HB 1129 requires provider agencies that contract with Maryland's Medicaid program (specifically for services like Community First Choice and Community Personal Assistance) to pay personal care aides a minimum wage of $17 per hour and provide written wage notices. It mandates these agencies to offer 24 hours of paid sick leave annually (or upon hire) and additional paid leave at a rate of 1 hour per 30 hours worked after 720 hours in a year. The Maryland Department of Health can enforce compliance through corrective plans, program suspension, or termination for noncompliance. This bill directly affects personal care aides employed by Medicaid-reimbursed agencies, aiming to improve their compensation and leave benefits.
HB 1173 prohibits state contractors and vendors from using public funds to influence employees of their company (including subcontractors) regarding union membership or support for employee organizations. It specifically bans using state funds to fund anti-union campaigns, efforts to prevent collective bargaining rights, or activities opposing union certification. The law applies to all contractors and vendors working with state government units, covering both direct employee influence and third-party anti-union activities. Exceptions include standard collective bargaining processes, grievance resolution, and activities required by law. This bill directly affects state contractors, vendors, and their employees by restricting how public funds can be used in labor relations.
HB 1356, the Maryland Employee Civic Activity and Lawful Expression Protection Act, prohibits employers from taking adverse actions against employees for engaging in off-duty civic activities, political expression, or lawful online speech. It protects all employees - including interns, part-timers, and temporary workers - from retaliation such as termination, demotion, or denial of promotion for activities like protesting, volunteering, or sharing opinions online outside work hours. The law bans employers from coercing political contributions, forcing attendance at political events, or maintaining policies that restrict protected activities, with exceptions only for conduct that disrupts job duties or reveals trade secrets. Employees can pursue civil lawsuits for violations without exhausting administrative remedies first.
HB 831 establishes collective bargaining rights for county and municipal employees in Maryland by applying the state's Public Employee Relations Act (PERA) to local government workplaces. It defines "public local employees" (excluding confidential and management staff) and creates procedures for negotiations, including binding arbitration to resolve disputes between local governments and employee representatives. The bill also modifies the Public Employee Relations Board's structure and explicitly excludes school boards, community college boards, and public library systems from coverage. This directly affects thousands of local government workers across Maryland's counties and municipalities who will now have formalized bargaining processes for wages, hours, and working conditions.
SB 675 modifies how Maryland's Commissioner of Labor and Industry calculates prevailing wage rates for public works projects. It prohibits the Commissioner from using wage data from investor-owned gas or electric companies (defined in the bill) when determining these rates. If a wage rate was previously calculated using such prohibited data, the Commissioner must vacate that rate and recalculate it correctly. This directly affects public works contractors and the state's process for setting fair wages on government-funded projects. The bill aims to ensure wage calculations rely only on data from non-utility sectors.
HB 1492 establishes the right to strike for specific public school and library employees in Maryland, including certificated and noncertificated staff like substitute teachers, nurses, and JROTC instructors in certain counties. The bill prohibits public school and library employers from taking disciplinary action against employees who participate in or support strikes. It repeals the Public Employee Relations Board’s authority to deny or revoke a union’s certification as an exclusive bargaining representative under certain circumstances. These changes apply to defined groups of employees under Maryland’s Education Article, ensuring their collective bargaining rights are protected from employer retaliation.
HB 1565 requires Maryland’s State Employee and Retiree Health and Welfare Benefits Program to include an obesity treatment and management program for state employees. It also mandates that private health insurers, nonprofit health plans, and health maintenance organizations cover evidence-based obesity treatment - including FDA-approved medications, metabolic/bariatric surgery, and CDC-approved behavioral programs - for individuals diagnosed with obesity, diabetes, or related conditions. The program must be developed with the Secretary of Health and follow the same coverage rules applied to other chronic diseases, avoiding stricter requirements. This bill directly affects state employees and covered individuals with qualifying health conditions by expanding access to medically necessary obesity care.
SB 694 modifies Maryland law to shorten the waiting period before individuals can sue for discrimination under county laws. It changes the requirement from waiting 45 days (in Howard, Montgomery, and Prince George’s Counties) or 60 days (in Baltimore County) after filing a complaint with the Maryland Commission on Civil Rights or a local county office to just 30 days. This applies specifically to cases involving employment discrimination or public accommodations in those counties. The bill directly affects people who experience discrimination and seek legal action under local county anti-discrimination codes.
SB 525 allows individuals with past misdemeanor convictions to petition for record expungement after completing their sentence (5 years) and those with felony convictions after 7 years. Courts may grant expungement if they find "good cause," considering factors like the crime's nature, rehabilitation progress, public safety risk, and how the conviction affects employment, housing, or education. If denied, the petition cannot be appealed, and the person must wait 3 years before reapplying for the same conviction. The bill amends Maryland's criminal procedure code and takes effect October 1, 2026.
SB 964 requires contractors and subcontractors working on Maryland public works projects to employ a specific percentage of qualified apprentices or experienced workers, replacing previous options to pay apprenticeship programs instead of hiring. It applies to all state-funded construction projects and newly includes the University System of Maryland and Baltimore City Community College. The Secretary of Labor must set an annual apprenticeship percentage target for projects, with limited waivers allowed for specific circumstances. The bill amends existing procurement laws to enforce these hiring requirements as a core part of public works contracting.
