HB 141 grants collective bargaining rights to graduate assistants at Maryland's public universities (including the University System of Maryland, Morgan State University, and St. Mary’s College of Maryland). It directly affects graduate students working as teaching, research, or administrative assistants in these institutions by creating a separate bargaining unit for them. The bill amends state law to explicitly include graduate assistants in eligible bargaining units, allowing them to negotiate wages, work conditions, and benefits as a distinct group. This change takes effect July 1, 2026, and applies to all graduate assistants not previously excluded under the law.
HB 1248 establishes a 3-year pilot program (2026-2029) requiring five selected Maryland state agencies to convert eligible full-time positions into two part-time roles with prorated benefits. The bill mandates agencies to evaluate full-time vacancies for potential conversion to part-time roles and document reasons if conversion isn’t possible. It directly affects participating state agencies and future job seekers by increasing part-time employment options with benefits in state government. Agencies must report annually on conversion status and new part-time hires to the Governor and General Assembly. The program aims to improve workforce inclusivity by expanding flexible work opportunities without altering existing part-time employment rules.
HB 1165 requires contractors working on certain state procurement contracts (called "covered procurements") to use apprenticeship programs with a minimum 25% completion rate, as determined by the Maryland Department of Labor. This applies to state contracts meeting specific criteria established by the Chief Procurement Officer. Contractors must provide written verification of program compliance before receiving a contract. The bill aims to ensure apprenticeship programs meet quality standards for state-funded projects.
SB 818 amends Maryland law to establish new requirements for developing the 28-acre State Center property in Baltimore City. It requires all new or modified development contracts to include an enforceable community benefits agreement with the State Center Neighborhood Alliance, a local hiring plan with job goals, and an economic improvement plan prioritizing minority- and women-owned businesses. The bill also creates a State Center Advisory Group composed of neighborhood associations, anchor institutions, and community organizations within a 1-mile radius to provide community input, leverage neighborhood benefits, and ensure transparency. This directly affects the developer of the State Center project and surrounding Baltimore neighborhoods.
HB 503 allows full-time sworn deputy sheriffs (at lieutenant rank or below) and court security officers in Baltimore City to collectively bargain over compensation - including salary, wages, and city-managed benefits - as well as leave, hours, working conditions, and job security. It requires these officers to negotiate jointly with both the Sheriff and Baltimore City (not just one entity) for these matters, removing previous restrictions that excluded salary from bargaining. The bill excludes captains, appointed staff, civilian employees, part-timers, and temporary workers from these collective bargaining rights. This changes existing law to expand bargaining scope for eligible officers while specifying the joint negotiation process.
SB 305 extends funding for nonprofit organizations providing automotive repair training and reentry services to formerly incarcerated individuals in Maryland. It extends the grant period from fiscal years 2026-2028 to 2026-2029, authorizing $1 million annually for qualifying nonprofits that train at least 50 individuals yearly in auto repair and achieve a 50% job placement rate for participants. The Governor’s Office of Crime Prevention administers the grants, requiring nonprofits to submit annual reports on fund usage, participant numbers, and employment outcomes. This bill directly affects nonprofits meeting specific service criteria and supports employment pathways for formerly incarcerated individuals.
SB 748 requires Allegany County correctional officers to join the Correctional Officers’ Retirement System if the county participates in it, replacing their current membership in the Employees’ Pension System. Officers who join this system will automatically lose all membership and future benefit rights in the Employees’ Pension System. The bill applies to officers employed by Allegany County’s detention center before June 1, 2026, and transitioning to the new system. This change takes effect on June 1, 2026, with no transfer of pension benefits governed by standard rules.
SB 740 requires transportation network companies (like ride-hailing apps) to create and follow clear policies for deactivating drivers. It mandates that companies must notify drivers in writing before restricting their access to the platform for 48+ hours and provide specific reasons for deactivation. The bill directly affects drivers who use digital platforms to connect with passengers, ensuring deactivation decisions align with published policies. It also defines "egregious misconduct" (e.g., serious safety threats) as the only valid reason for deactivation beyond routine traffic violations.
SB 831 strengthens Maryland's child labor protections by establishing civil penalties for employers who violate child labor laws (replacing some misdemeanor penalties with fines), directly affecting employers and minors. It prohibits employers from supporting organizations that avoid federal labor law oversight (like those exempt from the National Labor Relations Act) and allows private employees to petition the Public Employee Relations Board for resolution of certain workplace issues. The bill also bans state government agencies from seeking federal waivers of the Fair Labor Standards Act. These changes impact employers, minors, private employees, and state employees across Maryland.
This bill requires Dorchester County to join the Correctional Officers' Retirement System (CORS) if it becomes a participating unit, mandating that certain local detention center officers (those employed before the effective date and remaining employed through it) must join CORS. Upon joining, these officers would receive service credit for their prior Dorchester County employment and would no longer be members of the Employees' Pension System, forfeiting all future benefits from that system. The bill specifies that the transfer of service credit follows CORS rules, not standard pension regulations, and takes effect June 1, 2026. It directly affects Dorchester County correctional officers currently covered by the Employees' Pension System.
