This bill prohibits Maryland schools from discriminating against job applicants or employees based on their legal use of cannabis outside of work hours and away from school property. It specifically protects individuals from being denied employment, having their compensation affected, or facing adverse employment actions due to off-duty cannabis use. However, the law does not authorize employees to use, possess, or be impaired by cannabis during work hours, and schools retain the ability to prohibit such behavior on school premises. The legislation also clarifies that it does not override federal requirements for drug testing related to employment, federal funding, or licensing.
SB 857, the Maryland Employee Civic Activity and Lawful Expression Protection Act, protects employees from employer retaliation for off-duty civic and political activities. It prohibits employers from firing, demoting, or punishing workers for engaging in protected activities like volunteering for causes, speaking publicly about issues, campaigning, or donating to political causes - unless the activity directly interferes with job duties. The law also bans employers from requiring political disclosures during hiring unless directly job-related or forcing employees to attend political events. Employees who face violations can sue directly in court for triple damages plus up to one year’s wages for wrongful termination. The law applies to all employees, including interns and part-timers, and covers both in-person and online expression.
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.
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.
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.
HB 536 expands Maryland's employment discrimination protections to require reasonable accommodations for temporary disabilities related to childbirth, menopause, and lactation. It classifies these conditions as temporary disabilities under existing leave and benefits policies, mandating that employers treat them the same as other temporary disabilities for leave, seniority, and reinstatement. The bill requires employers to explore specific accommodations like modified duties, flexible hours, or transfers to less strenuous roles when requested. It also mandates employers to provide clear information about these rights to employees and allows health care provider certifications for accommodations, effective October 1, 2026.
HB 724 prohibits employment discrimination based on "caregiver status" in Maryland. It defines caregiver status as providing ongoing care for a minor child or an individual with a disability who relies on the caregiver for medical care or daily needs, including family members like children, spouses, parents, or others in recognized familial relationships. The bill adds caregiver status to Maryland’s list of protected classes under anti-discrimination law, making it illegal for employers to discriminate in hiring, firing, compensation, or employment terms because of this status. It directly affects workers who are caregivers, ensuring they cannot face workplace bias for their caregiving responsibilities.
