HB 828 adds a new "Educational Support Member" position to Maryland's State Board of Education, directly affecting noncertificated, non-supervisory school support staff (like paraprofessionals or clerical workers in bargaining units). The bill requires the Governor to appoint this member based on an election conducted by eligible educational support professionals across the state, following regulations set by the Department of Education. The new member can attend and participate in board meetings but cannot vote on appeals to the State Board under specific sections of law. This change modifies existing board membership rules to include representation from this specific school support workforce category.
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 242, the Modernizing Civil Relief for Service Members Act, allows active-duty service members and their spouses to practice in Maryland under an occupational or professional license issued by another state, without needing to meet all of Maryland’s usual licensing requirements. It also expands eligibility for veterans’ licensing benefits to include former service members who were discharged more than a certain period before applying for a license. The bill creates new provisions (Subtitle 14A) in Maryland law to streamline this process and updates definitions to clarify who qualifies under these rules. These changes directly affect military personnel, their families, and veterans seeking to work in licensed professions across Maryland.
SB 253 authorizes supervisory employees at Baltimore County Public Library to form unions, join collective bargaining efforts, and participate in related activities. It reclassifies certain supervisory staff as "management employees" if they exercise independent judgment (e.g., resolving grievances or making hiring decisions beyond routine tasks), rather than automatically excluding them from unionization. The bill establishes two fixed bargaining units: one for non-supervisory staff and one for supervisory staff, while preserving existing union agreements in place before June 30, 2026. This change directly affects library supervisors who may now engage in collective bargaining under specific conditions.
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.
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 1185 requires the Washington Suburban Sanitary Commission (WSUSC) to follow specific steps before disciplining employees, including investigating misconduct, meeting with the employee, and considering mitigating circumstances. It sets a 30-day deadline for disciplinary actions after the Commission learns of misconduct, but allows suspensions without pay within 5 workdays (excluding weekends/holidays). Employees suspended can appeal to the Office of Administrative Hearings, which must resolve the case promptly. The bill directly affects WSUSC employees and ensures procedural fairness in disciplinary proceedings.
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 864 (Maryland Workforce Apprenticeship Utilization Act) requires contractors and subcontractors on Maryland public works projects to employ a minimum percentage of qualified apprentices or journeyworkers instead of paying fees to apprenticeship programs. The bill expands this requirement to cover construction projects for the University System of Maryland and Baltimore City Community College. It repeals current provisions allowing contractors to pay fees in lieu of hiring apprentices and directs the Secretary of Labor to set an annual apprenticeship hiring percentage for each project. This policy change directly affects contractors bidding on public construction projects valued above specific thresholds, aiming to increase on-the-job training opportunities in skilled trades.
SB 964 requires contractors and subcontractors working on Maryland public works projects to employ a specific percentage of qualified apprentices or experienced workers, replacing previous options to pay apprenticeship programs instead of hiring. It applies to all state-funded construction projects and newly includes the University System of Maryland and Baltimore City Community College. The Secretary of Labor must set an annual apprenticeship percentage target for projects, with limited waivers allowed for specific circumstances. The bill amends existing procurement laws to enforce these hiring requirements as a core part of public works contracting.
