HB 862 requires railroad companies operating freight trains on tracks shared with passenger or commuter trains in Maryland to maintain a minimum crew of two people. This applies to most freight movement but excludes hostler service and yard operations for utility employees. Violations carry civil penalties up to $25,000 per incident, with railroad companies held solely responsible for employee violations. The law takes effect October 1, 2026, contingent on similar legislation passing in New York, Pennsylvania, and Virginia.
HB 1335 requires Maryland's Department of Information Technology to hire an outside expert to conduct a study on state IT and cybersecurity workforce compensation. The study must compare salaries of state IT professionals with federal, local, and private-sector roles, evaluate the impact of current pay adjustments and benefits, and provide recommendations to improve recruitment and retention. The department must submit the findings to the Governor and legislature by November 1, 2027, and the law expires automatically on June 30, 2028. This bill does not change pay rates but mandates research to inform future decisions affecting state IT and cybersecurity staff.
This bill establishes Maryland's framework for implementing the federal Workforce Pell Grant Program. It requires the Governor, after consulting with workforce and education entities, to approve short-term education programs (150-600 hours, 8-15 weeks) that align with high-skill occupations and employer hiring needs. Approved programs must offer stackable credentials, provide academic credit transferability toward further education, and prepare students for in-demand careers. Institutions cannot disburse funds or advertise these programs to Maryland students without state approval, with biennial compliance reviews mandated for ongoing eligibility.
HB 1280 directs Maryland's Comptroller to study whether a program providing monthly payments to caregivers for specific family members would be feasible. The study must examine economic impacts like potential job growth, increased tax revenue, and reduced public benefits use, while assessing costs and funding options. It requires collaboration with the Department of Human Services and agencies like the Department of Aging, with a final report due by July 1, 2027. The bill expires June 30, 2028, and does not create the program itself.
HB 742 requires the Governor to include $450,000 annually in Maryland's budget for the Growing Family Child Care Opportunities Program during fiscal years 2023, 2024, 2026, and 2028-2030. This funding supports grants to help local counties and child care resource centers establish and operate family child care programs. The program directly benefits family child care providers by providing start-up assistance for materials, curriculum, and renovations. Administered through partnerships between counties and child care resource centers, the bill mandates specific annual appropriations to expand access to licensed family child care services.
SB 467 extends annual funding for Maryland's Child Care Credential Program, directly affecting child care workers pursuing or holding approved credentials (like child development associate or administrator credentials). It revises funding requirements by mandating the Governor appropriate $4 million for fiscal year 2021, with 10% annual increases through 2024. Crucially, starting in fiscal year 2028, funding must be at least equal to the 2024 level, creating a fixed funding floor. The bill ensures ongoing support for credential holders through achievement bonuses, training reimbursements, or vouchers without altering the program's core eligibility or benefits.
HB 168 allows Maryland school districts to use state housing funds for developing housing specifically for teachers and school staff (called "educator workforce housing"). It explicitly states that such housing qualifies as an eligible use of state financial assistance under housing programs and ensures teachers are recognized as a "specified group" for federal low-income housing tax credits. The bill modifies existing laws to clarify that school districts can repurpose unused school properties for this housing and that state housing agencies must inform applicants about this eligibility. This directly affects school districts seeking to address housing needs for educators and teachers applying for federal housing tax credits.
SB 6 would extend collective bargaining rights to nontenure track faculty at Maryland's public universities, including the University System of Maryland, Morgan State University, and St. Mary’s College of Maryland. The bill creates a separate bargaining unit for these faculty members - defined as full-time, part-time, or adjunct employees with academic responsibilities like teaching or research - removing them from the previous exclusion under "faculty" in collective bargaining rules. It amends state law to require each institution to establish this distinct unit alongside other employee groups, ensuring nontenure track faculty can negotiate wages, hours, and working conditions. The law would take effect on July 1, 2026.
SB 101 adds correctional officers to Maryland's existing loan repayment and scholarship programs for public safety workers. It expands the Maryland Loan Assistance Repayment Program (Subtitle 37) to allow correctional officers who work in state facilities for at least two years to get help repaying higher education loans. It also creates a new scholarship program (Subtitle 38) for students or current correctional officers pursuing relevant degrees, requiring a five-year service commitment after graduation. The bill directly affects correctional officers statewide by providing financial support for education and career advancement. The changes take effect July 1, 2026.
HB 388 allows supervisory employees at Baltimore County Public Library to form unions and engage in collective bargaining, creating a dedicated bargaining unit for them alongside the existing unit for non-supervisory staff. It clarifies that some supervisory roles may be reclassified as "management employees" if their duties involve routine tasks rather than independent judgment, using specific criteria like whether they spend significant time working with non-supervisory staff. The bill preserves existing bargaining agreements and units in place before June 30, 2026, and takes effect July 1, 2026. This change directly affects library supervisors in Baltimore County by granting them formal collective bargaining rights previously restricted to non-supervisory employees.
