SB 74 would remove a rule that sometimes required promoted police officers and deputy state fire marshals to accept a lower pay step than their previous position if others in the new rank had equal or more seniority. Currently, if a promoted employee’s prior step was higher than peers with equal or greater experience in the new rank, they were automatically placed in a lower step. The bill repeals this restriction, ensuring promoted employees retain their previous step’s pay rate upon advancement. This change applies to all future promotions starting July 1, 2026, directly affecting Maryland police and fire marshal personnel.
HB 234 repeals a provision that sometimes required police employees or deputy State fire marshals to accept a lower pay step upon promotion if other employees in the same rank had equal or more service time but a higher pay step. The bill directly affects current and future police employees and deputy State fire marshals in Maryland. It removes the restriction that forced promoted officers to move to a lower pay step in their new rank, instead allowing them to retain the pay step they held in their previous rank. This change ensures promotions align with the employee's prior pay step without automatic reduction, streamlining pay progression. The law takes effect July 1, 2026.
HB 478 modifies Maryland's income tax by expanding the existing $250 deduction for unreimbursed classroom supply expenses to include prekindergarten teachers. Previously, only K-12 classroom teachers qualified; this bill explicitly adds prekindergarten teachers employed full-time in state programs. The deduction remains limited to $250 per year for supplies used by students or for teaching preparation, excluding expenses already deducted federally. This change affects prekindergarten teachers statewide who purchase classroom supplies without reimbursement, effective for taxable years starting after December 31, 2025.
SB 216 updates Maryland's unemployment insurance confidentiality rules to align with federal requirements. It clarifies that claim details (including benefit amounts, address, and work refusal history), wage information, and other personal data are protected as "confidential unemployment insurance information." The bill allows limited disclosure to child support enforcement agencies when permitted under federal law, while adding penalties for unauthorized leaks by current or former Maryland Department of Labor employees. These changes directly affect unemployment claimants, employers, and child support agencies by defining how personal financial data may be shared.
HB 242 updates Maryland's unemployment insurance confidentiality rules to align with federal requirements. It clarifies that personal details like benefit amounts, home addresses, and work refusal history (covered under federal income verification rules) are confidential, directly affecting claimants and the Maryland Department of Labor. The bill establishes specific exceptions allowing child support enforcement units to access certain claim information under federal guidelines, while adding penalties for unauthorized disclosure by department employees. These changes ensure compliance with federal regulations without altering benefit eligibility or payment processes.
SB 262 expands Maryland's income tax deduction for teachers by adding prekindergarten teachers to the list of eligible educators who can deduct up to $250 annually for unreimbursed classroom supply expenses. The bill amends tax code sections to include prekindergarten classroom teachers employed full-time in state programs as "eligible teachers," alongside existing K-12 teachers. This deduction applies only to supplies used by students or for teaching preparation, and excludes expenses already deducted federally. The change takes effect for taxable years beginning after December 31, 2025.
SB 672 requires Maryland's State Department of Education to create a plan by December 1, 2026, to expand access to high-quality early childhood education and childcare for children from birth through age 3 in Prince George's County. The plan must analyze costs for parents, the county, and state; workforce needs for providers; current capacity to serve more children; and potential new revenue sources. It mandates consultation with Prince George's County and relevant state agencies during development. The bill directly affects infants and toddlers in Prince George's County, their families, and local childcare providers. The plan must be submitted to the Governor, state legislature, and Prince George's County delegation by the deadline, with implementation beginning July 1, 2026.
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.
HB 1325 authorizes licensed clinical social workers to evaluate permanent impairments involving behavioral or mental disorders in Maryland workers' compensation claims. It requires these social workers to meet specific qualifications, including training in mental/behavioral conditions, rehabilitation counseling registration, two years of post-licensure experience, and COMAR authorization. The bill directly affects workers seeking compensation for mental/behavioral impairments and licensed clinical social workers who wish to provide these evaluations. It amends Maryland’s workers’ compensation law (Article 9, Section 9-721) to expand evaluation eligibility beyond psychologists and physicians. The changes take effect October 1, 2026.
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.
