Labor & Employment

in committee · New York · Senate Jan 7, 2026

S 1686: Relates to prohibition of certain activities in extreme temperatures

This bill prohibits retail businesses from requiring employees to perform "human billboard" activities - such as holding signs or wearing branded clothing outside stores for advertising - when outdoor temperatures reach 90°F or higher. It directly affects retail employees who might otherwise be asked to stand outdoors in extreme heat for promotional purposes. The law defines "retail business" as entities selling consumer goods (like clothing or groceries) and specifies "extreme temperatures" as 90°F+ measured outdoors. The prohibition takes effect immediately upon enactment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits outdoor 'human billboard' activities in extreme heat (90°F+), directly improving workplace safety for retail employees by preventing heat exposure risks.95% confidence

Sub-Topics Labor Standards

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passed both · New York · Assembly Jun 4, 2026

A 38: Directs the New York State Department of Labor to establish a voluntary training and certification program for employers that have taken the Neurodiversity Training Pledge

Directs the New York State Department of Labor to establish a voluntary training and certification program for employers entitled the Neurodiversity Training Pledge.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentVoluntary training program for neurodiversity inclusion advances workplace rights by promoting inclusive hiring practices and supporting neurodiverse workers' employment needs.95% confidence

Sub-Topics Professional Licensing

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in committee · New York · Senate Jan 7, 2026

S 1810: Relates to unlawful discriminatory practices based upon delays in reporting workplace sexual harassment

This bill, the "No Right Time Act" (S 1810), prohibits employers from punishing employees for delaying reports of workplace sexual harassment. It directly affects employees who experience harassment and their employers by banning discrimination for late reporting or filing. The key provision extends the time limit for filing sexual harassment claims to three years after either reporting to the employer or leaving the job, whichever comes later. This replaces the standard statute of limitations with a clearer, employee-friendly timeline for pursuing legal action.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer punishment for delayed harassment reports and extends filing window to 3 years, directly protecting workers' rights under Labor & Employment.95% confidence

Sub-Topics Employment Discrimination

Track

in committee · New York · Assembly Jan 7, 2026

A 5559: Establishes a credentialing pilot program for direct support professionals

Bill A 5559 establishes a pilot program to credential direct support professionals (DSPs) who work with individuals receiving care in state-operated and not-for-profit facilities. The program aims to professionalize the DSP field by promoting career advancement, developing advanced skills, and enhancing workforce recruitment and retention. It includes a credentialing and education program, along with comprehensive training that may feature online modules and mentorships. An advisory council, comprising DSPs, providers, and self-advocates, will oversee the program's implementation. The Office is required to report on the pilot's effectiveness by November 2028, including recommendations for a potential statewide credentialing program.

Topics ✓ HealthcareSupports HealthcareBill establishes DSP credentialing to professionalize workforce, improve care quality, and enhance retention in healthcare settings, aligning with support indicators for workforce development.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill promotes career advancement and workforce retention for direct support professionals, aligning with employment standards by enhancing job quality and recruitment through credentialing.85% confidence

Sub-Topics Medical Licensing

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in committee · New York · Assembly Jan 7, 2026

A 1361: Relates to restrictive covenants between employers and employees with respect to agreements not to compete

Allows employers to request or require a prospective or current employee to execute a restrictive covenant not to engage in specified acts in competition with the employer after termination of the employment relationship as a condition of employment, continued employment, or with respect to severance pay.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentBill enables employers to require non-compete agreements as employment condition, restricting employee mobility and weakening worker protections in labor & employment context.90% confidence

Track

in committee · New York · Senate Jan 7, 2026

S 860: Relates to imposing certain conditions on the approval of a charter school application

This bill (S 860) blocks the approval of charter school applications when converting an existing public school, if the school has a documented pattern of serious violations of civil service laws protecting employee rights. Specifically, it prevents approval if the school interfered with or discriminated against employees under state labor rules, as determined by the Public Employment Relations Board. The law requires that such violations must be resolved before a new application can be submitted in the future. It directly affects public schools seeking to convert to charter status by adding a new eligibility condition based on past labor practices.

Topics ✓ EducationSupports EducationBlocks charter approvals for schools violating employee rights, protecting educator labor standards within K-12 systems.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBlocks charter approvals for schools violating labor laws protecting employee rights, requiring resolution of violations before approval. Enforces compliance with labor protections.90% confidence

Sub-Topics School Choice Public Employees

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in committee · New York · Assembly Feb 12, 2025

A 433: Relates to the disclosure of automated employment decision-making tools and maintaining an artificial intelligence inventory

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill explicitly prohibits AI systems from affecting existing collective bargaining rights and requires disclosure of automated hiring tools, protecting workers' current representational relationships and rights.95% confidence ✓ TechnologySupports TechnologyRequires disclosure of AI employment tools and mandates AI inventory, protecting employee rights under collective bargaining - aligns with data privacy and regulatory safeguards for digital rights.92% confidence

Sub-Topics Collective Bargaining Artificial Intelligence

Track

in committee · New York · Assembly Jan 7, 2026

A 7624: Establishes the human services wage commission

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill establishes commission to investigate wage adequacy for human services workers, aiming to ensure sufficient pay for health/welfare protection, directly advancing worker compensation standards.95% confidence

Sub-Topics Labor Standards Minimum Wage

Track

in committee · New York · Assembly Jan 7, 2026

A 5929: Prohibits employment discrimination against persons whose criminal charges have been adjourned in contemplation of dismissal

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.

Topics ✓ Criminal JusticeSupports Criminal JusticePrevents employment discrimination for dismissed charges, aiding reentry and reducing recidivism through fair hiring practices.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employment discrimination against individuals with adjourned criminal charges, directly protecting workers' rights to fair hiring without penalty for non-conviction status.95% confidence

Sub-Topics Civil Rights Employment Discrimination

Track

in committee · New York · Assembly Jan 7, 2026

A 3309: Relates to the creation of the strategic investment in workforce development program

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentCreates program funding workforce training for unemployed/underemployed, prioritizing high-skill industries and reserving 20% for minority/women-owned businesses, directly advancing employment opportunities.95% confidence

Sub-Topics Workforce Development

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