HB 624 (Safe Staffing Act of 2026) requires most Maryland hospitals to establish clinical staffing committees with equal management and employee representation, including specific frontline staff like nursing assistants and dietary aides. These committees must develop annual staffing plans considering patient acuity, staffing gaps, and evidence-based standards, then post the plans publicly and update them yearly. Hospitals must implement these plans starting in 2028, allow staff to file complaints about violations, and report annually to the Maryland Health Care Commission beginning in 2030. The law directly affects licensed hospitals and frontline healthcare workers by mandating structured, transparent staffing processes to address patient care needs.
SB 235 requires Baltimore County's governing body to establish property tax credits for homes owned by public safety officers and Baltimore County public school employees. The bill mandates that the county create specific rules for the credit amount, duration, eligibility, and application process through local law. It directly affects these two groups of public employees by potentially reducing their county property tax burden. The law takes effect June 1, 2026, applying to taxable years beginning after June 30, 2026.
HB 612 creates a new Certified Peer Recovery Specialist Training Program within Maryland's Department of Labor for incarcerated individuals in state correctional facilities. The bill requires the Director of Correctional Education to consult with the State Correctional Ombudsman when operating education programs and mandates the Department of Labor to establish two new positions: one to support correctional education staff and another to assist certified peer recovery specialists. The program provides funding for training, compensation for participants, and prepares incarcerated individuals to work in behavioral health and community recovery services after release. This directly affects incarcerated individuals in Maryland's correctional system by offering structured career pathways through peer support training.
HB 19 establishes Maryland's Public Service Loan Forgiveness Program to help State employees repay student loans. It directly affects State workers in the Executive, Legislative, or Judicial branches who earned a degree from a Maryland-accredited school and have completed 10 years of continuous State service. The program will forgive 100% of an eligible employee's remaining student loan debt, with priority given to those who graduated from the University System of Maryland or institutions with high Pell Grant enrollment. The Office of Student Financial Assistance will administer the program and report annually to the legislature on its implementation.
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 503 allows full-time sworn deputy sheriffs (at lieutenant rank or below) and court security officers in Baltimore City to collectively bargain over compensation - including salary, wages, and city-managed benefits - as well as leave, hours, working conditions, and job security. It requires these officers to negotiate jointly with both the Sheriff and Baltimore City (not just one entity) for these matters, removing previous restrictions that excluded salary from bargaining. The bill excludes captains, appointed staff, civilian employees, part-timers, and temporary workers from these collective bargaining rights. This changes existing law to expand bargaining scope for eligible officers while specifying the joint negotiation process.
SB 60 prohibits employers from knowingly creating false records 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 or used for worker restitution if prevailing wage laws were violated. The bill empowers the Attorney General to investigate and sue for workplace fraud, and allows licensing authorities to suspend licenses for serious fraud violations. It directly affects employers who commit wage or unemployment fraud, workers who may receive restitution, and state agencies enforcing labor and procurement laws.
HB 194, the Incarcerated Job Training Act, requires Maryland's Department of Public Safety and Correctional Services to create a paid apprenticeship program for incarcerated individuals in skilled trades. The bill mandates that participants earn at least the state minimum wage, with earnings deposited into their personal accounts for use after release. Employers - such as state agencies, local governments, or private businesses - can participate, but may reject assignments or withdraw from the program. Successful completers receive a certificate within 30 days of release, and the program must prioritize developing marketable job skills. The law takes effect October 1, 2026.
SB 94 prohibits earned wage access providers in Maryland from accepting tips, offering tip options, or suggesting tips influence loan terms. It requires providers to clearly disclose that tips don’t affect services and must offer at least one no-cost earned wage access option. The bill also mandates providers return any tips that would make loan rates exceed legal limits within 7 days. These changes directly affect consumers using earned wage access services and the providers offering them.
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.
