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 restores a 20-year service requirement for retirement benefits for New York City corrections officers and sanitation workers who are part of specific pension plans. It changes their eligibility from needing 22 years of service (as previously required) to 20 years, allowing them to retire with full benefits after 20 years without age restrictions. The policy change applies specifically to "uniformed correction/sanitation revised plan members" under New York's retirement law. This amendment directly affects these city workers' retirement eligibility, making it easier to qualify for full benefits earlier than under prior rules.
This bill allows New York City police officers to count certain prior work as creditable service toward their pension benefits. Specifically, it includes service as a school safety agent, corrections officer, traffic enforcement agent, or in the police cadet program (if immediately preceding active police duty) as if it were direct police service. To qualify, officers must pay the required contributions plus 5% interest into the New York City Police Pension Fund. This change directly affects current members of the fund who have worked in these specific city roles before joining the police force.
Authorizes retired firefighters to be employed as fire science instructors by career and technical education centers without a reduction of their retirement benefits.
Bill S 8135 expands the eligibility for World Trade Center (WTC)-related benefits to include certain employees who worked at the Verrazano Bridge Toll Facility. It amends the retirement and social security law by adding these workers to the definition of those who "participated in World Trade Center rescue, recovery or cleanup operations." This change allows these specific employees to qualify for WTC-related benefits. The bill takes effect immediately and applies retroactively to September 11, 2001.
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.
S 9145, the "Recovery Ready Workplace Act," creates a certification program for employers to become "recovery ready workplaces" (RRWs), directly affecting businesses with employees and their workers struggling with substance use disorders. Key provisions require employers to implement specific policies, including providing naloxone access, offering anti-stigma training for staff, ensuring equal health coverage for substance use disorder treatment as physical health care, and connecting with recovery organizations within six months of certification. Employers must also develop written plans with employee and union input, address workplace stressors linked to substance misuse, and maintain confidentiality for employees seeking support. The law aims to reduce barriers to care and normalize recovery support in the workplace through structured certification criteria.
Clarifies the standard for intentional discrimination or retaliation claims by requiring a person or persons prove that an unlawful motivation was a motivating factor and not "the sole motivating factor" or a "but-for cause" of the challenged treatment.
Clarifies the definition of custom fabrication for the purposes of prevailing wage; requires certain reports for public works contracts including such custom fabrication.
