peers with equal or greater experience in the new rank, they were automatically placed in a lower step. The bill repeals this restriction, ensuring promoted employees retain their previous step’s pay rate upon advancement. This change applies to all future promotions starting July 1, 2026, directly affecting Maryland police and fire marshal personnel.
SB 315 clarifies that individuals with expunged criminal charges cannot be denied employment, education, or government services solely because they refuse to disclose those expunged charges. The bill specifically prohibits the Maryland Electronic Courts (MDEC) system from referencing certain cannabis possession cases (where it was the only charge and disposed before July 1, 2023) and requires the Department of Public Safety to remove all references to these cases from MDEC by July 1, 2024. It also prohibits employers, educational institutions, and state agencies from using expunged cannabis charges as the sole basis for adverse actions. The law applies directly to people with expunged cannabis cases meeting the specified criteria. The bill takes effect October 1, 2026.
SB 156 requires that any freight train operating in Maryland on shared rail corridors with passenger trains must have at least two crew members. It directly affects railroad companies operating freight services, excluding light rail systems, rapid transit, and specific yard/utility operations. The bill takes effect only if neighboring states (New York, Pennsylvania, Virginia) enact similar laws by October 1, 2056, with implementation set for October 1, 2026, if the condition is met. Violations could result in civil penalties up to $25,000 for the railroad company. The law aims to establish minimum crew requirements for freight train safety under Maryland’s transportation regulations.
HB 242 updates Maryland's unemployment insurance confidentiality rules to align with federal requirements. It clarifies that personal details like benefit amounts, home addresses, and work refusal history (covered under federal income verification rules) are confidential, directly affecting claimants and the Maryland Department of Labor. The bill establishes specific exceptions allowing child support enforcement units to access certain claim information under federal guidelines, while adding penalties for unauthorized disclosure by department employees. These changes ensure compliance with federal regulations without altering benefit eligibility or payment processes.
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 28 requires state agencies and institutions (like the University System of Maryland and Maryland Environmental Service) to use a neutral third-party arbitrator from the American Arbitration Association's panel when collective bargaining reaches an impasse. It mandates that budget bills include all necessary funds to implement agreements reached through bargaining, including memoranda of understanding (MOUs) covering employee terms and conditions. The bill makes the arbitrator's recommendations advisory (not binding) and sets deadlines for negotiations to conclude by September 30. This directly affects state employees represented by exclusive bargaining units and ensures funding for negotiated terms is included in annual budgets.
HB 69 updates Maryland's overtime pay exemption rules for administrative, executive, and professional workers by setting new minimum weekly salary thresholds. It requires these employees to earn at least $769.23 per week (starting July 2027), with incremental increases through 2031, to qualify for overtime exemption. The bill maintains existing federal standards for job duties (like management responsibilities or specialized work) but adjusts the salary minimums to align with state-specific requirements. This directly affects salaried professionals, managers, and executives who earn below these thresholds and would now be eligible for overtime pay.
HB 317 requires businesses or organizations receiving $100,000+ in state economic development assistance or $250,000+ in state contracts to annually certify compliance with Maryland labor laws. This certification, due by July 1 each year starting in 2027, confirms they weren’t subject to final labor violations in the prior year and aren’t currently failing to meet labor judgments. If they fail to certify, the administering agency must pause new disbursements or contract renewals for 30 days, with the pause lifting once certification is filed or after 12 months if compliance issues remain. The bill excludes minor violations (under $5,000 without willful misconduct) and clarifies it doesn’t create new audits or require reimbursement for past funds.
SB 16 sets clear limits on how much an employer can withhold from a parent's wages for child support payments. It specifies that withholdings cannot exceed a certain percentage of disposable earnings, particularly for parents earning under 250% of the federal poverty guidelines. The bill requires employers to include these limits in withholding notices and allows parents to contest withholdings they believe exceed these limits. This affects low-income parents receiving child support orders and their employers, ensuring withholdings remain within legally defined boundaries.
