This bill would allow taxpayers to exclude overtime pay from their federal adjusted gross income for tax purposes. Specifically, it defines "overtime compensation" as wages earned beyond an individual's normal scheduled work hours and subtracts this amount from taxable income. The provision applies to taxable years beginning on or after January 1, 2026. It directly affects individual taxpayers who earn overtime wages, reducing their taxable income by the amount of qualifying overtime compensation.
This bill expands New York's paid family leave program to include attendance at a child's individualized education program (IEP) meeting as a covered reason for leave. It allows eligible workers to use up to three hours of paid leave per IEP meeting to participate in planning their child's special education services. The change directly affects parents or caregivers of children with special needs who require school-based educational planning. The key provision amends the definition of "family leave" to explicitly include IEP meetings under the existing paid leave framework. This creates a concrete policy change allowing workers to take paid time off for this specific educational meeting without losing pay.
Relates to creating a company climate report system to assess the workplace environment of companies doing business in New York with a focus on sexual harassment and discrimination policies and the frequency and handling of claims, settlements and cases by such companies.
Requires the commissioner of labor, in consultation with the commissioner of agriculture and markets, commissioner of health and the commissioner of environmental conservation, to develop instructional tools and materials for occupations at high-risk of tick exposures; requires such materials to provide information on the identification of ticks and tick removal, and protection from tick bites; requires such materials to be available to high-risk employers and employees at no charge.
This bill modifies New York's paid sick leave law to set specific requirements based on employer size. Employers with 4 or fewer full-time equivalent employees must provide up to 40 hours of *unpaid* sick leave annually, unless they earned over $1 million in net income last year (then paid leave applies). Employers with 5-99 employees must provide 40 hours of paid sick leave yearly, while those with 100+ employees must provide 56 hours. All employees accrue sick leave at a rate of 1 hour for every 30 regular work hours, starting from hire or the law's effective date. The changes take effect immediately.
Limits the number of consecutive hours worked by certain employees of cities of one million or more; provides that employees of cities of one million or more who are subject to a collective bargaining agreement shall not work more than 17 consecutive hours in a work day.
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; relates to penalties for certain wage violations.
Clarifies that workers who are temporarily partially disabled are entitled to payment of benefits at a reduced rate unless their separation from employment is unrelated to the compensable injury.
Enacts the "Velmanette Montgomery YouthBuild act"; sets program requirements; authorizes grants to eligible YouthBuild participants; establishes application requirements.
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.
