Labor & Employment

signed · Maryland · Senate Apr 28, 2026

SB 445: Employment Standards - Firefighters - Payment of Wages and Payroll Information

SB 445 requires counties and municipalities in Maryland to calculate overtime pay for firefighters based on hours worked over 168 hours in a 28-day period (instead of the standard 40-hour workweek). It also mandates that employers provide firefighters with detailed payroll statements at hiring, when pay rates change, and for each pay period, including hours worked, gross earnings, and deductions. If a county or municipality fails to provide required payroll information or pay due wages, firefighters or their representatives can file a grievance to recover missing wages plus increasing damages of 30% per pay period - capped at three times the amount due - until resolved. This bill directly affects firefighters employed by local governments and clarifies their entitlement to transparent payroll records and timely compensation.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentIncreases overtime threshold from 160 to 168 hours over 28 days, reducing overtime eligibility for firefighters.90% confidence | Rep's Stance ✓ Voted Yes ✗ Opposes Labor & Employment

signed · Maryland · Senate Apr 14, 2026

SB 136: Collective Bargaining - Alcohol, Tobacco, and Cannabis Commission - Police Officers

SB 136 extends collective bargaining rights under Maryland's state employee laws to police officers employed by the Alcohol, Tobacco, and Cannabis Commission (ATCC) who are authorized to make arrests. It amends state law to explicitly include these officers under Section 3-102(a)(4) of the State Personnel and Pensions article, placing them in the same category as other covered state employees. This change applies to all full-time ATCC police officers at the rank of first sergeant and below, excluding supervisory or confidential roles as defined by regulations. The bill takes effect on October 1, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExtends collective bargaining rights to ATCC police officers, strengthening workers' rights under state employee laws as explicitly stated in the bill summary.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

passed · Maryland · House of Delegates Apr 13, 2026

HB 797: Employment Discrimination - Fire and Rescue Public Safety Employees - Use of Medical Cannabis

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.

Topics ✓ HealthcareSupports HealthcareProtects employment rights for medical cannabis users under state healthcare program, advancing patient access to treatment without discrimination95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employment discrimination against medical cannabis users in fire/rescue roles, protecting workers' rights under state certification requirements.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

Track

passed both · Maryland · House of Delegates Apr 13, 2026

HB 1433: Community Colleges - Collective Bargaining - Definition of Supervisory Employee

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands collective bargaining eligibility by excluding non-supervisory staff from supervisory definitions, enabling more workers to join unions per bill's definition of 'supervisory employee'.92% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

Track

passed · Maryland · House of Delegates Apr 13, 2026

HB 1254: Education - Public Schools - Service Contracts

HB 1254 requires county school boards to justify service contracts (outsourcing school services) by submitting detailed cost comparisons showing at least 20% savings over using school employees, along with plans to assist affected staff. It mandates that boards demonstrate they considered alternatives like reorganizing services before contracting. The bill also directs the State Department of Education to develop a paid, in-person professional development system for paraeducators and support staff by July 2027, including training on collaboration, student safety, crisis prevention, and job skills. This new system must be provided during school hours and will directly affect all paraeducators and support professionals in Maryland public schools.

Topics ✓ Budget & TaxesSupports Budget & TaxesMandates 20% cost savings justification for outsourcing, promoting fiscal responsibility in school budget management per bill requirements.95% confidence ✓ EducationSupports EducationMandates paid professional development for paraeducators and requires cost justification for outsourcing to protect staff, strengthening educator support and school operations.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires cost justification and staff assistance for outsourcing, mandates professional development for support staff, protecting workers from abrupt job loss and enhancing employment standards.90% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

Track

failed · Maryland · House of Delegates Apr 13, 2026

HB 299: Fraud Prevention, Prevailing Wage, and Living Wage - Prohibitions, Penalties, and Enforcement

