S 4304, the "Paid Sick Leave Act," requires all employers (including state/local governments) to provide paid sick leave to employees. Employees earn one hour of paid sick leave for every 20 hours worked, up to 80 hours annually (40 hours for small businesses with fewer than 10 employees), for their own illness, medical care, or caring for family members (including adopted/foster relatives). The law prohibits employer retaliation for using sick leave, mandates workplace posting of employee rights, and requires employers to maintain records for four years. It applies to all employees regardless of work schedule or employment status.
S 1436 requires employers to provide paid sick leave based on business size: employers with 5-99 full-time equivalent employees must offer 40 hours of paid sick leave annually per worker, while those with 100+ employees must provide 56 hours. Smaller employers (4 or fewer full-time equivalents) generally provide unpaid sick leave unless they earned over $1 million net income last year, in which case it becomes paid. Employees accrue sick leave at a rate of one hour for every 30 regular work hours, starting from hire or the bill's effective date. The law takes effect immediately and applies to all covered employers in New York.
This bill allows public employees in New York (including state, county, school district, and retirement system workers) to use accrued sick, vacation, or personal time during waiting periods for workers' compensation benefits or when their claim is disputed. Employers cannot force employees to use this time during such periods, and if an employee later qualifies for benefits, they get their used time fully restored. The law does not apply to employees covered by collective bargaining agreements unless their union specifically opts in to these provisions. It preserves existing collective bargaining rights while ensuring employees don't lose accrued time during workers' comp processing delays.
This bill (A 1467) adds "to recover after a stillbirth" as a qualifying reason for paid family leave under New York's workers' compensation law. It directly affects employees who experience a stillbirth, allowing them to take paid leave for recovery. The key provision amends existing law to include stillbirth recovery alongside other covered reasons like bonding with a newborn or caring for a family member with a serious health condition. The change applies to all policies or contracts issued, renewed, or modified after the effective date. This is a specific policy update to expand access to paid leave for a defined health-related event.
This bill increases New York's paid family leave benefits by raising the maximum leave time from 10 weeks to 26 weeks per year (52-week calendar period), effective January 1, 2020, and gradually increasing the benefit percentage from 60% to 100% of an employee's average weekly wage (capped at 80% of the state average). It directly affects New York employees who need leave for family care (e.g., newborns, sick relatives), employers providing this benefit, and insurers administering the program. Key provisions include a minimum $100 weekly benefit, the option for employees to use accrued vacation time instead of family leave (with full pay), and a superintendent's authority to delay benefit increases if market stability is at risk. The bill also clarifies that leave duration cannot exceed 26 weeks in any 52-week period and ensures reinstatement protections.
This bill increases short-term disability and family leave benefits for eligible New York workers. It phases in higher weekly benefit rates (from 50% to 67% of average weekly wage) and extends maximum benefit periods (from 8-10 weeks to 12 weeks) over time, starting in 2018. These changes apply to employees taking leave for disability or qualifying family care needs under New York's workers' compensation law. The bill requires employers to maintain health benefits during leave and prohibits retaliation for taking leave. The superintendent of financial services may delay benefit increases if needed to maintain program stability.
This New York state bill (A 1664) allows employees to use their existing accrued sick leave for painful menstrual cramps (dysmenorrhea). It directly affects all employees covered by sick leave policies under New York's labor law, including those working for state agencies, local governments, schools, and private employers. The bill permits using sick leave in full or partial days for this condition, clarifying that it does not create new paid leave but uses existing sick leave benefits (excluding workers' comp or insurance). It explicitly protects existing collective bargaining agreements and takes effect 120 days after enactment.
Requires employers to provide up to ten additional days of unpaid leave for absences when the employee or employee's family member has been the victim of domestic violence, a family offense, sexual offense, stalking or human trafficking upon the employee's request for reasons related to such offense or offenses.
Bill A 8058 aims to expand access to paid sick leave for workers. It amends the state labor law by redefining who qualifies as an "employee" for paid sick leave purposes. Under this bill, a person providing labor or services to an employer is considered an employee unless the employer can demonstrate three specific conditions are met, indicating an independent contractor relationship. Minor league baseball players compensated under certain collective bargaining agreements are specifically excluded from this expanded definition.
This bill, the "Paid Leave for Immigration Hearings Act" (A 9109), allows New York employees to use their existing accrued paid sick leave for immigration court appearances or preparation, covering both the employee and their family members. It expands the state's labor law to specifically include immigration proceedings as a valid reason for taking sick leave, without requiring employers to know confidential details about the case. Employers must grant this leave upon request and cannot demand disclosure of immigration-related information as a condition for providing it. The law applies to all covered employers in New York and takes effect 180 days after enactment.
