Labor & Employment (Labor Standards)

in committee · New York · Assembly Jan 7, 2026

A 992: Includes bonus in the definition of wages for purposes of the labor law

Includes bonus in the definition of wages for purposes of the labor law when the formula under which a bonus is determined is available to the employer or when the amount of a bonus has been declared; relates to the forfeit of wages.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill includes bonuses in wage definition, ensuring workers receive declared bonuses under labor law, strengthening wage protections.85% confidence

Sub-Topics Labor Standards

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in committee · New York · Assembly Jan 7, 2026

A 1513: Relates to safe staffing for public employees of institutional settings

This bill sets maximum overtime limits for public employees working in specific institutional settings, including correctional facilities, mental health centers, and developmental disability care facilities. It prohibits requiring staff to work more than 17 hours in any 24-hour period (with 8 consecutive hours off afterward), 80 hours in 14 consecutive days, or seven straight days without at least 24 hours off, except during declared emergencies or with 24 hours' notice to unions. Facilities must also submit quarterly public reports detailing staffing levels, resignations, safety incidents, and recruitment efforts. The law aims to improve staff safety and resident care by preventing excessive workloads, without overriding existing employee rights or collective bargaining agreements.

Topics ✓ Criminal JusticeSupports Criminal JusticeBill sets safe staffing limits in correctional facilities, promoting safer conditions and reducing staff burnout, which aligns with criminal justice reform goals like improving facility management and safety.85% confidence ✓ HealthcareSupports HealthcareSets safe staffing limits in mental health centers, preventing staff burnout and improving patient care quality in healthcare settings.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentSets overtime caps to prevent burnout and ensure rest periods, directly protecting worker safety and rights in high-stress facilities like correctional centers.95% confidence

Sub-Topics Collective Bargaining Labor Standards

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in committee · New York · Assembly Jan 7, 2026

A 4420: Establishes the nail salon minimum standards council act

Establishes the nail salon minimum standards council act; establishes the nail salon minimum standards council which shall investigate wages and standards within the nail salon industry and submit recommendations on minimum wages, regulations and standards for nail salon workers.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill creates council to investigate nail salon wages/standards and recommend minimum wage/regulatory improvements for workers, directly advancing labor protections.95% confidence

Sub-Topics Labor Standards

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in committee · New York · Assembly Jan 7, 2026

A 6664: Relates to issuing stop-work orders for misclassification of employees

Empowers the commissioner of labor to issue stop work orders against employers for misclassification of employees as independent contractors or for providing false, incomplete, or misleading information to an insurance company on the number of employees of such employer.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill prevents misclassification of employees as contractors, protecting workers' rights to benefits and safety protections by enabling stop-work orders for violations.90% confidence

Sub-Topics Gig Economy Labor Standards

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in committee · New York · Assembly Jan 7, 2026

A 1697: Relates to farm worker meal and lodging minimum wage credits

This bill adjusts minimum wage credits for farm workers who receive meal, lodging, or utility benefits. It requires the department to update these credit amounts annually based on cost-of-living increases, using a standardized calculator. The first update must be published by December 1, 2025, with subsequent updates every five years. These changes directly affect farm workers receiving in-kind benefits, ensuring their credits keep pace with inflation. The policy modifies existing wage credit calculations without creating new benefits or altering eligibility.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentAdjusts farm worker meal/lodging credits annually for inflation, maintaining real value of in-kind benefits and protecting worker compensation from erosion.95% confidence

Sub-Topics Labor Standards Minimum Wage

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in committee · New York · Assembly Jan 7, 2026

A 166: Relates to securing payment of wages for work already performed; creates an employee lien

Relates to securing payment of wages for work already performed; creates a lien remedy for all employees; provides grounds for attachment; relates to procedures where employees may hold shareholders of non-publicly traded corporations personally liable for wage theft; relates to rights for victims of wage theft to hold the ten members with the largest ownership interests in a company personally liable for wage theft.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentCreates employee lien and personal liability for wage theft, strengthening worker payment protections and holding shareholders accountable.95% confidence

Sub-Topics Labor Standards

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in committee · New York · Assembly Jan 7, 2026

A 8999: Relates to wage parity compensation for home care workers

This bill (A 8999) requires home care workers receiving wage parity compensation to be paid directly in cash wages by default, unless they voluntarily and in writing choose to receive part or all as supplemental benefits. It mandates clear, plain-language disclosures to workers about the monetary value, limitations, and their right to opt for cash at any time, prohibiting automatic enrollment in non-cash benefits. Employers cannot deduct wages to fund benefits without explicit, revocable written consent, and unauthorized deductions are deemed unlawful wage violations. The Attorney General and state health/labor departments will enforce these rules, with penalties for noncompliance. The law applies to all home care programs, including the Consumer Directed Personal Assistance Program (CDPAP).

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates cash payment by default for home care workers' wage parity, prohibits automatic non-cash enrollment, requires clear disclosures, and protects workers' right to choose cash, strengthening wage rights and transparency.95% confidence

Sub-Topics Labor Standards

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in committee · New York · Assembly Jun 4, 2026

A 5000: Clarifies that the statutory damages available for certain wage violations are not punitive in nature and are designed to compensate workers

Clarifies that the statutory damages available for certain wage violations are not punitive in nature and are designed to be liquidated damages rather than penalties or to compensate workers for the employer's failure to prevent wage theft and for the harm to employees that results from such failure.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentClarifies statutory damages for wage violations are compensatory (not punitive), ensuring workers receive payment for wage theft, directly protecting workers' rights.95% confidence

Sub-Topics Labor Standards Minimum Wage

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in committee · New York · Assembly May 29, 2026

A 3068: Requires that notice of initial determination for unemployment benefits be provided

Requires that notice of initial determinations for unemployment benefits be provided to claimants within 30 days of such claimant furnishing all necessary documentation, and if the commissioner is unable to issue a determination within such time frame they shall inform the claimant of the new estimated time frame for the issuance of a determination.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires timely unemployment benefit determinations, protecting claimants' rights to prompt information and reducing processing delays in benefits access.90% confidence

Sub-Topics Labor Standards Unemployment

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in committee · New York · Assembly Jan 7, 2026

A 4358: Requires employers to engage in a good faith cooperative dialogue with employees who request accommodation due to a religious practice or observance

This bill requires employers to engage in a good-faith, written or oral dialogue with employees who request accommodations for religious practices (e.g., time off for worship, religious attire). It prohibits employers from refusing such accommodations without first attempting to find a solution through this dialogue and proving the accommodation would cause "undue hardship" (significant cost or disruption to operations). Employees will not receive premium pay or benefits for work during hours accommodated for religious needs. The law applies broadly to most employers, with limited exceptions for industries where uniform attendance is essential to avoid economic hardship.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates employer dialogue for religious accommodations, protecting workers' rights by requiring good-faith efforts before denial and preventing arbitrary refusals without proving undue hardship.95% confidence

Sub-Topics Labor Standards

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