Labor & Employment (Labor Standards)

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

Track

in committee · New York · Assembly Jan 7, 2026

A 1700: Relates to the definition of a day student for the purposes of employment

This bill (A 1700) amends New York Labor Law to clarify the definition of a "day student" for employment purposes. It specifies that employment does not include work performed during regular school hours by students in elementary or secondary school who are in regular attendance. The change removes outdated language ("during the day time") and explicitly states this exclusion applies to part-time student workers. This definition directly affects students working part-time jobs during school hours, clarifying they are not covered under certain labor law provisions related to "day student" employment. The amendment takes effect immediately upon enactment.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentClarifies students' work during school hours is excluded from employment protections, weakening labor rights for part-time student workers under New York Labor Law.90% confidence

Sub-Topics Child Labor Labor Standards

Track

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

Track

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

Track

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

Track

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

Track

in committee · New York · Assembly Jan 7, 2026

A 7874: Relates to the number of hours which constitute a work week

This bill gradually reduces the standard workweek from 38 hours to 32 hours over three years. It directly affects all employees covered by state labor law, phasing in the change as follows: 36 hours in year one, 34 hours in year two, and 32 hours in year three. The bill amends overtime rules to require pay at 1.5x for hours over 8 in a day, and 2x for hours over 12. It does not change existing overtime thresholds but adjusts the baseline workweek definition over time. The law takes effect immediately for the first reduction, with subsequent changes phased in annually.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentReduces workweek from 38 to 32 hours over 3 years and increases overtime pay (1.5x/2x), directly advancing worker benefits and reducing hours95% confidence

Sub-Topics Labor Standards

Track

in committee · New York · Senate Jan 7, 2026

S 6620: Establishes a correctional employee protective labor practices board

Establishes a correctional employee protective labor practices board to make recommendations regarding labor practices and working conditions for correctional employees, and institutional safety of both correctional employees and incarcerated individuals.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentEstablishes board to recommend improvements to correctional employee labor practices, working conditions, and institutional safety, directly advancing workplace safety protections for workers.95% confidence

Sub-Topics Labor Standards

Track

in committee · New York · Assembly Jan 7, 2026

A 3667: Relates to requiring employers submit an affirmative acknowledgement of implementing a sexual harassment prevention policy which meets or exceeds the minimum standards

Requires employers to submit an affirmative acknowledgement of implementing a sexual harassment prevention policy which meets or exceeds the minimum standards upon the completion of the employer's annual training or the training of a newly hired employee.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill requires employers to implement and acknowledge sexual harassment prevention policies meeting minimum standards, directly protecting workers' rights and improving workplace safety as part of labor protections.95% confidence

Sub-Topics Employment Discrimination Labor Standards

Track

in committee · New York · Senate Mar 7, 2025

S 6235: Relates to equal pay disclosure with respect to state contracts

Relates to equal pay disclosure with respect to state contracts; requires contractors to submit a summary of the contractor's workforce pay averages, calculated by job category, gender, race, and ethnicity, and the difference between pay averages in each category; requires such reports to be made public; and provides for damages for willful or intentional violations.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates pay transparency by gender/race for state contractors, promoting equal pay accountability and protecting workers' rights through public reporting and violation penalties.95% confidence

Sub-Topics Employment Discrimination Labor Standards

Track