This bill expands New York's paid family leave program to include bereavement leave for employees experiencing fetal death, stillbirth, or an infant declared medically not viable to survive. It amends workers' compensation law to explicitly add these scenarios to the definition of "family leave" under Section 201. Employees would need to provide medical documentation (such as a fetal death certificate or physician's declaration) to qualify for this leave. The policy applies to all new or renewed insurance policies starting January 1, 2025.
Extends paid family leave benefits to employees who perform construction, demolition, reconstruction, excavation, rehabilitation, repairs, renovations, alterations, or improvements for multiple employers pursuant to a collective bargaining agreement who shall be eligible for family leave benefits if they were employed for at least twenty-six of the last thirty-nine weeks by any covered employer which is signatory to a collective bargaining agreement.
This bill limits most public employees in New York municipalities to a maximum of 17 work hours in any single workday, applying to all municipal employees except elected officials and those excluded by law. It amends existing overtime pay rules to clarify that overtime compensation does not count toward retirement benefits, salary increases, or promotions. The restriction on daily hours applies unless overridden by an existing collective bargaining agreement. This policy change directly affects public workers in local governments across New York State.
Requires employers of retail, food service or cleaning employees to give such employees 7 days' notice of their work schedule and a month's notice of the minimum hours of work; provides a private right of action to employees who are aggrieved by certain violations of such provisions.
Creates a joint committee to provide oversight on unemployment insurance; authorizes the department of labor to conduct a study on how to improve unemployment insurance in the state.
This bill requires employers to pay minimum wage for any time over one hour during a split shift when an employee is not working (e.g., during a long break between work periods). It directly affects hourly workers with split shifts, such as those working morning and afternoon shifts with an extended unpaid break. The key provision mandates that this non-working time be counted as "worked" time for minimum wage purposes, ensuring pay for the full duration of the shift. The bill is pending in the Labor Committee and has not yet become law.
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.
This resolution memorializes Governor Kathy Hochul to proclaim April 28, 2025, as Workers' Memorial Day in the State of New York. The aim is to honor workers who have been killed, injured, or made ill on the job and to renew advocacy for safety and health protections.
This bill expands New York's paid family leave program to include up to four weeks of paid leave for employees experiencing a stillbirth and one week for miscarriage. It directly affects employees in New York who face these pregnancy losses, providing financial support during this time. The law specifies that leave benefits will equal 67% of an employee's average weekly wages (capped at the state average) for the designated periods. Employees must provide proof like a stillbirth or fetal death certificate to qualify, and the leave counts toward the annual 12-week maximum family leave allowance.
This bill (A 4742) allows either an injured worker or an employer to request a hearing in a workers' compensation claim. It requires the board to schedule such hearings within 45 days of the request, without imposing limits, fees, or penalties on either party. The bill also mandates that the board keep accurate records of all hearings and imposes penalties ($25 to a fund + $75 to the worker) if employers delay proceedings through tactics like failing to appear or produce evidence. It directly affects workers seeking compensation and employers facing claims.
