Creates, in addition to the existing sanction of criminal contempt of court, the remedies of labor law civil penalties and employee's right to bring civil action for unlawful discharge, penalty or discrimination on account of the exercise by an employee of a juror's right to be absent from employment by reason of jury service.
This bill, S 4070 ("Trapped at Work Act"), prohibits employers from requiring workers to sign employment promissory notes as a condition of employment. Such notes - agreements forcing workers to repay money if they leave before a set period - would be unenforceable and void under the law. Exceptions include agreements for repaying non-training-related advances, property leases, or collective bargaining terms. Violating the law subjects employers to fines of $1,000-$5,000 per affected worker, and workers can recover attorney fees if sued over these invalid agreements.
Permits school districts and entities licensed pursuant to section three hundred ninety of the social services law to look at the social media accounts of prospective employees.
This bill exempts daycare and childcare facility employers from the requirement to provide paid sick leave for employees affected by COVID-19 quarantine or isolation orders. It amends a 2020 law (Chapter 25) to add a specific exemption for these employers, removing their obligation to cover such leave under existing sick leave rules. The exemption is temporary, set to expire on the same date as the original 2020 provisions it modifies. This directly affects daycare and childcare facility employers, not other businesses or employees.
Provides affordable and accessible dependent care options for working families by including qualified in-home and backup care expenditures paid or incurred with respect to the taxpayer's employees working in the state in the employer provided child care credit criteria; makes technical corrections to make such credit independent of the federal employer-provided child care credit.
This bill requires industrial development agencies in New York municipalities to include a representative from a labor organization on their governing boards. It defines "labor organization" as any group formed for collective bargaining, handling workplace grievances, or worker protection (excluding company unions). Agencies must have 3-7 members, including at least one labor representative, a local government/business representative, and a school district representative. The law aims to ensure worker voices are part of decisions affecting local economic development projects.
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.
This bill requires employers in New York to conduct annual bias checks on automated hiring tools (like AI resume scorers or personality tests) to ensure they don’t unfairly disadvantage protected groups (e.g., based on race, gender). Employers must publicly share summaries of these checks on their websites before using the tools and provide updated reports to the state Labor Department yearly. The Attorney General and Labor Commissioner can investigate violations and take legal action to enforce compliance. It directly affects businesses using such tools for hiring decisions within New York State.
Requires such apprenticeship program is specific to the type and scope of work which is being performed and have a graduation rate of at least thirty percent as determined by the department of labor; makes technical corrections.
This bill requires New York state agencies to provide certified payroll records from public works contractors to labor organizations that represent workers on those projects. It mandates that agencies share detailed payroll information - including employee names, job classifications, hours worked, and all wage payments - within 30 days of a valid request. The records must verify compliance with prevailing wage rates and working conditions for public construction projects. This directly affects labor organizations seeking transparency and contractors performing state-funded work, ensuring accountability in wage enforcement. The law takes effect immediately upon enactment.
