Provides that an employee shall not be required to request reinstatement in order to file a discrimination claim regarding paid family medical leave benefits; permits a private right of action for certain violations as an alternative to a workers' compensation claim; provides for attorneys' fees and costs.
This bill amends New York's law to explicitly include veterans in the legal definition of "military status." It expands the current definition - which already covers active military service - to protect veterans who have completed their service from unlawful discrimination. The key change adds the phrase "a person's participation in the military service... if such person has been released from such service" to the existing definition. This means veterans will now be covered under the same anti-discrimination protections that apply to active-duty military personnel. The change applies to all areas governed by this law, including employment and housing.
Relates to the statute of limitations for actions based on discriminatory practices in employment; establishes action must be commenced within six years.
Provides that the court shall not reduce jury awards as excessive in employment discrimination actions unless the court finds exceptional circumstances which compel the conclusion that the jury was influenced by partiality, prejudice, mistake or corruption.
This bill requires employers with 20+ full-time permanent employees to create a written workplace violence prevention program that includes specific training to address abusive conduct and bullying. The program must identify workplace risks (like working alone or public-facing roles) and detail prevention methods, such as conflict resolution training and reporting systems for aggressive behavior. Employees must receive annual training on recognizing and reporting bullying, understanding workplace risks, and using safety measures like emergency procedures and security devices. The law applies to all covered employers statewide and takes effect 180 days after enactment.
This bill creates a new office within the Office for the Aging focused on supporting older adults in the workforce. It establishes a coordinator (appointed by the Office for the Aging director) who will work with the Department of Labor and Division of Human Rights to develop and coordinate programs. Key provisions include creating a centralized website with job resources, providing information on age discrimination protections, and offering outreach about available services. The office directly serves older adults seeking job placement, career development, or workplace support.
Bill S 5432 increases various disability benefits for volunteer firefighters and volunteer ambulance workers injured in the line of duty. It doubles the weekly permanent total disability benefit from $600 to $1200 and raises the maximum combined earnings and benefits for severely injured volunteers from $800 to $1600. The bill also significantly increases temporary total disability benefits, setting a rate of $650 per week for injuries from July 2021 to June 2025, and $800 per week for injuries occurring after July 2025. These adjustments aim to provide enhanced financial support to volunteers experiencing disabilities from their service.
Relates to increasing the earnings limitation for positions of public service; increases the earnings limitation from $35,000 to $65,000 in 2027 and thereafter.
Requires the department of labor to provide a document on workplace rights to any minor seeking working papers and to make such document available in other languages and to school officials who issue working papers.
Prohibits an employer, licensing agency or employment agency from requesting or requiring that a prospective employee disclose their age, date of birth or date of graduation from an educational institution on an initial employment application or during an interview, except in the case of a bona fide occupational qualification or need.
