Bill > SB922

This bill establishes collective bargaining rights for public local employees, meaning employees of counties and municipalities, by applying the Maryland Public Employee Relations Act to these local government employers and their workers. It clarifies that certain employees who can effectively recommend management actions and exercise independent judgment may be considered "management employees" and thus excluded from collective bargaining, while defining "collective bargaining" as good-faith negotiations over wages, hours, and other terms of employment. The bill also introduces impasse procedures for situations where negotiations fail, which include submitting "last and best offers" and engaging in binding arbitration, where an arbitrator makes a final decision that both parties must follow, considering factors like wages and working conditions of similar employees in other jurisdictions and the employer's ability to pay. Furthermore, it allows local governments to adopt their own labor relations laws, provided they do not weaken the rights granted by this bill, and establishes a process for "exempt local governments" to petition for local laws that comply with state requirements, potentially allowing for different impasse procedures like strikes or binding arbitration. The bill also ensures that existing bargaining units and agreements remain in place until June 30, 2026, and that the Public Employee Relations Board (PERB), which oversees these matters, will have its website updated with required documents. The provisions of this bill will take effect on July 1, 2026, with a specific delay until July 1, 2027, for certain local governments to ensure a smooth transition.