This bill requires background checks for maintenance employees at adult residential health and assisted living facilities. It defines "maintenance employees" broadly to include janitors, security staff, beauticians, and groundskeepers (but excludes volunteers), and mandates that the Department of Health can access their criminal history records. Courts must notify the Department of Health within seven days of any conviction involving these employees, and providers must submit fingerprints when requesting records. The law applies directly to facilities like assisted living centers and residential health care providers, ensuring background checks cover maintenance staff who previously fell outside standard requirements.
Requires annual reports of legal settlement payments related to law enforcement activity; provides such report shall include, but not be limited to, monetary amounts, plaintiffs and named parties, and shall be published on the website of the comptroller.
Requires rates paid for rehabilitation and opioid treatment be pursuant to certain fee schedules published by the office of addiction services and supports.
Requires the disclosure of certain information when an agency responds to a request for law enforcement disciplinary records, including information a victim alleges regarding sexual misconduct.
This bill amends New York State law to explicitly include bias-related graffiti as a hate crime. Specifically, it adds "making graffiti" (section 145.60 of the penal law) to the list of offenses that qualify as hate crimes when motivated by bias against race, religion, sexual orientation, or other protected characteristics. This means graffiti displaying hate symbols or slurs would now be prosecuted under hate crime statutes rather than as a standard property offense. The change affects individuals who create such graffiti and communities targeted by these acts, ensuring bias-motivated vandalism receives heightened legal scrutiny. The bill takes effect November 1, 2025, pending final passage.
Establishes offenses of sexual assault against a child by a person in a position of trust for the subjection of a child to sexual contact by a person in a position of trust; defines "person in a position of trust" as a person charged with the duty or responsibility for the health, education, welfare or supervision of a child; establishes such offenses shall be violent felony offenses.
This bill expands New York's sex offender registration requirements by mandating that offenders disclose all social media accounts and other online platforms they use, in addition to their internet accounts. It directly affects sex offenders registering under New York's correction law, requiring them to report changes to their internet accounts, online platforms, or address within 10 days. The key mechanism adds "authorized internet entities" (such as social media or messaging services) to the list of information they must provide during initial registration and when updating their details. The law also specifies that a $10 fee applies for each registration update related to these changes. This policy change aims to enhance law enforcement's ability to track offenders' online activity.
Establishes peer crisis diversion homes; requires the commissioner to establish or contract for no less than six peer crisis diversion homes within one year.
This bill repeals an expiration date (sunset) for specific arrest provisions related to family offenses under New York's domestic violence law. It directly affects domestic violence victims and law enforcement by making current arrest protocols permanent, removing the automatic end date of September 1, 2025. The key mechanism is simply removing the sunset clause from the 1994 Family Protection and Domestic Violence Intervention Act, ensuring these arrest rules remain in effect indefinitely. No new requirements or changes to arrest procedures are introduced.
This bill prohibits police departments from denying promotions to officers who miss traffic ticket quotas. It directly affects police officers whose promotion opportunities could be unfairly blocked due to unmet quota targets. The key provision explicitly states that denying a promotion "solely because" an officer failed to meet a ticket quota constitutes employment discrimination under labor law. The law amends New York's Labor Law to make this practice illegal, requiring departments to evaluate officers based on merit rather than quota compliance. The bill became effective immediately upon enactment.