HB 299 prohibits employers from knowingly creating or using false records or statements that cause underpayment of unemployment insurance contributions or overpayment of benefits exceeding $15,000 annually. It requires civil penalties from fraud violations to be deposited into the Unemployment Insurance Fund and mandates the Labor Commissioner and Attorney General to enforce wage laws, including prevailing wage and living wage requirements. The bill also authorizes license revocation for workplace fraud violations and strengthens coordination between state agencies investigating fraud. This primarily affects employers, contractors, and licensed businesses subject to wage and unemployment insurance laws in Maryland.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill enforces prevailing/living wage requirements and prevents fraud depleting unemployment fund, protecting workers' wages and benefits.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

Track

passed · Maryland · House of Delegates Apr 13, 2026

HB 106: State Personnel - Collective Bargaining - Nontenure Track Faculty

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.

Topics ✓ EducationSupports EducationGrants collective bargaining rights to nontenure track faculty at public higher education institutions, strengthening educator representation and working conditions.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentGrants collective bargaining rights to excluded nontenure faculty, directly advancing workers' rights in labor negotiations per bill's explicit purpose.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

Track

passed both · Maryland · Senate Apr 13, 2026

SB 389: Land Use - Transit-Oriented Development - Alterations (Maryland Transit and Housing Opportunity Act)

SB 389, the Maryland Transit and Housing Opportunity Act, automatically designates transit-oriented development (TOD) areas near rail stations with hourly weekday service (8 a.m.-6 p.m.) as enterprise zones - bypassing normal limits on such designations. It requires Maryland’s development corporation to prioritize loans for projects redeveloping state-owned land near rail stations and delays development taxes/fees for qualifying residential projects. The bill also adds project labor agreements as a scoring factor for TOD funding and adjusts local land-use regulations to support transit-focused development. Directly affecting developers, local governments, and communities near transit hubs, it aims to accelerate housing and infrastructure near rail corridors.

Topics ✓ Budget & TaxesSupports Budget & TaxesDelays development taxes/fees for qualifying residential projects, providing tax incentive to promote transit-oriented development90% confidence ✓ HousingSupports HousingDesignates TOD areas as enterprise zones, prioritizes loans for state land redevelopment, and delays fees for residential projects - all advancing housing development near transit.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentRequires project labor agreements for transit development projects, ensuring fair wages and union standards in construction labor.85% confidence ✓ TransportationSupports TransportationDesignates TOD areas near rail stations, prioritizes transit-oriented projects, delays fees for housing near transit - directly advancing public transit infrastructure and sustainable transportation access.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

Track

passed · Maryland · House of Delegates Apr 9, 2026

HB 74: State Procurement - Security Services - Contract Modification

HB 74 requires state contracts for construction or security services exceeding $2 million over three years to include a clause allowing contract modifications when statutory changes increase required compensation or benefits (e.g., new minimum wage laws). This directly affects large contractors working with Maryland state agencies on these projects. The bill mandates that any modified contract must first receive approval from the Chief Procurement Officer. It aims to ensure fair adjustments for cost increases driven by state-mandated changes, without requiring contractors to absorb unexpected expenses. The law takes effect October 1, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates contract modifications for statutory wage/benefit increases, ensuring workers receive adjusted compensation under new laws.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

Track

passed · Maryland · House of Delegates Apr 7, 2026

HB 45: Labor and Employment - Mandatory Meetings on Religious or Political Matters - Employee Attendance and Participation (Maryland Worker Freedom Act)

HB 45, the Maryland Worker Freedom Act, prohibits employers from penalizing employees or job applicants who refuse to attend or participate in mandatory meetings where the employer expresses views on religious or political matters. It directly protects workers in non-exempt workplaces (excluding religious organizations, educational institutions, and government entities) from being fired, disciplined, or denied employment for declining such meetings. The bill requires employers to notify staff of these protections and provides a complaint process to the Labor Commissioner, who can impose fines up to $25,000 for violations or order reinstatement and back pay. Key exemptions include voluntary participation, required legal communications, and employer training mandated by law.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer penalties for refusing religious/political meetings, directly protecting workers' rights in non-exempt workplaces per bill summary.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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