Restricts the use by an employer or an employment agency of electronic monitoring or an automated employment decision tool to screen a candidate or employee for an employment decision unless such tool has been the subject of an impact assessment within the last year; requires notice to employment candidates of the use of such tools; provides remedies for violations.
S 6604 allows cities and towns to set minimum wage rates higher than the state minimum for private employers within their boundaries. It directly affects local governments that adopt these higher standards and the workers and businesses operating in those areas. The key provision is a non-preemption clause, which prevents state law from blocking local wage increases. The bill takes effect immediately upon enactment.
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.
S 4304, the "Paid Sick Leave Act," requires all employers (including state/local governments) to provide paid sick leave to employees. Employees earn one hour of paid sick leave for every 20 hours worked, up to 80 hours annually (40 hours for small businesses with fewer than 10 employees), for their own illness, medical care, or caring for family members (including adopted/foster relatives). The law prohibits employer retaliation for using sick leave, mandates workplace posting of employee rights, and requires employers to maintain records for four years. It applies to all employees regardless of work schedule or employment status.
This bill repeals previous exclusions that denied farm laborers in New York State collective bargaining rights and workers' compensation coverage. It amends the Labor Law to include farm workers in the definition of "employees," allowing them to form unions and negotiate contracts like other workers. The bill also updates regulations for farm labor camps, requiring permits and setting standards for living conditions, while removing exemptions that previously kept farm employers from certain labor protections.
Requires the department of labor to provide a document on workplace rights to any minor seeking working papers and to make such document available in other languages and to school officials who issue working papers.
Sets base wage requirements for certain human services workers employed in eligible state-funded programs that provide health and/or welfare assistance.
This bill directs New York courts to interpret the state's labor law "liberally" in favor of workers to achieve its protective goals, such as securing fair wages, preventing retaliation, ensuring equal pay, and protecting unemployment benefits. It specifically requires courts to apply labor law provisions broadly and interpret any exemptions or exceptions narrowly to maximize deterrence of employer violations. The law affects all workers and employers covered by New York's labor regulations by changing how courts evaluate disputes under existing labor statutes. This is a procedural directive for judicial interpretation, not a new law creating additional worker protections.
This bill amends New York's workers' compensation law to remove the requirement for workers with permanent partial disability to prove ongoing "labor market attachment" to receive benefits. It directly affects workers who have suffered work-related injuries causing lasting wage-earning capacity loss, allowing them to receive compensation based solely on their impairment level without needing to demonstrate continued job market engagement. Key provisions specify benefit duration limits (e.g., up to 525 weeks for >95% impairment) and also eliminate the labor market attachment requirement for temporary partial disability claims. The change simplifies the process for eligible claimants while maintaining specific benefit caps based on the severity of disability.
Empowers the commissioner of labor to issue stop-work orders against employers for misclassification of employees as independent contractors or for providing false, incomplete, or misleading information to an insurance company on the number of employees of such employer.
