This bill prohibits employers - including businesses, state agencies, and political subdivisions - from using an applicant's or employee's credit history for hiring, firing, or licensing decisions. It defines "employer" broadly to cover all entities with employees, including the state. The only exception allows credit checks for high-trust positions (e.g., government roles requiring public trust) if specifically approved by a state commission. This replaces prior legislation that had similar restrictions but different wording.
Clarifies the definition of custom fabrication for the purposes of prevailing wage; requires certain reports for public works contracts including such custom fabrication.
Permits the admissibility of testimony that a person reported acts of discrimination to another person in a civil trial under the human rights law, including the contents of such report.
This bill establishes "first responder safety zones" on highways, defining them as areas up to 660 feet around facilities where fire, police, or ambulance vehicles are stationed. Within these clearly marked zones, the maximum speed limit for drivers is set at 15 miles per hour. Drivers are required to yield the right of way to emergency vehicles with active lights during an emergency within or entering these zones, and also to pedestrians crossing the roadway. Violations, such as failing to yield or exceeding the speed limit, carry fines, and a third offense for failing to yield can result in a one-year license suspension.
Establishes the payment of certain volunteer firefighter and volunteer ambulance worker death benefits shall be within ninety days of the filing of application to receive such death benefit.
S 681 prohibits most private employers from requiring fingerprinting or mandatory iris/retina scans as a condition of hiring or continued employment. It directly affects private-sector workers and employers, with key exceptions for state/municipal employees, public hospitals, medical colleges affiliated with public hospitals, and private hospitals. The bill amends labor law to make this prohibition explicit and takes effect immediately upon enactment. It does not apply to government workers or healthcare facilities receiving public funding.
Requires employers to inform their employees that non-disclosure or non-disparagement provisions in their employment contracts do not prohibit them from speaking with law enforcement, the equal employment opportunity commission, the state division of human rights, a local commission on human rights, or an attorney retained by the employee.
Requires employers to inform their employees that non-disclosure or non-disparagement provisions in their employment contracts do not prohibit them from speaking with law enforcement, the equal employment opportunity commission, the state division of human rights, a local commission on human rights, or an attorney retained by the employee.
Includes Lyme disease and other tick-borne diseases as occupational diseases for purposes of workers' compensation; clarifies that disability includes disability caused by Lyme disease or other tick-borne diseases; requires insurance coverage of long term medical care for Lyme disease and other tick borne diseases.
This bill establishes strict caseload limits for adult protective services (APS) workers in New York State. It requires that no APS worker handles more than 20 initial investigations or 30 ongoing cases at any time, with a total cap of 30 cases per worker. Local social services districts must follow these standards, and the state must annually report on caseload averages and worker staffing levels. The law directly affects APS workers and local districts responsible for investigating elder and adult abuse, neglect, and exploitation. It becomes effective two years after enactment, with immediate reporting requirements for the state.
