Title 4. Bargaining Representatives; Labor Disputes — Subtitle 4. Miscellaneous Acts
Statutes in effect as of October 1, 2026.
Md. Code Ann., Lab. & Empl. § 4-401 (2026)
Title 4. Bargaining Representatives; Labor Disputes
Subtitle 4. Miscellaneous Acts
§ 4–401LinkCopy Citation
(a)
Each employer who, under a collective bargaining agreement, deducts dues from an employee’s pay for payment to a union shall make the payment within 30 days after it is required.
(b)
Each employer or union official who, under a collective bargaining or other agreement with an employee, agrees to make a payment into a health or welfare fund, a pension fund, a vacation plan, or any other similar fund or plan for employees shall make the payment within 30 days after it is required.
(c)
(1)
An employer or union official who knowingly fails to make a payment under subsection (a) or (b) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000 or imprisonment not exceeding 1 year or both.
(2)
If the employer is a corporation, each corporate officer who exercises executive functions is guilty of a misdemeanor.
Md. Code Ann., Lab. & Empl. § 4-402 (2026)
Title 4. Bargaining Representatives; Labor Disputes
Subtitle 4. Miscellaneous Acts
§ 4–402LinkCopy Citation
(a)
This section does not apply to a refusal to leave property based on a bona fide claim of ownership of or other right to the property.
(b)
An employee or former employee may not remain on property that is under the legal control of an employer after the employer or an agent of the employer gives the employee or former employee notice to leave if remaining deprives or is intended to deprive the employer of the substantial control, possession, or use of the property.
(c)
A person who violates any provision of subsection (b) of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $50.
(d)
An organization that is responsible for a violation of this section is liable financially to the owner of the property for the loss of revenue or from damage that results from the violation.
Md. Code Ann., Lab. & Empl. § 4-403 (2026)
Title 4. Bargaining Representatives; Labor Disputes
Subtitle 4. Miscellaneous Acts
§ 4–403LinkCopy Citation
(a)
A person who is not directly interested in a strike may not provide, obtain, recruit, or refer, for employment in place of a striker, an individual who customarily and repeatedly offers to be employed in place of strikers.
(b)
An individual who customarily and repeatedly offers to be employed in place of strikers may not take or offer to take the position of a striker.
(c)
A person who violates any provision of this section is guilty of a misdemeanor and on conviction is subject to a fine not exceeding $1,000 or imprisonment not exceeding 3 years or both.
Md. Code Ann., Lab. & Empl. § 4-404 (2026)
Title 4. Bargaining Representatives; Labor Disputes
Subtitle 4. Miscellaneous Acts
§ 4–404LinkCopy Citation
(a)
If commission of an act by one person is not an offense, an agreement between two or more persons to do or to bring about the act in contemplation or furtherance of a trade dispute between an employer and a worker is not indictable as conspiracy.
(b)
This section does not affect any law that relates to disturbance of the public peace, riot, unlawful assembly, or an offense against a person or property.
Md. Code Ann., Lab. & Empl. § 4-405 (2026)
Title 4. Bargaining Representatives; Labor Disputes
Subtitle 4. Miscellaneous Acts
§ 4–405LinkCopy Citation
(a)
(1)
In this section the following words have the meanings indicated.
(2)
“Federal Act” means the federal National Labor Relations Act.
(3)
“Labor organization” has the meaning stated in § 152 of the Federal Act.
(4)
“Supervisor” has the meaning stated in § 152 of the Federal Act.
(b)
An employer in the State may not allow the formation of an organization or entity in the workplace:
(1)
that is initiated through action of the employer or the employees of the employer and established through mutual consent of the employer and any number of employees;
(2)
in which supervisors and employee members participate to address or negotiate working conditions of mutual interest, including the employees’ quality of work, productivity, efficiency, compensation, benefits, recruitment, retention, grievances, child care, safety, health, or accommodation of religious beliefs and practices;
(3)
that may be dissolved unilaterally by the employer; and
(4)
that, through any federal action occurring on or after January 1, 2026, is, in whole or in part, expressly exempt from or otherwise not subject to:
(i)
the Federal Act; or
(ii)
the jurisdiction of the National Labor Relations Board.
(c)
This section may not be construed to preclude:
(1)
the formation of a labor organization that is subject to the Federal Act and the jurisdiction of the National Labor Relations Board;
(2)
certification as an exclusive representative under the Federal Act; or
(3)
the formation of a committee or governance structure required for accreditation or designation by a state or national organization.