This bill allows current New York City police officers who previously worked as traffic enforcement agents to count that prior service toward their retirement and pension benefits. Specifically, officers who transferred from traffic enforcement to the police department (before July 2009) can include that time in their service calculation, provided they pay the equivalent contributions they would have made during that period. It directly affects NYC police officers with prior traffic enforcement experience who are now serving in the uniformed police force. The policy change ensures their earlier work is recognized in retirement eligibility without altering existing civil service transfer rules.
Requires the superintendent of state police to develop, maintain and disseminate to all members of the division of state police a critical incident leave policy requiring critical incident paid leave for any members directly involved in a critical incident; prohibits such superintendent from taking any punitive administrative action against any member of the division of state police granted critical incident leave solely on the basis of the provision of such leave.
This bill restores a 20-year service requirement for normal retirement benefits for New York City corrections officers and sanitation workers enrolled in a specific retirement plan (the "uniformed correction/sanitation revised plan"). It amends retirement law to change their normal retirement age from 22 years of service to 20 years, aligning it with their previous eligibility before a 2012 change. The key provision allows these workers to retire with full benefits after 20 years of service without needing to wait until age 62. This directly affects approximately 10,000 current and future NYC corrections/sanitation employees in this retirement plan. The bill takes effect immediately upon passage.
This bill bans employers from requiring workers to sign agreements that force them to pay money if they leave employment before a set period (e.g., "reimbursement for training" clauses). It directly affects all workers, including employees, interns, volunteers, and contractors, by prohibiting these "employment promissory notes" as a condition of hiring. Key exceptions include repayment for actual training costs, property purchases, or collective bargaining agreements. Violations carry fines up to $5,000 per worker, and workers can recover attorney fees if sued over invalid clauses.
Extends paid family leave benefits to employees who perform construction, demolition, reconstruction, excavation, rehabilitation, repairs, renovations, alterations, or improvements for multiple employers pursuant to a collective bargaining agreement who shall be eligible for family leave benefits if they were employed for at least twenty-six of the last thirty-nine weeks by any covered employer which is signatory to a collective bargaining agreement.
This bill creates a presumption that heart conditions causing disability or death for deputy sheriffs in cities with a population of one million or more were incurred during work, unless proven otherwise. It applies specifically to deputy sheriffs who passed initial physical exams (showing no pre-existing heart issues) but later develop undetected heart disease. Retiring deputy sheriffs with such conditions would receive a pension equal to 75% of their final average salary. The law directly affects deputy sheriffs in large cities like New York City, streamlining retirement benefits for work-related heart conditions.
Establishes the "recovery ready workplace act" which provides for the certification of an employer to become a recovery ready workplace; defines terms; establishes the recovery-ready workplace program; provides criteria for employers to obtain certification as a recovery ready workplace; provides for employee involvement.
Provides for certain death benefits to correction officers, correction officer-sergeants, correction officer-captains, assistant wardens, associate wardens or wardens employed by Orange county.
This bill (S 7314) changes New York City police pension rules to allow surviving spouses of police officers to keep accidental death benefits even after remarrying. It amends the definition of "eligible beneficiary" for NYPD pension fund members (section 501(g)), removing the previous rule that terminated benefits upon remarriage. The key change directly affects surviving spouses of NYC police officers who would have lost benefits if they remarried under prior law. The policy update applies to police pension beneficiaries as of the bill's effective date, ensuring continued access to benefits regardless of marital status.
This bill (S 3318) extends paid leave for New York public employees who serve in the military. It increases the maximum annual paid leave from 30 days to 60 days (or 22 to 52 work days) per year for time spent on military duty, including travel to and from duty. The change directly affects state and local government workers called to active military service. The policy modifies existing law to provide longer paid absence coverage without creating new programs or eligibility requirements.
