This bill expands an existing tax credit for farmers to cover the cost of constructing housing for farm workers. It specifically allows farmers to claim the credit for standard construction materials and labor used to build residential housing occupied by workers employed in their farming operations. The change modifies the tax law to include housing construction under the "eligible costs" for the credit, which previously applied only to equipment and production-related property. This directly affects farmers who build housing for their agricultural workforce in New York. The policy change is a straightforward expansion of an existing tax incentive, with no new eligibility requirements beyond the current credit framework.
This bill would expand family leave protections to include employees who are recovering from a stillbirth. It directly affects workers who experience pregnancy loss by adding stillbirth recovery to the list of qualifying reasons for taking unpaid leave under the state's workers' compensation law. The key provision amends existing definitions to allow employees to take leave during the first twelve months after a stillbirth, treating it similarly to leave taken to bond with a newborn child. The bill would take effect 90 days after becoming law if it were to pass both legislative chambers.
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.
This bill requires employers in New York to provide new employees with information about student loan repayment options during the hiring process. It directly affects employers hiring for entry-level positions requiring an associate's degree or higher (including post-graduate interns), starting on the bill's effective date. Employers must give newly hired workers written materials covering federal repayment plans, income-based options, consolidation, and public service loan forgiveness programs, plus links to the state's financial services resource center. The materials must be developed by the Labor Commissioner with input from higher education and financial services officials.
Prohibits retaliatory actions by employers against employees for disclosure of activity which violates a company internal control implemented to prevent fraud or which the employee believes to be fraudulent; makes amendment to whistleblower statute in 2021 retroactive to 2018.
This bill allows New York City to partner with labor unions representing city employees to finance affordable housing exclusively for those union members. It requires housing units to be occupied by city employees meeting specific criteria: at least one resident must work for the city, live there over half the year, and have combined household income below 125% of the area median income. Leases automatically terminate if residents no longer meet these income or residency requirements. The bill creates a formal mechanism for unions and the city to collaborate on housing projects without conflicting with existing laws. (Summary based on §1154 of the bill text and official abstract.)
This bill creates up to 1,700 noncompetitive employment positions in school districts for people with developmental disabilities, including those with Down syndrome, autism, or cerebral palsy, who are certified as qualified by health services. School districts must classify these roles separately, allowing hiring without standard competitive exams, but employees must be certified as having a developmental disability. It ensures these workers have equal access to promotional exams compared to competitive class employees. The law takes effect immediately upon passage.
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People with Disabilities
This bill requires employers with 20 or more full-time permanent employees to create a written workplace violence prevention program. The program must include specific measures to address risks like abusive conduct and bullying, such as conflict resolution training and clear reporting systems. Employers must provide annual training to all employees on identifying, reporting, and preventing workplace bullying and abusive conduct, including how to use safety procedures and access the prevention program. It directly affects covered employers across New York State and applies to all workplace settings where such risks exist. The law mandates these changes to reduce incidents of workplace violence and improve employee safety.
Requires that an organization applying for grant funding shall provide to arts agencies a certification that it will enter into a labor peace agreement with at least one bona fide labor organization either where such bona fide labor organization is actively representing employees providing services covered by the organization seeking such grant funding or upon notice by a bona fide labor organization that is attempting to represent employees who will provide services to the organization seeking such grant funding; relates to prevailing wage requirements for not-for-profit theaters and payment of their employees on productions funded by the New York state council on the arts or arts agencies of localities.
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.
