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.
HB 1153 prohibits health insurers, nonprofit health service plans, HMOs, and managed care organizations in Maryland from unilaterally lowering medical claim payments (downcoding) without clinical justification. The bill requires these entities to notify providers within 30 days if they intend to downcode, including specific reasons, references to clinical guidelines, and the original vs. revised codes. It bans practices like downcoding based solely on diagnosis codes, using AI without reviewing medical records, or targeting providers treating complex conditions, and mandates emergency claims be downcoded based on documented symptoms - not final diagnoses. A downcoding decision resulting in nonpayment is treated as a coverage denial, allowing providers to appeal under existing law.
HB 1521 creates a Maryland state income tax credit for individuals and businesses that support at-risk youth through donations, volunteering, or hiring. It allows a 50% credit on contributions to certified organizations (max $5,000 for individuals, $100,000 for businesses), $25 per volunteer day at schools/recreation centers (max $500 annually), and $1,000 per hired at-risk youth (max $5,000 annually). The credit applies only to youth aged 12-25 facing challenges like homelessness, foster care aging out, or living in designated high-poverty areas. Taxpayers must apply for certification through the Department of Commerce, with a $10 million annual cap on total credits.
SB 957 clarifies that Maryland public school teachers holding a National Board Certification (NBC) with a 10-year award period are eligible for specific salary increases tied to their career ladder status. It establishes a $8,000 salary increase for renewing a 10-year NBC, plus $7,000 for a first maintenance renewal after 5 years, and $6,000 for a second maintenance renewal. The bill applies retroactively to teachers with eligible 10-year certifications and ensures these salary increases are separate from other career ladder benefits like the $10,000 increase for initially becoming an NBC teacher. It directly affects certified classroom teachers in Maryland public schools who hold or renew this specific type of National Board Certification.
HB 1245 establishes the Baltimore First Responders Child Care Support and Accessibility Program within Maryland’s State Department of Education. It provides monthly child care allowances to first responders (including Baltimore City police, fire, and emergency medical personnel) in Baltimore City to support their dependent children’s early development and address recruitment/retention challenges. The program requires $600,000 in annual state funding starting fiscal year 2028, administered with Baltimore City public safety departments and nonprofit partners. Annual reports must track participation by agency, children served, and impacts on recruitment, retention, and public safety.
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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.
