Prohibits non-compete agreements for certain medical professionals; authorizes covered individuals to bring a civil action in a court of competent jurisdiction against any employer or persons alleged to have violated such prohibition.
This bill requires employers to provide employees with at least four hours of unpaid leave each year specifically for colon cancer screenings. It directly affects employees who need to schedule regular screenings, ensuring they can take time off without penalty. Employers must not retaliate against employees who request this leave, and the law does not limit existing benefits or leave policies. The bill establishes a clear, annual leave requirement focused solely on facilitating preventive healthcare access.
Establishes the managed long term care high acuity stabilization pool to support managed long term care plans that demonstrate high performance on quality measures established by the department and serve a disproportionately high share of members with complex long term care needs or high service utilization.
Requires employers to provide a leave of absence of at least four hours for every 12 month period for an employee to use for preventative health care measures.
This bill requires health insurance directories to display whether providers are accepting new patients and their nearest appointment availability. It also mandates that the directory include a direct scheduling feature, enabling insured individuals to book appointments online without contacting the provider directly. The requirement applies to all health insurance plans covered under state law and will take effect 90 days after enactment. This change aims to streamline access to care by making appointment scheduling more transparent and efficient.
This bill adds menopause as a qualifying condition for paid leave under New York's workers' compensation law. It provides eligible employees with five days of paid leave annually (not monthly) to seek medical care for menopause symptoms like hot flashes, sleep issues, or hormonal imbalances. The leave is in addition to existing family and medical leave protections and requires employees to obtain physician assistance for treatment. It directly affects workers experiencing menopause-related health needs who qualify for workers' compensation coverage.
Includes certain willful representations made by physicians, physician's assistants, and specialist's assistants to patients and clients, or relating to patients' and clients' private health information, as professional misconduct.
Directs the department of health to create an informational pamphlet concerning intrauterine devices; requires such informational pamphlet to be available on the department of health's website; requires practitioners to distribute such informational pamphlet to patients seeking contraceptives.
This bill (S 9222) prohibits pharmacy benefit managers (PBMs) from owning, operating, or controlling pharmacies directly or indirectly. It directly affects PBMs and any entities that currently hold both pharmacy and PBM operations. The law requires violators to divest from pharmacy ownership within three years of the law taking effect, as defined under New York’s Public Health Law. The bill aims to separate pharmacy operations from PBM management to prevent potential conflicts of interest.
This bill establishes a certification program for employers to become "recovery ready workplaces" (RRWs), directly affecting employers across all industries and their employees with substance use disorders (SUDs). To earn certification, employers must implement specific measures including onsite naloxone availability, mandatory training for supervisors on SUDs and prevention, workplace stress reduction strategies, and comprehensive health coverage for SUD treatment equal to physical health care. The program requires collaboration with unions and recovery organizations, along with policies ensuring confidentiality and reasonable accommodations for employees in recovery. Certification criteria also mandate connecting with local recovery resources and assessing workplace culture to support employees seeking treatment.
