Relates to the disclosure of automated employment decision-making tools; requires the office of information technology services to maintain an artificial intelligence inventory; provides that the use of artificial intelligence systems shall not affect the existing rights of employees pursuant to an existing collective bargaining agreement, or the existing representational relationships among employee organizations or the bargaining relationships between the employer and an employee organization.
Establishes the human services wage commission for the purpose of investigating whether the wages paid to human services workers are sufficient to provide adequate maintenance and to protect the health and welfare of employees; defines terms; provides for the duties of the commission; requires reporting.
This bill prohibits employers from discriminating against job applicants or employees whose criminal charges were adjourned in contemplation of dismissal (a status where charges are put on hold pending successful completion of conditions, not a conviction). It directly affects individuals with such dismissed charges, ensuring they cannot be denied employment or face other employment penalties based on this legal status. The bill amends criminal procedure law to clarify that an adjournment in contemplation of dismissal is not a conviction or admission of guilt, and that such cases should not result in employment disability or forfeiture. It explicitly states that this change does not affect existing rights under related laws.
This bill creates the Strategic Investment in Workforce Development Program within New York's Urban Development Corporation. It directs the program to collaborate with state agencies to identify workforce shortages, train youth, and support unemployed or underemployed individuals - particularly in high-skill industries. Eligible applicants include employers, nonprofits, and training programs serving these groups, with at least 20% of funds reserved for small businesses and minority/women-owned enterprises. The program must fund training costs (classroom, on-the-job, curriculum) and report annually on participants, certifications, and program evaluations starting in 2027.
Provides for equitable disability policies; prohibits any difference, on the basis of race, color, religion, sex, marital status, or national origin in the amount or payment of premiums or rate charges, or in the benefits payable, or in any of the other terms or conditions of any policy of disability insurance under the workers' compensation law.
This bill expands the legal definition of "employer" under New York's labor law to include specific public entities and certain nonprofits. It directly affects state agencies, local governments, public authorities, and not-for-profits receiving 50% or more of their funding from government sources. The key provision requires all these public employers to create and carry out workplace violence prevention programs. The bill amends Labor Law Section 27-b and takes effect immediately.
Exempts a portion of poll workers' income earned on an election day from state income tax; requires the board of elections, in conjunction with the department of taxation and finance, to conduct a public awareness campaign to inform poll workers of such tax exemption; requires the department of taxation and finance to issue guidelines on how poll worker income should be reported on tax returns.
Requires that a minimum of ten percent of the labor hours of the total construction workforce employed by all contractors and subcontractors performing work pursuant to a construction contract shall be performed by a person or persons participating in a certified apprenticeship program; makes technical amendments.
This bill requires Metro-North and Long Island Rail Road (LIRR) companies to waive sovereign immunity for any legal claims against them in New York courts. It mandates that these railroads comply with key federal railroad laws, including the Railway Labor Act, Federal Employers Liability Act, and safety regulations. The waiver applies retroactively to all ongoing lawsuits involving these railroads. The bill directly affects employees who could pursue legal claims against Metro-North or LIRR under these federal protections.
This bill prohibits employers from asking job applicants about their student loan payment history or using that information to make hiring decisions. It directly affects job applicants, particularly those with student debt, by preventing employment discrimination based on their loan status. The law includes an exception for employers required by state/federal law or financial regulations to check this information. The bill applies to all employers except those in specific regulated industries like finance. It becomes effective immediately upon enactment.
