Prohibits falsely impersonating an employee organization or an employee representative with the intent to deceive the recipient and thereby cause harm to such recipient or employee organization by the use of fraud, misrepresentation, material omission, or other deception in making and disseminating a verbal, written or electronic communication; provides that the attorney general may bring an action or proceeding to enjoin such unlawful acts or practices.
Directs the New York State Department of Labor to establish a voluntary training and certification program for employers entitled the Neurodiversity Training Pledge.
Provides that public officers and employees of the state who are members of the United States Air Force Auxiliary Civil Air Patrol or the United States Coast Guard Auxiliary Pilots shall be granted leave from work with pay to participate in emergency services during certain air force assigned missions.
Prohibits insurers from reducing disability benefits due to the actual or anticipated receipt of social security disability benefits unless certain conditions are met.
Provides that the New York labor law shall be construed liberally for the accomplishment of its remedial purposes, regardless of whether similarly-worded provisions of federal laws or regulations have been or continue to be construed otherwise.
This bill increases civil penalties for employers violating New York's child labor laws. Penalties rise to up to $3,000 for a first violation, $5,000 for a second, and $10,000 for third or subsequent violations. Crucially, if a minor is seriously injured (defined as permanent disability) or dies due to a violation, penalties triple to up to $30,000. The law directly affects employers who break child labor rules, with penalties paid to the state treasury.
Includes the unaccrued portion of a non-schedule award in the amounts to be payable to and for the benefit of certain persons where a claimant was entitled to death benefits at the time of death.
This bill prohibits employers from asking job applicants about their student loan payment history or using that information to make hiring decisions. It directly affects job applicants, particularly those with student debt, by preventing employment discrimination based on their loan status. The law includes an exception for employers required by state/federal law or financial regulations to check this information. The bill applies to all employers except those in specific regulated industries like finance. It becomes effective immediately upon enactment.
Relates to requiring employers to obtain an acknowledgement of receipt from employees of their sexual harassment prevention policy and sexual harassment prevention training program in writing in English and in employees' primary languages; requires employers to obtain acknowledgements from employees and keep such acknowledgements for six years.
Grants employees access to personnel records; requires notice of negative information in such records and an opportunity for a review; permits employee to include certain information in personnel records.
