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 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.
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.
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.
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.
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.
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.
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.
